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2 Major Reasons Why Rensol is Not Your Ordinary Recruitment Partner

High-quality talent pool; cost-effective alternative; affinity to Western Culture – there are more than a dozen reasons why foreign employers prefer to hire manpower in the Philippines.

The first; the biggest; the most well-known – conjointly, the Philippines is known to house several international recruitment agencies, big, medium and small, some are able and are all willing to support foreign principals to overcome their respective recruitment endeavors.

Forthrightly, foreign employers will find themselves sorting through all viable firms in the Philippines and this task alone can be overwhelming. Having to go through more than a dozen websites and reading about their services can have prospects mentally exhausted. Up to the point that they might even end up throwing in the towel and just settle for the safest choice but not necessarily the best-suited recruitment firm just to get it over with.

 

What set Rensol apart from other recruitment agencies?

1.Ethics

It was previously discussed that Rensol Recruitment & Consulting is a known duty bearer for all its stakeholders and is a celebrated advocate of the “No Placement Fee” Policy. While the Philippine Overseas Employment Administration (POEA) allows the recruitment industry from charging placement fees from candidates, Rensol chooses to administer a more ethical and humanitarian approach in conducting their business processes by employing the reverse, resulting in a more positive impact not only for workers but also for their partners.

They may have not started ethical recruitment in the Philippines, but they are clearly one of the more prominent and one of the most consistent front liners. Thus, influencing the Philippine recruitment industry trends to change and their recruitment peers to follow the path to a higher road.

2.Analytics

It’s more than just being logical, perceptive, and systematic. Analytics in Rensol terms means that they are dedicated to delivering only the best to their partner. Analytical consultancy ensures that only the most qualified candidates are lined up for every vacancy. It also assures principals with a rigorous screening process that will lead them to hire the best candidates with the most fitting capabilities.

Rensol as a renowned analytical recruitment partner is a cooperative problem solver. Partners are protected as the kind of cooperation they provide transcends costs and the boundaries of what is stated in the contract.

Like any undertaking, Rensol went to some of the most backbreaking struggles and grueling challenges to get to where they are now. Equipped with a commitment to integrity, honesty, and sustainability, as well as the promise of an above and beyond service, they were able to achieve both reflected and literal success becoming the fastest growing ethical recruitment agency in the Philippines.

RENSOL TEAM

It takes a remarkable group of individuals to form a team. Yes, there is no ‘I’ in a team, but there is an ‘M’ and an ‘E’.
Yet the ME aspect will always fall short, will always have lapses.
Hence, you need other “me’s” to complete something that never collapses.

 

A team is a collection of efforts and tears.
Built by a common goal and fought together all looming fears.
A goal that is burdened by the extraordinary sum of spirits
A team made of imperfects and driven by souls who never quit.

Johann Legis Bautista

 

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.

Arnold brings decades of Technical Administration, Processes and Operations Management experience at Rensol. His key experience includes Sales, Marketing, and Business Development. His expertise in Human Resource includes Recruitment and Headhunting, Training and Development, Employee Relations, Employment Law, Conflict and Dispute Resolution, HR Policy Formulation and Performance Management.

Rensol offers PEOS and E-registration Assistance to workers

Along with the promotion of ethical recruitment and our mandate to an above and beyond service, Rensol launches its own PEOS online and E-registration booth where workers can take it for free with assistance from our recruiters.

PEOS Online and E-registration are the mandatory procedures for all aspiring Overseas Filipino Workers for them to know all the necessary information on the overseas job application, documentary requirements and costs, and a scheme to protect them against illegal recruitment.

All OFWs must accomplish this two as a pre-requisite of the Philippine Overseas Employment Administration (POEA). Recruitment agencies can only submit documents of workers who have completed the PEOS online course. This aims to ensure that all deployed workers will be good ambassadors of the Philippines and will not be runaway employees due to culture shock or lack of information.

The same thing goes with e-registration. This is POEA’s online registration facility where aspiring applicants will have their profiles registered in the official database of the agency.

While workers are ideally expected to have it prior to applying to a licensed recruitment agency, Rensol Recruitment noticed that most workers haven’t taken it even before their deployment. A PEOS Certificate should be an additional certificate when applying for a job but many applicants have none of it.

Applicants without internet access may use our facility to take this service for free. By just taking the PEOS online seminar and e-registration, one worker will surely be abroad-ready.

PEOS Compliance

In a span of seven minutes per module, an applicant can finish each video seminar, including the assessment test. Upon completion, the user will receive an email notification of their test result and a certificate of completion.

The first module is about P.R.I.C.E.S.T. which stands for Physical mobility, relationship, income, career movement and direction, expenses, skills, and time. Module 2 is about where one can find employment the legal way. Module 3 tackles the POEA’s campaign against illegal recruitment and teaches users about the schemes employed by recruiters.

Module 4 is about the fees that an OFW needs to pay should he decides to work overseas. Module 5 provides users with details that they need to look into when signing contracts. Module 6 provides information about a particular country, its culture, and customs. Module 7 is about staying healthy and keeping safe in their host country, and Module 8 provides the users with a directory of POEA officials should they need assistance.

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.

“Genz” is a self-made Entrepreneur and a Seasoned Business Development Professional with an extensive background in all levels of sales and business development. He is a dedicated and enthusiastic manager with more than 6 years of experience in research and lead generation from the initial phase to completion. He is also flexible and empathic with a strong work ethic and professional demeanor.

Rensol Recruitment Joins JEPPCA

Japan Employment Providers of the Philippines and Consultants’ Association, or JEPPCA, is a private association of POEA licensed Filipino recruitment agencies that provides Filipinos with legitimate job opportunities in Japan. Membership entails a very rigorous and stringent process to make sure only the best and most reputable agencies are part of the association.

Rensol Recruitment, after going through a meticulous application process, has been accepted to join JEPPCA. With this, Rensol is now on board into tapping the Japanese market. Rensol will now be able to contribute and gain new information on the market exclusive to JEPPCA members. With the increasing demand for manpower in Japan, becoming part of such an association will be another big leap for Rensol.

As part of a Union focusing on Japan, JEPPCA members will be in a continuous learning program called “BMW” where technical new and existing knowledge on the ever-changing Japanese market will be discussed. The association, having direct communication with the POEA, makes the learning programs more interactive and informative, as challenges and technical queries can be addressed immediately. 

“BMW” Programs, are in-depth learning events participated by the members, where the objectives are to inform new and existing members about new found knowledge on the Japanese market. Discussions are commonly technical and topics can range from trending industries, new Japanese laws, positions in demand, and even sharing of client experiences.


Rensol Business Development Manager, John “Genz” Del Rosario with Mr. Noel Litan, President of
Australia & New Zealand Association of Employment Providers of the Philippines (ANZAEPP)


Rensol remains faithful to the quality services it offers, and being equipped with proper knowledge is key to the success of any agency in the Philippines. By being part of such an exclusive group whose main goal is to serve the Japanese market, Rensol is in a position to become an advocate and a conduit to solidify ethical recruitment processes in Japan.

Being one of the top trusted Philippine agencies, with clients all over the globe, and now penetrating Japan, Rensol is sure to skyrocket their development even further.

Contact us to learn more about our 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.

“Genz” is a self-made Entrepreneur and a Seasoned Business Development Professional with an extensive background in all levels of sales and business development. He is a dedicated and enthusiastic manager with more than 6 years of experience in research and lead generation from the initial phase to completion. He is also flexible and empathic with a strong work ethic and professional demeanor.

5 Major Reasons Why We Advocate Zero Placement Fee

Rensol Advocary

While the Philippine Overseas Employment Administration (POEA) allows recruitment agencies from charging placement fees from candidates, 9 out of 2,000 firms oppose the tide as an ethical practice to serve Filipinos.

Even if the no-placement-fee system may cause indifference to some foreign clients because of the inevitable higher cost, these agencies brave to pursue ethical recruitment with integrity in mind assuring that this is the way of fulfilling everyone’s goal for success.

Here are the main reasons why “zero placement fee” is the future of the Philippine staffing and recruitment industry:

  1. Technical Skills minus Financial Capacity equals High Ethical Corporate Standards

Skills over money

Workers should be selected and screened based on their technical skills and qualifications rather than their ability to pay placement fees to get endorsed for a job. No placement fee allows the partner recruitment agency to only factor out candidates based on their capabilities and experience, and not their financial ability to pay to get a job.

Employers who shoulder the cost of recruitment of workers abroad can be assured to receive a more ethical recruitment process from their partner agency. Paying this on behalf of their future employees give them the leverage to choose what kind of workers they need. They can also be insured with due diligence from their strategic manpower partner. They can be guaranteed that recruiters will work for the client’s best interest by not putting poor candidates just for the sake of extra commissions.

  1. Magnet to Best-Performing Candidates

Rensol Ethical Recruitment - No Placement Fee

The “no placement fee” tag on recruitment advertisements is an effective tool for talent attraction. Most qualified and experienced candidates are wise enough not to patron agencies which will just make money out of them.

While there is no doubt, availability of candidates in the Philippines, one would also have to understand that opportunities are being presented to them left and right.  The common factor among the most successful recruitment agencies is their unwavering policy of not passing on the cost of the recruitment and processing on the candidates. If a candidate is presented 5 opportunities, and 2 of them are for companies who are professional and will not allow their agent nor their companies to burden the candidate any cost, the said 2 opportunities will be the one that the candidate will surely focus on.  

Predominantly, the promise of ethical recruitment is the main selling point of each job order.

  1. Avoidance of Exploitation of Skilled Workers

No to Worker Exploitation

Some recruitment agencies tend to charge high recruitment fees. This practice is already categorizable as illegal recruitment and is already an exploitation to their vulnerability even before they arrive at their job destination. In cases of maltreatment and abuses, migrant workers are subjected to “forced labor” when they find no way out of their job because of the debt bondage they had incurred to attain it.

Additionally, a worker not charged with a placement fee is in a better position to contribute effectively to the job he signed up for because he no longer needs to worry about loans to pay. The Institute for Human Rights and Business attested that “zero placement fee” will surely fortify the company with better workers. This scheme guarantees every worker’s financial wellness, which will, in turn, maintain their happiness and productivity at work. (Read more: https://rensol.com/ethical-recruitment-agencies-people/)

  1. The Philippine Government Encourages Fair RecruitmentPOEA
    With many reports on abuses and financial ruins to families of OFWs because of placement fees, government’s efforts to minimize victimization to exorbitant fees and fraudulent recruitment by means of overcharging was given the highest penalty under the law.
  1. A Commitment to Social Responsibility

Rensol's Corporate Social Responsibility

The reputation and integrity of an employer is measured by how committed they are with their public service to provide opportunities that the less privileged, yet globally-competitive ones could afford. Coca-Cola, Hewlett-Packard Enterprise, IKEA, and Unilever are some of the employers that believe they should pay on behalf of their hired workers.

Anel Grup, a global Mechanical Electrical Plumbing company in the Middle East and Renaissance Heavy Industries, the construction branch of Ronesans Holdings – is a leading construction, oil, gas and power generation company in the Commonwealth of Independent States also promote the fact that shouldering the service fee of workers is a long-term investment and an element for their successes.

The report from IHRB reflected that zero placement fee works effectively for starting companies but for the case of Rensol Recruitment, this has been the aromatic scent, the word of mouth, and the integrity that makes these small companies, the fastest-growing in the industry.

 

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.

Arnold brings decades of Technical Administration, Processes and Operations Management experience at Rensol. His key experience includes Sales, Marketing, and Business Development. His expertise in Human Resource includes Recruitment and Headhunting, Training and Development, Employee Relations, Employment Law, Conflict and Dispute Resolution, HR Policy Formulation and Performance Management.

I Wish Dealing with the Philippine Government is Easy

Dealing with Philippine Government

I had an eye-opening touch base meeting with the HR Director of a well-known hotel in Doha, Qatar yesterday. She was telling me how pleased she is with Rensol. Saying that we are worlds apart different from all the other recruitment agencies they’ve connected with as we are quick on our toes and really do the extra mile. She was also expressing her excitement in employing additional Filipino workers as their management is aware of the professionalism and good work ethic of Filipinos in the hospitality industry. Her compliments came in one after the other until she turned 360 degrees when she expressed her regret that they are postponing their immediate plans of hiring Filipino hospitality workers. Their reason is simple. They do not want to deal with all the complexities of the Philippine government.

On our previous blog we discussed that ethical recruitment would still exist even without the Philippine Overseas Employment Administration (POEA) or any other regulating body because love and compassion are innate in all human beings and protecting each other from situations of high risk would be a normal occurrence. However, injustice, like compassion, is also a normal happenstance in our society. Hence, the actual need for a governing body upholding standards and regulations to ensure that the right thing is done all the time. Compliance with the Philippine government, or specifically, in this case, the POEA, is difficult, to say the least. Scanning through pages of blocked text, trying to interpret only the information that is really needed and understanding Philippine labor laws really are arduous tasks for any foreign employer especially if it’s their first time.

I was not surprised at all when my hospitality prospect pronounced their desire to “postpone” their recruitment amidst all the positive experiences they had with us even when we are still in the preliminary stages of the process as I myself is aware of the backbreaking measures foreign employers take when hiring desired Filipino workers, regardless of the position and industry. From accomplishing a detailed Manpower Request Letter to various types of Affidavit of Undertaking – depending on the territory, to dealing with two government entities that need to verify and accredit the job order respectively. Managing corporate objectives and making sure that the right thing is implemented on each accreditation document and each step of the recruitment process can really be taxing. And it makes the process even more daunting and chaotic if you’re doing it alone.

Shaking hands

Co-operation, in evolution, is defined as, “the process where 2 or more organisms work or act together for common or mutual benefits.” By applying this method in the international recruitment space, once a foreign principal commissions a partner recruitment agency in the Philippines, both should expect full co-operation from one another. Connections shouldn’t just be limited to the firm finding a quasi-qualified candidate for the open position and then get paid for their service. More than a hand from beginning to end, a true co-operation transcends costs and the boundaries of what is stated in the contract.

Explaining this to my prospect plus assuring their management that Rensol Recruitment will be more than just their representative in the Philippines, rather a partner in all its professional sense. I enrolled her and her team to lift the planned suspension and proceed with the recruitment.

Adhering to Philippine labor laws is indeed hard – and that’s a fact. No one can bend and bypass how stringent POEA is with regards to their regulations especially now that President Rodrigo Duterte is in close watch of deploying Filipinos abroad for professional purposes. What foreign employers can do is pick the right reliable recruitment partner that will carry over their vision and values and will act as a shock absorber to soften the hard blows of interacting with the local government.

We can all wish, pray and hope that dealing with the POLO and POEA when recruiting quality manpower in the Philippines will be as easy as reciting the alphabet. However, we can’t really hold on to the uncertain. What’s certain is that there are a select few partner recruitment agencies in the Philippines that are willing to act as a cushion and go above and beyond just for you to realize your employment needs.

***

For more information on how to conduct a successful 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.

 

Book Reader. Writer. Educator. Dreamer. – Johann joins Rensol Recruitment and Consulting with 8 years of extensive experience in Marketing Management, Sales & Business Development, Content & Creative Development, Digital & Communications Marketing, Learning Management & Training. He creates and moderate all internal and external content and leads thought leadership in the market to drive the bottom line. He is also passionate about growth techniques that utilize search optimization, paid promotions, blogging, online reputation management and social media marketing.

Ultimatum: Philippine Overseas Employment Administration Accreditation

Overseas Recruitment and Talent Sourcing is a heavily regulated industry which needs to be followed effectively for proper and risk-free operations. In the Philippines, this line of business constantly faces the challenge of meeting rising quality standards and complying with rigorous regulatory requirements. These increase in interconnected processes between the foreign employer and the Philippine Government makes it extremely difficult, almost impossible, for them to administer direct hiring.

One of, if not the major hurdle that foreign principals face when recruiting Filipino talents is dealing with, adhering to and accomplishing the numerous Accreditation Documents that the Philippine Overseas Employment Administration requires for their approval as a legitimate employer of Filipinos for overseas opportunities and these are as follows:

  1. Special Power of Attorney (SPA) – Is a Letter of Authorization limited to the recruitment, processing and documentation of Filipino workers where they are giving their partner recruitment agency in the Philippines the authority to represent their company.
  2. Manpower Request Letter – A document specifically addressed to the POEA, stating the company’s intention to hire Filipinos and acknowledging every single parameter of the Philippine Government in reference to employing local workers.
  3. Recruitment Agreement – Document stating the agreement of the foreign principal and the partner recruitment agency in the Philippines.
  4. Copy of Commercial Registration – Is a copy of the employer’s business license with English Translation.
  5. Copy of Standard Employment Contract – Sample specimen of the company’s employment contract. Includes provision of housing accommodation, food, overtime/holiday/rest day rate/payment, as previously approved by the POEA.
  6. Company Profile and Location Map

In special cases wherein, the principal chooses to change their partner recruitment agency in the Philippines, they will also need to accomplish a revocation letter to nullify the above-mentioned documents with their previous representative.

All these documents must be authenticated and verified at the Philippine Embassy nearest the employer. And after accomplishing this phase, then comes the other laborious and mind-numbing steps of the hiring process.

In a nutshell, accrediting a foreign employer with the POEA alone is tedious and this poses a great challenge for principals to acquire the quality manpower that they desire. If the employer fails to accomplish at least one of the aforementioned documents, the rejection of the recruitment or even the breakdown in relations between them and the Philippine government is probable. So, it is that much important for foreign employers to choose the right partner recruitment agency in the Philippines that will ensure that this undertaking gets accomplished.

We at Rensol Recruitment are here to assist and make this phase and the whole recruitment process less painful for you.

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.

 

“Genz” is a self-made Entrepreneur and a Seasoned Business Development Professional with an extensive background in all levels of sales and business development. He is a dedicated and enthusiastic manager with more than 6 years of experience in research and lead generation from the initial phase to completion. He is also flexible and empathic with a strong work ethic and professional demeanor.