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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/.

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.