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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/.

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.