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RECRUITMENT AGENCIES’ FUNCTION IN THE EMPLOYMENT INDUSTRY

The recruitment industry of the Philippines has gone through several transformations throughout the years. From deploying a volume of Filipino men to construction sites and oil rigs in the Middle East until the boom of domestic and care-giving roles across the world, the country is known to be one of the biggest service exporter countries. As per this day, there are more than 10 million Filipinos working overseas. This is evident as more countries and employers still hire Filipino workers for quality of performance in the workplace.

Throughout the years, several issues regarding illegal recruitment have made the headlines, leaving a bad reputation for the recruitment agencies. Issues regarding practices like charging of excessive fees, misrepresentation during the recruitment process, contract substitution, and unauthorized withholding of documents. In effect, people are distrustful with how agencies operate and how they get business from employment.

Good thing is there is a way to prevent someone from being a victim of illegal recruitment. This is by verifying the recruitment agency’s legitimacy. It is possible through the Philippine Overseas Employment Administration (POEA) website: http://www.poea.gov.ph/cgi-bin/agSearch.asp and its job order validity through: http://www.poea.gov.ph/cgi-bin/JobVacancies/jobsMenu.asp. But how do legitimate recruitment agencies actually work?

What is a Recruitment Agency?

Recruitment agencies are firms that find candidates for employers.  They deployed over 90% of Overseas Filipino Workers (OFW). The agencies intermediate with employers looking for Filipino talents and candidates in the Philippines. Recruiting manpower takes a huge amount of time and resources. They search for candidates matching the requirement of the employers, identify qualified people, screen and conduct background checks, and process the documentation of the selected candidates for deployment.

What is the Recruitment Process?

The recruitment process begins with the job order containing the job description and specifications from the employer. Recruitment agencies then, source for suitable candidates for the roles. Once the employer finds good candidates, then the agency will arrange interviews with them.

Job offers will be provided to the selected candidates after successful interviews. And then the processing of the candidates begins. This includes medical examination, securing of requirements, processing of visas, and obtaining necessary clearances.

What is the Advantage of Applying to Recruitment Agencies?

A highly regulated industry is what international recruitment is
in the Philippines. Strict compliance to documentary requirements is crucial to the deployment of a candidate to the overseas placement. Legitimate recruitment agencies help both the candidates and the employers in meeting the requirements needed. They ensure that the candidates are fully aware and agree to the terms of their employment. At the same time, they assist the candidates with the necessary documentation to legally deploy them.

Going above and beyond in service, Rensol Recruitment and Consulting, Inc. adopted the business model of not collecting fees from workers. This means that Rensol does not collect placement and processing fees from the candidates. It is among the few agencies to commit to International Labor Organization (ILO) fair practices of total prohibition on collecting fees from all job seekers as part of the company’s brand and identity.
Read: https://rensol.com/an-overview-of-the-no-placement-fee-policy/.

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.

Succeed + Triumph + Prevail + Win with a Filipino Worker and the Right Partner Recruitment Firm

The Philippines is one of the biggest sources of manpower globally. Overseas Filipino Workers are preferred and sought after by most foreign employers because we are undoubtedly a gold mine for world-class talents. Moreover, due to the lack of local opportunity, more and more Filipinos are proactively choosing to leave the country for better chances in life. According to a study conducted by the Philippine Statistics Authority (PSA), there’s an estimated 2.2 Million Overseas Filipino Workers (numbers estimated from April – September 2016) all over the world. These digits continually increase because of sluggish growth in the employment rate caused by rapid population growth and increased labor force participation. As per a survey done by the Social Weather Station (SWS) between July – September 2017, an estimated 8.7 Million Filipinos are currently unemployed. Contrariwise, professional opportunities abroad are increasing. In Western Europe alone, there are already 2.6 million jobs available (data-driven from Eurostat Database, 2017) for aspiring workers.

Forthwith, the rapidly growing communities of OFWs is surprisingly being accommodated. Even with stricter expatriate regulations everywhere. Apparently, foreigners love us because we are caring, hospitable, creative, adaptable, honest and passionate in everything that we do.  Case in point, in Saudi Arabia, a Filipino worker named Dawood S. Balindong, was recognized for saving a local from drowning in Jeddah during the heavy rains they’ve experienced last November. While in United Arab Emirates (UAE), a Filipino Domestic Worker, Melanie Manansala, was favored to be the “Best Nanny” of the year for her openness, honesty, and commitment. They are just some of the many OFWs who stood out because of their innately good qualities.


Fact –  having a Filipino worker in your team is the next big trend in the international recruitment space, and if you’re desiring to onboard one you must prepare yourself to go through a rigorous process. There are 1, 2, 3, 4 and so on, and so forth meticulous procedures, since the Philippine government strictly observes and regulates the overseas recruitment requirements. As such, you need to find a reliable recruitment agency that will not just fulfill your job requirements quantitatively but will also make sure the qualitative aspect is achieved, both in the process and the candidates.

Rensol Recruitment and Consulting, Inc. is not an agency that aims to collect resumes for profit. We are a recruitment firm that advocates zero (0) fees for the candidates and promises a long-lasting partnership with our clients. Rensol not only works to get your requirements done but also ensures to give you a win-win recruitment solution – the consultant, the adviser, and the problem-solver, even after the deployment process.

While we provide you the quality workforce and we ease up the recruitment process for you, all we ask from you is to abide by the provisions of the contract to protect our people.

Isn’t that simple?

Hire the best talents now in the Philippines with Rensol! Let’s win together!

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.

2018 Major Recruitment Trends in the Middle East

Why does being on trend mature into a critical issue in recruitment?

Well, it’s the thing called recruitment competition in knowledge on the know-how’s; competition in the crowded Recruitment Industry especially in the Middle East where strict compliance applies. To start becoming an effective recruiter you must know the ins and outs in the recruitment process or else, you’ll find yourself hanged out of the region.


Major Recruitment Trends in the Middle East are as follows:


Trend #1. Nationalization Pressure

One of the top priorities for Gulf region governments in recent times has been to increase the share of private sector jobs held by nationals.

Small populations and the lack of local skills and rapidly growing economy have driven ever upward the demand for foreign candidates.

Various countries are taking measures to increase nationalization. Saudi Arabia has embarked on Saudization, while Kuwait has also taken measures to make expatriates less employable, by limiting professions in which expatriates can be employed.  Similar measures have been taken by the emirates in the form of Emiratization.

Trend #2. Worker Protection

Governments in the Gulf are gradually working to improve worker conditions mainly due to the heavy criticism from international media.

This issue came to bear recently in the Emirates when a report from the Guardian found that dozens of South Asian migrant laborers were found to be living in poor conditions.

In response, Qatar, Saudi Arabia, and the Emirates have launched a wage protection system to ensure payment of salaries on time. UAE has removed a six-month visa ban on employees who left their jobs while the Kafala (worker sponsorship) system in Qatar changed to ensure more protection

Trend #3. Conservative Hiring

Reduced oil prices and government spending cuts have made businesses cautious in the Middle East. Companies are looking to reduce costs and improve efficiency by undertaking restructuring, merging job roles and outsourcing candidates for a lot of jobs.

With hiring under more scrutiny, companies are looking to focus on candidates who can perform a wide range of duties. This, in turn, created a market where top talent got freed up and was made available.

Trend #4. Tensions Building Between Countries

Diplomatic Tensions and burgeoning military conflicts have been rising steadily in the Middle East, putting further demands on government finances.

These tensions have translated to restrictions. The attention from international media makes it more difficult for companies to attract expatriate talents and securing employment visas for candidates continues to be a challenge. With political tensions on the rise, employers may need to look elsewhere for Arabic-speaking candidates.

Also, more pain is likely to follow if the current low prices remain the same which will have a big effect on the recruitment industry. Still, the Middle East remains a haven for large development projects, and these states remain in a better position due to investments and large government reserves.

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Why know these things? Simple… because recruitment is not easy, you should know everything by heart and mind. It isn’t just about meeting the requirements; it is all about knowing the country you are serving; their culture, their government and laws, their people and their beliefs to become successful.

To secure a spot in recruitment in the Middle East, first, you must be equipped with the right knowledge about the region.

Have you had first hand experiences on the Trends in the Middle East we’ve mentioned? Share it with us by leaving a comment below!

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.