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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/.

Fruits of Labor: Rensol Electrician’s Triumph to Put Up Three Successful Businesses Part 2

success-story-2

Many are called, but only a few are chosen.

Opportunities to work abroad are scarce, being deployed abroad with an ethical recruitment agency is a golden opportunity of a lifetime. Every worker is expected to treasure the limited chance to earn better and to be successful by just being a hardworking and responsible flag bearer of the country while overseas.

Here is the second installment of success stories we collated from our successful hires deployed to different parts of the world. We are featuring Jeebe Noderama, a proud Ka- Rensol.

Jeebe Noderama, a Senior Electrician

Jeebe was deployed to Qatar as an electrician for the Doha International Airport project and worked there from 2010 to 2013. In 2014, he was deployed again to work for the Abu Dhabi International Airport project as a Senior Electrician. Both overseas employment is for the Anel Emirates based in the Middle East.

He was hired before through Mr. Arnold Mamaclay, CEO and President of Rensol Recruitment, who personally processed him. He learned that the agency process overseas employment with guaranteed zero fees from a friend who was also successfully deployed by Rensol. He claimed that Rensol offered him the best service from his recruitment to his deployment.

He shared that the life he had overseas is difficult because of the climate and the state of life there. During summer, it was very hot that he even had a heatstroke which he had survived through the care and safety measures done by his employer and his dedication to never give up for his dreams.

He was given three days sick leave but because of his will to work for his family, he still came in for work but his supervisor prefers him to rest on the side while in the workplace.

Apart from being sick, he experienced anxiety, homesickness, sleeplessness, hunger, and some family issues way back home.

“Pero lahat ng yun kasama talaga sa buhay ng tao depende na lang kung paano natin labanan ang mga yan. (All of those are really part of human lives. It relies on how we will fight against all those odds.),” he shared.

Because of his employment in Qatar and the United Arab Emirates, he was able to be successful and to uplift the state of life of his family in the Philippines. He was able to build their own house and their own apartment.

He was also able to buy their own tricycles and he was able to put up a wholesale and retail grocery store as their family business in 2018. In 2019, they opened another business venture as a dealer of beverages and liquors. Even with all these successes, he still came back to work abroad to finish putting up their water refilling station business which will be open in July or August.

Enjoying the fruits of his labor, toil, and hard work, Jeebe is more than thankful to Rensol for giving him this golden opportunity to work abroad and be successful in life.

“Maraming maraming salamat po sa Rensol at kay boss Arnold Mamaclay, sa lahat ng staff, kay sir Jonathan, ma’am Alona, sa inyong lahat po dyan, thank you very much from my bottom of my heart hehe.. At syempre, kay God na syang may gawa ng lahat ng ito,” he said.

Rensol Recruitment will always be proud to share with the success of all workers who have reached their dream because of their own hard work and dedication. We are beyond grateful to become an instrument to reach their dreams and to transport them to greener pastures in life.

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 – 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.

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.

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.

Ethical Recruitment and The Triple Bottom Line – People

People

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 best results. Maintaining high ethical corporate standards and incorporating the recruitment regulations and criteria required to demonstrate a commitment to social responsibility is the key. 

In this dissertation, the focus is on ensuring the win of the most precious bottom line metric in a successful recruitment campaign, “People”

People

As per the Stock Estimate of Filipinos Overseas in 2018 by Commission on Filipinos Overseas, we have about 9 million Filipinos working abroad and countless of them must go through a needle hole just to survive the financial demand of landing a job abroad.

While there is an abundance of talents expansive in the country, a number of skilled laborers attempt their fate abroad because of the financial requirements needed to land their dream job. While opportunities keep from popping out here and there, Filipinos are dubious to select only those offers that they can afford given their financial climate.

Economic capacity thwarts some skilled workers from vying a professional opportunity abroad. While there is no doubt that competitive candidates in the Philippines is in surplus, employers and recruiters should understand that there are limiting factors for global talents from pursuing a career outside of the country.

Apart from the cost of documentary requirements and miscellaneous fees for food and transportation, the prevalent burden among aspiring Overseas Filipino Workers (OFWs) is the weight of placement fees charged by some recruitment agencies.

Section 51 of the Revised Rules and Regulations allows recruitment agencies from charging a placement fee as approved by the Philippine Overseas Employment Administration (POEA). This is usually equivalent to a worker’s basic salary for a month that should be paid by the worker once an employment certificate is furnished.

In many reported cases, an amount of P80,000 to P120,000 are collected by some agencies even to domestic workers, which are exempted from this ruling. Apparently, recruitment fees or placement fees only led to exploitation of OFWs even before they went abroad. Majority of OFWs fly overseas with their feet buried in debt because of such charges.

In lieu with this, The Philippine Overseas Employment Administration released Memorandum Circular No. 03, stating all licensed recruitment agencies are suspended from processing household service workers from March 6, 2018, onwards, given the ballooning number of abuses among domestic workers.

Only 9 out of 1,500 recruitment agencies in the country don’t collect placement fees from workers. They usually charge it from employers, who must also shoulder a greater chunk of the costs to bring a worker to their country. 

Many Filipinos decide to work overseas to gain better compensation and to improve the lives of their families left behind. Even if the price at stake is high, many of them could sacrifice even their own house or land title just to fund their way abroad.

Non-collection of placement fee is a public service for the majority of Filipinos who have not enough to shell out to pay for a job. This could mitigate the risks of debt bondage among OFWs. This also prohibits recruitment agencies from turning to the brink of exploitation.

Zero placement fee will need agencies to charge it from employers. This scheme will not just benefit the worker but the company itself because the worker would become happier and more productive in the workplace. Financial stress significantly affects productivity of an employee, so alleviating worries about money woes and supporting their financial wellness will not just benefit them, but the efficiency of service that they could render at your workplace.

Job offers with no placement fee would essentially factor out candidates based on their capabilities and experience, and not their financial ability to pay for a profession. A candidate’s capacity to fund his application doesn’t equate to his effectiveness and compatibility to vacancies.

Non-fee charging agencies would slightly cost more for client companies but along their ranks are attested undisputed producers of best workers and professionals to foreign markets. “No placement fee” tag, apparently, is an effective magnet to best-performing candidates.

These few agencies with no alike fees collected believe that reaching the green pasture doesn’t need to be as costly as it was, because there is a better option that recruitment agencies could offer the Filipino working class. No placement fee is true, and working abroad is not an impossible dream, especially for the less privileged portion of the society.

Even with few pioneering agencies like Rensol Recruitment and Consulting, who employs zero placement fee, efforts to enrich ethical recruitment in the market is on the works and the employer-paying market has been realizing the importance of non-fee charging agencies to the plight of underprivileged yet globally-competitive Overseas Filipino Workers (OFWs).

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 Handled a Rude Nurse Who Abused a Disabled Patient in a Healthcare Unit: A Case Study

Case Study - Oil Company

Client Problem: A rude nurse of a healthcare unit allegedly abuse a patient with cerebral palsy

  • The family of the PWD patient reported an alleged abuse of a nurse to the management of a caregiving unit in United Kingdom
  • The rude nurse was caught abusing their father through a surveillance camera set up by the hospital
  • The family demanded the healthcare facility to replace and reprimand her
  • The nurse has been one of the most trusted and experienced nurse they have that made it difficult for the management to just fire her and send her back to the Philippines

Rensol’s Solution: Rensol served as a Consultant and Partner

  • As a consultant, Rensol advised the principal to follow due process
  • Guided employer to do proper investigation and notices
  • After a fair and careful review, the Filipino nurse was counseled and thereafter terminated and have her license revoked, in compliance with nursing jurisprudence.

Quality healthcare relies heavily on quality caregiving. Adeptness of healthcare professionals in the field and attitude toward providing services are vital elements apart from upfront technology and state of the art facilities. Healthcare is humanitarian and services are expected to be humane.

Knowledge and aptitude in healthcare services are easily detectable in the recruitment process, but a candidate’s attitude and behavior are another. While it’s a tough job for healthcare recruitment agencies to hire the most fitting candidate, it’s an above and beyond responsibility to assure their behavior when deployed in their respective wards.

Rudeness and neglect to a patient with a disability is a grave violation of the code of conduct of healthcare providers, as highlighted in the code of ethics provided by the American Nurses Association (ANA). And it is something we never expect to come from people who are supposed to give them excellent care.

Case on Point: Rude Nurse Abusing a Person with Disability

The family of a patient in a private ward in United Kingdom complained of a nurse because of her alleged rude behavior to their father who has cerebral palsy. The complaints were first ignored by the healthcare facility due to lack of evidence and the nurse has been one of the most promising workers they had in their establishment.

Because of apparent skin bruises, weight loss, and unexplained fear of their father toward his nurse, the family set up a hidden camera to capture if the said nurse really neglects their father. Apparently, what they’ve seen is more than of what they have expected from just plain rudeness, it has been abhorrent.

In the said footage that was shown to the management, the nurse was caught being verbally abusive to their father. She easily got angry whenever the poor man fails to obey her instructions. She even groped him on his neck harshly and scold him hardly while mobilizing and transferring him to places. During mealtime, she never assisted their father to eat his food and whenever their father goes to the restroom to urinate.

The family of the helpless PWD could not just tolerate how the rude nurse throws her heavy hand to his frail body.  She even pushes the medicine to his mouth and even let him skip some doses. Believing that her behavior was inhumane enough and unethical in her chosen profession, the family filed their grievances anew with the hospital’s administration now with a concrete evidence enough to terminate her.

Rensol Intervention: Compliance with Disciplinary Measures and Labor Laws

The nurse has been proven guilty of “disability abuse” due to physical violence, neglect of care, verbal and emotional abuse to the vulnerable victim. As per nursing jurisprudence, disability abuse is just an administrative case, yet penalties shouldn’t be less because the victim had a disability. Anyone guilty of disability abuse is subject to termination and revocation of nursing license.

Rensol acted with due diligence and studied the legitimacy of complaints. With a fair and unbiased review of the incident, Rensol and the client agreed to subject the nurse under counseling as appropriate disciplinary action and as provided in nursing jurisprudence, the staff was terminated thereafter and was sent back to the Philippines with a revoked license.

With Rensol’s assistance, the case was not elevated to a criminal case or worse, a viral healthcare controversy. Rensol and the healthcare unit successfully encouraged the family of the victim to delete their copy of the footage given with a replacement nurse, which was taken care of by Rensol, damage fees were paid, and free hospitalization was offered as well by the healthcare facility.

Apart from Rensol’s responsibility to protect our deployed workers, we also embraced the task of protecting our clients from misbehaviors that may damage their reputation and credibility as a healthcare provider. This may be above the recruitment task we are bound to do, the accountability to all our recruits when they misbehave is a promise our untainted brand of ethical recruitment has been promoting.

Rensol abided with all the rules and measures provided for incidents like such as an act of fairness and accountability to the principal. The Philippine recruitment agency deemed rude attitude as totally unacceptable, especially in a healthcare facility.

Reference:

https://blog.soliant.com/healthcare-workers/8-reasons-nurses-get-fired/

http://www.wrcev.ca/get-the-facts/persons-with-disabilities/

http://disabilityjustice.org/medical-or-physical-neglect/

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.

High Employee Turnover as a Silent Construction Manpower Crisis

Human capital is one of a company’s largest asset. Today, in order to succeed and achieve operational efficiency, overseas construction companies rely heavily on reliable, productive and competent labor force. These employees play a crucial role in the success of the company. As Alfred Marshall once said, “The most valuable of all capital is invested in human beings.”

Losing an employee may not hurt your business but losing a dozen more may cause your company to stumble. Furthermore, losing a bad employee can give way to a better one, however, not all loss of employee can bring back good to your company. You may find and hire new people to work for you, but are you willing to sacrifice your company’s delay in production?

Replacing your employees can be damaging to your company. According to an article written by Heather Boushey and Sarah Jane Glynn, HR experts of Center for American Progress, replacing your employees may hurt your business’ productivity for it all results to increasing direct costs and turnover costs.

Now, despite the unpopularity as a career choice, the construction industry is one of those labor markets struggling to get along with the continuously growing demand for output. Apart from skills shortage, the ADP Workforce Vitality Index 2017 reported that one of the major but unnoticed problems that affect construction companies and contractors is the high turnover among employees. Turnover refers to the rate at which workers voluntarily leave the company. This has a negative impact most especially in a specialized industry like the construction sector.  Turnovers pose risks from losing a skilled machine operator to a top engineer.

Finding and retaining the best employees is a competitive edge in the construction industry. However, addressing turnover has been not prioritized and was deemed normal by some human resource managers. Executives should be reminded that turnover is a sign of unhappiness in the workplace. It is beyond cancerous.

In a journal entitled “Investigating Employee Turnover in the Construction Industry: A Psychological Contract Perspective” published in 2016, authors identified what predicts employee’s turnover in the construction industry. Apparently, emotional exhaustion emerged as the top reason for the younger construction workers to suffer greater levels of exhaustion and who are more likely to exit the construction site.

Other causes of turnover included; conflict with management, toxic work environment, and job dissatisfaction. This problem constitutes unprofessional management, poor compensation, insufficient recognition, or even isolated cases like discrimination in the workplace and bullying among workers.

 

The Cost of Turnover

This industry long suffered from workers who keep on looking for better working environment, salary increases, and shorter working hours. Persistently high workers turnover affects operational efficiency and morale of employees. Without efforts to keep employees, a company may find it hard to establish a lasting culture within the organization if people continuously come and go.

High turnover hurts productivity and revenue due to constant hiring and training of new employees. This greatly affects continuity of services which is vital for a company to compete.

Based on a study of the Society for Human Resource Management, the cost of losing a salaried employee can cost as much as twice as their annual salary. This is a summation of the exit and separation costs; cost of recruiting a replacement; training and onboarding costs; lost expertise; administrative costs; and cost of lost productivity. This doesn’t include all the intangible and untracked costs prior to resignation and recruitment of vacated position.

Turnover may also push other employees to follow suit and leave you crippled with impaired human resources.

 

Effective Recruitment and Employee Retention

Managing employee turnover and exerting efforts toward employee retention is not just a tough job among contractors but among construction recruitment agencies as well where the burden of attracting skilled professional starts. Retaining employees and reducing employee turnover could be managed as early in the recruitment stage.

Turnovers, which may not be an issue within the workplace, might be an issue on recruitment when we initially hire the wrong person. Successful recruitment practice in construction should not just involve finding capable and qualified workers, but also those who can fit your work environment and could stay for a longer term.

Recruiters can easily spot job hoppers by simply looking at their resumes and by checking their references. During the recruitment stage, employees who are most likely be committed is easily detectable.

As soon as they landed on the job site, employers should find time to check out to their employees to pre-diagnose any chance of turnover. Establishing a comfortable environment and an ambiance of mutual respect among supervisors and workers could also cut issues that lead to turnover.

Finding a good employee is tough, and it will be more difficult if we have to lose the ones we already got. We can no longer extinguish the bills once it gets burned. We can no longer take them back once they walked out your door.

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.