Japan’s Automotive Industry Turns Global

Japan, despite being denied of rich resources, is blessed with the gifts of innovative and tech-minded people. Unfortunately, the country suffers from an abundance of jobs, yet too few workers are available to fill in every vacancy. As per Japan Times, the low fertility rate in the country and high life expectancy impacts the number of the local workforce. Many businesses in Japan are suffering from attracting the right number of employees they need. The skilled level of Japan’s Automotive Industry for one, being less sought-after, have been nearly impossible from being filled.

It is an important aspect to take notice that the local younger generation is not attracted to the skilled and mechanical posts of Japan’s Automotive Industry. The industry is going out of skilled and efficient workers. People are mostly in their retirement age and automakers couldn’t find a younger replacement for each of them. This is even with the Japanese world-known talent management schemes which include egalitarian compensation, lifetime employment, and tenure-based advancement.

In a study by the Recruit Works Institute, one in three Japanese companies are consistently failing to meet recruitment targets. The said tight labor market pushes for fewer job inquiries from workers for a common job title. Japan’s Automotive Industry has inexorably shrinking working-age population and there is no way of expanding the labor pool to correspond every job seeker to the abundance of jobs accordingly.

Turning Global

Japanese are very welcoming when it comes to dealing with international partners. With a stronger yen and undeniable shrinking of its domestic market, many companies under Japan’s Automotive Industry are trying to consider global recruitment in the coming of the new age, this is despite cultural and language barriers that some had found frustrating. Japan is still less global compared to its neighbouring countries as their way into globalization is still a work in progress.

Japan, being a monocultural and monolinguist country, has been critically trying to move to English as it opens itself to the vast world of talent. Little by little, companies are realizing the importance of embracing globalization and considering English as a second language to attain a rich exchange of talented people, especially In Asia.

Companies within Japan’s Automotive Industry are credible enough to be global leaders given their adeptness in manufacturing and technological prowess. Even in a slower pace, Japan as a sleeping giant is beginning to wake up. They have started by the recruitment of foreign automotive executives to take care of their international relations.

The role of automotive recruitment agencies like Rensol Recruitment is to promote active participation among the labour force by encouraging diversity in the workplace. Rensol’s major role is to help the most-fitting automotive and mechanical job seekers and employers find each other. Japan’s Automotive Industry is a goldmine and its entrance into the international job market is a big opportunity for a rich cultural and economic exchange for labor-rich countries.

Allow us to help grow your business and get you connected to the best automotive professionals available.

Rensol Recruitment & Consulting
Email: [email protected]
Phone: +63 2 931-0968
Website: https://rensol.com/

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 Thriving Workforce: Oil-Gas Australia

Oil-Gas Australia is undoubtedly booming and even overtaking Qatar as the world’s largest exporter of liquefied natural gas (LNG). It was forecasted by the International Energy Agency that the country will be the largest gas supplier in the coming years.

90 million tons a year are projected to be cultivated for the next three years to satisfy the energy demand of its market until the end of the decade. The demand for LNG skyrockets, this suggests that the resources of Oil-Gas Australia grew critical in meeting energy needs, Neil Beveridge, analysts from Sanford C. Bernstein & Co, said.

Currently, there are six onshore energy projects in the country, three of which are fully operational. Large-scale Australian labour market is on the works with the building of an estimated 15,000 km of new gas pipelines with a continuous operational service for the existing 33,000 km natural gas infrastructures. Operations and maintenance activities are projected to boom substantially by 2020.

Skill Shortage and High Average Salaries

Large-scale Oil-Gas Australia projects pose a great challenge for the local labor market on how its capacity could provide the required skills for the existing demand. There is a genuine skills shortage and domestic workers cannot fill these solely. Australian workers, therefore, will be supplemented with overseas workers to meet every demand.

The skill shortage pushes the sector to make oil and gas Australia workers as professionals with the highest average salaries. According to Hays Plc and Oil and Gas Job Search, workers in Oil-Gas Australia earn an average annual salary of $163,600, which is 35 per cent higher than employees in the US. This salary is actually double the global average.

In the same survey, Australia tops the list of the most lucrative companies for oil and gas workers with $171,000, followed by the Philippines ($170,000) and Trinidad & Tobago ($169,000). Hays added that while other sectors are keeping salaries tight for every candidate, oil-gas Australia workers are very much rewarded with the highest salary in the world.

The nature of the energy sector where a high number of people for the same occupation are needed for a short period of time makes the business of oil and gas recruitment difficult for headhunters even with sky high compensation. But for countries with a poorer economic condition like the Philippines, workers are more welcoming to work miles apart from their home.

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.

Global Recruitment to Address New Zealand Construction Issues

New Zealand construction is a factory with low manufacturing rates due to lack of workers. The industry has the potential to reach its peak, but plotted infrastructure projects haven’t been materializing with the shortage of manpower. There is generally great demand, but growth is still slow. More and more buildings are on the works but workforce for each project is still scarce.

The level of construction activity is undeniably escalating. Yet, the sector struggles to move forward with cost and human capital constraints.  To increase the productivity of New Zealand construction, industry leaders and persons in charge will need to increase the number of workers. While a lot of companies still prefer local Kiwi employees, the chronic staff shortage in an industry ruled with tight timelines pushes for global recruitment.

Global Recruitment

In a report by the Ministry of Business, Innovation and Employment (MBIE), the New Zealand construction will boom by 2020. There is a lot of work to be done and it takes getting the right construction talents to deliver high-quality projects. Apart from high skill shortage, effective recruitment and retention of quality employees have been a great challenge facing the industry.

Based on Statistics NZ, roughly 3,600 out of 4,600 construction firms have current recruitment need with nearly 60% of which are hard to fill vacancies.

Civil Contractors New Zealand (CCNZ) confirms that not enough people were attracted to construction. No area has no abundance of staff. Human Resource Managers are having a hard time filling up their job sites with top local talents.

Migration

The country has a deliberately high rate of economic immigration, actually, one of the highest in the world. Auckland suffers a net loss of their natural born residents with the high influx of migrants.

Skill shortage accounts for an estimated 55,000 to 60,000 workers in the next five years. This means that there are a lot of opportunities to migrate to New Zealand for people with skillset required in the building of new houses, roads, and other types of infrastructures.  Government’s immigration listed construction skills in both immediate and long-term demand. The recruitment campaign has been launched to place workers from other countries from temporary to permanent basis.

Recruitment of overseas work in New Zealand isn’t just marketing a job towards a green pasture but marketing New Zealand as the green pasture itself.

Nevertheless, the strong forecast demand in the country equates to it having a positive industry outlook. While the struggle in low productivity growth has been continuing, the capacity, capability, and the performance in the sector have been on the works.

Seasoned recruiters will always have an eye for star performers. Learn more of our best practices in talent acquisition and let us collaborate to achieve your business goals.

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.

Construction Recruitment in New Zealand: An HR Guide

New Zealand is a country of untouched beauty brimmed with breathtaking mountains, landscapes, and stunning beaches. Apart from being a must-visit tourist site, it is a promising job destination for global talents in the construction industry. The country is, unfortunately, candidate-scarce and it is highly-desperate to lure skilled workers. Continuous migration, economic boom, and its recovery from the 2011 earthquake boosted its construction industry. While more and more infrastructures are being needed and created, the construction recruitment is at its all-time high.

In a report by Charles Anderson of The Guardian, more than $100 billion worth of construction works are planned but the country doesn’t have enough local workers to fill the talent gap. This accounts for over 65,000 new construction workers to be recruited for the next five years. Its government even forecasted that its construction recruitment will reach its peak by 2020.

With the opening of the New Zealand market to international job seekers, its local government implemented strategies to make the process easier both for job hunters and employers. Here is an easy guide for human resource executives on how they can acquire quality construction talents, especially in the Philippines:

  1. Flexible Work Visa. Provided with valid job orders, visa choices are flexible as they can employ anyone even with only a Working Holiday Visa that is already valid for up to 24 months. This gives every employer enough time to decide whether they will absorb a certain employee for longer terms of employment. Other types of visa include Essential Skills Work Visa for temporary workers and Skilled Migrant Category for permanent residency. Unlike Australia, candidates seeking opportunities to work in New Zealand need not pass a skills assessment test or English test to gain a working visa.
  2. Top Talents. Be wary of candidates who are just fishing around and be aggressive to catch great fishes. Along with the high demand is a tough competition to attract and retain quality workers. The need for top talent is acute. The chronic shortage involves not only construction workers but professionals to lead these projects as well.
  3. Taste of Genuine Lifestyle. The country is known for an outstanding work-life balance for every worker. The genuine lifestyle in the country is enough to entice foreign workers. Nevertheless, Filipino workers should be afforded the opportunity to get outdoors after their work and explore New Zealand as a tourist within their nation.
  4. Reliable Recruiter. Lastly, to assist you in the overall process of overseas construction recruitment, find a recruitment agency who understands what you need in your job site, who are well-experienced in your market, and is willing to be your strategic partner and not just to make a sale out of you.

The Philippines is a top source of carpenters, quantity surveyors, construction project managers, electricians, engineers, heavy vehicle fitters, and a lot more. By just choosing the right partner recruitment agency to screen the best among the rest, recruitment of globally-competitive workers is efficiently attainable for every New Zealand employer.

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.

HR Affairs: Cost of Employee Retention

Employee retention is a conflict of engagement. A company couldn’t engage an employee who doesn’t stay, as an employee wouldn’t stay if they are not engaged.

In a survey of 5,000 professionals by the Recruitment Buzz in the UK, workers who are quitting their jobs appear to double from 2014 to 2017 (17% to 32%). 37% of employees revealed that they had previously had jobs that lasted for only three months.

46% of job changers cite organizational issues as a reason for deciding to leave their former employers. 53% reasoned out that unsatisfactory career progression motivated them to resign, while 73% withdraw from their job for “personal reasons”.

Employee retention is costly. Their turn over will just cost the company an apparent 200% of their salary. This amount accounts for the recruitment costs and the length of the onboarding process. Vacancy from leaving employees accounts for 90% of businesses having trouble to refill such vacancies.

Retention begins after a successful recruitment. Employee retention is every company’s responsibility. Even if employers can easily assess whether a candidate is a good fit or just a plain troublemaker, recruiters have no ability to ensure retention of their deployed candidates to their workplaces, no matter how keen they monitor them.

Thousands of workers are suffering from work-related stress. This affects not just their happiness in the workplace, but also their productivity. Poor performance from employees is usually a sign of a possible resignation or turn over. In a recent study by Freedom Finance, stress in the workplace is most likely to be suffered by millennials.

Today where workplaces are being dominated by millennials, flexibility should be afforded to ease their workplace stress and to maintain a more constant workforce. Excessive workloads and overtime are some of the biggest causes of workplace stress.

A fast-paced environment with inconsiderate tight deadlines is never an appropriate business environment for any worker. Any task given should always be achievable. In cases of stress in the workplace, communication and support should be given to relieve the issue.

Some workers look for a new job to increase their pay, by reviewing their salaries and keeping pay competitive and just for their workloads, it may discourage them from changing jobs.

A focus on their wellbeing may also impact their engagement and their retention. Flexible vacation leaves and a frequent “Are you OK’s” are enough initiatives to promote each employees’ wellbeing.

Employee retention may have been the cause of greatest headaches among HR managers. The struggle of retaining top employees is a challenge that has never been new and has never always been. Inability to retain top talents is a disability that could impair the company leading to a major loss of its competitive advantage in their respective industries.

High employee retention rate is a demonstration of happiness and satisfaction among workers. Appropriate measures in recruitment and retention can manage to reduce turnover and to keep retention sustainably. The secret to having an excellent retention rate is by establishing a positive company culture where employees are happy, satisfied, and challenged at the same time.

Seasoned recruiters will always have an eye for star performers. Learn more of our best practices in talent acquisition and let us collaborate to achieve your business goals.

Rensol Recruitment & Consulting
Email: [email protected]
Phone: +63 2 931-0968
Website: https://rensol.com/

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.

Filipino Hospitality = Compassion & Empathy

People tend to connect with someone they like, not very different from them. In the hospitality industry, workers are obliged to connect with various people, regardless if they do or don’t like them that much. Roman Krznaric, a writer and a professor at The School of Life, argues that in cases such as this, compassion & empathy should be observed by any worker who offers this kind of service. At the heart of transforming hotels and restaurants to excellent hospitality facilities is by rebuilding the culture within its elegant facilities, and this is one that is hinged on compassion & empathy.

Compassion & Empathy in Hospitality

Hotels and other hospitality facilities may elevate their amenities and employ innovative gimmicks to increase revenue. But apart from all those costly efforts, there is a more cost-effective and simpler way to entice customers and boost sales. A focus on customer service, especially to compassion & empathy  among hospitality staff, is a potentially essential factor to attain success in the industry.

Compassion and empathy has always been a secret to hospitality and tourism customer service that is yet to be maximized. In a Gallup survey for the hospitality industry, only one in five guests are fully satisfied with engaging in their visit. Customer satisfaction is a great factor for having returning guests.

Staff compassion & empathy contributes to an enjoyable guest experience. In the age of social media, positive reviews are more likely to be generated. Compassion & empathy has grown to be a more critical skill. Promoting compassion & empathy in every hospitality staff is something that is irreplaceable and sustainable enough to be competitive in the industry.

Compassion, Empathy and Filipino Hospitality Workers

Being empathic as a hospitality worker is by being an effective listener to customers and colleagues, by being trusting through honesty and sincerity, and having an open understanding of differences among every individual person. The ability of an employee to relate to their customers is a significant indicator of quality service.

Filipinos are known in the world as naturally hospitable. They have the reputation to receive guests the warmest, friendliest, and kindest way. Helping others out has been deeply rooted in their culture and this set Filipino hospitality workers apart from many countries.

Filipinos are known for their innate compassion & empathy. Filipino workers were honed to become empathic and compassionate through strict guidance at home, comprehensive training at the academe, and excellent practice in their respective society. It is natural for them to put themselves in the shoes of every customer. Their ability to provide great service is undisputed.

Recruitment of Empathic Staff

Compassion & empathy is a soft skill. Hospitality workers should be capable of sensing the deepest level of feelings and thoughts of others. They must treat every people within their care with dignity. While compassion & empathy is not as easy to gauge as other metrics of performance, every hospitality company should start to prioritize it in every recruitment efforts.

Every hire plays a big part in establishing a culture. This culture predicts the future success of the company. Finding the right employees in the recruitment stage is a crucial part of weeding out toxic weeds from good ones.

Even if how your company values an excellent culture, if you keep on hiring a person with low emotional intelligence in an industry of compassion & empathy, success is hardly attainable and may even affect a company’s reputation. Recruiters for the hospitality sector should be keen in selecting candidates with stellar emotional intelligence and outstanding compassion & empathy.

To be able to compete in the ever-evolving landscape of hospitality, understanding every customer’s inner experience has been even more valuable. Employers, especially in this industry, should start to hunt for people with something extra, those who are empathic to be of service to anyone.

Allow us to help you connect to these empathic and compassionate workers that will surely strengthen your business. Contact us to learn more about our capabilities and how we can work together to meet your employment needs.

Rensol Recruitment & Consulting
Email: [email protected]
Phone: +63 2 931-0968
Website: https://rensol.com/

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.

Recruitment Vendor Management – Residual Risk vs. Inherent Risk

A Recruitment Vendor is necessary. Every organization needs a vendor – no modern big business can operate without getting the right equipment, tools or in this case, manpower services from an external entity.

Speaking of a recruitment vendor, I remember having a conversation with a prospect the other day and the Risk of a Recruitment Vendor was the hot discussion. The statement of “there is always risk regardless of controls” was brought up. My prospect has a point – a recruitment vendor contributes to the risk exposure of the organization which got me thinking… What analogy is best to help explain Inherent risk vs. Residual risk in recruitment vendor management?

For anyone dealing with putting a teenage driver on the road, this may help explain.

So, the regulations of a minimum age (16-21) depending which country you are from, completion of written exams with a passing grade, completion of physical driving exam with a passing grade were put in place. These regulations helped to set standards of acceptable risk, bringing the inherent risk of incident to a residual risk of incident. However, the risk of an incident still exists.

To help bring down the risk further, some have instituted controls or standards of limiting the number of passengers that a teenage driver can have in the vehicle, restricted the times a teenage driver is on the road, and even restricting the usage or distance the vehicle can be driven. But as with most standards these only help reduce risk if they are being done. A system or regulating body to check them is needed. And once again, even with every regulation followed, and every standard met, the risk is still there (as any parent of the driver knows), but it is residual risk and no longer Inherent.

In Human Resource and Recruitment, this holds true. Risk is always there. And although recruitment vendor risk can be different, every company needs to be able to measure their risks, bring the inherent to residual, and be able to make sure they are staying there. Sometimes this is mandatory compliance, sometimes it is best practice policy and procedure, and most times it is which Recruitment Agency you choose to partner with, but it is always a function a company needs to be doing. Ethical Recruitment Partner, like Rensol Recruitment and Consulting helps achieve this business need.

Contact us to learn more about our above and beyond capabilities, and how we can work together to meet your employment needs.

Rensol Recruitment & Consulting
Email: [email protected]
Phone: +63 2 931-0968
Website: https://rensol.com/

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.

,

Rensol Leads as Premier Russian Recruitment Partner of Biggest Oil, Gas, Chemical and Construction Projects

It has already been a decade when Russia started to issue work visas for Filipinos. Apparently, Rensol Recruitment, as a prime Russian Recruitment Partner, has the highest deployment and most active recruitment of skilled professionals bound to the biggest oil, gas and chemical ventures and construction projects in Russia.

Russia, the biggest country in the world in terms of land area and most powerful country in terms of government and economy (Business Insider/BBC), turns out to be a promising destination for Filipinos looking for job abroad.

The vast land population opened a myriad of job opportunities to foreign workers who seek better career overseas. Job vacancies range from welders, engineers, foremen, technicians, and electricians. In a 2018 report by Manila Bulletin, there is an estimated 4,000 legal OFWs already working in Russia’s construction and hotel industry.

In an interview with Mr. Bernard Olalia, head of Philippine Overseas Employment Administration (POEA), he said that Russia has shown initiative to pursue a government to government deployment scheme with the Philippines. Bilateral relations of the two countries get stronger with the strengthening of ties between the Russian President Vladimir Putin and Philippine President Rodrigo Duterte.

The Russian government has a strict regulation when it comes to the entry of every foreign national. Every expatriate is expected to enter the country in a legal way with a prior work permit and a work visa obtained through the local Russian embassy.

The POEA warns workers to only deal with licensed recruitment agencies as illegal aliens and illegal foreign workers are strictly watched out for by the immigration department of Russia. Illegal workers will be subjected to detention, fines, and deportation.

In an advisory issued by the POEA, it was reported that a few mala fide recruitment agencies have been illegally recruiting Filipinos for deployment to Russia. Most are household workers who are often charged with huge fees by illegal recruiters.

As per Expatica’s blog titled “A guide to getting a Russian work permit”, Household workers and holders of tourist or commercial visas are forbidden to work in the country.

In the current database of POEA’s job postings bound to Russia, Rensol Recruitment, as a leading Russian Recruitment Partner, dominated the list with over 80% of job orders coming from their Russian principals. Rensol has deployed thousands of Filipino skilled professionals to gigantic oil, gas, chemical and construction projects in the country. Thousands of skilled workers are still in its ongoing recruitment and are in the pending roll to be deployed to the World’s largest country.

POEA Approved Russian Job Orders as of Jun 13, 2018 9:45:28 AM

The experience and expertise of Rensol as a premier Russian Recruitment Partner in the job market made the company the most reliable recruitment agency in the Philippines for Russian employers who are seeking for recruitment solutions.

Contact us to learn more about our capabilities and how we can work together to meet your employment needs.

Rensol Recruitment & Consulting
Email: [email protected]
Phone: +63 2 931-0968
Website: https://rensol.com/

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.

,

Filipinos Instrumental for Completion of the Highest-Output Ammonia Plant in Russia

Yet another win for the Philippines and Filipino workers as they mechanically aid Renaissance Heavy Industries (RHI), one of Rensol Recruitment’s premier partner, for the completion of the PhosAgro Ammonia Plant, the highest-output, energy efficient ammonia production plant in Russia with a capacity of generating 2,200 tons of gas per day.

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.

PhosAgro Ammonia Plant will be the first ammonia line of such capacity in contemporary Russia. The ammonia facility was erected at the Cherepovets City, north of Moscow in the Vologda Region. The ammonia plant is said to be equipped with state-of-the-art technology that complies stringent safety and environmental standards.

Russia remained to be the world’s leading producer of natural gas, while PhosAgro is one of the leading ammonia-based fertilizer companies in the world. The demand for this kind of fertilizer was projected to be on the rise with the increasing demand for food production along with global population growth. 

Thousands of Filipino skilled professionals have been instrumental in the completion of this project.  Filipino workers were tapped and have been provided with a quality job opportunity through Rensol Recruitment’s partnership with one of RHI’s gigantic project.

Rensol Recruitment – Philippines has been a strategic recruitment partner for RHI for four years now and has been supporting their manpower needs to project such as Yamal LNG Plant, Gas-To-Gasoline (GTG), Turkmenhimiya Ammonia and Urea Plant, Sibur Tobolskneftekhim Polypropylene Plant, to name a few.

Filipino’s contributions to the completion of the ammonia plant and similar milestone projects are definitely worthy of a celebration. Rensol Recruitment, being an ethical channel of connecting Filipinos to the best employers in the world, is one in celebrating this feat, not just for every finished project, but for every life that was changed in every accomplishment.

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 Shift to Employee Experience

In a report by Forbes, from a focus on customer experience (CX), more than 90% of businesses have been shifting to employee experience (EX). Denise Lee Yohn, a business contributor to the reputable magazine, has even called 2018 as the year of Employee Experience.

This shift suggests that more and more companies will be prioritizing efforts to improve employee satisfaction, engagement, wellness, and alignment. More than customer satisfaction, EX has been found to impact competitive advantage and sustainable growth.

Before, companies use to prioritize stakeholders at first, customers second, and employees third. Companies are starting to realize why they should invest first in their employees, so they could take care of customers, that will also take care of stakeholders.

War for Talents

In the same study, it shows that 90% of companies already anticipate war for talents with 56% of them invest in providing more training, 51% in improving workspaces, and 47% in giving more rewards.

“The skills shortage is an ever-present challenge,” says Henry G. Jackson, CEO and president of the Society for Human Resource Management. As time goes by, attracting and retaining of talents is becoming a hard job for many employers.

Companies should raise their game when it comes to recruitment of talents. Recruitment of star-performing candidates and retaining highly-engaged employees significantly help to grow revenue by driving customer loyalty and profitability.

EX is also one of the primary considerations of every jobseeker before pursuing a job. No matter how strong your company’s brand campaign is or how skillful your recruiters are, no employers could ever hide behind poor EX in the age of social networking. Job seekers read reviews and like online shopping, the pool of companies is like a plethora of brands where they can subjectively choose from.

Workplace Culture

EX is more than just an accommodating HR, free foods, and overflowing perks and benefits, it accounts to the day to day experiences of every employee within the organization. Free gym memberships and health insurances may enhance employee attitude, but EX is more of having a fun and enjoyable experience within a culture that fits every talent. This spans from the very first contact as a recruited candidate, to his on-boarding, first evaluation, training, and until he graces his exit interview.

Apart from competing in the job market, EX is an invaluable factor to keep employees from resigning. Employee experience reflects the quality of the workplace culture and their job performance. Feedback has played a role in understanding how employers should support every employee to grow and to succeed within the premise of the job site.

Jacob Morgan, a business author, shares that prioritizing EX has various positive impacts on business performance. In his study, companies who invested heavily in EX has always been ranked to list of Best Places to Work, Most In-Demand Employers, Most Innovative Companies, and Customer Satisfaction Indexes.

Understanding and optimizing EX has emerged to be one of the innovative priority among HR and business executives. Consistent positive experiences build a positive culture that essentially attracts talent and retain highly-engaged employees.

Seasoned recruiters will always have an eye for star performers. Learn more of our best practices in talent acquisition and let us collaborate to achieve your business goals.

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.