The Hands Responsible Behind Your Clothes

The apparel industry has been historically a female-dominated industry. While being a labor-intensive job site, recruitment of manpower has always been prioritizing women in the frontlines.

According to the Clean Clothes Campaign, the apparel industry has provided jobs to over 75% of women in the global manufacturing supply chain. Being one of the most stable industries in the world, the industry has assisted in escalating many families from poverty, in providing their children with food and education, and in promoting the independence of women and their individual growth.

The experiences of women in this industry is a reality for most apparel manufacturing sites in different parts of the world. Poverty wage, the dreadful working condition, neglected health and safety measures, denied breaks, and even abuses are common problems to name a few.

Even with their dominance in the industry, they significantly earn less than their male counterparts. They face consistent discrimination by being stuck with the lowest paying jobs in the industry, with the slightest chance of promotion. They have evidently lower risk security and a higher risk of losing their jobs. Their dominance never equates to them being marginalized in their own industry.

Despite the exploitation, women’s dominance and integration in the workforce has been vital to female empowerment and in leveraging gender equality in the global workforce. The global apparel industry has empowered women who came from poor backgrounds. Low skilled workers are given overwhelming opportunities to find work and earn their own salaries. Unskilled women, who may not have been able to achieve a decent job on their own, may find their place in the industry otherwise.

A large reserve of female laborers has thrived to apparel manufacturing havens with their willingness to take the job even for lower wages. In many developing countries, recruitment of women has been easy as they are more than willing to take whatever jobs available. Women, especially mothers, are given the chance to contribute to their families economically.

For many of them, the apparel industry has always meant as an opportunity. Recruitment of workers for the apparel industry requires no formal education or training that made this industry an open door to millions of women who longs to support their families.

A lump sum of them are known as “invisible workers”, those who are permitted to work in the comfort of their homes. 60 percent of apparel production in Asia and Latin America were paid work from female homeworkers. Women’s representation as a significant majority of homeworkers has built the very foundation of the global apparel trade.

Integration of women in the industry has been transformative to the potential of the women workforce and revolutionizing to the current roles of women in the society. Recruitment of women in the apparel industry has been vital in engaging more women to join the workforce and in reimagining their capabilities.

Behind every clothes we wear is an empowered woman who is willing to struggle to uplift their own way of living.

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.

Ethical Recruitment and the Triple Bottom Line – Principal

The most successful recruitment agencies incorporate the principles in which the triple bottom line of People, Partner, and Principal work together hand in hand to achieve the maximum benefits on respective ends. It was established in the first two installments of this series how ethical recruitment mutually benefits People and Partner (agencies). The last sector, on the other hand, shoulders the high cost of ethical recruitment. Is it beneficial for a foreign Principal to invest in manpower agencies with high standards of ethics considering the cost? To cap off this series, here is how ethical policies could be beneficial in the last corner of the triple bottom line, the Principal.

 

Investment to Human Capital 

Ethical recruitment is an investment to human capital, which is the most precious asset of a company and the most critical first step to tap the unnoticed potential. “The workforce is the primary way to drive revenue,” says Scott Pollak, a principal at PwC’s Saratoga practice. Ethics in recruitment will set the company apart in any industry. He added that having an ethical acquisition of the right people, at the right time, and at the right price will surely position themselves to a sustainable competitive advantage.

Cost-effective

Even if ethical recruitment costs higher than placement fee-charging agencies, this protects the principal from the much damaging cost of resignation, retraining, and recruitment. Ethical manpower agency is legally contracted by the government to assist the Principal in the recruiting and hiring process. Even with a higher cost of investing to ethical recruitment, this ensures the company with better quality of candidates.

Compliance with Legislation and Regulation

Being ethical equates to being legal. Dealing with ethical recruitment agencies can make companies less likely run into legal difficulties. Compliance with national, international, and local laws can reduce potential costs of fines and sanctions and other damages in terms of resources, time, brand image, and even customer/employee loyalty. Long-range damage to reputation is even more costly than legal fines.

Better Business

Commitment to integrity, honesty, and sustainability can essentially create a better business. A company built along ethical lines is rewarding and is most likely to survive financial pressures year by year. Having honest and transparent processes and policies for all workers could ensure the efficient optimization of human resources. Ethical reputation can also benefit the company by attracting investment capital effectively.

Survival and Profitability

A study by The Business Roundtable reported that ethics and a strong corporate culture are “vital strategic key to survival and profitability.” Apparently, many studies have proven how values and practices of ethics in recruitment have been correlated to financial performance. The corporate commitment of a company to ethics let them do better financially. It was also reported that in a span of six months, unethical behavior in a corporate setting could easily pull-down stock prices.

Confidence and Peace of Mind

Working with a reputable manpower agency guarantees a Principal with a good deal out of every recruitment agreement. Ethical consultancy firms work hard to line up only the best candidates for every vacancy. Being ethical assures Principal with a rigorous screening process that will lead them to hire only the best candidates who have the right qualifications and most fitting capabilities.

The end goal of ethical recruitment is to achieve a win-win scenario where expatriates are less vulnerable to exploitation while making employers less vulnerable to reputational damage.

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.

Fashion Isn’t All About Passion: Hidden Manpower Issues Behind the Garment Industry

Fashion is a multi-billion-dollar industry. Garment workers who suffer from low wages camouflage behind its glitz and glamour, masking the current labor struggle are the beauty in its very façade.

The UNICEF and the International Labor Organization reported that while this is one of the most important sectors of the global economy which creates jobs for the low skilled, this is also the same industry which exploits most of its workers.

Underpaid Fashion

garment worker

If not unpaid, some are underpaid. That is why garment workers are still equivalent to entry-level employees. Overtime is forced in most factories.

Garment workers make very little money. What is even more disturbing is that thousands, if not millions, of garment workers, are victims of human trafficking. Many corporations find it easy to keep their profits by keeping underpaid and indebted workers due to employment fees, rather than spending valuable resources to responsible and ethical recruitment that abides by the laws of international human rights.

World’s 40 million garment workers, 80% of which are women, are indeed under the quicksand of slave labor. It is in this light that the garment industry has provided jobs that help a lot of women to elevate their standards of living, but this never guarantees them with a better standard of life.

They still receive lesser pay than men even if living wages is as critical for women who take the primary role in providing for their family. In a report by Asia Floor Wage, wages paid to fashion workers are not enough to provide families with their basic needs.

Blood and Sweat

garment worker

Based on reports of the Human Rights Watch, nonstop clothing production drives garment workers to work to their limits. It is a common norm among clothing companies when overtime work doesn’t equate to higher pay.

They are forced to work 14 to 16 hours a day, 7 days a week. Peak season is a different story. They must work until 2:00 or 3:00 am to meet the deadline for the fashion brand. Their low wage makes them not to refuse overtime. But in some unfortunate cases, overtime work is not even paid at all.

Failure to meet “unreachable” quotas may even be paid with verbal or physical abuses such as insult from supervisors, denied breaks, and worse, denial of water. Unfortunately, 60% of garments workers were unable to meet manufacturing targets.

Danger Zone

factory workers

Even with grave incidents of accidents and even deaths in many factories, many companies continue to disobey safety standards. Some even continue to place their workers in dangerous conditions.

This hidden truth in the fashion industry has claimed thousands of lives. The ill working condition and the poor sustainability of the industry to its manpower resources have been killing them from scandalous factory fire to accident-prone workplaces.

Workplace conditions include poor ventilation, high level of toxic substances, and fiber dust. This makes it prone for workers to acquire accidents, injuries, and diseases. Reported cases suggest that when a woman acquired a disease or get pregnant, she will either be demoted to lesser pay or fired immediately out of a medical issue.

Fashion, which is a female-dominated arena, has poorly-protected their workers. This is mainly because many big retail manufacturing company owners and managers are all still men.

Apart from responsible head hunting, ethical recruitment advocates revolutionizing the existing landscape of workplaces and jobsites to promote protection of workers, to stimulate attraction and to encourage retention, and to essentially leverage human resources as a major key for industry 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.

Why Finding a Good Workforce is Vital for the Hospitality Industry?

Hospitality Workforce

The Food & Beverage, Travel & Tourism, Accommodation, and Recreation are the segments of the hospitality industry which necessitate the need for delivering a service, subject to fulfilling customer satisfaction.

Customer satisfaction in hospitality is affected by different factors, greatest of which is the service quality. It is easy to define service quality, but as always, it is a lot harder to take it into action, especially with the height of the competition in the industry.

As hospitality establishments and services become more available in the market, the higher the demands and expectations of the customers become; which poses a greater challenge to the players in the industry to deliver quality service.

To survive the competition in this sector, one must have the passion and commitment to serving the people – with the aim of making them happy and truly fulfilled. One must know the service etiquettes, must have the capability to socialize, must have a positive attitude, must have an open mind and heart for criticism, and must be dedicated enough to deliver a satisfying service – accustomed to the need of the guest. This involves all people from the senior management to the lower ranks. Thus, finding the right people with the right skills and attitude is vital to the success of hospitality establishments. Today, this is one of the issues arising in the hospitality industry globally – labor and skills shortage as per International Society of Hospitality Consultants (ISHC). Factors stated which contributed to this effect were demographics, wage rates, failure to address worker satisfaction, and a reputation for long hours and long pay.

Studies have shown a direct relationship between employee satisfaction and customer satisfaction – which has a significant impact on the financial performance of an institution; therefore, if companies keep their workforce happy, this will clearly reflect the service they provide, resulting to a positive customer experience. With this, businesses should address the factors that affect talent acquisition on the hospitality industry to be able to attract the right people and to further make improvements on their services, which will impact their business profitability.

A good service will survive the competition in the hospitality industry, but an excellent one will stand out.

Find the most competent talents for your business. Let Rensol be your recruitment partner!

For more information on how to conduct a recruitment campaign in the Philippines, please connect with our Business Development Team at [email protected] We will be ready to sit down with you and understand your concerns and configure a recruitment plan to ensure better 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.

Empowering Women in the Kingdom of Men

Women in Oil & Gas Industry

The oil and gas industry is undoubtedly a male-dominated arena. About 85% of its global workforce are males. This industry is known to be notorious for women to establish a stable career path.

It was only when crude prices began to crash when oil and energy executives realized the profitability of hiring and retaining women in the industry.  Globalization has been reshaping gender diversity in the workplace. The focus on female workers is in the works to escalate gender balance and under-representation.

Challenges

Workforce in Oil & Gas Industry Challenged

More than the diversity problem, this is an industry where racism and sexism have been norms, making recruitment of women a tough job and a challenging work for recruitment agencies.

Gender-related challenges build wide gaps in perception between men and women. When technical and field roles started to open doors for women, scarcity of comfort rooms for ladies arise.  Some women who were sent to gas stations have reported cases being doubted and discriminated by their men counterparts. Women with children exhibited inefficiency in delivering their jobs.

Men and women start equally in this industry, however, it is rare for women to reach the top echelons because of gender barriers that are still existing with companies where gender diversity is not yet a high strategic priority.

In a report by the World Petroleum Council (WPC), only a few women were offered with technical and operating roles that are crucial for them to advance to senior management roles. Their limited presence in technical roles does not account for their lack of ambition to climb the ladder higher but with existing policies that prohibit their career advancement.

Diversity

Workforce Diversity in Oil & Gas Industry

Yuri Inoue, head of Showa Shell’s legal division, said that it would be difficult for companies to differentiate themselves in the oil industry without emphasizing women’s participation. Diversity is vital for survival. Attracting, retaining, and empowering more women in the industry is relevant to be done.

The future’s demand for shared energy is not attainable by discovering all types of energy source available but by nurturing “diversity of thought,” said Eileen Wilkinson, Vice President for Exploration in MENA at Shell. She added that a company’s longevity could be assured by inspiring more women to enter the industry.

In a survey by Ernst & Young Global Ltd, 615  of 1000 oil and gas professionals agree that gender diversity impacts the financial performance of a company. Gender diversity helps an industry to attain broader perspective which later drives a company’s growth. The industry should start imagining the number of innovative solutions that the joint efforts of male and female oil and gas employees can come up to.

The modern women are very much open to working for the oil and gas industry. Especially in the Philippines, competitive women are at par on the level of technical workers.  Women workforce from third world countries can do the toughest of jobs –  they can multitask, they can think through complex problems, as much as men can do.

The attractiveness of the oil and gas industry could be promoted by making career paths more accommodating to a wider range of jobs up to senior roles.  Work-life balance policies should also be made available and be applied equally to both genders. This effort looks forward to breaking down gender barriers in the status quo. The small percentage of women participating from this sector suggests that there is an evidently big population that are not maximized to make decisions that could create real positive impact on the oil, gas, chemical, and energy industry.

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.

Ethical Recruitment and The Triple Bottom Line – Partner

Partner

The most successful recruitment agencies incorporate the principles in which the triple bottom line of People, Partner, and Principal work together hand in hand to achieve the maximum benefits on respective ends. The first blog emphasized the importance of “People.”  Here’s an in-depth look at how fairness and ethical practice benefits recruitment agencies themselves, which serves as “Partner,” both for the People and for the last corner of this pyramid- the Principal.

Partner or recruitment agencies play the crucial role of facilitating labor mobility by matching People to the Principal and vice versa. A good recruitment firm impacts the people and their communities (https://rensol.com/ethical-recruitment-agencies-people/) and their clients, but how does a recruitment firm win in an industry where zero placement fee is a minority in the competitive field?

Recruitment agencies have to generate profits yet the motive of having too much of it is the root of evil in the industry. Many resort to unethical practices of excessive fee charging – one month’s worth of the worker’s salary is acceptable as a placement fee under the Philippine law. Anything over that is considered illegal. Unfortunately, practices such as this where the partner has more initial gain are more patronized by a larger base of clients because of cheaper costs and impelled to be accepted as a norm.

Unethical practice can make a company gain big by deploying workers with a lesser incentive to a decent employer or deploying decent workers to an abusive employer.

Above the advocacy of protecting the rights of expatriates and client companies in every service agreement signed, recruitment agencies, being the powerful sector in the migration process, are expected to position themselves as ethical duty bearers for all the stakeholders involved. Ethical recruitment has many facets but the cornerstone of it, as it was broadly used, is the non-fee charging scheme to workers.

Approximately 9 out of 1,500 recruitment partners in the Philippines don’t charge placement fees from their workers. The advocacy of ethical business practices is in the works to level the competitive field fairly and to limit unethical companies from making billions of dollars out of illegal profits.

Even if the Philippine labor laws allow collecting of placement fee, few recruitment agencies took the initiative to apply the “employer pays model,” even if this might not be appealing to the Principal sector because of higher costs, believing that this is the ethical way of doing this business.

The Employer Pays Principle reflects the “Dhaka Principles for Migration with Dignity” that states that no worker should pay for a job. This principle has been widely adopted by many companies across varying range of industries in the world.

Here are the corresponding impacts of this ethical practice to Partner agencies:

Build and preserve company brand and reputation as an ethical company. Ethical business is a smart business while an unethical one is damaging to the industry’s image. By offering zero placement fee, consumers can be given a choice not to deal with unethical ones. Ensuring ethics in all the activities of the agency enforces a strong brand reputation. Recruitment processes essentially reflect brand communication and flaws in it may risk brand perception and may seriously impact customer satisfaction.

Gain trust and boost company’s market value. Global brands are very much keen with reputational concerns as this will surely affect the public opinion against them. This builds stronger client relationships and even increase the number of “repeat” customers. Coincidentally, these led to building lasting relationships with Principals.

Marketing Advantage. Zero placement fee is also a marketing advantage in talent attraction. Being ethical is attractive in all its sense. Being honest with all the processes builds trust and brand loyalty from your target market. Respect for the dignity of every worker and safeguarding their human rights give them security. Establishing a positive jobseeker morale brings higher efficiency in their respective job sites. Their successes significantly bounce back to recruitment agencies.

Ethical recruitment differentiates themselves in the market. This helps them gain a competitive advantage over their competitors in the industry. Zero placement fee is a compliance to the International Labor Organization (ILO) General Principles and Operation Guidelines for Fair Recruitment. Apart from being a CSR initiative, ethical recruitment is a human rights principle reflected in the international law. Abiding such is an indicator of a company’s competitiveness in the market as a global industry.

Ethical practice lessens the risk for recruitment firms from losing their business. In an industry where illegal recruitment and human trafficking have been a threat that ruins the image of the industry, ethical recruitment is the future in the works. This also entitles an agency for a distinct relationship with the government being a decent provider of jobs to the competitive workforce. This helps them avoid facing legal liabilities, civil, and criminal litigation, and prior administrative penalties.

The ethical practice has been a fueling agent for small-medium recruitment firms to be the fastest- growing in the industry. Good reputation and customer satisfaction are the ultimate “win-win” for a recruitment agency with ethical practices. Ethics maintains their high corporate standards and their commitment to social responsibility where real profits rebound to the partner agency.

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.

Humanness: The Greatest Asset of The Brick and Mortar Stores in the Retail Industry

People in Retail Industry

A physical storage vs. the Cloud, paperback vs. e-book, manual vs. automatic – the battle between digital and traditional continues and has now reached even the low-profile walls of the retail industry.

The 21st-century retail, as always, runs on the art of persuading people to purchase products. However, in recent years, there’s been a gradual transition from the traditional brick and mortar stores to the modern e-tailing business. This has left many consumers, old and new, wondering whether to stick to the tried and tested path or jump on the bandwagon of the latest trends.

The rivalry between the two is growing in the recent years. The capacity of the physical stores to survive against the digital competition was questioned. This issue has risen because of the fast retail shifting; together with the positive sales growth forecasts in business studies for online stores.

On the other hand, there were a lot of researches which showed that most of the consumers still choose to go to supermarkets and other physical store outlets. These results might have given the traditional owners some good news, but still, it cannot change the fact that online stores have been perceived to be reigning in the retail industry because of its accessibility anytime, anywhere. Furthermore, people choose to buy in front of their monitors due to the convenience it offers – saving time and ease of shopping (less crowd, no long lines at the cashier’s deck), plus the impulse buying prevention, which the traditional stores cannot deliver.

Statista, an online statistic, market research and business intelligence portal stated in one of their reports, that there are an estimated 1.66 billion online consumers worldwide in the year 2017 alone, and these numbers have nowhere to go, but up. With billions of busy people opting to patronize online stores due to time constraints, who would not wonder how would the bricks go against the clicks?

Greatest Competitive Advantage of brick and mortar stores – Humanness

In this technological age, the traditional retail stores manage to exist and compete with the e-tailing through the “human feel” that it provides to its customers. This claim is supported by the scientific fact that people are more satisfied and encouraged to buy when they tend to touch and feel the product – helps them to make the purchasing decision. In addition, a survey conducted by Timetrade resulted in a positive 85% response – stating that consumers still prefer purchasing through physical stores over electronic retailing platforms. It further states that more customers prefer to buy at the stores itself with the state of humanness; that is when a storekeeper personally assists them to make a purchase. This serves as the advantage of the brick and mortar retailers against the e-tailers’.

Retail Industry

How can the traditional stores keep up?

There is no way to escape the fact – that sooner or later, the stores that do not have the capability to invest in different retail platforms will evaporate. The only option they have is to innovate, which means, they need to spend rational and financial resources to both physical and online stores. Thus, every brick and mortar retailer must start practicing the power of integration – the combined use of digital platforms and traditional retail methods. This integration will surely take time since the business owners have to learn how to capitalize on both retail channels. While the journey towards this integration is on the process, the ultimate asset of these businesses remains to be their people – people who have the social and intellectual skills, and people who know how to value customer experience.

xxx

The struggle is real in finding good candidates who can assist you with your promise to fulfilling customers satisfaction, while you’re doing the job on preparing to adopt the omnichannel strategy. Hence, manpower providers, like us, exist to help you solve that challenge.

Our years of experience built our expertise to provide businesses with the right workforce to deliver humanness to your customers. Let Rensol support your business!

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.

5 Major Reasons Why We Advocate Zero Placement Fee

Rensol Advocary

While the Philippine Overseas Employment Administration (POEA) allows recruitment agencies from charging placement fees from candidates, 9 out of 2,000 firms oppose the tide as an ethical practice to serve Filipinos.

Even if the no-placement-fee system may cause indifference to some foreign clients because of the inevitable higher cost, these agencies brave to pursue ethical recruitment with integrity in mind assuring that this is the way of fulfilling everyone’s goal for success.

Here are the main reasons why “zero placement fee” is the future of the Philippine staffing and recruitment industry:

  1. Technical Skills minus Financial Capacity equals High Ethical Corporate Standards

Skills over money

Workers should be selected and screened based on their technical skills and qualifications rather than their ability to pay placement fees to get endorsed for a job. No placement fee allows the partner recruitment agency to only factor out candidates based on their capabilities and experience, and not their financial ability to pay to get a job.

Employers who shoulder the cost of recruitment of workers abroad can be assured to receive a more ethical recruitment process from their partner agency. Paying this on behalf of their future employees give them the leverage to choose what kind of workers they need. They can also be insured with due diligence from their strategic manpower partner. They can be guaranteed that recruiters will work for the client’s best interest by not putting poor candidates just for the sake of extra commissions.

  1. Magnet to Best-Performing Candidates

Rensol Ethical Recruitment - No Placement Fee

The “no placement fee” tag on recruitment advertisements is an effective tool for talent attraction. Most qualified and experienced candidates are wise enough not to patron agencies which will just make money out of them.

While there is no doubt, availability of candidates in the Philippines, one would also have to understand that opportunities are being presented to them left and right.  The common factor among the most successful recruitment agencies is their unwavering policy of not passing on the cost of the recruitment and processing on the candidates. If a candidate is presented 5 opportunities, and 2 of them are for companies who are professional and will not allow their agent nor their companies to burden the candidate any cost, the said 2 opportunities will be the one that the candidate will surely focus on.  

Predominantly, the promise of ethical recruitment is the main selling point of each job order.

  1. Avoidance of Exploitation of Skilled Workers

No to Worker Exploitation

Some recruitment agencies tend to charge high recruitment fees. This practice is already categorizable as illegal recruitment and is already an exploitation to their vulnerability even before they arrive at their job destination. In cases of maltreatment and abuses, migrant workers are subjected to “forced labor” when they find no way out of their job because of the debt bondage they had incurred to attain it.

Additionally, a worker not charged with a placement fee is in a better position to contribute effectively to the job he signed up for because he no longer needs to worry about loans to pay. The Institute for Human Rights and Business attested that “zero placement fee” will surely fortify the company with better workers. This scheme guarantees every worker’s financial wellness, which will, in turn, maintain their happiness and productivity at work. (Read more: https://rensol.com/ethical-recruitment-agencies-people/)

  1. The Philippine Government Encourages Fair RecruitmentPOEA
    With many reports on abuses and financial ruins to families of OFWs because of placement fees, government’s efforts to minimize victimization to exorbitant fees and fraudulent recruitment by means of overcharging was given the highest penalty under the law.
  1. A Commitment to Social Responsibility

Rensol's Corporate Social Responsibility

The reputation and integrity of an employer is measured by how committed they are with their public service to provide opportunities that the less privileged, yet globally-competitive ones could afford. Coca-Cola, Hewlett-Packard Enterprise, IKEA, and Unilever are some of the employers that believe they should pay on behalf of their hired workers.

Anel Grup, a global Mechanical Electrical Plumbing company in the Middle East and Renaissance Heavy Industries, the construction branch of Ronesans Holdings – is a leading construction, oil, gas and power generation company in the Commonwealth of Independent States also promote the fact that shouldering the service fee of workers is a long-term investment and an element for their successes.

The report from IHRB reflected that zero placement fee works effectively for starting companies but for the case of Rensol Recruitment, this has been the aromatic scent, the word of mouth, and the integrity that makes these small companies, the fastest-growing in the industry.

 

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.

I Wish Dealing with the Philippine Government is Easy

Dealing with Philippine Government

I had an eye-opening touch base meeting with the HR Director of a well-known hotel in Doha, Qatar yesterday. She was telling me how pleased she is with Rensol. Saying that we are worlds apart different from all the other recruitment agencies they’ve connected with as we are quick on our toes and really do the extra mile. She was also expressing her excitement in employing additional Filipino workers as their management is aware of the professionalism and good work ethic of Filipinos in the hospitality industry. Her compliments came in one after the other until she turned 360 degrees when she expressed her regret that they are postponing their immediate plans of hiring Filipino hospitality workers. Their reason is simple. They do not want to deal with all the complexities of the Philippine government.

On our previous blog we discussed that ethical recruitment would still exist even without the Philippine Overseas Employment Administration (POEA) or any other regulating body because love and compassion are innate in all human beings and protecting each other from situations of high risk would be a normal occurrence. However, injustice, like compassion, is also a normal happenstance in our society. Hence, the actual need for a governing body upholding standards and regulations to ensure that the right thing is done all the time. Compliance with the Philippine government, or specifically, in this case, the POEA, is difficult, to say the least. Scanning through pages of blocked text, trying to interpret only the information that is really needed and understanding Philippine labor laws really are arduous tasks for any foreign employer especially if it’s their first time.

I was not surprised at all when my hospitality prospect pronounced their desire to “postpone” their recruitment amidst all the positive experiences they had with us even when we are still in the preliminary stages of the process as I myself is aware of the backbreaking measures foreign employers take when hiring desired Filipino workers, regardless of the position and industry. From accomplishing a detailed Manpower Request Letter to various types of Affidavit of Undertaking – depending on the territory, to dealing with two government entities that need to verify and accredit the job order respectively. Managing corporate objectives and making sure that the right thing is implemented on each accreditation document and each step of the recruitment process can really be taxing. And it makes the process even more daunting and chaotic if you’re doing it alone.

Shaking hands

Co-operation, in evolution, is defined as, “the process where 2 or more organisms work or act together for common or mutual benefits.” By applying this method in the international recruitment space, once a foreign principal commissions a partner recruitment agency in the Philippines, both should expect full co-operation from one another. Connections shouldn’t just be limited to the firm finding a quasi-qualified candidate for the open position and then get paid for their service. More than a hand from beginning to end, a true co-operation transcends costs and the boundaries of what is stated in the contract.

Explaining this to my prospect plus assuring their management that Rensol Recruitment will be more than just their representative in the Philippines, rather a partner in all its professional sense. I enrolled her and her team to lift the planned suspension and proceed with the recruitment.

Adhering to Philippine labor laws is indeed hard – and that’s a fact. No one can bend and bypass how stringent POEA is with regards to their regulations especially now that President Rodrigo Duterte is in close watch of deploying Filipinos abroad for professional purposes. What foreign employers can do is pick the right reliable recruitment partner that will carry over their vision and values and will act as a shock absorber to soften the hard blows of interacting with the local government.

We can all wish, pray and hope that dealing with the POLO and POEA when recruiting quality manpower in the Philippines will be as easy as reciting the alphabet. However, we can’t really hold on to the uncertain. What’s certain is that there are a select few partner recruitment agencies in the Philippines that are willing to act as a cushion and go above and beyond just for you to realize your employment needs.

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For more information on how to conduct a successful recruitment campaign in the Philippines, please connect with our Business Development Team at [email protected] We will be ready to sit down with you and understand your concerns and configure a recruitment plan to ensure better 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.

 

The Boon, The Bane, and The Busy: An Overview of the “No Placement Fee” Policy

Placement Fee

According to Asianjournal’s ‘2017 Philippine Recruitment Outlook’, the recruitment industry will be experiencing a stable growth of 4% in the next five years. For that matter, new and old agencies are expected to take part in the game. As competition intensifies, there will surely be more overseas professional opportunities available for Filipinos. The challenge for trusting job seekers is to properly identify a reliable recruitment firm providing the right recruitment service, to help them find that perfect job for their great pursuit of a better life.

Employment

The Philippine Overseas Employment Administration (POEA) allows licensed recruitment agencies to collect placement fees from their candidates as payment for successfully securing them a position abroad. As per Workabroad.ph’s compiled data on recruitment fees, placements are commonly calculated to be at 1 months’ worth of the candidate’s salary. Some Manila recruitment agencies use a 50-50 payment system to lessen the burden on both the candidate and principal. While this method may seem to be the most cost-effective approach for everyone, there are still some unseen factors that need to be considered.

World-PSI states that placement fees, regardless of the job grade, can deteriorate the quality of a worker’s disposition before he even starts working for the employer. Due to the pressure brought by raising the needed amount to get the job, as well as straightaway providing for his family back home, he is immediately impacted mentally and emotionally. Another good example of an adverse effect of placement fees is the “debt trap”. From an article written by Ana P. Santos and Sofia Tomacruz of Rappler, debt trap is the usual situation OFW’s get into when they deal with placement fees. Poor Filipinos wanting to get a shot at working abroad will go to a bank or a lending company to get a loan. When their initial earnings are not enough to pay their debts on time, high-interest payments are factored in; it becomes difficult or impossible for them to repay what they borrowed. This results in the loss of employee morale leading to a subpar service for the employer; after which they’d come to a realization that they have a growing mountain of debt that even their job abroad won’t be able to compensate for. Thus, having to prematurely leave their employer.

Although taking placement fees is a common practice in the industry, there are a few that implements the reverse. Selected recruitment firms administer a more humanitarian approach in conducting their business processes by employing a “no placement fee” policy resulting in a more positive impact not only for candidates but also for the employer. A no placement fee agency forwards the would-be expenditures of the candidate to the hiring company. Although this seems to be less attractive to employers as they will shoulder all fees, it is, in fact, the opposite. If Filipino candidates can pursue their careers without paying any fees and they will not encounter any of the negative points raised above, everyone can ensure the candidate’s longevity with their employer. Retaining talented and loyal employees is an absolute win for any company.

employers

“The International Labor Organization (ILO) has named the Philippines as one of the pilot countries for its global program for promoting migrant workers’ protection, citing the country’s improving policies on ensuring safe and fair recruitment.” – Tomoko Nishimoto, ILO Regional Director for Asia and the Pacific

There have been arguments from the ILO Organization regarding ethical recruitment and the motion to scrap placement fees completely. There are also many indicators that suggest the recruitment industry should shift completely towards this policy. When that happens, it will most definitely reduce, if not completely wipe out recruitment scams in the Philippines and it will impose the goal of ethical recruitment to prioritize helping less fortunate Filipinos get better chances in life.

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Rensol Recruitment and Consulting, a POEA licensed agency, has been advocating a no placement fee policy, since its inception in 1999. Focusing on opportunities that incorporates the same vision and values and upholds ethical recruitment practices beneficial for all parties of People, Partner Agency and Principal.

For more information on how to conduct an above and beyond recruitment campaign in the Philippines, please connect with our Business Development Team at [email protected]. We will be ready to sit down with you and understand your concerns and configure a recruitment plan to ensure better 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.