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Ethical Recruitment and the Triple Bottom Line – Principal

The most successful recruitment agencies incorporate the principles in which the triple bottom line of People, Partner, and Principal work together hand in hand to achieve the maximum benefits on respective ends. It was established in the first two installments of this series how ethical recruitment mutually benefits People and Partner (agencies). The last sector, on the other hand, shoulders the high cost of ethical recruitment. Is it beneficial for a foreign Principal to invest in manpower agencies with high standards of ethics considering the cost? To cap off this series, here is how ethical policies could be beneficial in the last corner of the triple bottom line, the Principal.

 

Investment to Human Capital 

Ethical recruitment is an investment to human capital, which is the most precious asset of a company and the most critical first step to tap the unnoticed potential. “The workforce is the primary way to drive revenue,” says Scott Pollak, a principal at PwC’s Saratoga practice. Ethics in recruitment will set the company apart in any industry. He added that having an ethical acquisition of the right people, at the right time, and at the right price will surely position themselves to a sustainable competitive advantage.

Cost-effective

Even if ethical recruitment costs higher than placement fee-charging agencies, this protects the principal from the much damaging cost of resignation, retraining, and recruitment. Ethical manpower agency is legally contracted by the government to assist the Principal in the recruiting and hiring process. Even with a higher cost of investing to ethical recruitment, this ensures the company with better quality of candidates.

Compliance with Legislation and Regulation

Being ethical equates to being legal. Dealing with ethical recruitment agencies can make companies less likely run into legal difficulties. Compliance with national, international, and local laws can reduce potential costs of fines and sanctions and other damages in terms of resources, time, brand image, and even customer/employee loyalty. Long-range damage to reputation is even more costly than legal fines.

Better Business

Commitment to integrity, honesty, and sustainability can essentially create a better business. A company built along ethical lines is rewarding and is most likely to survive financial pressures year by year. Having honest and transparent processes and policies for all workers could ensure the efficient optimization of human resources. Ethical reputation can also benefit the company by attracting investment capital effectively.

Survival and Profitability

A study by The Business Roundtable reported that ethics and a strong corporate culture are “vital strategic key to survival and profitability.” Apparently, many studies have proven how values and practices of ethics in recruitment have been correlated to financial performance. The corporate commitment of a company to ethics let them do better financially. It was also reported that in a span of six months, unethical behavior in a corporate setting could easily pull-down stock prices.

Confidence and Peace of Mind

Working with a reputable manpower agency guarantees a Principal with a good deal out of every recruitment agreement. Ethical consultancy firms work hard to line up only the best candidates for every vacancy. Being ethical assures Principal with a rigorous screening process that will lead them to hire only the best candidates who have the right qualifications and most fitting capabilities.

The end goal of ethical recruitment is to achieve a win-win scenario where expatriates are less vulnerable to exploitation while making employers less vulnerable to reputational damage.

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.

How Rensol Resolves Subtle Gender Discrimination Case for an Oil Company: A Case Study

Case Study - Oil Company

Client Problem: An employer in Turkmenistan worries about receiving complaints of subtle discrimination incidents among female oil employees to various project sites

  • Female employees from various oil fields complain of alleged discrimination in the workplace from men co-workers and even branch managers.
  • Discrimination incidents already caused the filing of resignation from some female employees from across many branches.

Rensol’s Solution: Disciplinary Action; Equality Policies; Prioritize Deployment of Highly-Skilled Female Workers to Boost Women Participation

  • As a consultant, Rensol recommends that complaints should all be taken seriously. Disciplinary action against workers involved should be imposed accordingly.
  • Impose equality policies among workers.
  • Rensol advises priority on the deployment of women to increase the diversity of workers and to promote gender equality.

It was tackled in a previous blog post that the oil and gas industry has a bad reputation as a workplace for women. The male-dominated industry was home to cases of discrimination and sexism that make attraction and retention of female workers difficult for human resource managers.

Case in Point: A Greasy Situation in an Oil Company

The senior management of an oil company in Turkmenistan worries upon receiving bulk complaints of alleged discrimination and sexism among women employees. Cases vary from inequality, favoritism, and even cat-calling.

Apparently, in every oil kiosk they have, there was only one female employee at most, in a minimum of 8 female employees per branch. The employers were doubting if they can still retain women employees as reprimanding discrimination would hurt most of their manpower, but ignoring it would surely affect their reputation.

The oil company consults Rensol Recruitment & Consulting on how they can eradicate discrimination in all their job sites.

Rensol Intervention: Responsible Reprimand and Women Empowerment

With the established expertise in the industry of talent management, Rensol can solve the gender imbalance in the oil company.

Rensol recommends imposing disciplinary action to workers concerned as addressing each incident will signify their ethical commitment that discrimination must have no room in their organization. Forgiving men and firing women will never solve the gender discrimination issue in their company but will even make them vicariously liable for the actions of their employees. Every complaint should be taken seriously. Disciplining employees by imposing reprimand will position their company to an image of integrity, that is important to keep their reputation good and sound for talent attraction and for customer satisfaction, as well.

Policy on equal opportunities should also be imposed and every employee should have read and understood that policy. Strict implementation and supervision should be set to monitor that every demand of both genders is met.

To further empower women in the workplace, Rensol advised that recruitment of female employees be a part of their priority to equalize diversity in every branch. Even with low career attractiveness, Rensol was able to source female candidates whose level of technical capabilities and qualification is at par with their male counterparts.

Recruitment of female workers has been proactive and had generated good feedbacks from job seekers from the Philippines who are seemingly attracted to the brave effort of the company to prioritize women as workers for the job ruled by men.

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.

 

How Rensol Came To Rescue a Steel Factory in the Middle East Flocked with Unfit Workers: A Case Study

Case Study - Oil Company

Client Problem: Steel Factory in Qatar Discovered their Partner Recruitment Agency to Supply them with Workers who Fail the Required Medical Exam

  • Client notices that accidents became frequent with the deployment of foreign workers in his factory.
  • The steel factory in Qatar finds out that the bulk of candidates deployed by a recruitment agency from the Philippines failed their medical exam and are unfit to work.
  • The said Philippine recruitment agency allegedly fakes the medical status of their workers despite the safety risks in a factory workplace.

Rensol’s Solution: Assist in Revocation of Former Partner Agency to POEA, Expedite Process to Replace Incompatible Workers with Fit-to-Work Workers

  • The steel factory sought the help of Rensol to solve the health and safety hazard of retaining unfit workers.
  • Rensol advised to disconnect with the former recruitment agency and assisted with the revocation process as faking medical status is a serious violation of the Revised Rules and Regulations on overseas recruitment imposed by POEA.
  • Due to the urgent need to fill in the large gap on vacated position, Rensol executed a contingency plan in accreditation and recruitment process in the fastest, yet more ethical way.

High standards of physical fitness are vital in a factory workplace with all those rotating equipment and heavy machinery one may be exposed to. Apparently, accident-proneness of a worker is correlated to one’s fitness for the job. With all the hazards, a worker’s technical skills and medical fitness are necessary factors during staff recruitment to an unsafe environment.

Apart from the danger that this pose to their health and their co-workers’, the cost of an accident to the company, even with the worker’s own negligence, is financially hurting and practically troubling to the factory’s operation.

That’s why the pre-employment medical examination is one of the important requisite before a worker’s deployment to the job site. Assurance from an accredited clinic that the worker is fit enough to work is the final go signal for a recruitment agency to pursue one’s application. The medical result is a significant determinant of a candidate’s effectiveness in the workplace, as well as his compatibility to survive the harshest of the conditions.

Case on Point: A Steel Factory Flocked with Unfit Workers

After a month of deployment of a bulk of Filipino workers to a steel company in Qatar, the management complained of the number of accidents happening each day despite the specialized skill training, strict supervision, and safety policies being imposed. Each accident cost them a lot. Apart from the financial assistance they provide, impediment of processes caused serious harm to their operations.

The owner finally decided to reevaluate their medical status as he suspected that their negligence and proneness to accident might be caused by something their company may not have control.

After evaluation, more than half of the newly-deployed employees failed the medical exam. Some workers were found to be obese, diabetic, anemic, and high-blood, while a big slice even has liver and lung diseases. Some are even over-age to their prescribed age during recruitment. The client company got back to the responsible recruitment agency, but the latter insisted that they could no longer do something about it since they were already deployed and have been working for a month in their factory. They insisted the legitimacy of their medical certificate and the contract they were bound to follow.

To lessen safety issues and possible legal complications in case of serious accidents that may possibly happen with the kind of workers they have, the client company seek an agency from the country to assist in resolving their dilemma.

Rensol’s Intermediation and Emergency Substitution

The client company sought the help of another recruitment agency to aid this serious human resource problem. When the case was presented before Rensol, it was made under study and it was concluded that the company was misled by their former partner recruiters when the bulk of deployed employees were confirmed to be unfit to work even before their deployment.

Under investigation, their medical exam was forced to be conducted in an unaccredited clinic by the Gulf Cooperation Council-(GCC) Accredited Medical Clinics Association (GAMCA). Papers of their medical results even suggested that some details were forged and manipulated. Rensol was easy to conclude that this is a clear ground for revocation due to non-compliance with the rules and regulations set by the Philippine Overseas Employment Administration (POEA).

Rensol reported the incident to POEA and the partnership of the two were soon dissolved. Unfit workers, whose lives may just be put in danger with the hazardous environment of a steel manufacturing, were subjected to repatriation.

Because of the immediate need to fill in the large gap of vacated slots, the client company decided to affiliate with Rensol to replace the ill agency and to continue the disrupted partnership to aid in their manpower needs.

With Rensol’s proven track record in the easy, convenient, and fast processing of accreditation documents and their sound relationship with the government, the process was expedited, and recruitment was even started earlier than expected.

The first batch of deployment of legitimately fit-to-work workers was made successful in a short span of time.  With Rensol’s strict compliance with the Rules and Regulations on recruitment processes provided by POEA, the steel company was able to equip its manpower with highly-competitive and qualified workers and medically fit ones that can survive the inevitable health hazards.

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 President is In: Rensol Recruitment’s 2018 Middle East Business Trip

Middle East Business Trip

Manila, Philippines – March 11, 2018 – Rensol Recruitment & Consulting’s Country Manager and President leaves for a month-long business trip to the Middle East primarily to visit and strengthen their relationship with long-standing clients and ensure that Filipino worker rights are being upheld.

From the Philippines to Abu Dhabi and Dubai, United Arab Emirates to Ankara and Istanbul, Turkey to Doha, Qatar – is the official path of Rensol’s President and Country Manager, Mr. Arnold Mamaclay as he sets foot in the Middle East. The trip will last from March 11 to April 9, 2018.

Additionally, the trip is anchored to check on Rensol’s newest branch located in Damac Smart Heights, Dubai and to meet business prospects to widen and enrich their partnerships.

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Objective #1: Visit Rensol’s Partners to Strengthen Relationships

To achieve long-term relationships, Rensol maintains good rapport with their existing clients, thus their President visited some of their biggest partners in the Construction and Retail Manufacturing industries such as Anel Emirates (Abu Dhabi), Anel MEP (Qatar), Anel Group (Turkey), Al Samadi Trading LLC (Dubai), and United Masters Electromechanical (Dubai) to check if there were any concerns with the recruitment services that Rensol has provided. Mamaclay also conducted an orientation on the Exit Process Compliance (based on the Philippine law) to all mentioned partners.

Anel GrupRensol with, From L-R: Anel Mep, United Masters Electromechanical (UME) and Anel Emirates

 

Objective #2: Ascertain that the deployed workers in the Middle East are in good condition.

Rensol prioritizes the welfare of their deployed workers because Rensol values them. They’re a vital part of their growth and they are considered as one of their key success contributors. With this, Mamaclay made sure that they were included in his Middle East trip schedule. He dropped by the Anel MEP, Anel Emirates, and UME offices to personally see, eat, and talk with Filipino workers to know their current situations at their respective job sites.

Filipino Workers

       Mr. Arnold Mamaclay with some of the workers at Anel Abu Dhabi

 

Filipino Workers

  Mr. Arnold Mamaclay with some of the workers at Anel Abu Dhabi

 

Moreover, as part of reassuring that their workers are all properly treated, Mr. Arnold Mamaclay made sure that he meets with the POLO Offices in the three territories.

 

POEA Abu Dhabi

               Mr. Arnold Mamaclay meets POLO Abu Dhabi Officers

            President/Country Manager with POLO Dubai Officers

 

Objective #3: Meet Prospect Clients

There were a lot of new opportunities on the Middle East trip where the President found lots of businesses in need of manpower support; he, therefore, grabbed the opportunity to help them. The prospects whom he was able to visit were Emirates Steel, The Landmark Group, The Industrial Group, Gulermark, Exotic Colors General Trading LLC, Autohaus, Green Energy Consultancy, and Abeer Medical Group.

 

The Industrial GroupRensol’s Country Manager, Mr. Arnold Mamaclay with, From L-R: STFA Executives, Abeer UAE Executives, and CEMEX Executives

 

Objective #4: Evaluate the Youngest Rensol Office in UAE.

As a unified company, Rensol Executives wanted to make sure that their youngest branch in U.A.E. is growing well. They have reviewed the alignment of their objectives and values to ensure that everything was set towards their common goals. Part of the visit was, of course, to gather for their celebration of success.

Overall, the UAE and Turkey visits were a success. Mamaclay is currently pursuing the same agenda in Qatar. As he comes back, expect that more job opportunities will set to open as Rensol builds the number of their partners.

Rensol has started good this 2018. As they move towards the midyear, everyone can expect things to get even better.

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.

Workplace Diversity: Biggest Criteria Impacting Recruitment and Workforce Performance in the New Age

As business environments, markets, and trends keep evolving, companies are coping up and adapting to changes through a multitude of strategies in talent sourcing. According to Glassdoor, 67% of job seekers consider diversity as a factor when looking for work. Competition forces innovation and having a global impact is a big advantage.

Internally reinforcing a company’s workforce through cultural diversity is now a common strategy. As businesses deal with global clients, the probability that they will be dealing with someone who also practices diversity within their company is high. This practice is slowly becoming a requirement rather than a competitive advantage.

Globalization having the biggest impact in this movement, recruitment agencies in the Philippines are now in demand as companies are now turning to implementing a more diverse workplace as it is proven to increase productivity, creativity, and opportunities to do business. Not only is this good for the performance of the business but it also affects the image of the company as it shows an openness to do potential business with other companies of other countries.

(https://business.linkedin.com/talent-solutions/blog/trends-and-research/2018/4-trends-shaping-the-future-of-hiring)

Whether a company started its foundation building a diverse workplace, or a company just starting to venture into diversity, there are numerous benefits of having a multi-cultural workplace; such workplaces will thrive in a healthy environment and will enable any business to better meet the needs of different markets, as it to widen the international scope of your operations and give better ideas and strategies from the perception of people from different cultures.

 

  • Skills & Experience

    A workplace of different cultures and different skillsets unique to each such as language and market knowledge that is working to attain the same goal will be a powerful force in any company; crossover of skills to better fit the position and optimize the performance of that position by acquiring an expat is a common practice for companies optimizing their workforce.

 

  • Productivity & Creativity

    Innovative ideas will start from people of different origins as their experiences and uniqueness will play a big factor in brainstorming, as their concepts will pass through one unique person to another resulting to an output that will better solve a problem than the traditional means. This being said, it will also affect productivity as there are more skills the company has access to, wherein certain roles can perform better from a different perspective; being able to use every strength and to make them collaborate with each other will produce better results.

 

  • Positive Reputation

Reputation affects multiple areas of a company. Diversity welcomes job seekers to be drawn to a company practicing a nondiscriminatory recruitment process; not only will the company acquire new talent but will raise its employee retention due to morale and motivation of the workforce.

Not only will reputation affect potential talent but also clients, as clients are more attracted to businesses that have a workforce that includes their fellow nationals. It will be easier to engage with clients of different cultures, as language barriers and comradery will be factors whether a deal is achieved or not.

***

Rensol Inc., a POEA licensed agency, has been advocating this campaign since 1999 by influencing and promoting this movement through their service. They focus and partner with companies that are implementing or open to implementing diversity in their workplace, as it is beneficial for both parties where their candidates are happy and are willing to stay longer with such a company. This is important as Rensol believes in finding the right people for the right positions at the right place.

What sets Rensol apart from other recruitment agencies in the Philippines, is that their methods of service allow them to better assess quality by constantly keeping in touch with their candidates and clients even after deployment. Diverse workplaces will always be a good potential for growth and relationships with the company.

Rensol will always be willing to work with companies who welcome the diversity of their people. Together, let’s combine the uniqueness of each individual to create a healthier, more beautiful and more productive workplace.

Talk to us now!

Reference:
https://business.linkedin.com/talent-solutions/blog/trends-and-research/2018/4-trends-shaping-the-future-of-hiring
http://smallbusiness.chron.com/advantages-workplace-diversity-3032.html
http://www.multiculturaladvantage.com/recruit/diversity/diversity-in-the-workplace-benefits-challenges-solutions.asp
https://global-lt.com/advantages-cultural-diversity-workplace/
https://theundercoverrecruiter.com/benefits-diversity-workplace/
http://smallbusiness.chron.com/advantages-diverse-workforce-18780.html
https://www.huffingtonpost.com/diana-rodriguezzaba/10-ways-workplace-diversi_b_13520528.html

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.

How Filipinos Stabilize the Talent Imbalance in the Global Hospitality Industry

The demand for hospitality services has grown bigger as millennials, the wanderlust generation, conquered one-third of the world’s hotel guests and may reach 50 percent by 2020. Meanwhile, this increase in the global consumer trend hasn’t corresponded with the level of competency of the hospitality workforce. In a report by the Food Service Consultants Society International (FCSI), hospitality, despite being a people industry, unfortunately, lacks the right people for the right skill set.

 

Crisis on Human Capital

Talent imbalance is the lack of candidates, lack of experience, or the lack of skills or technical capabilities among candidates. Tagged as a crisis on human capital, it has become one of the biggest challenges facing the recruitment of hospitality talents.

This problem was associated with recruitment professionals to the relatively low career attractiveness of this industry. This roots from the usual remote geographical locations of travel hotspots, the stereotyping for being an industry for low skilled workers with low compensation, demanding working hours, gender-biased vacancies, and zero career growth.

With this, the escalation on hard-to-fill vacancies lead to poor customer service, increase costs in hospitality service, and worse, decreasing profits. This acute impact impelled many companies to employ candidates with little experience to no qualifications at all.

 

Traditional Hospitality at its Best

The international hospitality industry has been long suffering from an under-skilled labor force based on FCSI’s Taste of Society 2020 Report. The struggle of matching talent’s competitiveness to the necessity of the current market has been a crisis being ignored.

Many companies, including the government, invested most of their resources to infrastructure to enrich tourism, however, they have downplayed the need for human capital that will arise from such upgrades. Some resorted to automation and other technological advancements to cover up lack of manpower, but at the end of the day, traditional hospitality is still unsurpassed.

A people industry highly-depends on quality people to efficiently provide a quality service. This industry should realize that manpower is not an additional cost but an investment to improve your package. Your company should not just be a tourist destination, but a talent destination, as well.

 

Strategic Hospitality Recruitment

Talent imbalances were anticipated to elevate the need for global talents. Various developments in tourism had generated millions of jobs and the challenge of filling it with the most qualified talents has been competitive, too. Hospitality recruitment agencies should be strategic in employing approaches geared towards talent attraction.

The Philippines, specifically, is one of the World’s top source of globally-competitive workers. Hospitality is an innate value among Filipinos and the industry dedicated to it is something these people are already passionate about. That is why Fortune 500 companies have Filipinos in their top choices for skilled professionals. Their brand of hospitality is innate and world-famous.

Rensol believes that world-class recruitment practices and innovative approaches in talent acquisition will significantly help your company to address talent imbalances in your workplace and to essentially attract the best candidate for your vacancies.

Seasoned recruiters will always have an eye for star performers. Learn more of our best practices in talent acquisition and let us collaborate to achieve your business goals.

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.

Trends in International Recruitment, and Why It Matters to You?

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.