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.

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.

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.

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.

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 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.

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.

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.

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.

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.

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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.