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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/.

4 Critical Factors When Recruiting Quality Manpower in the Philippines

Whenever there is a shortage of talents in the local population, a company faces the question where to import skilled workers.  More than ever, businesses in the oil & gas, construction, engineering, healthcare, retail and other industries have looked towards the capabilities of the recruitment agencies in the Philippines as a source of quality talents to meet their staffing needs.

The challenge faced by foreign employers is to sift through the information and understand what will make a recruitment campaign successful.  Here are 4 critical factors which an employer should consider when recruiting quality manpower in the Philippines.

 

1.     Timeframe 

For a recuitment agency in the philippines, time is gold.Nothing is more critical than preparing a recruitment plan with a realistic timetable. If local recruitment will require an HR practitioner a lead time of 2-3 weeks to fill vacancies, recruiting from outside the country entails a longer timeframe.  While the speed of recruitment is important, one should remember that cutting corners will increase the risk of failure. A thorough work on processing applicants must be done by the employer and its accredited recruitment agency in the Philippines.  Sourcing candidates will be a standard of 2-3 weeks, depending on their category, companies interested to recruit from the Philippines should consider two other factors: Accreditation (Pre-recruitment) and Documentations (Post-recruitment). For the Accreditation Process, your company will be required by the Philippine government to be accredited by the Philippine Overseas Employment Administration (POEA). This alone will take from 2-4 weeks depending on the documents made available. While the Documentations procedure will take another 3-6 weeks, depending on the availability of documents from the selected candidate’s end, and the host country’s process. Overall, from the date you confirm your recruitment campaign, one should allocate around 3 months lead time when it comes to the acquisition of manpower from your recruitment agency in the Philippines. 

 

2.     Completeness of Information 

Information are needed by a recruitment agency in the philippines to go through its processes.The distance between the employer and his target talents creates a gap regarding how information is channeled for each party to make better decisions. Local recruitment gives the talent easy information with regards to the employer. In the same way, local recruitment entails employers to have more predictability regarding the quality of its applicants as the local psyche and attitudes are assessed better in the local context. This is not the case when recruiting outside the country. Both employers and the accredited recruitment agency in the Philippines should have clarity in the transfer of information so that each one can make a proper assessment of what adjustments and final decisions should be done during the recruitment campaign. This means the employer should provide all necessary information regarding the project, the company, its philosophy, and even the job description and compensation package details. The partner recruitment agency in the Philippines should also advise employers of local conditions so that the recruitment campaign can be personalized ensuring better success. Staffing solutions should always be tailored according to the employer’s standards balanced with local recruitment conditions. Remember, a candidate that is well informed is in a better position to make the right decision.

 

3.     Reliable Recruitment Vendor

Employees of a Recruitment Agency in the PhilippinesCheap doesn’t mean savings and expensive doesn’t mean quality. The primary question an employer should ask before commissioning a recruitment agency in the Philippines is “Are they a reliable recruitment vendor?”. Reliability transcends cost. While it is usually thought of as capability, in the Philippine recruitment space, it plays one major factor – reputation. The reality is there are more than 400 land-based recruitment firms in the Philippines – all of them dipping into the same finite job market, and all of them trying to attract the same candidates for opportunities. The candidates, on the other hand, have a field day in choosing which opportunity to pursue. This is where the manpower agency’s reputation is critical. An unknown agency representing a Forbes 500 company will simply raise eyebrows. Then again, an unknown employer working with an unknown representative will be an uphill struggle in attracting applicants. Candidates are more confident to pursue opportunities with those POEA-licensed agencies who have a very good track record of representing professional and global standard companies.

 

4.     Final Interview

Man and Woman from a Recruitment Agency Shaking HandsNothing works best when both employer and employee can build confidence between each other. The partner recruitment agency in the Philippines is only there to map their relationship. While in a world of interconnectivity allows us to talk and chat with someone on the opposite side of the globe, it cannot replace actual personal engagement. It is true during a personal meeting when both the employer and the employee can build confidence with each other. The biggest mistake an employer will make is to rely on the partner to make that decision on who gets hired. So as part of a recruitment plan, an employer should be ready to send a representative or a team to meet the shortlisted applicants.

For more information on how to conduct a recruitment campaign in the Philippines, please connect with our Business Development Team at solutions@rensol.com.
 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.