Tag Archive for: #EthicalRecruitment

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Rensol Unceasingly Builds Brand Recognition: Rensol’s CEO Re-Elected as PEACEME President

Rensol unceasingly builds brand recognition as part of a stronger alliance. Rensol’s CEO Mr. Arnold Mamaclay plays a monumental role as he brings the company name into recognition by being re-elected as President of PEACEME (Philippine Employment Agencies & Associates for Corporate Employers in the Middle East).  The passion and dedication to serving corporate and institutional employers in the middle east remained strong and competitive.

The oathtaking for the elected trustees was officially administered by the DMW Secretary, Hon. Susan V. Ople last January 13, 2023. PEACEME Board boldly took the pledge to continue its legacy and leadership in providing ethical recruitment services. PEACEME is an organization of licensed recruitment agencies in the Philippines that focuses on the coordination with private sectors, non-government, and government organizations in promoting the employment of OFWs in the middle east in an ethical and legal manner.

Filipino migrant workers received a guarantee of successful deployments in Middle Eastern countries Qatar, Kuwait, Bahrain, Saudi Arabia, and the UAE. Since the Philippines and Saudi Arabia recently close a consensus of continuing the deployment to the latter, PEACEME Board will be more proactive and action-oriented in dealing with middle eastern employers. Taking utmost care of the welfare and security of every OFWs will be the top priority and responsibility.

Subsequent to the bilateral discussion of the Philippines continuing the deployment to KSA, at least 11,000 overseas jobs will be offered to displaced ex-Saudi Arabia OFWs. The government of KSA shouldering unpaid salaries will also occur to compensate the ex-Saudi Arabian OFWs from the companies that went bankrupt.

In addition, expect growing employment opportunities offered to the Filipino overseas workforce in various job categories. You can count on with PEACEME to successfully negotiate with middle eastern countries to seek desirable job opportunities that will be highly beneficial for Filipino Migrant Workers. The PEACEME Board has always unending solutions for the possible adversities that might arise. The pandemic did not make them stop nor doubt their capabilities to provide the best service. As the name of the organization says it all, they are the PEACE makers for all Filipino workers in the Middle East. PEACEME board together with Rensol Recruitment and Consulting, Inc put the heart in hand and passion into action.

Congratulations to the dedicated leaders on PEACEME Board! We are proud of you!

Rensol never stops promoting the advocacy of ethical recruitment services.

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International Recruitment Agency: Rensol 2020

Renaissance Solutions PH or more popularly known as Rensol Recruitment & Consulting, branded as the fastest growing recruitment agency in the Philippines is also confirmable as a leading ethical, international recruitment agency.

From their very humble beginnings up to their now extraordinary present, Rensol as an international recruitment agency has always strived to do the right thing. Their commitment to the highest quality standards, delivering professional and safe services to all jobseekers and workers is their motivation and reason why they remain active amidst all the hardships and challenges they face as a business.

Indeed, success for Rensol as an ethical international recruitment agency did not come easy. Yes, ethical recruitment is already existing when Rensol came to be but it was widely shunned upon. The international recruitment agency encountered dozens of principals who were in favor, were used to and have no qualms charging professional fees to workers for employment. More than a dozen deals were lost and it felt like a losing battle as most of their competition condones and promotes placement fees.

However, times are changing for the better. The challenges Rensol faced finding foreign partners that mirrored their principles as an international recruitment agency did not fazed them. The old negative side of recruitment is slowly wavering. While the demand for highly ethical recruitment is growing. Global organizations who are in favor and in support of responsible and ethical recruitment such as the World Employment Confederation and International Labor Organization (ILO) are now actively regulating employment and recruitment agencies around the world. Local regulating bodies such as the Philippine Overseas Employment Administration (POEA) is also now stronger than ever.

Today, more and more international recruitment agencies are mirroring the “No Placement Fee” policy as it enhances their company reputation and enables them to differentiate themselves from unscrupulous competitors. In like manner, more and more foreign principals are recognizing the importance working with an ethical international recruitment agency such as Rensol and protecting job seekers by upholding worker rights, establishing clear worker protection and prohibiting fee-charging for employment.

Truly, ethical recruitment is now widely accepted and even sought after by many employers around the globe. Sticking and committing to what is right has done wonders for the recruitment and staffing industry.

As for Rensol, employment providers are now proactively meeting with them, seeking for their expertise in providing highly ethical recruitment campaigns for their talent acquisition and staffing needs.

From Left to Right: 1. Rensol Recruitment Team with a Retail Manufacturing client from Qatar; 2. with a Healthcare client from Russia; 3. Rensol Country Manager – Mr. Arnold Mamaclay with a Food and Beverage client in Turkey; 4. and with a Construction client from Singapore.

Expect bigger and better things as the fastest growing ethical and international recruitment agency connects with more ethical and international principals in more upstanding industries providing more quality driven professional opportunities for more aspiring Filipino workers.

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.

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Recruitment Vendor Management – Residual Risk vs. Inherent Risk

A Recruitment Vendor is necessary. Every organization needs a vendor – no modern big business can operate without getting the right equipment, tools or in this case, manpower services from an external entity.

Speaking of a recruitment vendor, I remember having a conversation with a prospect the other day and the Risk of a Recruitment Vendor was the hot discussion. The statement of “there is always risk regardless of controls” was brought up. My prospect has a point – a recruitment vendor contributes to the risk exposure of the organization which got me thinking… What analogy is best to help explain Inherent risk vs. Residual risk in recruitment vendor management?

For anyone dealing with putting a teenage driver on the road, this may help explain.

So, the regulations of a minimum age (16-21) depending which country you are from, completion of written exams with a passing grade, completion of physical driving exam with a passing grade were put in place. These regulations helped to set standards of acceptable risk, bringing the inherent risk of incident to a residual risk of incident. However, the risk of an incident still exists.

To help bring down the risk further, some have instituted controls or standards of limiting the number of passengers that a teenage driver can have in the vehicle, restricted the times a teenage driver is on the road, and even restricting the usage or distance the vehicle can be driven. But as with most standards these only help reduce risk if they are being done. A system or regulating body to check them is needed. And once again, even with every regulation followed, and every standard met, the risk is still there (as any parent of the driver knows), but it is residual risk and no longer Inherent.

In Human Resource and Recruitment, this holds true. Risk is always there. And although recruitment vendor risk can be different, every company needs to be able to measure their risks, bring the inherent to residual, and be able to make sure they are staying there. Sometimes this is mandatory compliance, sometimes it is best practice policy and procedure, and most times it is which Recruitment Agency you choose to partner with, but it is always a function a company needs to be doing. Ethical Recruitment Partner, like Rensol Recruitment and Consulting helps achieve this business need.

Contact us to learn more about our above and beyond 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.

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How Rensol Saved a Construction Site from a Recruitment Agency Deploying Undocumented Workers: A Case Study

Case Study - Oil Company

Client Problem: Construction Company in Kuwait Found to Employ Filipino Workers with No Pertinent Legal Documents

  • Client lately found that most of his newly-hired foreign construction workers were deployed by former partner agency with no pertinent legal documents.
  • The principal has little idea of the process and the management was afraid of probable legal repercussions of their recruitment.
  • Repatriation of workers will impair their operation on current projects.

Rensol’s Solution: Report the Incident to POEA; Repatriate Illegal Workers; Fast Track Deployment of Legally-Documented Construction Workers

  • Rensol advised to disconnect with their former partner recruitment agency and assisted with the revocation process as the deployment of workers with poor documents is a serious violation of the Revised Rules and Regulations on overseas recruitment imposed by POEA and was already considered as illegal recruitment.
  • Rensol reported the incident to the POEA to assist in the proper legal processes and prior repatriation of undocumented workers.
  • Alongside, Rensol’s facilitated legal processing of the client’s accreditation and recruitment of new batch of workers in the most efficient and legal way possible.

Thousands of Filipino skilled workers returned to the Philippines because of working in a foreign country as illegal, undocumented workers. These poor workers, as well as those foreign companies where they were deployed, were victims of recruitment agencies which happen to illegally deploy workers abroad without following the proper legal processes which include legally-binding accreditation of foreign principal and ethical recruitment of workers.

These recruitment agencies promise faster processes and cheaper cost, yet this enticing offer skips a lot of those legal and crucial processes. These seemingly ‘better’ offer significantly put workers’ safety and client’s reputation at great risk.

Case in Point: Talk About Illegal Recruitment

Upon consulting a lawyer, a construction project manager discovered that their newly-hired bulk of construction workers from the Philippines were undocumented and were illegally recruited to work in Kuwait.

The recruitment agency they formerly partnered with took advantage of their ignorance prior to entering the Philippine market.

Apparently, they dealt with an agency which had promised cheaper and faster process on deployment. It so happened that the company needed urgent hiring for a huge project that is soon to start. They initially turned down other recruitment agencies with a more complicated, lengthy, and costly process for the ‘too-good-to-be-true’ offer of the unlicensed agency.

Hiring illegal workers posed a major legal risk to their company, as per their lawyer. Workers sent to them might also face detention and deportation.

The bulk of undocumented workers is an impairment of the timeline set for their current projects. Their repatriation might affect their ongoing operation. However, keeping undocumented workers may seriously harm their production as well as their reputation as a company.

Rensol To the Rescue

The client contacted Rensol being one of the top established ethical recruitment agency in the Philippines.

It was found that the recruitment agency that the construction company they engaged with was not even licensed by POEA. Rensol assisted in reporting the incident to the government agency. Repatriation of undocumented workers was facilitated by the government to avoid further legal consequences with the existing law in Kuwait.

Rensol, on their part, assisted the construction company to pursue accreditation as a legal foreign employer to overseas Filipino workers and an ethical process of recruitment and documentation of workers. Rensol also promised a ‘quicker than usual’ process yet, abided with the current rules and regulations set by the POEA being an ethical and licensed 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.

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