Dependency on Filipino nurse is an essential part of the Saudi Arabian healthcare system. The country faces a real shortage of medical care service providers. Many big hospitals in Saudi are on the rise and most of which are suffering from providing quality care due to nurse shortage. Most hospitals have chosen the path of importing professional labor to satisfy their needs for the necessary nurse.

Recruitment of nurses from third world countries has been the solution to fill in the requirement for qualified nurses. While Saudi perceives third world countries as a gold mine to recruit nurses, nurses from these countries see Saudi Arabia as a stepping stone to the western world, such as a career in the United Kingdom and the United States.

Is it safe to live and work as a Filipino nurse in Saudi Arabia?

In terms of personal and physical safety as a woman, the possibility of being robbed or assaulted is extremely low. It would be more likely to be involved in a traffic accident than security accidents.

Many testimonies have proven that women can freely go out alone without being harassed but be cautious of lusty stares and the inappropriate male gaze. It is true that it is easy to be objectified as a woman in Saudi Arabia for being different in terms of how the way you look, but by being extra careful, you can assure yourself security.

You don’t really have to wear a hijab to cover your hair, but you have to wear an abaya especially when you’re off the hospital compound.

Outside of work, you can find any hobby or interests you are into there. Apart from the unlimited travel options, you can enjoy your social life by joining various interests groups and formal events.

How is it working as a Filipino nurse in Saudi Arabia?

Every high- skilled professional such as doctors and nurses undergo a rigorous fact-checking from the Saudi Labor Ministry.

Most of the time, nurses are working 44 hours per week. Basically, it is more than the work hours you used to be working full-time here in the Philippines.  You will surely flip day shift to night shift work. Due to nurse shortage, Filipino nurses were pushed to work overload.

Saudi Arabia employs nurses from varying citizenship. This entails differences in terms of standards of nursing education and scope of practices.

In Saudi Arabia, there is a high incidence of metabolic and genetic disorders. If you will be assigned in large hospitals, you will surely have the opportunity to use the latest healthcare gadgets. Saudi Arabia seems to offer wonderful progression opportunities to build nursing careers. One of the exciting opportunities will be the chance to work for some of the world’s most modern and state-of-the-art healthcare facilities.

If you are a Filipino nurse who can adapt at things that are different, embrace cultural differences, and someone who doesn’t take life seriously, you have high chances to survive in Saudi Arabia without any problems. It will be easy for you to make friends and have an amazing social life. After all, your experience in the country will rely mostly on whatever you make out of it.

Benefits still outweigh the negatives if there will be. Working as a Filipino nurse in Saudi Arabia will surely let you pay off all of your debt and have the chance to even travel the world.

If there are common trouble Filipino nurses in Saudi Arabia commonly encounter is being jailed and arrested for fabricating credentials. Misrepresentations and tampering will surely lead you to wrong places and even deportation. By dealing with a reputable recruitment agency, you can avoid encountering such trouble.

Here at Rensol Recruitment, being an ethical staffing agency, we assure that every Filipino nurse will have all their papers validated and will never, in any means, facilitate fraud from happening

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

emotional intelligence in healthcare

Emotional intelligence (EQ) has been an important topic in business and organizational leadership for decades. It’s equally important in the health care business. Health care administrators can develop their own EQ skills, and they can also promote EQ in their organizations via employee training. These industry leaders will discover that EQ allows better relationships between colleagues and patients while also improving overall organizational performance.

emotional intelligence benefit to healthcare infographics

Why Emotional Intelligence is Crucial in Health Care

What is Emotional Intelligence?

Psychology professors John D. Mayer and Peter Salovey coined the term “emotional intelligence.” They defined the term as “the ability to accurately perceive your own and others’ emotion; to understand the signals that emotions send about relationships; and to manage your own and others’ emotions.”

In 1998, psychologist Daniel Goleman noted the connection between EQ and business leadership, specifically citing self-awareness, self-regulation, motivation, empathy for others, and social skills as the link’s key components. In 2013, Goleman used neuroscience research to demonstrate how leaders can build each element of EQ by learning better ways to focus their attention.

How Health Care Administrators Hire People with EQ

Health care administrators that seek high-EQ employees see it as a valuable piece along with education, certification, and technical skills. They’ll evaluate EQ by using behavioral event interviewing tactics to see how prospective employees handled challenging experiences in previous jobs. They’ll also contact the candidate’s references to obtain firsthand insight into their people interaction skills.

How EQ Benefits Health Care Professionals

EQ lowers stress and burnout of health care professionals in several ways. It improves communication, yielding better doctor-patient relationships. It provides understanding to a patient’s emotional reactions to a treatment, which leads to higher levels of patient satisfaction. Additionally, it leads to increased job satisfaction, and it also leads to improved leadership quality, which can result in better team effectiveness and motivation.

The Key Skills Administrators Need to Develop

How Administrators can Develop EQ to Become Better Leaders

EQ skills fall into two areas. The first area is personal competence, or the ability to understand and express oneself. This skill requires emotional self-awareness, respecting and accepting oneself, and a commitment to self-improvement. It also involves having an assertive self-expression of emotions, proper stress management, a capacity to stay optimistic, and being able to adapt behavior and emotions in unforeseen circumstances. Additionally, the skill is defined by an ability to control impulses.

The second area is social competence, which is the ability to manages relationships. This skill requires empathy, effective and compassionate communication, and social and organizational awareness. It also requires the capacity to manage conflicts, the ability to inspire and motivate through leadership, and being able to be a coach and mentor. Additionally, the skill is defined by having a sense of social responsibility.

Conclusion: How Technology Can Help

Artificial Intelligence in Health Care Statistics

The healthcare AI market is projected to rise from around $663.8 million in 2014 to around $6.66 billion in 2021. The U.S. health care economy will potentially save an annual amount of $150 billion because of the AI applications projected to be in healthcare by 2026.

These applications can serve a diverse number of purposes. From a security standpoint, AI can help with fraud detection and cybersecurity. AI can also be applied to help nurses and staff by reducing dosage error reduction, providing administrative workflow, and becoming virtual nursing assistants. They can also help out in advanced capacities such as robot-assisted surgery, providing automated image diagnosis, issuing preliminary diagnoses, and identifying clinical trial participants. AI units can all be connected with each other, which could provide cohesion.

 EQ and AI: What’s the Difference?

EQ and AI are two wholly different concepts. AI is defined as a branch of computer science that focuses on allowing machines to solve problems and perform tasks associated with human intelligence. EQ, on the other hand, is a concept defined by the understanding of the emotions of the self and of others to foster personal and professional relationships.

The Potential of AI Technologies and Emotional Intelligence in Health Care

When combined, AI and EQ could advance healthcare in remarkable ways. It could make the assessment of a patient’s moods and feelings through speech cues, inflections, and gestures possible. It could also make it possible to detect depression and emotional wellness through vocal tone. Additionally, it could ease the stress of patient clinical trials by enabling real-time feedback. Overall, it could create a better customer experience by automating intake and discharge processes.

IBM’s Watson has provided a glimpse into this combination. The AI system can potentially match cancer patients with available clinical trials, medical therapies, surgeries, radiation, and supportive care. This could free up physicians, so they could spend more time providing care to patients.

The Importance of EQ

The relationship between EQ and leadership will continue to be a valuable asset for the success of health care organizations. Leaders and employees at all levels stand to benefit from adding EQ to their repertoire of professional skills.

In the world of hiring, soft skills have recently become the holy grail of recruiting. Soft skills – emotional intelligence and interpersonal skills like communication and empathy – are among the most in-demand qualifications a candidate can bring to the table.

According to one LinkedIn survey, more than half of nearly 300 hiring managers reported that the lack of soft skills among job candidates is limiting their company’s productivity. Recruiters are getting creative in trying to find new hires with talent in communication, time management, negotiating, writing, listening, problem solving, and decision making. Soft skills – the more intuitive EQ – are seen as a better predictor of success than hard skills, which can be taught or trained. 

Why are soft skills the best predictor of success? How can hiring managers design a recruitment process that takes these skills into account?

The Case for Soft Skills

Soft skills are in-demand in nearly every company and every industry. A Wall Street Journal survey of 900 executives found that 92% said soft skills were equally important or more important than technical skills. But 89% of those surveyed said they have a “very or somewhat difficult time finding people with the requisite attributes.” Likewise, LinkedIn’s 2018 Workforce Report discovered that the four most in-demand soft skills are leadership, communication, collaboration, and time management.

Are emotional intelligence a better predictor of success? According to one author, yes. Daniel Goleman, author of Emotional Intelligence at Work, found in his research of 500 executives that emotional intelligence was a better predictor of top performance than previous experience or IQ. CEOs at some of the world’s top companies (Amazon, Xerox, and Tesla, to name a few) lead with emotional intelligence have designed their entire corporate structure around soft skills.

And such skills aren’t just great for creating a fulfilling and pleasant work environment. The link between profit and leaders with high emotional intelligence is clear. In one study, CEOs whose employees rated them high in character had an average return of 9.35% over a two-year period, nearly five times as much as companies with CEOs who had low character ratings. The case for recruiting for soft skills is strong: but, there’s something to be said for balancing good leadership and communication with individuals who have honed their talent.

Don’t Ignore Hard Skills

Have some recruiters overcorrected in their search for candidates with high EQ? Maybe, says one expert. 

Cal Newport, author of So Good They Can’t Ignore You, believes that to have a successful career, you must develop skills that make you an expert in something. There will always be a market for those with a depth of knowledge in one thing; certain fields will always demand new hires with niche skills and technical training. Newport argues that he more mastery you have in a skill or field, the more control and satisfaction it’ll give you in your career. 

While it’s true that technical masters do become top CEOs – Steve Jobs and Bill Gates come to mind – other experts note that eventually, soft skills and emotional intelligence must be learned. Many programmers, for example, have some of the basic hard skills that it takes to run a company. However, they fall short on key EQ traits like listening. The best leaders can learn soft skills over time, but start as an expert in something. 

How to Hire for Hard Skills and Emotional Intelligence

Unfortunately, soft skills can’t be found on a resume, which is what makes hiring for them so difficult. 

Companies who hire successfully with low turnover have learned how to construct their interview process to cover hard and soft skills. These recruiters ask candidates to perform tests mimicking real-world scenarios to get the best prediction of their success in the company. These skills tests then get triangulated with psychometrics and attitude testing. 

Plus, the advent of AI has made it possible to weigh soft skills vs. hard skills equally. Where in the past a candidate might wow a recruiter in the interview, but have no mastery over their field, an algorithm can’t be easily biased by a resume or stellar presentation. Smart companies have even begun to customize their interview process for certain soft skills that are applicable to each open position: so your extroverts become your top sales people, while your listeners join your HR team. There’s a place for both hard skills and soft skills in the workplace: it’s up to your hiring team to find the right combination for success. 

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

Many are called, but only a few are chosen.

Opportunities to work abroad are scarce, being deployed abroad with an ethical recruitment agency is a golden opportunity of a lifetime. Every worker is expected to treasure the limited chance to earn better and become successful by just being a hardworking and responsible flag bearer of the country while overseas.

Here is the first installment of success stories we collated from our successful hires deployed to different parts of the world.

Ramel Tanon Sofranes was deployed to Russia to work as a tig/arc welder for Cherepovets and Yamal LNG Gas Plant project for Renaissance Heavy Industries (RHI) during our first batch of deployment, last March 2016.

Ramel shared that he came upon an advertisement from Rensol in Facebook. He tried his luck to apply where he passed the skills trade testing without any fees to pay. He was urgently deployed to Russia with his qualifications.

He survived to withstand working for 10 hours during the winter season with an extreme temperature of negative 30 degrees Celsius.

“Mahirap mawalay sa pamilya, mahirap dahil sobrang lamig, mahirap communication doon, mahirap salita nila, pero pagdating sa trabaho, kayang kaya (It is hard to live far away from your family, it’s hard because it is too cold, it’s hard to communicate, their language is difficult to understand, but when it comes to working, everything is doable.),” he shared.

Ramel was sent to the good hands of RHI who he claims to be very good as employers.

“Maganda at walang bitin ang sahod, ayos din naman ang accommodation (It is good and there is no delay on salary, the accommodation provided for us is also great.),” he said.

Thousands of Filipino skilled professionals were already deployed to Russia.  Filipino workers were tapped and have been provided with a quality job opportunity through Rensol Recruitment’s partnership with most of RHI’s gigantic projects.

This opportunity definitely helped his family to reach the greener pasture in life.

“Nais ko lang magpasalamat sa inyo (Arnold Mamaclay) at sa Rensol dahil nagkaroon ako ng pagkakataon.. thank you very much sa Rensol agency at wala akong ginastos at ako’y nakaalis patungong Russia (I just want to thank Rensol because I was able to fly to Russia without paying for anything),” Ramel said.

Renaissance Heavy Industries (RHI) has been one of the long-standing satisfied partners of Rensol in providing quality job opportunities to Filipinos for almost five challenging yet productive years. Some of RHI’s projects which involved Rensol’s manpower services are Yamal LNG Plant, Gas-To-Gasoline Project (GTG), Turkmenhimiya Ammonia and Urea Plant, Sibur Tobolskneftekhim Polypropylene Plant, Phosagro Ammonia Plant, etc. Rensol has provided thousands of pipe fitters, scaffolders, welders, and riggers to the said projects, both in Russia and Turkmenistan.

RHI contracted Filipino workers from Rensol Recruitment to man its mechanical, construction, civil activities, and other EPC services which includes concrete works, steel erection, equipment erection, heavy lifting, piping works, cable pulling, insulation, and painting.

Ramel was able to buy his own car, which he uses as a source of income here in the Philippines. He is now working as a full-time driver for the ride-sharing service mobile application, Grab.

Rensol, being an ethical recruitment agency, reaches out especially to the less privileged Filipinos to alleviate their lives. The agency doesn’t collect anything to make opportunities attainable even by those in the poorest of the poor. That’s why it is with great delight that we celebrate even the smallest successes of our deployed workers overseas. 

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.


Sankyu, an international service provider for engineering, logistics, and operational support originated in Japan, tied a partnership knot with Rensol Recruitment – the fastest growing recruitment agency in the Philippines, in upgrading their manpower of skilled professionals for maintenance, rotating, and static equipment to big projects based in Rabigh/Yanbu, Saudi Arabia.

Sankyu, which name was derived from the English expression “thank you”, expressed their overwhelming appreciation to Rensol for attracting hundreds of potential new hires and for effectively selecting the most fitting and most qualified candidates in every vacancy provided through the agency’s intensive recruitment practices and backgrounding.

With the fountain of world-class laborers in the Philippines, Rensol’s recruitment and headhunting schemes were able to provide solutions to what Sankyu specifically asked for.

Latest deployment of workers bound to Sankyu Saudi Arabia already commenced with the start of the new year, 2019.

Sankyu has been requiring workers with oil and gas and maintenance experiences for the following positions: piping engineer, civil engineer, piping supervisor, rotating supervisor, rotating foreman, rotating technician, welder, pipe fitter/ fabricator, estimator, planner, rigger 3, electrical foreman, electrical technician, instrument foreman, instrument technician, static supervisor, static technician, and E&I supervisor.

The century-old company has been expanding their network overseas for over 30 years now. Sankyu’s technology and services have been competing to be forefront in the world by recruiting highly- specialized technicians and equipping them with development programs to upgrade their skills and to adopt proper discipline.

Sankyu and Rensol shared this mutual vision to invest a lot in human resources to achieve the top spot in the industry. Sankyu find this as a common denominator with Rensol as on how the agency values people as invaluable assets to attain excellence in the global arena. Like Sankyu, Rensol also serves more than just being a service provider, they are also passionate of providing an above and beyond service as solution providers.

We, at Rensol, are more than thankful not just for the opportunity to be an excellent manpower provider for Sankyu, but a reliable partner for them as well, to foster a lasting relationship within the long run.

If you want to hire the best team for your business, it’s vital to make a good first impression. Especially if you’re competing for top talent in an in-demand marketplace, the hiring process is as much an interview for the company as it is for the candidate. That’s why it’s too important to deliver a great candidate experience.

Hiring is usually a potential employee’s first interaction with your company, and you should make it a positive and rewarding one. Candidates who experience a slow, disorganized, or unclear hiring process may judge that your company may not be the best place to work, after all. With that in mind, below are some ideas for hiring managers on how to create an amazing candidate experience from the first interaction to the final job offer.

Make the job description crystal clear.

No one likes the feeling of a bait and switch, so don’t glorify a low-level position with a bunch of loaded words. For example, if a secretary will be expected to answer telephones, you probably don’t want to include a phrase like “will communicate with the public on behalf of the company” in the job description. You’re not selling a job to candidates so leave the advertising jargon for your marketing department. Simply and clearly state the actual job responsibilities and requirements. Then, you’ll hopefully get candidates who are both qualified and interested in the role to apply.

Brand your company.

Ideally, your jobs page should act as an enticement to candidates. Show off your company culture, your values, and a few of the perks of working with you. This will get candidates excited to possibly join the team and will help with recruiting efforts. However, don’t over-promise and under-deliver. Just because many startups offer beer kegs and ping pong doesn’t mean you have to as well. Be honest about your company culture, create a brand identity, and share what it’s really like to work there with candidates.

Be up front with expectations.

People want you to tell them exactly what you want from them — especially job candidates. They want to know how much time the application will take, the qualifications you’re looking for, what working for the company entails, etc. Save the fluff, and just tell it like it is. If you want someone with 5 years of experience, tell the candidate. If you have a hard limit on the salary, share that as well. The more clarity there is from the start, the less time you will waste sorting through candidates that aren’t right for the job.

Don’t leave candidates wondering.

For candidates, there’s nothing worse than applying to a job and then hearing nothing back. Send them an email that you have received their application. Then, send a follow-up correspondence to let them know if they are or are not still in the running, or if they’re moving onto the next step in the hiring process. The guessing game as to whether they should just keep seeking other positions is already frustrating enough. When in doubt, over communicate and make sure everyone is on the same page.

Stay organized.

Similar to communication, candidates will judge your company based on how you handle the day-to-day details of the hiring process. If you’ve lost their resume twice, showed up late to a phone screen and double booked yourself for an interview, you’re not giving the candidate a positive impression. Always remember that the candidate is judging you as a hiring manager, a boss, or an HR leader just as much as you’re judging them. Especially for top quality candidates, you have to keep the process organized, timely, and on track. This shows that your company will be a good place to work in the future.

Give feedback if you don’t make an offer.

If you decide not to make an offer and the candidate wants to know why they didn’t get the job, figure out how to explain it to them. You don’t have to be rude, but you also shouldn’t be too vague. “We simply decided to go in a different direction,” is wishy-washy at best. Instead, you could be honest and say “we felt another candidate had more qualifications of XY and Z, and therefore, was better suited for the position.” Most candidates will appreciate the honesty and it will help them in their continuing job search.

Thank them for taking the time to apply.

It takes a lot for someone to put themselves out there and go after a job. Thanking a candidate for even applying regardless of the outcome can be the difference between a candidate who feels your company cares, and one that doesn’t. How they feel about your company could influence whether they want to apply for a future position in the event they aren’t the right fit for this one.

Ask the candidate for feedback.

Letting candidates voice how they felt the application experience lets the candidate know you care about their opinion and their feelings in the role. It also can help you refine your application process for the future. You may learn that some of your questions or tests were outdated or unclear. Or, you could get confirmation that you have the best applications candidates have ever seen. Either way, taking and giving feedback can assist both parties for future experiences.

As a hiring manager, don’t just assume that every candidate wants to work for your company. You have to offer a great candidate experience that will prove to them that it’s a fantastic place to work.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

Gabon Wood Industries chooses Rensol Recruitment as their manpower provider bound to their 400,000- hectare of forest concession in West Central, Africa.

The country’s wood-working paradise has generated millions of jobs and has boosted their economy. Gabon Special Economic Zone (GSEZ) has also been regarded as the best woodworking SEZ in Africa. Apart from increasing job opportunities and generating income for locals of Gabon, the company has extended their manpower orders to the Philippines with their lack of skilled workers.

Gabon Wood is an advocate of anti-illegal forest harvesting as Rensol advocates anti-illegal recruitment. Their main business activities are container handling and stuffing services, kiln drying, warehousing, and manufacturing of doors, moldings, finger- joints, and furniture.

Gabon’s tropical forest is home to more than 400 species of trees and an enormous logging potential with an exploitable timber stock of 400 million cbm. Most of their byproducts were exported to Gulf and Middle East countries, Europe, China, and Northern Africa. It also supplies 90% of the world’s demand for veneer and plywood raw materials.  These materials, also known as okoumé, has been considered as the pink gold from Gabon.

Rensol Recruitment is set to outsource and deploy highly-qualified Filipino workers to grab administrative to technical roles soon such as: Office Manager, Accountants, Account Executive, Purchasing Executive/ Assistant,  Store Clerk, Store Keeper, Marketing Executive,  Marketing & Shipping Coordinator,  Shipping Clerk,  Admin Executive / Assistant, Construction Supervisor,  Construction Worker, Structural Welder, Sawmill Manager, Sawmill Supervisor, Camp Supervisor, Bundling Supervisor, Sawmill QC, Mechanic,  Ranger, Log Grader, Tally Clerk, Loader Operator,  Tractor Driver, Logging Truck Driver, Sawyer/ Assistant Sawyer,  Electrical TAC/DC, Motor Grader Operator, and Workshop Coordinator.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

Here’s how to write a job description that will attract the right candidates.

“Focus on the journey, not the destination. Joy is found not in finishing an activity but in doing it.”

– Greg Anderson

Why Focus on Activities?

People are hired to perform value-adding activities. While companies have different approaches to how they hire, their goals are usually the same. Every company wants to hire high-performing people, not people who just look good on paper.

Despite this simple and obvious assumption, too many companies ignore activities and focus on things that don’t indicate performance. This happens at every stage of the hiring process. For example:

  • Many job descriptions focus on what candidates have done in the past.
  • Screening is based on candidates’ backgrounds.
  • Assessment methods often don’t simulate the tasks are performed in the role.


Instead, use on-the-job activities as the guide for the entire hiring process. If you follow this principle, you will hire people who perform the value-adding activities you require.

Here’s how it works.

The Job Description

“If you don’t know where you are going, any road will get you there.”

– Lewis Carroll

Defining the role is the foundation of hiring. If you do that incorrectly, the entire hiring process will be steered in the wrong direction. The clearer you are, the higher your chances of attracting the person you want.

The problem with so many job descriptions is that they are aren’t linked closely enough to the daily activities of the job. Let’s change that.

A good job description should have three sections:

1. Start with why

“People don’t buy what you do, they buy why you do it.”

– Simon Sinek

This approach is entirely applicable to job descriptions. Sell candidates on your company’s vision and story. Sell them on the role and the culture. This will achieve two things. First, it is likely to increase the quality of applicants. Second, candidates will be more likely to invest in the application process and make an effort if they buy into your “why”.

Conversely, candidates who don’t relate to your vision or culture will opt out. Mission accomplished.

2. Describe the role in activities

Outline, point by point, what the successful candidate will do every day. Keep it simple and be very specific. No clichés, no jargon. Candidates need to understand how they will spend each day, what they need to achieve, who they’ll be working with and under what conditions.

This is a great way of managing expectations. By communicating to candidates what they’ll be doing in the role, you are forcing them to ask themselves whether they can do those activities well and how much they enjoy doing them. This presents another opportunity for less suitable candidates to opt out.

3. State your requirements

The previous two sections should make this part easy because you’ve set the scene. Candidates already know what your company stands for and what they’ll be doing in the role. Now you can add some more detail about the type of person you are looking for and how you expect them to approach the role.

Don’t worry about years of experience, grades in college or anything else that’s not activity-based. Bring it back to activities and use plain English.

Describe the kind of person you’re looking for by listing how you want them to approach the role. Put thing in context. Instead of “strong communicator”, write “clearly communicate customer feedback to the product team”. Instead of “flexible”, write “prepared to join calls with developers late at night when necessary”.

You should also use this section to articulate the attitude and behaviors you’d like to see. Candidates already know from the previous section what they’ll be doing on a daily basis. Now explain how.

Here are some examples of good job descriptions and a useful guide on how to write one.

Candidate Screening

“The doors of wisdom are never shut.”

– Benjamin Franklin

With a good job description and scenario-based assessment, candidate screening is simply not required. To learn more about why you don’t need to screen candidates read this.

But in short, screening is not about activities, it’s about a candidate’s background. Ruling people out based on their background is counterproductive. Instead, set candidates up for success with a savvy job description, and then assess the ones that want the job based on that description.

Don’t worry about receiving too many applications from people who aren’t qualified or ignore the job description. That is solved automatically in the assessment stage and you won’t need to lift a finger.

Scenario-based Assessment

“An ounce of performance is worth pounds of promises.”

– Mae West

Your job description will attract people who want to be part of your journey, and want to do the job you advertised. That’s the theory at least.

Now it’s time to find out how it stacks up.

The assessment stage, which is the most important part of your hiring process, should be entirely based on activities. Go back to the job description and choose the most important on-the-job activities.

Create simulations of those activities so you can see how candidates perform in real-world scenarios. To learn how to write a great interview script read this.

Use automated interviews to deliver the simulations to candidates online.

Some candidates will not make the effort. Others will find the activities too challenging. Others yet will see that the activities are not aligned with their interests or passions. The most motivated and qualified candidates will prevail.

It’s easy to read a job description and apply for a job. However, when candidates are asked to perform challenging tasks, they need to be motivated and confident in their abilities. You’ll only need to view and score completed interviews and you’ll know who measures up within minutes.

Using automated interviews based on activities, you can audition candidates for the role. They will, in turn, get a chance to do the role, albeit in a small way.

The candidates who perform well in the automated interviews will have proven they can do the activities you want them to do in the role. Seeing first hand how well they perform each of those activities will help you confidently make your hiring decision.

By focusing on activities, you can create a hiring process that reflects your role and how you want it to be performed. It’s a simple and effective method to hire people who can, and want to, perform the activities you consider to be value-adding.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

High-quality talent pool; cost-effective alternative; affinity to Western Culture – there are more than a dozen reasons why foreign employers prefer to hire manpower in the Philippines.

The first; the biggest; the most well-known – conjointly, the Philippines is known to house several international recruitment agencies, big, medium and small, some are able and are all willing to support foreign principals to overcome their respective recruitment endeavors.

Forthrightly, foreign employers will find themselves sorting through all viable firms in the Philippines and this task alone can be overwhelming. Having to go through more than a dozen websites and reading about their services can have prospects mentally exhausted. Up to the point that they might even end up throwing in the towel and just settle for the safest choice but not necessarily the best-suited recruitment firm just to get it over with.


What set Rensol apart from other recruitment agencies?

1. Ethical Recruiters

It was previously discussed that Rensol Recruitment & Consulting is a known duty bearer for all its stakeholders and is a celebrated advocate of the “No Placement Fee” Policy. While the Philippine Overseas Employment Administration (POEA) allows the recruitment industry from charging placement fees from candidates, Rensol chooses to administer a more ethical and humanitarian approach in conducting their business processes by employing the reverse, resulting in a more positive impact not only for workers but also for their partners.

They may have not started ethical recruitment in the Philippines, but they are clearly one of the more prominent and one of the most consistent front liners. Thus, influencing the Philippine recruitment industry trends to change and their recruitment peers to follow the path to a higher road.

2. Cooperative Problem Solver

“Recruitment is always a solvable problem,” Arnold Mamaclay, president of Rensol Recruitment always said.

Rensol as a renowned recruitment partner is a cooperative problem solver. Partners are protected as the kind of cooperation they provide transcends costs and the boundaries of what is stated in the contract. We are a team of good people who are oriented to solve our client’s problems.

To shoulder the weight of the problems of our clients from lack of manpower, human resource development, crisis management, and conflict regulation is not an easy job but with focus on our commitment to address our client’s pain points and to alleviate their headaches, nothing can’t be fixed.

3. Certified Migration Trainer

One of the special privileges of Rensol Recruitment that only a few recruitment agencies in the country have is their in-house Pre- Departure Orientation Seminar (PDOS). As a certified migration trainer, Rensol workers need not to go to another center to have their PDOS training, which is a requisite before they could fly to their host country.

This certifies that Rensol’s expertise is trusted enough by the POEA, the regulating body of the government on the overseas recruitment program of the country, in equipping our manpower with all things they need to know before facing various challenges while overseas.

4. Home to Industry’s Finest Experts

Closeup of businesspeople about to put four puzzle pieces together

Apart from upholding ethical recruitment, Rensol Recruitment takes pride that it is a powerhouse home of experts. It is a team comprised of most adept human resource professionals that have already gained years of experience in the industry.

We also have an in-house professional who is experts in key industries such as construction, oil and gas, healthcare, information technology, education, etc.

Delivering excellence is one of its pillars as the fastest-growing recruitment agency. Having said that, clients are ensured that their manpower woes are carefully and thoughtfully taken care of in good hands.

5. Efficient Partner

It’s more than just being logical, perceptive, and systematic. Efficiency in Rensol terms means that they are dedicated to delivering only the best to their partner. Analytical consultancy ensures that only the most qualified candidates are lined up for every vacancy. It also assures principals with a rigorous screening process that will lead them to hire the best candidates with the most fitting capabilities.

Rensol stays true with its timelines and deadlines as a sacred rule to follow. With the firm’s untainted record to deliver, Rensol brags an above and beyond service to what they promised to offer.

Like any undertaking, Rensol went to some of the most backbreaking struggles and grueling challenges to get to where they are now. Equipped with a commitment to integrity, honesty, and sustainability, as well as the promise of an above and beyond service, they were able to achieve both reflected and literal success becoming the fastest growing ethical recruitment agency in the Philippines.


Like any undertaking, Rensol went to some of the most backbreaking struggles and grueling challenges to get to where they are now. Equipped with a commitment to integrity, honesty, and sustainability, as well as the promise of an above and beyond service, they were able to achieve both reflected and literal success becoming the fastest growing ethical recruitment agency in the Philippines.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

The railway construction recruitment is globally booming and is growing at a rapid rate with the overlap of projects coming out from here and there. Wherever in the rail industry, demand for engineers always remains buoyant with no sign of slowing down, stimulating skills shortage to worsen in a serious note.

While overlap of potential projects signifies massive activity in the sector, opportunities and demand for resources are huge from right now until the future. The need for skilled people across the whole industry remains strong despite the low number of licensed engineers. The overlap stretches each country’s limited resources for railway manpower.

Derailing Railway Recruitment

The railway construction recruitment has always been fierce. Everybody’s hiring, and it hasn’t stopped. Medium-sized companies poach top talents from smaller firms while larger firms pick up top talents from them. The expertise of railway workers is just being shuffled within a small community.

Skills needed to be were being poached by other industries needing similar skills, making railway construction recruitment tougher for recruiters. The industry is stereotyped as an industry full of stressed, tired, and exhausted workers. Many railway workers literally walk and work even in their sleep.

The job requires long hours and a stressful work environment. Most of whom worked overnight, during the evening, weekends, and long hours. Workers spend irregular hours that makes people with the right skill turning away from this industry.

Many companies have already noticed the shortage of qualified engineers during their recruitment processes. While most of them are striving to recruit locally, hard-to-find skills push them to go globally. Overseas workers have been key contributors to the sector in preventing skill shortage to jeopardize delivery of railway infrastructure projects.

Railway Construction Recruitment

The railway industry remains to be home for a lot of engineers from various industries who were seeking shelter. There is an enormous workload that is needed to be done, and which is going to need more skilled staff.

It has a huge growth potential with top talents are always in demand for various roles to maintain and digitalize the industry. Having an electrical engineering and mechanical engineering background is an advantage among any other disciplines with transferable skills. A career in rail has been the most exciting and interesting engineering jobs any highly-skilled workers can get.

A different height of job security, travel benefits, and a lot more decent benefits was guaranteed to every worker. With this, railway engineers are expected to be multi-skilled, with a strong background in engineering and technical support from the production phase to maintenance areas.

Railway construction recruitment has been crucial with the work of recruitment professionals in navigating a quite small labor market yet an ever-evolving employment landscape. Recruiters have been fishing in the same pond. Indeed, railway recruitment is getting harder and the only solution is to improve the industry itself to attract new people into the sector.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.