Tag Archive for: Recruitment

The “Fastest growing agency in the Philippines”, Rensol Recruitment and Consulting Inc. is one of the few Philippine agencies that practice ethical recruitment – zero fees deployment (no placement fee, no processing fee, and no salary deduction). The company started with a big dream. With their burning passion and commitment to finding better opportunities for Filipinos, they are steadily emerging to the top of the recruitment industry.

From previously being on the 15th place of Philippine Overseas Employment Agency (POEA) Top 50 Deploying Agencies – Skilled Workers. Rensol was once again acknowledged by POEA and ended the year 2021 being 6th on the list.

With its growing network, the company entered the new year with several job opportunities. These were huge deployment projects to the Middle East, Central Africa, and Russia. More opportunities for the Overseas Filipino Workers (OFWs) – both skilled workers and professionals.

Being true to their advocacy and mission, Rensol never stopped deploying even in the pandemic. Several health protocols and quarantine challenges occurred through the deployment process but they were still able to successfully deploy hundreds of skilled workers across the globe.

With this fast growth and development, it is to be expected that Rensol will soon be at the top. With Rensol Recruitment, you will experience ethical and experience a service that is above and beyond.

Follow Rensol Recruitment for more job opportunities at www.facebook.com/RensolRecruitment.

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/.

In the world of hiring, soft skills have recently become the holy grail of recruiting. Soft skills – emotional intelligence and interpersonal skills like communication and empathy – are among the most in-demand qualifications a candidate can bring to the table.

According to one LinkedIn survey, more than half of nearly 300 hiring managers reported that the lack of soft skills among job candidates is limiting their company’s productivity. Recruiters are getting creative in trying to find new hires with talent in communication, time management, negotiating, writing, listening, problem solving, and decision making. Soft skills – the more intuitive EQ – are seen as a better predictor of success than hard skills, which can be taught or trained. 

Why are soft skills the best predictor of success? How can hiring managers design a recruitment process that takes these skills into account?

The Case for Soft Skills

Soft skills are in-demand in nearly every company and every industry. A Wall Street Journal survey of 900 executives found that 92% said soft skills were equally important or more important than technical skills. But 89% of those surveyed said they have a “very or somewhat difficult time finding people with the requisite attributes.” Likewise, LinkedIn’s 2018 Workforce Report discovered that the four most in-demand soft skills are leadership, communication, collaboration, and time management.

Are emotional intelligence a better predictor of success? According to one author, yes. Daniel Goleman, author of Emotional Intelligence at Work, found in his research of 500 executives that emotional intelligence was a better predictor of top performance than previous experience or IQ. CEOs at some of the world’s top companies (Amazon, Xerox, and Tesla, to name a few) lead with emotional intelligence have designed their entire corporate structure around soft skills.

And such skills aren’t just great for creating a fulfilling and pleasant work environment. The link between profit and leaders with high emotional intelligence is clear. In one study, CEOs whose employees rated them high in character had an average return of 9.35% over a two-year period, nearly five times as much as companies with CEOs who had low character ratings. The case for recruiting for soft skills is strong: but, there’s something to be said for balancing good leadership and communication with individuals who have honed their talent.

Don’t Ignore Hard Skills

Have some recruiters overcorrected in their search for candidates with high EQ? Maybe, says one expert. 

Cal Newport, author of So Good They Can’t Ignore You, believes that to have a successful career, you must develop skills that make you an expert in something. There will always be a market for those with a depth of knowledge in one thing; certain fields will always demand new hires with niche skills and technical training. Newport argues that he more mastery you have in a skill or field, the more control and satisfaction it’ll give you in your career. 

While it’s true that technical masters do become top CEOs – Steve Jobs and Bill Gates come to mind – other experts note that eventually, soft skills and emotional intelligence must be learned. Many programmers, for example, have some of the basic hard skills that it takes to run a company. However, they fall short on key EQ traits like listening. The best leaders can learn soft skills over time, but start as an expert in something. 

How to Hire for Hard Skills and Emotional Intelligence

Unfortunately, soft skills can’t be found on a resume, which is what makes hiring for them so difficult. 

Companies who hire successfully with low turnover have learned how to construct their interview process to cover hard and soft skills. These recruiters ask candidates to perform tests mimicking real-world scenarios to get the best prediction of their success in the company. These skills tests then get triangulated with psychometrics and attitude testing. 

Plus, the advent of AI has made it possible to weigh soft skills vs. hard skills equally. Where in the past a candidate might wow a recruiter in the interview, but have no mastery over their field, an algorithm can’t be easily biased by a resume or stellar presentation. Smart companies have even begun to customize their interview process for certain soft skills that are applicable to each open position: so your extroverts become your top sales people, while your listeners join your HR team. There’s a place for both hard skills and soft skills in the workplace: it’s up to your hiring team to find the right combination for 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.

Here’s how to write a job description that will attract the right candidates.

“Focus on the journey, not the destination. Joy is found not in finishing an activity but in doing it.”

– Greg Anderson

Why Focus on Activities?

People are hired to perform value-adding activities. While companies have different approaches to how they hire, their goals are usually the same. Every company wants to hire high-performing people, not people who just look good on paper.

Despite this simple and obvious assumption, too many companies ignore activities and focus on things that don’t indicate performance. This happens at every stage of the hiring process. For example:

  • Many job descriptions focus on what candidates have done in the past.
  • Screening is based on candidates’ backgrounds.
  • Assessment methods often don’t simulate the tasks are performed in the role.


Instead, use on-the-job activities as the guide for the entire hiring process. If you follow this principle, you will hire people who perform the value-adding activities you require.

Here’s how it works.

The Job Description

“If you don’t know where you are going, any road will get you there.”

– Lewis Carroll

Defining the role is the foundation of hiring. If you do that incorrectly, the entire hiring process will be steered in the wrong direction. The clearer you are, the higher your chances of attracting the person you want.

The problem with so many job descriptions is that they are aren’t linked closely enough to the daily activities of the job. Let’s change that.

A good job description should have three sections:

1. Start with why

“People don’t buy what you do, they buy why you do it.”

– Simon Sinek

This approach is entirely applicable to job descriptions. Sell candidates on your company’s vision and story. Sell them on the role and the culture. This will achieve two things. First, it is likely to increase the quality of applicants. Second, candidates will be more likely to invest in the application process and make an effort if they buy into your “why”.

Conversely, candidates who don’t relate to your vision or culture will opt out. Mission accomplished.

2. Describe the role in activities

Outline, point by point, what the successful candidate will do every day. Keep it simple and be very specific. No clichés, no jargon. Candidates need to understand how they will spend each day, what they need to achieve, who they’ll be working with and under what conditions.

This is a great way of managing expectations. By communicating to candidates what they’ll be doing in the role, you are forcing them to ask themselves whether they can do those activities well and how much they enjoy doing them. This presents another opportunity for less suitable candidates to opt out.

3. State your requirements

The previous two sections should make this part easy because you’ve set the scene. Candidates already know what your company stands for and what they’ll be doing in the role. Now you can add some more detail about the type of person you are looking for and how you expect them to approach the role.

Don’t worry about years of experience, grades in college or anything else that’s not activity-based. Bring it back to activities and use plain English.

Describe the kind of person you’re looking for by listing how you want them to approach the role. Put thing in context. Instead of “strong communicator”, write “clearly communicate customer feedback to the product team”. Instead of “flexible”, write “prepared to join calls with developers late at night when necessary”.

You should also use this section to articulate the attitude and behaviors you’d like to see. Candidates already know from the previous section what they’ll be doing on a daily basis. Now explain how.

Here are some examples of good job descriptions and a useful guide on how to write one.

Candidate Screening

“The doors of wisdom are never shut.”

– Benjamin Franklin

With a good job description and scenario-based assessment, candidate screening is simply not required. To learn more about why you don’t need to screen candidates read this.

But in short, screening is not about activities, it’s about a candidate’s background. Ruling people out based on their background is counterproductive. Instead, set candidates up for success with a savvy job description, and then assess the ones that want the job based on that description.

Don’t worry about receiving too many applications from people who aren’t qualified or ignore the job description. That is solved automatically in the assessment stage and you won’t need to lift a finger.

Scenario-based Assessment

“An ounce of performance is worth pounds of promises.”

– Mae West

Your job description will attract people who want to be part of your journey, and want to do the job you advertised. That’s the theory at least.

Now it’s time to find out how it stacks up.

The assessment stage, which is the most important part of your hiring process, should be entirely based on activities. Go back to the job description and choose the most important on-the-job activities.

Create simulations of those activities so you can see how candidates perform in real-world scenarios. To learn how to write a great interview script read this.

Use automated interviews to deliver the simulations to candidates online.

Some candidates will not make the effort. Others will find the activities too challenging. Others yet will see that the activities are not aligned with their interests or passions. The most motivated and qualified candidates will prevail.

It’s easy to read a job description and apply for a job. However, when candidates are asked to perform challenging tasks, they need to be motivated and confident in their abilities. You’ll only need to view and score completed interviews and you’ll know who measures up within minutes.

Using automated interviews based on activities, you can audition candidates for the role. They will, in turn, get a chance to do the role, albeit in a small way.

The candidates who perform well in the automated interviews will have proven they can do the activities you want them to do in the role. Seeing first hand how well they perform each of those activities will help you confidently make your hiring decision.

By focusing on activities, you can create a hiring process that reflects your role and how you want it to be performed. It’s a simple and effective method to hire people who can, and want to, perform the activities you consider to be value-adding.

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-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. Ethical Recruiters

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. Cooperative Problem Solver

“Recruitment is always a solvable problem,” Arnold Mamaclay, president of Rensol Recruitment always said.

Rensol as a renowned 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. We are a team of good people who are oriented to solve our client’s problems.

To shoulder the weight of the problems of our clients from lack of manpower, human resource development, crisis management, and conflict regulation is not an easy job but with focus on our commitment to address our client’s pain points and to alleviate their headaches, nothing can’t be fixed.

3. Certified Migration Trainer

One of the special privileges of Rensol Recruitment that only a few recruitment agencies in the country have is their in-house Pre- Departure Orientation Seminar (PDOS). As a certified migration trainer, Rensol workers need not to go to another center to have their PDOS training, which is a requisite before they could fly to their host country.

This certifies that Rensol’s expertise is trusted enough by the POEA, the regulating body of the government on the overseas recruitment program of the country, in equipping our manpower with all things they need to know before facing various challenges while overseas.

4. Home to Industry’s Finest Experts

Closeup of businesspeople about to put four puzzle pieces together

Apart from upholding ethical recruitment, Rensol Recruitment takes pride that it is a powerhouse home of experts. It is a team comprised of most adept human resource professionals that have already gained years of experience in the industry.

We also have an in-house professional who is experts in key industries such as construction, oil and gas, healthcare, information technology, education, etc.

Delivering excellence is one of its pillars as the fastest-growing recruitment agency. Having said that, clients are ensured that their manpower woes are carefully and thoughtfully taken care of in good hands.

5. Efficient Partner

It’s more than just being logical, perceptive, and systematic. Efficiency 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 stays true with its timelines and deadlines as a sacred rule to follow. With the firm’s untainted record to deliver, Rensol brags an above and beyond service to what they promised to offer.

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.


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.

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 railway construction recruitment is globally booming and is growing at a rapid rate with the overlap of projects coming out from here and there. Wherever in the rail industry, demand for engineers always remains buoyant with no sign of slowing down, stimulating skills shortage to worsen in a serious note.

While overlap of potential projects signifies massive activity in the sector, opportunities and demand for resources are huge from right now until the future. The need for skilled people across the whole industry remains strong despite the low number of licensed engineers. The overlap stretches each country’s limited resources for railway manpower.

Derailing Railway Recruitment

The railway construction recruitment has always been fierce. Everybody’s hiring, and it hasn’t stopped. Medium-sized companies poach top talents from smaller firms while larger firms pick up top talents from them. The expertise of railway workers is just being shuffled within a small community.

Skills needed to be were being poached by other industries needing similar skills, making railway construction recruitment tougher for recruiters. The industry is stereotyped as an industry full of stressed, tired, and exhausted workers. Many railway workers literally walk and work even in their sleep.

The job requires long hours and a stressful work environment. Most of whom worked overnight, during the evening, weekends, and long hours. Workers spend irregular hours that makes people with the right skill turning away from this industry.

Many companies have already noticed the shortage of qualified engineers during their recruitment processes. While most of them are striving to recruit locally, hard-to-find skills push them to go globally. Overseas workers have been key contributors to the sector in preventing skill shortage to jeopardize delivery of railway infrastructure projects.

Railway Construction Recruitment

The railway industry remains to be home for a lot of engineers from various industries who were seeking shelter. There is an enormous workload that is needed to be done, and which is going to need more skilled staff.

It has a huge growth potential with top talents are always in demand for various roles to maintain and digitalize the industry. Having an electrical engineering and mechanical engineering background is an advantage among any other disciplines with transferable skills. A career in rail has been the most exciting and interesting engineering jobs any highly-skilled workers can get.

A different height of job security, travel benefits, and a lot more decent benefits was guaranteed to every worker. With this, railway engineers are expected to be multi-skilled, with a strong background in engineering and technical support from the production phase to maintenance areas.

Railway construction recruitment has been crucial with the work of recruitment professionals in navigating a quite small labor market yet an ever-evolving employment landscape. Recruiters have been fishing in the same pond. Indeed, railway recruitment is getting harder and the only solution is to improve the industry itself to attract new people into the sector.

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.

Located in the middle of the Pacific and Indian oceans, Australia hospitality boasts of its wonderful beaches. While it booms as a tourist destination, it faces a serious recruitment crisis as a job destination.

The high number of tourists impacts the economic activity of Australia positively. The current growth even outpaced other sectors. Places like Sydney, Melbourne, and Brisbane leads the region with the top attraction of tourists.  Flexible hotel accommodation packages and Australian’s passion for international cuisine play a significant role in the hospitality boom.

International passenger traffic reaches record levels. Annual growth on passenger movements has been consistent at more than 5% over the past five years. Job ad growth reflects the increased business activity within the competitive market.

The Recruitment Crisis

The increase in tourist numbers contributed a lot with the rise in job ads across the hospitality and tourism sector. 123,000 extra workers are foreseen to be needed by the year 2020 for it to survive.

However, hotels and restaurants are failing to attract younger generations who are better versed in working conditions. No one in hospitality can confidently tell that they can find staff. While there is an evident demand, the staff they need are difficult to find. Hence, the supply of well-trained capable workforce is highly-critical.

Skill shortage sprouted as a major threat to Australia hospitality. Hotel, restaurant, and tourism staff are in high demand. Most jobs are full-time, and earnings are categorizable as above-average. The high demand, however, translates to below average unemployment in the sector.

Global Recruitment

19,000 more waiters, 11,700 more bar attendants/ baristas, 15,700 more café/ restaurant managers, and 2200 event organizers are projected to be needed until 2020. This increase in demand has also reflected on their salaries and incentives.

The surge of leisure travelers drives job growth in the Australia hospitality sector and tourism recruiters are expected to expand productivity solutions to provide the sector’s requirement.

Employers are being encouraged to attract the brightest hospitality talents for their establishment. The competition has been tough among industry key players with the increase in demand. With the current enhancement of food and beverage and accommodation experience, businesses are under pressure in the recruitment of hospitality talents. Australian companies must employ foreign workers because they couldn’t find sufficiently qualified Australians.

About one foreigner in 12 Australians was employed by the sector. This signifies why the Australia hospitality heavily relies on global workers. It’s never new where any flourishing dining or hotel establishment in Australia, at the very least, employ an international staff.

Like the Philippines, Australia is home to friendly citizens. So, it is not surprising that its hospitality industry is one of the busiest and most dynamic in terms of job opportunities.

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.

New Zealand engineering is desperately short of skilled professionals across all disciplines while in the middle of the largest infrastructure boom in its history brought by reconstruction efforts after the destruction of major earthquakes.

Billions of dollars have been overpouring into projects due to the two major earthquakes that have destructed most of its largest cities. Engineering firms are finding ways on how to deliver each project in a faster, safer, and cheaper way. But despite all the massive undertakings, enough engineers to man each project were found lacking.

New Zealand engineering firms have been doubling efforts to attract talents. Some of which have even hired non-Kiwi applicants. Even the smallest companies in the industry find it strange to not receive any application from a New Zealand qualified engineer in every job posting they had recently. The good news is, engineers in New Zealand need not be registered by law.

It so happens that local talents are deeply scarce due to snaffling by larger firms and overseas employment or emigration. While local engineers are going out of their own country, talents from abroad were queuing from overseas to get into New Zealand engineering.

Engineering NZ’s statistics reflected that only 7 percent of Kiwi graduates had studied engineering. This shortage eventually leads to New Zealand engineering crisis.

Engineering Recruitment Boom

Apart from the holistic lifestyle within its scenic landscapes, working Down Under also means unique and complex roles that will grow your skills and experiences. The calmness of Kiwi culture attributes a lot to the kind of living any aspiring worker will expect in New Zealand. It is affordable to live in NZ given the great quality of life it can offer.

With a maximum of 40 work hours per week, flexible work arrangements, competitive salary, New Zealand is an ideal country. With a relatively small population, the country has always been seeking workers from overseas to fill skill shortages across many industries.

New Zealand engineering has been booming in recent years. This comes along with the fast growth of the Kiwi economy and the lowest unemployment rate in the developed world.

Skill shortage has given way to the entry of skilled migrants. Engineers, carpenters, joiners and building surveyors are in high demand. These key positions play a pivotal role in shaping the country’s infrastructure landscape.

A number of roles which include civil and structural engineers, highway and transportation planners, water resource engineers, geotechnical engineers, and landfill design engineers are being recruited in various locations across the country.

Structural engineers are in demand to check the safety of existing buildings, while civil engineers will be needed to help in the massive rebuilding. Chemical engineers have remained steady and strong while petroleum engineering showed significant growth with increased activity in oil exploration.

While electrical engineers are the most abundant in the country, it is still not enough to fill in all vacancies.

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.

Women in Oil & Gas Industry

The oil and gas industry is undoubtedly a male-dominated arena. About 85% of its global workforce are males. This industry is known to be notorious for women to establish a stable career path.

It was only when crude prices began to crash when oil and energy executives realized the profitability of hiring and retaining women in the industry.  Globalization has been reshaping gender diversity in the workplace. The focus on female workers is in the works to escalate gender balance and under-representation.


Workforce in Oil & Gas Industry Challenged

More than the diversity problem, this is an industry where racism and sexism have been norms, making recruitment of women a tough job and a challenging work for recruitment agencies.

Gender-related challenges build wide gaps in perception between men and women. When technical and field roles started to open doors for women, scarcity of comfort rooms for ladies arise.  Some women who were sent to gas stations have reported cases being doubted and discriminated by their men counterparts. Women with children exhibited inefficiency in delivering their jobs.

Men and women start equally in this industry, however, it is rare for women to reach the top echelons because of gender barriers that are still existing with companies where gender diversity is not yet a high strategic priority.

In a report by the World Petroleum Council (WPC), only a few women were offered with technical and operating roles that are crucial for them to advance to senior management roles. Their limited presence in technical roles does not account for their lack of ambition to climb the ladder higher but with existing policies that prohibit their career advancement.


Workforce Diversity in Oil & Gas Industry

Yuri Inoue, head of Showa Shell’s legal division, said that it would be difficult for companies to differentiate themselves in the oil industry without emphasizing women’s participation. Diversity is vital for survival. Attracting, retaining, and empowering more women in the industry is relevant to be done.

The future’s demand for shared energy is not attainable by discovering all types of energy source available but by nurturing “diversity of thought,” said Eileen Wilkinson, Vice President for Exploration in MENA at Shell. She added that a company’s longevity could be assured by inspiring more women to enter the industry.

In a survey by Ernst & Young Global Ltd, 615  of 1000 oil and gas professionals agree that gender diversity impacts the financial performance of a company. Gender diversity helps an industry to attain broader perspective which later drives a company’s growth. The industry should start imagining the number of innovative solutions that the joint efforts of male and female oil and gas employees can come up to.

The modern women are very much open to working for the oil and gas industry. Especially in the Philippines, competitive women are at par on the level of technical workers.  Women workforce from third world countries can do the toughest of jobs –  they can multitask, they can think through complex problems, as much as men can do.

The attractiveness of the oil and gas industry could be promoted by making career paths more accommodating to a wider range of jobs up to senior roles.  Work-life balance policies should also be made available and be applied equally to both genders. This effort looks forward to breaking down gender barriers in the status quo. The small percentage of women participating from this sector suggests that there is an evidently big population that are not maximized to make decisions that could create real positive impact on the oil, gas, chemical, and energy industry.

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.

Until recently, I have always viewed the word “customizable” as an extremely positive attribute. In my mind, I used to view customization as a way for the customer to get exactly what he/she wants. After chancing upon a past Gartner Magic Quadrant report, I noticed that being customizable was viewed in a negative light. This caught me off guard as I have always viewed the word in a positive manner. There are obvious factors that accompany something being “customizable,” such as a higher price, that is not appealing or a lower price, but the quality is compromised, but it also got me thinking about the hidden negatives of customizability. Because my information technology background is not as extensive as a developer, I decided to view the situation from a different instance.

I remember a couple of years back when I thought it was the coolest thing in the world to have a custom-made Corvette Stingray. What could go wrong? Matte Black body paint with red and white outline and highlights, Royal-Lip Hyper Black MXR-F Rota equipped with Achilles Radial Tires, Black Metal EVO 8 Engine and a Black Rear Spoiler. It’ll have everything I desire in a sports car. In my mind, I knew what I wanted. I knew what I liked. I knew what looked cool. Right? Wrong. So wrong. I would venture to say that I designed the ugliest Corvette car ever made. It is humorous to think I knew exactly what I wanted, yet in reality, I had no idea what I needed. I think this is true for a typical customer in any setting, and this is another reason that customizability can certainly be negative. Configurability is a different story. A trusted and reliable partner recruitment agency in the Philippines implementing and executing a recruitment campaign that is configurable and easily achieved is like an easy-going person who can fit in with any crowd. Obviously, companies will have basic needs and requirements to fill internal professional vacancies, but a well-planned recruitment campaign executed by a highly effective partner recruitment agency in the Philippines will have a solid base that does not require or necessitate customizability.

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.