Tag Archive for: International Hospitality Recruitment Agency

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.

Sharing services like Airbnb and Uber are disruptive innovations.

In a study conducted by a researcher from the Research Centre at The Netherlands, the emergence of the sharing economy may have been favorable for most of today’s consumers but affected industries consider these advancements as enemies to economic growth.  These unintendedly push for the demise of its traditional counterparts (Oskam, 2016).

Only a few have initiated to reinvent themselves to play along with the game their modern competitor has been winning. As per hotels, Airbnb is not just an enemy but is the technology they still have to adapt.

The Hurting Impact

Airbnb is now regarded by the Business Insider as the largest hotel chain without owning a single hotel since its conception in 2008. This platform has been doing the old things by trying the new ways. The utilization of digital technology and social media in the marketplace provided a holistic user experience with regards to consumer choices.

It has been inconclusive if Airbnb really caused the deflating hotel bookings, but the ballooning industry of Airbnb is undeniable in its own extent. Apart from moving people to spaces away from establishments, their recent campaign on “living like a local” was embraced by millennial travelers. Airbnb has also established their online reputation system where previous guests can leave a rating and review.

Intimate and Personal

At the very least, learn from your toughest competitor.

Personalizing the experience like has been the trend among generation renters, the millennials. However, hotels need staff who they can talk to 24/7 and to be accountable for their whole hotel experience.

Information outsourcing equips industries with the kind of technology to supplement this need. Apart from better quality of personalized services, hotels will also have access to in-house advertising campaigns and marketing designs, alongside. Technology workers could also provide hotels with specified programs and apps, organize their logistics, and even manage their internal processes. Recruiting highly-skilled staff of solutions team is not as risky as partnering with outsourcing companies yet as cost-effective as it will upgrade your services a lot to a whole new level. (Read more: https://rensol.com/hospitality-industry-recruitment/)

Equipped with your own technology department, you can now easily outsource direct services such as laundry, cleaning, restaurant, janitorial, and even emergency issues. It can also scope reservations, technical support, customer care, airport transfers, and a lot more. This may also include add-on services such as access to airline bookings, travel agents, tourism offices, public transport, or car rentals.

The Philippines, which is a hotspot for information technology talents, has deployed over a million workers to aid in various industries to different parts of the world (Read more: https://rensol.com/fill-local-employment-retail-hospitality-industries/). The hospitality industry has been shifting to higher degrees of process automation. Recruitment of technology talents in hospitality would be a great leap to take the game to your advantage and to reclaim the territory back to its rightful owner.


Airbnb: the future of networked hospitality businesses by Jeroen Oskam, 2016 (https://www.emeraldinsight.com/doi/full/10.1108/JTF-11-2015-0048)

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.

Case Study - Oil Company

Client Problem: Restaurant owner complains of deployed employees exhibiting habitual neglect of duty with excessive internet use during work hours

  • A restaurant owner complained a bulk of new employees from the Philippines working for his Mediterranean restaurant chain who are using the internet excessively during work hours.
  • A customer shared on social media her awful experience on the said restaurant, claiming that its workers were busily using their phone instead of accommodating their customers efficiently.
  • The said post went viral online and gained bad reviews. Restaurant sales fluctuated dramatically.

RENSOL’s Solution: Disciplinary Action / Recommendation / Assessment of Internet Behavior

  • Workers were reprimanded and were given a memo to refrain from using any gadget during working hours.
  • The agency sent recommendations on how to manage internet behavior in their workplace based on company’s standards on talent management.
  • Screening of candidates for hospitality services started to include assessment on their internet behavior and background check on social media activity.

Excessive internet usage is a form of underperformance for taking wages to work employees didn’t render. The parameters of excessiveness may vary, but basically, internet usage are lost hours and is categorizable as “time theft.” This essentially leads to potential loss of productivity and a detrimental effect to customer service.

After all, Internet access in the workplace is only a privilege but never a right to exploit.

Case on Point: A Tasty Course of Action for a Restaurant Chain

A viral post involved a customer of a big restaurant chain in the Mediterranean who complained about inefficient service after waiting for more than an hour for the meal of her kids.  After the long wait, they surprisingly received the wrong order because their request was apparently not available all the while. The confrontation scene was recorded by another customer and was shared on various social networking sites and eventually, made rounds online.

This had generated bad reviews for the restaurant and had even landed on the local news. The publicity caused serious damage to their reputation that took them over a quarter to recover.

The customer in the said video was wailing over staff members of the restaurant who are frequently checking on their smartphones while at work. She claimed that they are not accommodating, and they are spending most of their time on their phone rather than attending to their customers.

Because of shortage in manpower and increasing demand at work, the restaurant could neither suspend nor dismiss them. The company sought the help of Rensol, the partner recruitment agency in The Philippines, for necessary course of actions to be taken.

Rensol Intervention

Reprimanded workers were lucky that there is no existing policy on internet usage in the said restaurant. Dismissal is to no avail as it will be unfair for the employees due to lack of regulation. In lieu with that, Rensol responded by:

  1. Issuing all concerned workers a memo that they could no longer use any gadget during working hours, except for mid-breaks and that they should abide by the new rules regarding internet usage that will be imposed by the company. Failure to follow the said warning guaranteed sanctions from the recruitment agency via The Philippine Labor Laws which may affect their future participation to overseas employment program.
  2. Rensol discouraged the client to terminate their workers because they believe that this pose a culture of fear in their workplace that might affect their productivity. The partner recruitment agency helped the restaurant chain to craft clear policies and measures to rehabilitate negative behaviors, which is more cost- effective.
  3. Hospitality recruiters of Rensol started to deliberately ask candidates’ internet behavior as part of assessment. Internet misuse tendencies are easily detectable during the recruitment process. We also include background check on their social media accounts to know how frequent and how long do they spend surfing online. This way, we can easily screen out those who are potential internet abusers.

The role played by Rensol as a partner Philippine recruitment agency for the Mediterranean restaurant chain is a crucial intervention to accommodate employee and employer internet concerns. Rensol, in this case, served as a critical link to abridge the gap between two parties with regards to their needs and culture. This role may have been beyond their mandate to just provide manpower, but with their dedication to foster good relationship with their global partners and their consistent liability to all their deployed employees, Rensol managed this case ethically and efficiently, with their strong expertise in talent management.

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.