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Rensol Recruitment joins Philippine delegation in PH-Russia Trade and Economic Meetings

Rensol Recruitment joins the Philippine business delegation in the 2nd Philippine – Russia Joint Commission for Trade and Economic Cooperation (PH-RU JCTEC) this 22-23 August 2019 in Moscow, Russia. Led by DTI Undersecretary Ceferino S. Rodolfo, the Philippine business delegation will take part on Trade and Investment Promotion activities which includes roundtable discussions, business forums, and company visits.

Established on November 18, 2015, the PH-RU JCTEC aims to forge closer economic cooperation and strengthen two-way bilateral trade and investment relations between the two countries. Areas of cooperation include trade and investments, agriculture, industry, energy, manufacturing, infrastructure, transport, tourism, science and nuclear technology, labor, and higher education.

While the Middle East remains as the largest destination for land-based workers, Russia continues to be one of the growing attractive destinations for Filipinos looking for jobs overseas. Arnold Mamaclay, CEO of Rensol Recruitment, looks forward to closing deals with new employers in Russia with Rensol’s brand of quality and ethical recruitment. This will help open more work opportunities for Filipinos with the guarantee of no placement fees and no processing fees. Rensol Recruitment has been one of the few Philippine recruitment agencies deploying hundreds of Filipino skilled workers and professionals to big oil & gas projects in Russia.

The PH-RU JCTEC Delegates with Ministry of Economic Development Deputy Minister Alexey Gruzdev.

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.

Ethical Recruitment and The Triple Bottom Line – Partner

Partner

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. The first blog emphasized the importance of “People.”  Here’s an in-depth look at how fairness and ethical practice benefits recruitment agencies themselves, which serves as “Partner,” both for the People and for the last corner of this pyramid- the Principal.

Partner or recruitment agencies play the crucial role of facilitating labor mobility by matching People to the Principal and vice versa. A good recruitment firm impacts the people and their communities (https://rensol.com/ethical-recruitment-agencies-people/) and their clients, but how does a recruitment firm win in an industry where zero placement fee is a minority in the competitive field?

Recruitment agencies have to generate profits yet the motive of having too much of it is the root of evil in the industry. Many resort to unethical practices of excessive fee charging – one month’s worth of the worker’s salary is acceptable as a placement fee under the Philippine law. Anything over that is considered illegal. Unfortunately, practices such as this where the partner has more initial gain are more patronized by a larger base of clients because of cheaper costs and impelled to be accepted as a norm.

Unethical practice can make a company gain big by deploying workers with a lesser incentive to a decent employer or deploying decent workers to an abusive employer.

Above the advocacy of protecting the rights of expatriates and client companies in every service agreement signed, recruitment agencies, being the powerful sector in the migration process, are expected to position themselves as ethical duty bearers for all the stakeholders involved. Ethical recruitment has many facets but the cornerstone of it, as it was broadly used, is the non-fee charging scheme to workers.

Approximately 9 out of 1,500 recruitment partners in the Philippines don’t charge placement fees from their workers. The advocacy of ethical business practices is in the works to level the competitive field fairly and to limit unethical companies from making billions of dollars out of illegal profits.

Even if the Philippine labor laws allow collecting of placement fee, few recruitment agencies took the initiative to apply the “employer pays model,” even if this might not be appealing to the Principal sector because of higher costs, believing that this is the ethical way of doing this business.

The Employer Pays Principle reflects the “Dhaka Principles for Migration with Dignity” that states that no worker should pay for a job. This principle has been widely adopted by many companies across varying range of industries in the world.

Here are the corresponding impacts of this ethical practice to Partner agencies:

Build and preserve company brand and reputation as an ethical company. Ethical business is a smart business while an unethical one is damaging to the industry’s image. By offering zero placement fee, consumers can be given a choice not to deal with unethical ones. Ensuring ethics in all the activities of the agency enforces a strong brand reputation. Recruitment processes essentially reflect brand communication and flaws in it may risk brand perception and may seriously impact customer satisfaction.

Gain trust and boost company’s market value. Global brands are very much keen with reputational concerns as this will surely affect the public opinion against them. This builds stronger client relationships and even increase the number of “repeat” customers. Coincidentally, these led to building lasting relationships with Principals.

Marketing Advantage. Zero placement fee is also a marketing advantage in talent attraction. Being ethical is attractive in all its sense. Being honest with all the processes builds trust and brand loyalty from your target market. Respect for the dignity of every worker and safeguarding their human rights give them security. Establishing a positive jobseeker morale brings higher efficiency in their respective job sites. Their successes significantly bounce back to recruitment agencies.

Ethical recruitment differentiates themselves in the market. This helps them gain a competitive advantage over their competitors in the industry. Zero placement fee is a compliance to the International Labor Organization (ILO) General Principles and Operation Guidelines for Fair Recruitment. Apart from being a CSR initiative, ethical recruitment is a human rights principle reflected in the international law. Abiding such is an indicator of a company’s competitiveness in the market as a global industry.

Ethical practice lessens the risk for recruitment firms from losing their business. In an industry where illegal recruitment and human trafficking have been a threat that ruins the image of the industry, ethical recruitment is the future in the works. This also entitles an agency for a distinct relationship with the government being a decent provider of jobs to the competitive workforce. This helps them avoid facing legal liabilities, civil, and criminal litigation, and prior administrative penalties.

The ethical practice has been a fueling agent for small-medium recruitment firms to be the fastest- growing in the industry. Good reputation and customer satisfaction are the ultimate “win-win” for a recruitment agency with ethical practices. Ethics maintains their high corporate standards and their commitment to social responsibility where real profits rebound to the partner 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.

The Boon, The Bane, and The Busy: An Overview of the “No Placement Fee” Policy

Placement Fee

According to Asianjournal’s ‘2017 Philippine Recruitment Outlook’, the recruitment industry will be experiencing a stable growth of 4% in the next five years. For that matter, new and old agencies are expected to take part in the game. As competition intensifies, there will surely be more overseas professional opportunities available for Filipinos. The challenge for trusting job seekers is to properly identify a reliable recruitment firm providing the right recruitment service, to help them find that perfect job for their great pursuit of a better life.

Employment

The Philippine Overseas Employment Administration (POEA) allows licensed recruitment agencies to collect placement fees from their candidates as payment for successfully securing them a position abroad. As per Workabroad.ph’s compiled data on recruitment fees, placements are commonly calculated to be at 1 months’ worth of the candidate’s salary. Some Manila recruitment agencies use a 50-50 payment system to lessen the burden on both the candidate and principal. While this method may seem to be the most cost-effective approach for everyone, there are still some unseen factors that need to be considered.

World-PSI states that placement fees, regardless of the job grade, can deteriorate the quality of a worker’s disposition before he even starts working for the employer. Due to the pressure brought by raising the needed amount to get the job, as well as straightaway providing for his family back home, he is immediately impacted mentally and emotionally. Another good example of an adverse effect of placement fees is the “debt trap”. From an article written by Ana P. Santos and Sofia Tomacruz of Rappler, debt trap is the usual situation OFW’s get into when they deal with placement fees. Poor Filipinos wanting to get a shot at working abroad will go to a bank or a lending company to get a loan. When their initial earnings are not enough to pay their debts on time, high-interest payments are factored in; it becomes difficult or impossible for them to repay what they borrowed. This results in the loss of employee morale leading to a subpar service for the employer; after which they’d come to a realization that they have a growing mountain of debt that even their job abroad won’t be able to compensate for. Thus, having to prematurely leave their employer.

Although taking placement fees is a common practice in the industry, there are a few that implements the reverse. Selected recruitment firms administer a more humanitarian approach in conducting their business processes by employing a “no placement fee” policy resulting in a more positive impact not only for candidates but also for the employer. A no placement fee agency forwards the would-be expenditures of the candidate to the hiring company. Although this seems to be less attractive to employers as they will shoulder all fees, it is, in fact, the opposite. If Filipino candidates can pursue their careers without paying any fees and they will not encounter any of the negative points raised above, everyone can ensure the candidate’s longevity with their employer. Retaining talented and loyal employees is an absolute win for any company.

employers

“The International Labor Organization (ILO) has named the Philippines as one of the pilot countries for its global program for promoting migrant workers’ protection, citing the country’s improving policies on ensuring safe and fair recruitment.” – Tomoko Nishimoto, ILO Regional Director for Asia and the Pacific

There have been arguments from the ILO Organization regarding ethical recruitment and the motion to scrap placement fees completely. There are also many indicators that suggest the recruitment industry should shift completely towards this policy. When that happens, it will most definitely reduce, if not completely wipe out recruitment scams in the Philippines and it will impose the goal of ethical recruitment to prioritize helping less fortunate Filipinos get better chances in life.

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Rensol Recruitment and Consulting, a POEA licensed agency, has been advocating a no placement fee policy, since its inception in 1999. Focusing on opportunities that incorporates the same vision and values and upholds ethical recruitment practices beneficial for all parties of People, Partner Agency and Principal.

For more information on how to conduct an above and beyond recruitment campaign in the Philippines, please connect with our Business Development Team at [email protected]. We will be ready to sit down with you and understand your concerns and configure a recruitment plan to ensure better success.

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.