The Filipino Brand: Factor, Flavor, and Fervor

For managers of multinational firms, recruiting Filipino professionals and technical staff means their company will inevitably and undoubtedly experience a bit of Filipino customs and culture. There’s a saying that the Filipinos have grown up 300 years in a Spanish convent, and 50 years of Hollywood, and another 70 years of trying this experiment called “The Filipino People”. This has led to a naturally warm, gentle, and hospitable nation.

For those who are not too familiar with our nation’s history, prior to the conquest of the Spanish conquistadors, there were no known “Filipinos.”  The archipelago was once a mixed bag of language groups and tribes.  It was only at the end of the Spanish Era wherein the local intellectual class awakened and recognized the patchwork of mini-nations is really one in character – The Filipino. The Americans built on their ideals, and transitioned the people to embrace nationhood, and upon independence, the leadership banked on it to ensure that we are one nation of many people.

One cannot find fault, but might even realize how amusing it is that The Philippines today is the only Latin Country in Asia, with a very positive outlook towards the West.  We love our basketball as much as we love our chorizos and tapas.  We cry over our Telenovelas as much as we are gripped in America’s Got Talent.

To define the Filipino character in a few words is like trying to describe how many colors are present in a rainbow to an unborn child.  It really takes one to experience or engage a Filipino to see that we are a hardy yet warm people.  One can probably look at the following:

Filipinos are slow to anger.

When crossing the streets of Manila, even at the point of a near accident and doing a Russian Roulette with the Grim Reaper, a Filipino would still smile and giggle about the incident.  The opposite would have happened if one was in Singapore, Vienna, or New York, where the pedestrian would assert his rights and even slam his hands on the car that cut him off. Filipinos have a concept called “pikon”, loosely translated to be weak tempered or cranky.  A person who displays this attitude would reap more teasing and be the butt of every joke – something that every Filipino wants to avoid as much as possible.  This is one of the first barriers of the Filipino mindset from getting angry.

Filipinos are service-oriented.

The global phenomenon of bumping into a Filipino nurse, flight attendant, or hotel staff across the globe –  from Alaska all the way to New Zealand is no accident.  While the healthcare, hospitality, and airline industries have clearly recognized this trait among Overseas Filipino Workers (OFWs), the mindset is deeply ingrained in the national character even beyond the modern times.  Being hospitable and helpful is considered as a matter of honor not just for an individual but even by Filipino families themselves.  If one is not known to be helpful or is churlish, brusque, or ungracious, this would be considered by the community as shameful.

Filipinos are family-centric.

Managers who have worked with Filipinos, and have helped in their onboarding would have an experience of him crying the first 2 weeks as he would grapple with homesickness.  However, that weakness is the very same strength that pulls him through this: his love for his family. His family is his primary motivation. They’re his reason why he would sacrifice to sign a 2-year contract bound to foreign and unfamiliar land thousands of miles away, bid his wife and children farewell so that he could get better chances in life and provide more for them.

Filipinos are cheerful.

This is often confused by many that Filipinos take things lightly.  However, it might be seen part of the overall character of the Filipino when it comes to coping with stress or difficulties.  It’s not uncommon to even visit a funeral in the Philippines and see people who would be smiling and sharing bits of laughter during the wake.  While western humor might be leaning towards sarcasm, Filipino humor is more of slapstick.  It’s no wonder why movies like Mr. Bean or The Gods Must Be Crazy are big hits in the country.  In the workplace, one would find their Filipino staff who has gained some comfort in his surrounding as someone who could bring a joke or two for the day – or light up the office with a little funny line during a stressful moment.

Filipinos are very culturally adaptive.

Whether the OFW ends up working as a nurse in Japan, or as Rigger on an oil platform offshore Brazil, whether it’s in the tundra of Siberia or deserts of Saudi Arabia, he or she would embrace with ease the local culture.  We Filipinos find it no difficulty to assimilate into the local culture.  In the Philippines alone, while there might be spits of racism you will find, not a single concept of xenophobia in and among the people.  Therefore, when Filipinos leave the country, you will never find them insisting their own culture upon the host country.  They will learn the language, they will shadow their hosts and take on their traits as well.

While all of these are true, one would experience a bit of the Philippines when they meet a Filipino.  It might not be a perfect national character, but it does work for those companies who want to improve their customer engagement or customer experience, or if a company desires staff who work with a heart.  That truly becomes an asset to many managers.

Finally, there’s another saying “You can bring out the Filipino from the Philippines, but you cannot take away the Philippines from the Filipino.”

Bring out the karaoke!

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.

Succeed + Triumph + Prevail + Win with a Filipino Worker and the Right Partner Recruitment Firm

The Philippines is one of the biggest sources of manpower globally. Overseas Filipino Workers are preferred and sought after by most foreign employers because we are undoubtedly a gold mine for world-class talents. Moreover, due to the lack of local opportunity, more and more Filipinos are proactively choosing to leave the country for better chances in life. According to a study conducted by the Philippine Statistics Authority (PSA), there’s an estimated 2.2 Million Overseas Filipino Workers (numbers estimated from April – September 2016) all over the world. These digits continually increase because of sluggish growth in the employment rate caused by rapid population growth and increased labor force participation. As per a survey done by the Social Weather Station (SWS) between July – September 2017, an estimated 8.7 Million Filipinos are currently unemployed. Contrariwise, professional opportunities abroad are increasing. In Western Europe alone, there are already 2.6 million jobs available (data-driven from Eurostat Database, 2017) for aspiring workers.

Forthwith, the rapidly growing communities of OFWs is surprisingly being accommodated. Even with stricter expatriate regulations everywhere. Apparently, foreigners love us because we are caring, hospitable, creative, adaptable, honest and passionate in everything that we do.  Case in point, in Saudi Arabia, a Filipino worker named Dawood S. Balindong, was recognized for saving a local from drowning in Jeddah during the heavy rains they’ve experienced last November. While in United Arab Emirates (UAE), a Filipino Domestic Worker, Melanie Manansala, was favored to be the “Best Nanny” of the year for her openness, honesty, and commitment. They are just some of the many OFWs who stood out because of their innately good qualities.


Fact –  having a Filipino worker in your team is the next big trend in the international recruitment space, and if you’re desiring to onboard one you must prepare yourself to go through a rigorous process. There are 1, 2, 3, 4 and so on, and so forth meticulous procedures, since the Philippine government strictly observes and regulates the overseas recruitment requirements. As such, you need to find a reliable recruitment agency that will not just fulfill your job requirements quantitatively but will also make sure the qualitative aspect is achieved, both in the process and the candidates.

Rensol Recruitment and Consulting, Inc. is not an agency that aims to collect resumes for profit. We are a recruitment firm that advocates zero (0) fees for the candidates and promises a long-lasting partnership with our clients. Rensol not only works to get your requirements done but also ensures to give you a win-win recruitment solution – the consultant, the adviser, and the problem-solver, even after the deployment process.

While we provide you the quality workforce and we ease up the recruitment process for you, all we ask from you is to abide by the provisions of the contract to protect our people.

Isn’t that simple?

Hire the best talents now in the Philippines with Rensol! Let’s win together!

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.

2018 Major Recruitment Trends in the Middle East

Why does being on trend mature into a critical issue in recruitment?

Well, it’s the thing called recruitment competition in knowledge on the know-how’s; competition in the crowded Recruitment Industry especially in the Middle East where strict compliance applies. To start becoming an effective recruiter you must know the ins and outs in the recruitment process or else, you’ll find yourself hanged out of the region.


Major Recruitment Trends in the Middle East are as follows:


Trend #1. Nationalization Pressure

One of the top priorities for Gulf region governments in recent times has been to increase the share of private sector jobs held by nationals.

Small populations and the lack of local skills and rapidly growing economy have driven ever upward the demand for foreign candidates.

Various countries are taking measures to increase nationalization. Saudi Arabia has embarked on Saudization, while Kuwait has also taken measures to make expatriates less employable, by limiting professions in which expatriates can be employed.  Similar measures have been taken by the emirates in the form of Emiratization.

Trend #2. Worker Protection

Governments in the Gulf are gradually working to improve worker conditions mainly due to the heavy criticism from international media.

This issue came to bear recently in the Emirates when a report from the Guardian found that dozens of South Asian migrant laborers were found to be living in poor conditions.

In response, Qatar, Saudi Arabia, and the Emirates have launched a wage protection system to ensure payment of salaries on time. UAE has removed a six-month visa ban on employees who left their jobs while the Kafala (worker sponsorship) system in Qatar changed to ensure more protection

Trend #3. Conservative Hiring

Reduced oil prices and government spending cuts have made businesses cautious in the Middle East. Companies are looking to reduce costs and improve efficiency by undertaking restructuring, merging job roles and outsourcing candidates for a lot of jobs.

With hiring under more scrutiny, companies are looking to focus on candidates who can perform a wide range of duties. This, in turn, created a market where top talent got freed up and was made available.

Trend #4. Tensions Building Between Countries

Diplomatic Tensions and burgeoning military conflicts have been rising steadily in the Middle East, putting further demands on government finances.

These tensions have translated to restrictions. The attention from international media makes it more difficult for companies to attract expatriate talents and securing employment visas for candidates continues to be a challenge. With political tensions on the rise, employers may need to look elsewhere for Arabic-speaking candidates.

Also, more pain is likely to follow if the current low prices remain the same which will have a big effect on the recruitment industry. Still, the Middle East remains a haven for large development projects, and these states remain in a better position due to investments and large government reserves.

xxx

Why know these things? Simple… because recruitment is not easy, you should know everything by heart and mind. It isn’t just about meeting the requirements; it is all about knowing the country you are serving; their culture, their government and laws, their people and their beliefs to become successful.

To secure a spot in recruitment in the Middle East, first, you must be equipped with the right knowledge about the region.

Have you had first hand experiences on the Trends in the Middle East we’ve mentioned? Share it with us by leaving a comment below!

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.

4 Essential Exercise in Picking the Right Partner Recruitment Agency in the Philippines

From two-person boutique recruitment shops to mega agencies with offices scattered around the globe – all with their own specialties and strengths, the options can be overwhelming. With so many fishes in the sea, how do you pick the best fit for you?

Here are four essential practices you can follow while selecting the right partner recruitment agency in the Philippines.

  1. Above and Beyond Commitment

Commitment and perseverance trump everything else while hiring Filipino staff. Therefore, Principals should find a committed partner that can solve problems that they might encounter when conducting overseas recruitment.

There are two sets of hurdles foreign employers are likely to face when hiring overseas Filipino workers:

  1. Finding the right employee to hire – which is the universal job of a recruitment agency.
  2. Working with the Philippine Overseas Employment Administration – This is unique to the Philippines; all employment agencies that seek to offer employment abroad should first be accredited and licensed by POEA.

POEA protects the Filipino worker, both in the Philippines and in the ultimate work location overseas. The administration calls the shots, they make every attempt to ensure the employer’s practices are consistent with worker protection laws and practices.

Hence, your agency should be adept at understanding and managing the POEA. Be sure that POEA will have an opinion on the contract, the work practices, and the legal requirements. The agency you choose should be able to successfully manage POEA requirements.

  1. What is Your End Game?

It is crucial for you to understand what you want to accomplish with your partner recruitment agency in the Philippines. The world of talent acquisition is wide, and an agency that does good Volume Recruitment may not be the best for Specialized Executive Search.

Understand the best options for your type of recruitment, and choose a partner agency with expertise in those areas.

  1. Google to Coogle

Make sure to check the recruitment agency’s website as it tells you a lot about the company. When you are looking at a recruiter’s website, start by looking at the team. This is where you can find out more about the experience, strengths, and personality of each of their Consultants, and by extension, the agency itself.

Secondly, scroll through the job board to see if you can find any job descriptions that match your preferences. If you can, then you are on the right track. And finally, read through the resources that are available on the website such blog posts and white papers. Make a note of how active the agency is in helping its candidates, partners and peers, and how knowledgeable it is in the areas that you need the most help with.

  1. Learn to be Social!

Find an agency that stays in touch with the latest developments in the job market, as well as having a reputation for success. As social media is the preferred medium of communication for many people, good recruitment agencies tend to post regular updates on their social channels in order to stay in touch with their network of clients and candidates. Some agencies may choose LinkedIn, while others prefer Facebook; check both to get a good understanding.

In summary, The Philippines is home to numerous recruitment agencies across many different industries and specializations. Being so spoilt for choice, many job seekers and clients find it difficult to take the first step and approach an agency, even though they are in need of support. However, sometimes all it takes to find the right agency is to simply talk to one about what you need.

Rensol Recruitment & Consulting is a specialized, experienced Philippine recruitment agency that provides guidance to many companies embarking on a journey to recruit in the Philippines. If you are still unsure of which agency is the best fit for your needs, don’t hesitate to get in touch with us to find out more.

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 World is Our Playground and We Will Always be Home: Why Filipinos are in the Forefront of Global Citizenship

Why Filipinos are in the Forefront of Global Citizenship? The Filipino Diaspora was happening long before the term was even coined during the height of Overseas Filipino Workers’ deployment in the late 1970s and early 1980s.  From the pre-Spanish times where, navigational pilots helped traders from China to navigate through Southeast Asia, up to today’s welders in Riyadh or Eastern Siberia, the Filipinos have made a mark as one of true global citizen.

According to the results of the 2016 Survey on Overseas Filipino Workers conducted by The Philippine Statistics Authority, there are 2.2 million Filipinos working outside the country as contract workers. This is a headcount exclusive of those Filipinos who have chosen to migrate to another country – but all the same becoming ambassadors of goodwill in their adopted lands and making the Filipino professional and skilled workers known as a people of exceptional skill.

This has led to a vibrant overseas recruitment industry –  the keepers of the doorsteps to the Filipino job market.  The Philippine Overseas Employment Administration (POEA) is the main government agency tasked to regulate the recruitment industry in the country.  This means that all foreign employers are required to be accredited at the POEA, all candidates are to be certified, and all recruitment agencies must bear a legitimate license.  The POEA ensures that as we send our compatriots to foreign countries that we bring nothing but the best of our people.

It can be argued that this has really left that indelible mark among human resources professionals that when it comes to staff augmentation, the best recourse if the local population will not be able to supply the needs, is to look towards the Philippines.  Overall, it has become beneficial to all concerned – the host country gained the skills that Filipinos brought with them, the employers met their objectives, and the contracted Filipino workers were able to gain experience and pursue greater heights for their own careers.

If we can sum up, why Filipinos are in the forefront of Global Citizenship, we can say the following:

1.           Filipinos have an educational system that thinks global.  This has generated student graduates who know that the horizon ahead of them is not limited to the shores of the archipelago, but the world is their playground.  This has also made most Filipinos to be bilingual speakers.

2.           Filipinos are highly skilled.  Be it the aviation industry or hospitality industry, Filipinos are known to have been on the leading edge of the talent pool.

3.           Filipinos are very adaptive.  You visit Filipinos in Germany, Saudi Arabia, or Japan, and you will find them assimilating easily into the local culture.  Filipinos never have a mentality of “Us vs. Them.”

4.           Filipinos are hardy.  Whether they are in a 50-degree Celsius project site in the middle of the desert, or in freezing temperatures in Siberia, they stick to the job.

5.           Filipinos are naturally service oriented.  This is truly a trait that Filipinos are proud of.  We take care of our customers as if they are guests at our own home.

Now that you know why Filipinos are in the cutting-edge of global citizenship, hire one now with Rensol Recruitment. Be our 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.

 

Vroom! Vroom!: Configuring Your Recruitment Plan to Success!

Until recently, I have always viewed the word “customizable” as an extremely positive attribute. In my mind, I used to view customization as a way for the customer to get exactly what he/she wants. After chancing upon a past Gartner Magic Quadrant report, I noticed that being customizable was viewed in a negative light. This caught me off guard as I have always viewed the word in a positive manner. There are obvious factors that accompany something being “customizable,” such as a higher price, that is not appealing or a lower price, but the quality is compromised, but it also got me thinking about the hidden negatives of customizability. Because my information technology background is not as extensive as a developer, I decided to view the situation from a different instance.

I remember a couple of years back when I thought it was the coolest thing in the world to have a custom-made Corvette Stingray. What could go wrong? Matte Black body paint with red and white outline and highlights, Royal-Lip Hyper Black MXR-F Rota equipped with Achilles Radial Tires, Black Metal EVO 8 Engine and a Black Rear Spoiler. It’ll have everything I desire in a sports car. In my mind, I knew what I wanted. I knew what I liked. I knew what looked cool. Right? Wrong. So wrong. I would venture to say that I designed the ugliest Corvette car ever made. It is humorous to think I knew exactly what I wanted, yet in reality, I had no idea what I needed. I think this is true for a typical customer in any setting, and this is another reason that customizability can certainly be negative. Configurability is a different story. A trusted and reliable partner recruitment agency in the Philippines implementing and executing a recruitment campaign that is configurable and easily achieved is like an easy-going person who can fit in with any crowd. Obviously, companies will have basic needs and requirements to fill internal professional vacancies, but a well-planned recruitment campaign executed by a highly effective partner recruitment agency in the Philippines will have a solid base that does not require or necessitate customizability.

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.

 

Best Man for The Job: The Professional & Educational Criteria for Oil & Gas Overseas Workers

Containing about half of the proven global oil and gas reserves, the countries in the Middle East and North Africa have a solid base for their economies in the petroleum extraction and refinement industries. Most, if not all of these countries have been investing huge amounts in recruitment and talent acquisition, making sure they get the right people to do the job.

But what are the basic Professional, Technical Educational Benchmark of Offshore Operations Personnel that Middle East and North Africa Oil and Gas and Engineering companies are looking for and require?

To begin any evaluation of any person under the updated Safety and Environmental Management Systems knowledge & skills assessment requirements, one must start with the initial professional or technical training the employee received which qualifies him in his profession.

Quite a few local accredited colleges have a 2-year Petroleum Technology or Industrial Technology associates degree which qualifies them as a production operator and or instrument/control system technician on board production facilities. Many local vocational-technical schools have a six-month accredited Rig Hand training program which thoroughly prepares them for various skills around the drilling rig.

Many accredited colleges offer electronic and mechanic courses. They offer a large variety of training and certification courses of the same caliber. Yet for some reason, some companies in the petroleum and engineering industry has pressured regulatory compliance affinity groups in their region to write in the requirement clause of “experience in lieu of education certification” as being acceptable to operate a $100 million to a $1 Billion-dollar asset which generates millions of dollars daily, and has the potential to cause death and destruction on a regional wide area over the MENA population.

The challenge here for Oil and  Gas and Engineering companies in the MENA region is to find the right candidate with an all-encompassing qualification – proven educational background equipped with certifications and experience and is most qualified to perform the job. There is no longer a need to choose one over the other. Let us help you, we at Rensol Recruitment and Consulting will ensure that we source the most appropriate and fitting personnel for you.

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.

An Absolute Load of Shift – Importing Skilled Workers to Fill in the Local Employment Gap

There is a shift occurring in the Middle East business world, especially for the retail and hospitality industries, that all companies need to take into consideration as they move forward. As Generation X move towards retirement and a less cumbersome lifestyle, more jobs will open for millennials. In addition to this generational shift, the retail and hospitality industries are growing and booming, so there are even more job positions to fill. The problem lies in the lack of millennials in the Middle East region moving in to fill these jobs. Typically, it seems that today’s generation leans towards white collar jobs, whereas Gen-X was more on the blue-collar jobs.

With this in mind, all Retail and Hospitality companies in the region need to focus on finding the appropriate people for the upcoming vacancies. Since there is a shortage of talents in the local population, it is high time for MENA Retail and MENA Hospitality to get skilled workers elsewhere. Incidentally, countries in the Asia Pacific, specifically, the Philippines has proven to be a gold mine for talents.

Now, these industries in the Philippines are big but not as successful and prosperous as their Middle Eastern counterparts. Therefore, a lot of talents who specializes in these fields and have a considerable amount of experience either wait for local opportunities in their field of expertise that might not arrive or chooses to work in a completely different field. Hence, they are wasted. Fortunately, there are a number of reputable partner recruitment agencies in the Philippines such as Rensol Recruitment and Consulting, Inc. who can find and are able to source these talents on stand-by and deploy them to the companies needing their service.

Ultimately, if these two industries in the region want to fill the gap in workers, they need to update themselves and come to terms with the talent acquisition trade of this age. Overseas recruitment is a must. The way of hiring and staffing must be updated.

It is due season for the retail and hospitality industries to catch up with the next generation of workers.

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.

 

Ultimatum: Philippine Overseas Employment Administration Accreditation

Overseas Recruitment and Talent Sourcing is a heavily regulated industry which needs to be followed effectively for proper and risk-free operations. In the Philippines, this line of business constantly faces the challenge of meeting rising quality standards and complying with rigorous regulatory requirements. These increase in interconnected processes between the foreign employer and the Philippine Government makes it extremely difficult, almost impossible, for them to administer direct hiring.

One of, if not the major hurdle that foreign principals face when recruiting Filipino talents is dealing with, adhering to and accomplishing the numerous Accreditation Documents that the Philippine Overseas Employment Administration requires for their approval as a legitimate employer of Filipinos for overseas opportunities and these are as follows:

  1. Special Power of Attorney (SPA) – Is a Letter of Authorization limited to the recruitment, processing and documentation of Filipino workers where they are giving their partner recruitment agency in the Philippines the authority to represent their company.
  2. Manpower Request Letter – A document specifically addressed to the POEA, stating the company’s intention to hire Filipinos and acknowledging every single parameter of the Philippine Government in reference to employing local workers.
  3. Recruitment Agreement – Document stating the agreement of the foreign principal and the partner recruitment agency in the Philippines.
  4. Copy of Commercial Registration – Is a copy of the employer’s business license with English Translation.
  5. Copy of Standard Employment Contract – Sample specimen of the company’s employment contract. Includes provision of housing accommodation, food, overtime/holiday/rest day rate/payment, as previously approved by the POEA.
  6. Company Profile and Location Map

In special cases wherein, the principal chooses to change their partner recruitment agency in the Philippines, they will also need to accomplish a revocation letter to nullify the above-mentioned documents with their previous representative.

All these documents must be authenticated and verified at the Philippine Embassy nearest the employer. And after accomplishing this phase, then comes the other laborious and mind-numbing steps of the hiring process.

In a nutshell, accrediting a foreign employer with the POEA alone is tedious and this poses a great challenge for principals to acquire the quality manpower that they desire. If the employer fails to accomplish at least one of the aforementioned documents, the rejection of the recruitment or even the breakdown in relations between them and the Philippine government is probable. So, it is that much important for foreign employers to choose the right partner recruitment agency in the Philippines that will ensure that this undertaking gets accomplished.

We at Rensol Recruitment are here to assist and make this phase and the whole recruitment process less painful for you.

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

Rensol Recruitment & Consulting
Email: solutions@rensol.com
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.

 

4 Critical Factors When Recruiting Quality Manpower in the Philippines

Whenever there is a shortage of talents in the local population, a company faces the question where to import skilled workers.  More than ever, businesses in the oil & gas, construction, engineering, healthcare, retail and other industries have looked towards the capabilities of the recruitment agencies in the Philippines as a source of quality talents to meet their staffing needs.

The challenge faced by foreign employers is to sift through the information and understand what will make a recruitment campaign successful.  Here are 4 critical factors which an employer should consider when recruiting quality manpower in the Philippines.

 

1.     Timeframe 

For a recuitment agency in the philippines, time is gold.Nothing is more critical than preparing a recruitment plan with a realistic timetable. If local recruitment will require an HR practitioner a lead time of 2-3 weeks to fill vacancies, recruiting from outside the country entails a longer timeframe.  While the speed of recruitment is important, one should remember that cutting corners will increase the risk of failure. A thorough work on processing applicants must be done by the employer and its accredited recruitment agency in the Philippines.  Sourcing candidates will be a standard of 2-3 weeks, depending on their category, companies interested to recruit from the Philippines should consider two other factors: Accreditation (Pre-recruitment) and Documentations (Post-recruitment). For the Accreditation Process, your company will be required by the Philippine government to be accredited by the Philippine Overseas Employment Administration (POEA). This alone will take from 2-4 weeks depending on the documents made available. While the Documentations procedure will take another 3-6 weeks, depending on the availability of documents from the selected candidate’s end, and the host country’s process. Overall, from the date you confirm your recruitment campaign, one should allocate around 3 months lead time when it comes to the acquisition of manpower from your recruitment agency in the Philippines. 

 

2.     Completeness of Information 

Information are needed by a recruitment agency in the philippines to go through its processes.The distance between the employer and his target talents creates a gap regarding how information is channeled for each party to make better decisions. Local recruitment gives the talent easy information with regards to the employer. In the same way, local recruitment entails employers to have more predictability regarding the quality of its applicants as the local psyche and attitudes are assessed better in the local context. This is not the case when recruiting outside the country. Both employers and the accredited recruitment agency in the Philippines should have clarity in the transfer of information so that each one can make a proper assessment of what adjustments and final decisions should be done during the recruitment campaign. This means the employer should provide all necessary information regarding the project, the company, its philosophy, and even the job description and compensation package details. The partner recruitment agency in the Philippines should also advise employers of local conditions so that the recruitment campaign can be personalized ensuring better success. Staffing solutions should always be tailored according to the employer’s standards balanced with local recruitment conditions. Remember, a candidate that is well informed is in a better position to make the right decision.

 

3.     Reliable Recruitment Vendor

Employees of a Recruitment Agency in the PhilippinesCheap doesn’t mean savings and expensive doesn’t mean quality. The primary question an employer should ask before commissioning a recruitment agency in the Philippines is “Are they a reliable recruitment vendor?”. Reliability transcends cost. While it is usually thought of as capability, in the Philippine recruitment space, it plays one major factor – reputation. The reality is there are more than 400 land-based recruitment firms in the Philippines – all of them dipping into the same finite job market, and all of them trying to attract the same candidates for opportunities. The candidates, on the other hand, have a field day in choosing which opportunity to pursue. This is where the manpower agency’s reputation is critical. An unknown agency representing a Forbes 500 company will simply raise eyebrows. Then again, an unknown employer working with an unknown representative will be an uphill struggle in attracting applicants. Candidates are more confident to pursue opportunities with those POEA-licensed agencies who have a very good track record of representing professional and global standard companies.

 

4.     Final Interview

Man and Woman from a Recruitment Agency Shaking HandsNothing works best when both employer and employee can build confidence between each other. The partner recruitment agency in the Philippines is only there to map their relationship. While in a world of interconnectivity allows us to talk and chat with someone on the opposite side of the globe, it cannot replace actual personal engagement. It is true during a personal meeting when both the employer and the employee can build confidence with each other. The biggest mistake an employer will make is to rely on the partner to make that decision on who gets hired. So as part of a recruitment plan, an employer should be ready to send a representative or a team to meet the shortlisted applicants.

For more information on how to conduct a recruitment campaign in the Philippines, please connect with our Business Development Team at solutions@rensol.com.
 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.