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How Rensol Ensures Foolproof Staff by Background Checking: A Case Study

Case Study - Oil Company

Client Problem: Original Partner Recruitment Agency of a Restaurant Chain in Dubai Deploys Candidates Who Do not Undergo Thorough Background Check

  • Deployed workers in Dubai consistently displayed unruly behavior such as violent tendencies towards their co-workers, using their mobile devices while working and loudly talking to customers.
  • Upon reviewing the recruitment process of their former partner agency, background check and character referencing seemed skipped.

Rensol’s Solution: Recommended Disciplinary Action to Control Workers’ Attitudes; Turn Over of Recruitment

  • Valuing the plight of every worker overseas, Rensol Recruitment, as the partner agency who took over, recommended imposition of necessary disciplinary action. This comes with the belief that appropriate reprimand can make an improvement to their workers’ behavior.
  • With the nature of the hospitality industry, Rensol jumped in and took over the recruitment for the restaurant chain and utilized specialized background checking and strict character referencing prior deployment.

Background check in every candidate is a recruitment protocol that should not be skipped. Without the standard assessment, recruitment could be a wide door open for possible theft, sexual harassment, violence, fraud, or even drug addiction in the job site. This ethical practice could not just save their people and their customers from possible harm, but their reputation as well, as a hospitality service provider.

Recruitment with little or completely without the background check is a negligent process. Abandoning this step or overlooking the result is a habit that could endanger everyone in the workplace.

Case in Point: A Recruitment Agency who Skips Backgrounding to Expedite Process

A restaurant chain in Dubai consistently received reports from their branch managers that some staff recruited from Asia exhibited mild to alarming misbehaviors which include stealing, physical violence, and altercation. The corresponding reprimand was given to each worker but what bothers the owner the most is that the trend of incidences has been consistent and unrelenting. The owner has been worrying that if this continues, it may cause further harm to their customers, their workers, and worse, the business itself.

The owner asked their first partner recruitment agency to present a report on their professional and criminal background to assess the problem of each worker, but the original agency can’t provide substantial documents. The owner concluded that the recruitment firm may have resorted to skipping some processes, including background checks, that made their process unbelievably fast.

Workers who reach multiple reprimands were subjected to background checking and several of them have tainted records that should’ve been reported to them before their deployment in the first place. Upon learning the failure of recruitment that they never knew had transpired, the owner decided to consult another recruitment firm to know the proper course of action to take.

Rensol’s Strict Background Check and Due Diligence

Rather than termination, Rensol Recruitment recommended that problematic staff be subjected to disciplinary action to manage their behaviors. Rensol shared some talent management guide to the owner as to how they can avoid the worst-case scenario. This will be a lot more cost-effective than rehiring staff all over again.

Rensol believed that overlooking those “repetitive” bad behaviors during the recruitment process is a failure of recruitment. There is nothing costlier than hiring the wrong person.

The employer decided to stop sourcing candidates from their former partner because of negligent hiring. Hence, they turned over the partnership to Rensol Recruitment for their succeeding recruitment needs. With evidently arduous process and transparent reporting on statuses of candidates, the owner was assured that every candidate deployed is the best in quality and has foolproof clean records.

Rensol is strict with its recruitment standards and policies. Every candidate is treated with a comprehensive background check on a case-by-case basis and their past records were assessed based on its probable impact on their respective job sites.

The standard for a restaurant workplace is an extensive checking of their criminal and drug records, psychological and medical history, social security status and professional reputation. Rensol assured the company that all deployed employees are covered with due diligence to avoid problem employees in the future, which the former partner agency forgot to secure.

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.