Empowering Women in the Kingdom of Men

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.

Challenges

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.

Diversity

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.

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Ethical Recruitment and The Triple Bottom Line – Partner

Partner

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. The first blog emphasized the importance of “People.”  Here’s an in-depth look at how fairness and ethical practice benefits recruitment agencies themselves, which serves as “Partner,” both for the People and for the last corner of this pyramid- the Principal.

Partner or recruitment agencies play the crucial role of facilitating labor mobility by matching People to the Principal and vice versa. A good recruitment firm impacts the people and their communities (https://rensol.com/ethical-recruitment-agencies-people/) and their clients, but how does a recruitment firm win in an industry where zero placement fee is a minority in the competitive field?

Recruitment agencies have to generate profits yet the motive of having too much of it is the root of evil in the industry. Many resort to unethical practices of excessive fee charging – one month’s worth of the worker’s salary is acceptable as a placement fee under the Philippine law. Anything over that is considered illegal. Unfortunately, practices such as this where the partner has more initial gain are more patronized by a larger base of clients because of cheaper costs and impelled to be accepted as a norm.

Unethical practice can make a company gain big by deploying workers with a lesser incentive to a decent employer or deploying decent workers to an abusive employer.

Above the advocacy of protecting the rights of expatriates and client companies in every service agreement signed, recruitment agencies, being the powerful sector in the migration process, are expected to position themselves as ethical duty bearers for all the stakeholders involved. Ethical recruitment has many facets but the cornerstone of it, as it was broadly used, is the non-fee charging scheme to workers.

Approximately 9 out of 1,500 recruitment partners in the Philippines don’t charge placement fees from their workers. The advocacy of ethical business practices is in the works to level the competitive field fairly and to limit unethical companies from making billions of dollars out of illegal profits.

Even if the Philippine labor laws allow collecting of placement fee, few recruitment agencies took the initiative to apply the “employer pays model,” even if this might not be appealing to the Principal sector because of higher costs, believing that this is the ethical way of doing this business.

The Employer Pays Principle reflects the “Dhaka Principles for Migration with Dignity” that states that no worker should pay for a job. This principle has been widely adopted by many companies across varying range of industries in the world.

Here are the corresponding impacts of this ethical practice to Partner agencies:

Build and preserve company brand and reputation as an ethical company. Ethical business is a smart business while an unethical one is damaging to the industry’s image. By offering zero placement fee, consumers can be given a choice not to deal with unethical ones. Ensuring ethics in all the activities of the agency enforces a strong brand reputation. Recruitment processes essentially reflect brand communication and flaws in it may risk brand perception and may seriously impact customer satisfaction.

Gain trust and boost company’s market value. Global brands are very much keen with reputational concerns as this will surely affect the public opinion against them. This builds stronger client relationships and even increase the number of “repeat” customers. Coincidentally, these led to building lasting relationships with Principals.

Marketing Advantage. Zero placement fee is also a marketing advantage in talent attraction. Being ethical is attractive in all its sense. Being honest with all the processes builds trust and brand loyalty from your target market. Respect for the dignity of every worker and safeguarding their human rights give them security. Establishing a positive jobseeker morale brings higher efficiency in their respective job sites. Their successes significantly bounce back to recruitment agencies.

Ethical recruitment differentiates themselves in the market. This helps them gain a competitive advantage over their competitors in the industry. Zero placement fee is a compliance to the International Labor Organization (ILO) General Principles and Operation Guidelines for Fair Recruitment. Apart from being a CSR initiative, ethical recruitment is a human rights principle reflected in the international law. Abiding such is an indicator of a company’s competitiveness in the market as a global industry.

Ethical practice lessens the risk for recruitment firms from losing their business. In an industry where illegal recruitment and human trafficking have been a threat that ruins the image of the industry, ethical recruitment is the future in the works. This also entitles an agency for a distinct relationship with the government being a decent provider of jobs to the competitive workforce. This helps them avoid facing legal liabilities, civil, and criminal litigation, and prior administrative penalties.

The ethical practice has been a fueling agent for small-medium recruitment firms to be the fastest- growing in the industry. Good reputation and customer satisfaction are the ultimate “win-win” for a recruitment agency with ethical practices. Ethics maintains their high corporate standards and their commitment to social responsibility where real profits rebound to the partner agency.

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.

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Humanness: The Greatest Asset of The Brick and Mortar Stores in the Retail Industry

People in Retail Industry

A physical storage vs. the Cloud, paperback vs. e-book, manual vs. automatic – the battle between digital and traditional continues and has now reached even the low-profile walls of the retail industry.

The 21st-century retail, as always, runs on the art of persuading people to purchase products. However, in recent years, there’s been a gradual transition from the traditional brick and mortar stores to the modern e-tailing business. This has left many consumers, old and new, wondering whether to stick to the tried and tested path or jump on the bandwagon of the latest trends.

The rivalry between the two is growing in the recent years. The capacity of the physical stores to survive against the digital competition was questioned. This issue has risen because of the fast retail shifting; together with the positive sales growth forecasts in business studies for online stores.

On the other hand, there were a lot of researches which showed that most of the consumers still choose to go to supermarkets and other physical store outlets. These results might have given the traditional owners some good news, but still, it cannot change the fact that online stores have been perceived to be reigning in the retail industry because of its accessibility anytime, anywhere. Furthermore, people choose to buy in front of their monitors due to the convenience it offers – saving time and ease of shopping (less crowd, no long lines at the cashier’s deck), plus the impulse buying prevention, which the traditional stores cannot deliver.

Statista, an online statistic, market research and business intelligence portal stated in one of their reports, that there are an estimated 1.66 billion online consumers worldwide in the year 2017 alone, and these numbers have nowhere to go, but up. With billions of busy people opting to patronize online stores due to time constraints, who would not wonder how would the bricks go against the clicks?

Greatest Competitive Advantage of brick and mortar stores – Humanness

In this technological age, the traditional retail stores manage to exist and compete with the e-tailing through the “human feel” that it provides to its customers. This claim is supported by the scientific fact that people are more satisfied and encouraged to buy when they tend to touch and feel the product – helps them to make the purchasing decision. In addition, a survey conducted by Timetrade resulted in a positive 85% response – stating that consumers still prefer purchasing through physical stores over electronic retailing platforms. It further states that more customers prefer to buy at the stores itself with the state of humanness; that is when a storekeeper personally assists them to make a purchase. This serves as the advantage of the brick and mortar retailers against the e-tailers’.

Retail Industry

How can the traditional stores keep up?

There is no way to escape the fact – that sooner or later, the stores that do not have the capability to invest in different retail platforms will evaporate. The only option they have is to innovate, which means, they need to spend rational and financial resources to both physical and online stores. Thus, every brick and mortar retailer must start practicing the power of integration – the combined use of digital platforms and traditional retail methods. This integration will surely take time since the business owners have to learn how to capitalize on both retail channels. While the journey towards this integration is on the process, the ultimate asset of these businesses remains to be their people – people who have the social and intellectual skills, and people who know how to value customer experience.

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The struggle is real in finding good candidates who can assist you with your promise to fulfilling customers satisfaction, while you’re doing the job on preparing to adopt the omnichannel strategy. Hence, manpower providers, like us, exist to help you solve that challenge.

Our years of experience built our expertise to provide businesses with the right workforce to deliver humanness to your customers. Let Rensol support your business!

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.

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5 Major Reasons Why We Advocate Zero Placement Fee

Rensol Advocary

While the Philippine Overseas Employment Administration (POEA) allows recruitment agencies from charging placement fees from candidates, 9 out of 2,000 firms oppose the tide as an ethical practice to serve Filipinos.

Even if the no-placement-fee system may cause indifference to some foreign clients because of the inevitable higher cost, these agencies brave to pursue ethical recruitment with integrity in mind assuring that this is the way of fulfilling everyone’s goal for success.

Here are the main reasons why “zero placement fee” is the future of the Philippine staffing and recruitment industry:

  1. Technical Skills minus Financial Capacity equals High Ethical Corporate Standards

Skills over money

Workers should be selected and screened based on their technical skills and qualifications rather than their ability to pay placement fees to get endorsed for a job. No placement fee allows the partner recruitment agency to only factor out candidates based on their capabilities and experience, and not their financial ability to pay to get a job.

Employers who shoulder the cost of recruitment of workers abroad can be assured to receive a more ethical recruitment process from their partner agency. Paying this on behalf of their future employees give them the leverage to choose what kind of workers they need. They can also be insured with due diligence from their strategic manpower partner. They can be guaranteed that recruiters will work for the client’s best interest by not putting poor candidates just for the sake of extra commissions.

  1. Magnet to Best-Performing Candidates

Rensol Ethical Recruitment - No Placement Fee

The “no placement fee” tag on recruitment advertisements is an effective tool for talent attraction. Most qualified and experienced candidates are wise enough not to patron agencies which will just make money out of them.

While there is no doubt, availability of candidates in the Philippines, one would also have to understand that opportunities are being presented to them left and right.  The common factor among the most successful recruitment agencies is their unwavering policy of not passing on the cost of the recruitment and processing on the candidates. If a candidate is presented 5 opportunities, and 2 of them are for companies who are professional and will not allow their agent nor their companies to burden the candidate any cost, the said 2 opportunities will be the one that the candidate will surely focus on.  

Predominantly, the promise of ethical recruitment is the main selling point of each job order.

  1. Avoidance of Exploitation of Skilled Workers

No to Worker Exploitation

Some recruitment agencies tend to charge high recruitment fees. This practice is already categorizable as illegal recruitment and is already an exploitation to their vulnerability even before they arrive at their job destination. In cases of maltreatment and abuses, migrant workers are subjected to “forced labor” when they find no way out of their job because of the debt bondage they had incurred to attain it.

Additionally, a worker not charged with a placement fee is in a better position to contribute effectively to the job he signed up for because he no longer needs to worry about loans to pay. The Institute for Human Rights and Business attested that “zero placement fee” will surely fortify the company with better workers. This scheme guarantees every worker’s financial wellness, which will, in turn, maintain their happiness and productivity at work. (Read more: https://rensol.com/ethical-recruitment-agencies-people/)

  1. The Philippine Government Encourages Fair RecruitmentPOEA
    With many reports on abuses and financial ruins to families of OFWs because of placement fees, government’s efforts to minimize victimization to exorbitant fees and fraudulent recruitment by means of overcharging was given the highest penalty under the law.
  1. A Commitment to Social Responsibility

Rensol's Corporate Social Responsibility

The reputation and integrity of an employer is measured by how committed they are with their public service to provide opportunities that the less privileged, yet globally-competitive ones could afford. Coca-Cola, Hewlett-Packard Enterprise, IKEA, and Unilever are some of the employers that believe they should pay on behalf of their hired workers.

Anel Grup, a global Mechanical Electrical Plumbing company in the Middle East and Renaissance Heavy Industries, the construction branch of Ronesans Holdings – is a leading construction, oil, gas and power generation company in the Commonwealth of Independent States also promote the fact that shouldering the service fee of workers is a long-term investment and an element for their successes.

The report from IHRB reflected that zero placement fee works effectively for starting companies but for the case of Rensol Recruitment, this has been the aromatic scent, the word of mouth, and the integrity that makes these small companies, the fastest-growing in the industry.

 

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.

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I Wish Dealing with the Philippine Government is Easy

Dealing with Philippine Government

I had an eye-opening touch base meeting with the HR Director of a well-known hotel in Doha, Qatar yesterday. She was telling me how pleased she is with Rensol. Saying that we are worlds apart different from all the other recruitment agencies they’ve connected with as we are quick on our toes and really do the extra mile. She was also expressing her excitement in employing additional Filipino workers as their management is aware of the professionalism and good work ethic of Filipinos in the hospitality industry. Her compliments came in one after the other until she turned 360 degrees when she expressed her regret that they are postponing their immediate plans of hiring Filipino hospitality workers. Their reason is simple. They do not want to deal with all the complexities of the Philippine government.

On our previous blog we discussed that ethical recruitment would still exist even without the Philippine Overseas Employment Administration (POEA) or any other regulating body because love and compassion are innate in all human beings and protecting each other from situations of high risk would be a normal occurrence. However, injustice, like compassion, is also a normal happenstance in our society. Hence, the actual need for a governing body upholding standards and regulations to ensure that the right thing is done all the time. Compliance with the Philippine government, or specifically, in this case, the POEA, is difficult, to say the least. Scanning through pages of blocked text, trying to interpret only the information that is really needed and understanding Philippine labor laws really are arduous tasks for any foreign employer especially if it’s their first time.

I was not surprised at all when my hospitality prospect pronounced their desire to “postpone” their recruitment amidst all the positive experiences they had with us even when we are still in the preliminary stages of the process as I myself is aware of the backbreaking measures foreign employers take when hiring desired Filipino workers, regardless of the position and industry. From accomplishing a detailed Manpower Request Letter to various types of Affidavit of Undertaking – depending on the territory, to dealing with two government entities that need to verify and accredit the job order respectively. Managing corporate objectives and making sure that the right thing is implemented on each accreditation document and each step of the recruitment process can really be taxing. And it makes the process even more daunting and chaotic if you’re doing it alone.

Shaking hands

Co-operation, in evolution, is defined as, “the process where 2 or more organisms work or act together for common or mutual benefits.” By applying this method in the international recruitment space, once a foreign principal commissions a partner recruitment agency in the Philippines, both should expect full co-operation from one another. Connections shouldn’t just be limited to the firm finding a quasi-qualified candidate for the open position and then get paid for their service. More than a hand from beginning to end, a true co-operation transcends costs and the boundaries of what is stated in the contract.

Explaining this to my prospect plus assuring their management that Rensol Recruitment will be more than just their representative in the Philippines, rather a partner in all its professional sense. I enrolled her and her team to lift the planned suspension and proceed with the recruitment.

Adhering to Philippine labor laws is indeed hard – and that’s a fact. No one can bend and bypass how stringent POEA is with regards to their regulations especially now that President Rodrigo Duterte is in close watch of deploying Filipinos abroad for professional purposes. What foreign employers can do is pick the right reliable recruitment partner that will carry over their vision and values and will act as a shock absorber to soften the hard blows of interacting with the local government.

We can all wish, pray and hope that dealing with the POLO and POEA when recruiting quality manpower in the Philippines will be as easy as reciting the alphabet. However, we can’t really hold on to the uncertain. What’s certain is that there are a select few partner recruitment agencies in the Philippines that are willing to act as a cushion and go above and beyond just for you to realize your employment needs.

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For more information on how to conduct a successful 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.

 

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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 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.

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8 Reasons Why Filipino Healthcare Professionals Stand Out Globally

Healthcare Professionals

Being in the healthcare and medical profession is an act of kindness – may it be a physician, a dentist or a nurse, anyone can expect that they will only offer care to those who are in need. With caring comes a helping hand and a loving heart, willing to commit time and effort. It miraculously heals a tired body and a burdened spirit. It eases the job of looking over someone, simply because the desire and enthusiasm to help come from within.

To care requires passion in what you do; this translates to the values which Filipinos intrinsically possess. It makes them stand out among other nationalities which continuously win over employers all over the world. To date, there is close to a million Filipino medical professionals across the globe.

Here are the 8 primary reasons why Filipino Healthcare Professionals are in demand all over the world.

 

  1. Excellent English speaking professionals. The Philippines is on the 5th place of the “Top 10 English Speaking Countries in the World 2017”.  This is one of the main reasons why Filipino healthcare professionals are loved and are thriving abroad. Employers are not having a hard time communicating with them.

 

  1. Naturally compassionate people. As they grew in an environment where it is natural to extend kindness to other people; Filipino healthcare professionals have been known to be one of the most caring workers ever. They know how to empathize; therefore they understand how to approach and address their patient’s needs. It’s the reason why they are easily loved and trusted.

 

  1. Adaptable. Filipinos in the medical industry fit in different workplaces because they are in an automatic “professional mode” when they’re set to work, meaning they always thrive to adjust to their surroundings. They don’t give their workmates a hard time coping up, instead, they do extend the effort to fit in.

 

  1. Optimistic. Born with faith, they never lose hope in any circumstances. When others perceive the situation impossible, they will always find ways to turn it possible, and eventually do great!

 

  1. On-the-Go. “Yes, I’m ready!”, this is the fighting spirit you’d always get from Filipinos, in general. They get into the job with initiative, the presence of mind, and diligence. Limits will not stop a Filipino from doing it. You will rarely hear them say “no.”

 

  1. Enthusiastic. Filipinos offer a lively vibe on their workplace, which they also pass on to their patients. They are loved because their free spirit influences the mood of the toxic hospital environment. They remain fueled and happy to serve no matter what.

 

  1. Passionate. This is one of the remarkable assets of Filipinos in the healthcare industry. They get into the job and do it, not only with the hand that works but also with the mind and heart which ensures that love and quality of work are provided. This passion shows to their actions and communicates through their words.

 

  1. Committed. As Filipinos, they were trained to give total focus on their goals; they take a good grip on it and never let go. As they concentrate and pour out all their passion in the job they love, they also spend emotions in it, therefore making them attached to their duties. Commitment for Filipinos is equal to integrity.

With the mind that critically thinks, with the ear that attentively listens, with the eyes that keenly observes, and with the heart that completely feels, Filipino healthcare professionals bring healthcare institutions services and customer experience into a higher level.

For more information on how to conduct a healthcare specific 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.

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The Heart in Harmony: Would Ethical Recruitment Exist without POEA?

group

The Philippine Overseas Employment Administration or POEA is the government agency, which is responsible for optimizing the benefits of the country’s overseas employment program.

Created in 1982 through Executive Order 797 to promote and to monitor the overseas employment of Filipino workers. In 1987, through Executive Order 247, POEA was reorganized to include the following expanded functions:

  1. To respond to changing markets and economic condition; and
  2. to strengthen the workers’ protection and regulatory components of the overseas employment program.

POEA is also the lead government agency tasked to monitor and supervise all recruitment agencies in the Philippines.

Now I wonder, if the Philippine Overseas Employment Administration (POEA) does not exist dealing out fines and revocation for non-compliance, would ethical recruitment exist?

In my opinion, yes, ethical recruitment would still exist without standards and fines from a regulating body. Governance, risk management, and compliance are all in our nature. Often, people believe living creatures tend to have a basic selfishness that steers all their decisions. This may be partially true, but what most overlook is our heart full of compassion that is also at the base of all human beings.

DNA Culture

We have a part of our brain, the anterior insular cortex, which allows us to feel empathy. When we see someone endure pain, emotional or physical, we can practically feel the same pain and experience a sense of compassion for that person. With that said, it is in our DNA to try to protect ourselves and each other from situations of high risk.

The story of a Pack of Deer: Scientists did a study on a pack of deer to discover what factors drive their decision-making when choosing when and where to drink water. The timing of when to go to the watering hole and the location of the watering hole was the basic decisions that had to be made. If they left too early, there was a chance the nourishment would not last long enough, but if they went too late, some of the weaker deer might get dehydrated. The location of the watering hole had to be considered as well, because if it was too far, then there was a bigger chance of encountering a predator or leaving stragglers behind.

flock of deer

What the scientists found was extremely interesting and relatable to humans as well as the risk management & compliance in recruitment. You would think that the big, leader buck would make the final decision. Instead, what happened was, multiple deer would point in a direction of a watering hole at certain times; but the herd did not leave until 51 percent of the deer pointed in the same direction. It was as if the deer were voting and considering all risk and danger involved until the majority agreed on a final decision. Only then did they make a move to a watering hole. Deer, obviously, do not have regulations or standards to abide by, but this just shows that species tend to have a way of governing, managing risk, and complying with group decisions that best fit the entire community.

Therefore, I think it is just part of the evolution of our beings to create the risk management and compliance space. We have the natural tendency to manage risk in our everyday situations and decisions. As we evolve, we strive to make things easier for ourselves, and this is where ethical recruitment comes in to play.

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Please regularly visit our website resources for the latest Rensol News and up to date recruitment and human resource insights –https://rensol.com/blog/

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.

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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.

 

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Workplace Diversity: Biggest Criteria Impacting Recruitment and Workforce Performance in the New Age

As business environments, markets, and trends keep evolving, companies are coping up and adapting to changes through a multitude of strategies in talent sourcing. According to Glassdoor, 67% of job seekers consider diversity as a factor when looking for work. Competition forces innovation and having a global impact is a big advantage.

Internally reinforcing a company’s workforce through cultural diversity is now a common strategy. As businesses deal with global clients, the probability that they will be dealing with someone who also practices diversity within their company is high. This practice is slowly becoming a requirement rather than a competitive advantage.

Globalization having the biggest impact in this movement, recruitment agencies in the Philippines are now in demand as companies are now turning to implementing a more diverse workplace as it is proven to increase productivity, creativity, and opportunities to do business. Not only is this good for the performance of the business but it also affects the image of the company as it shows an openness to do potential business with other companies of other countries.

(https://business.linkedin.com/talent-solutions/blog/trends-and-research/2018/4-trends-shaping-the-future-of-hiring)

Whether a company started its foundation building a diverse workplace, or a company just starting to venture into diversity, there are numerous benefits of having a multi-cultural workplace; such workplaces will thrive in a healthy environment and will enable any business to better meet the needs of different markets, as it to widen the international scope of your operations and give better ideas and strategies from the perception of people from different cultures.

 

  • Skills & Experience

    A workplace of different cultures and different skillsets unique to each such as language and market knowledge that is working to attain the same goal will be a powerful force in any company; crossover of skills to better fit the position and optimize the performance of that position by acquiring an expat is a common practice for companies optimizing their workforce.

 

  • Productivity & Creativity

    Innovative ideas will start from people of different origins as their experiences and uniqueness will play a big factor in brainstorming, as their concepts will pass through one unique person to another resulting to an output that will better solve a problem than the traditional means. This being said, it will also affect productivity as there are more skills the company has access to, wherein certain roles can perform better from a different perspective; being able to use every strength and to make them collaborate with each other will produce better results.

 

  • Positive Reputation

Reputation affects multiple areas of a company. Diversity welcomes job seekers to be drawn to a company practicing a nondiscriminatory recruitment process; not only will the company acquire new talent but will raise its employee retention due to morale and motivation of the workforce.

Not only will reputation affect potential talent but also clients, as clients are more attracted to businesses that have a workforce that includes their fellow nationals. It will be easier to engage with clients of different cultures, as language barriers and comradery will be factors whether a deal is achieved or not.

***

Rensol Inc., a POEA licensed agency, has been advocating this campaign since 1999 by influencing and promoting this movement through their service. They focus and partner with companies that are implementing or open to implementing diversity in their workplace, as it is beneficial for both parties where their candidates are happy and are willing to stay longer with such a company. This is important as Rensol believes in finding the right people for the right positions at the right place.

What sets Rensol apart from other recruitment agencies in the Philippines, is that their methods of service allow them to better assess quality by constantly keeping in touch with their candidates and clients even after deployment. Diverse workplaces will always be a good potential for growth and relationships with the company.

Rensol will always be willing to work with companies who welcome the diversity of their people. Together, let’s combine the uniqueness of each individual to create a healthier, more beautiful and more productive workplace.

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Reference:
https://business.linkedin.com/talent-solutions/blog/trends-and-research/2018/4-trends-shaping-the-future-of-hiring
http://smallbusiness.chron.com/advantages-workplace-diversity-3032.html
http://www.multiculturaladvantage.com/recruit/diversity/diversity-in-the-workplace-benefits-challenges-solutions.asp
https://global-lt.com/advantages-cultural-diversity-workplace/
https://theundercoverrecruiter.com/benefits-diversity-workplace/
http://smallbusiness.chron.com/advantages-diverse-workforce-18780.html
https://www.huffingtonpost.com/diana-rodriguezzaba/10-ways-workplace-diversi_b_13520528.html

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.

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