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.


Have you watched one of the top-grossing films of all time, Titanic? We have all been moved by the poignant story between Jack and Rose and the massive ship that caused the deadliest maritime disaster in modern history. I’d like to ask you this question – how come thousands of lives perished when the Titanic sank?

You must have thought of hypothermia or even drowning, in its literal sense. It was however noted in many reports and studies that the answer to the question, how come thousands died when the Titanic sank is there were not enough lifeboats for everyone. This has been the classic case in point I have been using when preaching standards and quality.

It was a time in history where people questioned shipping standards and regulations, among other issues, which arose from the tragedy. If the shipping standards and regulations at the time were dealt with stringent management, it would have been a different scenario or the loss of life and the casualties could have been reduced.

Standard is defined as “A required or agreed level of quality or attainment” and Regulations, is defined as “A rule or directive made and maintained by an authority”. In the Recruitment and Staffing space, spanning across a multitude of business sectors like Environmental Health and Safety, Oil and Gas, Aviation, Retail, Healthcare, Financial, Power, and Utilities or others – there are standards and regulations imposed by a legitimate office. Standards and regulations are made to protect both entities – employer and employee. Complying with standards and regulations of the governing body is imperative and tantamount to success.

Occupational Safety Health Administration (OSHA), for instance, is to prevent major hazards; the Philippine Overseas Employment Administration (POEA) ensures the overall welfare of the overseas Filipino workers – these examples of administrations decreeing these standards and regulations ensure safety and quality for everyone.

And in today’s highly regulated marketplace, an error or a noncompliance could mean a lot of financial breakdowns or worse, a negative business impact that may surely cause some serious damages to the employer.

It’s high time to take control of your staffing essentials – which means it’s high time to work with the fastest growing POEA agency in the Philippines.

Contact us to learn more about our capabilities,  and how we can work together to meet your employment needs while staying in tune with the Philippine recruitment standards and regulations.

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.

One, two, three… Rethink!

Are your strategies flexible enough to face the international recruitment competition this 2017 and 2018 in attracting great talents?

The job market, may it be locally or internationally, has changed rapidly over the past 20 years. Back in the 90’s, everything used to source talents was basic, no computers, no internet, just phones! To stay on top of the job market game, you need to know where the market is headed and discover the best way to recruit fresh talents.


Here are the top 3 Industry Trends in International Recruitment that you should know about:


1. Data-driven recruiting

Data-driven recruiting will definitely gain more traction in 2017 and 2018. Access to data is getting easier and cheaper with new technology and professional network platforms like Linkedin and Facebook. Talent acquisition leaders can arm themselves with data and become very strategic in their decisions in hiring for different job openings internationally. For instance, building talent pools using data helps recruiters enhance their understanding of the market and be more efficient in acquiring people.

Data-driven international recruitment is the key to attracting and keeping the right talent needed to meet business objectives — and hiring them at the right price.

The recruitment process is a treasure trove of data that — when mined carefully — reveals important information on whether or not a candidate will be the high performing employee your organization is looking for. It’s the difference between making decisions on gut feeling and making them based on facts.

Two key metrics to keep in mind for any HR managers are:

a. Sourcing Metrics

Candidate sourcing and recruitment is a significant chunk of anyone’s recruiting budget.

Because you’re spending a lot, you need to understand the effectiveness of each of the channels you’re using: your company career site, job boards, LinkedIn Recruiter seats, niche sites, referrals, alumni networks, etc. You need to understand how these channels work for what types of jobs and locations so you can optimize your budget accordingly.

Sourcing metrics will help you understand if your sourcing money is being spent right.

b. Pipeline Metrics

These metrics tell you how well your recruitment process is working: what’s the throughput in your hiring process?

What are your conversion percentages from one stage of recruitment to the next, and how long does each recruitment stage take?

You’ll also want to see this data divided by department, division, location, hiring manager, recruiter, etc. For example, if you have a stage in your hiring process where you hand the candidate off to a hiring manager to review, it’s important to know if those candidates sit in that stage for too long.

2. Social Media Integration

Facebook, Instagram, Twitter, LinkedIn…. I guess you’ve heard about them.

Fresh applicants are already jaded that even job boards are boring to them! They ignore targeted ads and don’t bother polishing their resumes and CVs. They think that these job platforms are antiquated, hard to navigate, and spammy.

Top Echelon’s State of the Industry Report illustrates this quite well: they found that referrals were the most popular source for finding high-quality candidates (43.6%). Job boards were on the bottom of the list, at only 9.5% popularity.

Other recruiters are taking a more proactive stance in hiring people for specific jobs– Social Media Integration is now seen as the new wave of recruitment. LinkedIn is of course top of mind when it comes to the network of professionals and employees. But more and more recruiters are posting jobs to platforms like Facebook, Twitter, and even Instagram! Because that’s where the eyeballs are, thus you automatically have a receptive audience for your job posts.

Lysha Holmes, the founder of Qui Recruitment, talks about how she uses social media to recruit new talent: “I expect to see a lot more through video and engaging the ‘candidate’ experience through social media channels such as Instagram and Snapchat. Real people being spoken to… My instagram channel is my busiest now @LyshaHolmes and it’s a combination of real video ads and also pics of what I eat for lunch :)”

3. Diversity in the Workplace

Be it of gender, race, religion, or belief, gone are the old days of binary thinking, or seeing things in black and white in recruitment. The fact is you need different personalities in your Team to make it on top. You should get people who will argue (not to fight, keep it just in a healthy manner), and not support each other in almost everything just to have a “peaceful workplace”. Have those who are aggressive but brilliant, opinionated but sound, creative and fun but serious. Have a taste for hiring variety!

In LinkedIn’s study for the top Global Recruiting Trends of 2017, hiring more diverse candidates topped the charts as the key trend for the future. It got the majority of 37% out of 4 other rubrics under trends in international recruitment, such as Innovative interview tools, Big data, and even Soft skills assessments.

What does this mean? (It’s not just HR compliance!) It means that ultimately, companies realized that in order to build a strong company, a unique and diverse pool of talent will take your brand straight to the top of international recruitment.

So why do these things matter to you?

Being in a business where you invest on people who think of their welfare, and running in a competitive industry, these trends will certainly help you keep good people and recruit more of the best ones still in the market to complete your Team.

In the long run, the future of global recruitment looks bright. These key trends would lead to the easier acquisition of top talents – which would lead to fulfilled employees, to satisfied customers, and to purpose-filled companies who are changing the world in their own unique ways.

One, two, three… Are your strategies on trend? Do not be left out!

What are the other key trends in international recruitment that you’ve seen this 2017 and will likely be carried in 2018? Do let us know in the comments below.

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.