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.

xxx

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.

Talk to us now!

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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How Hotels Can Cope Up with the Airbnb Generation Through Information Outsourcing

Sharing services like Airbnb and Uber are disruptive innovations.

In a study conducted by a researcher from the Research Centre at The Netherlands, the emergence of the sharing economy may have been favorable for most of today’s consumers but affected industries consider these advancements as enemies to economic growth.  These unintendedly push for the demise of its traditional counterparts (Oskam, 2016).

Only a few have initiated to reinvent themselves to play along with the game their modern competitor has been winning. As per hotels, Airbnb is not just an enemy but is the technology they still have to adapt.

The Hurting Impact

Airbnb is now regarded by the Business Insider as the largest hotel chain without owning a single hotel since its conception in 2008. This platform has been doing the old things by trying the new ways. The utilization of digital technology and social media in the marketplace provided a holistic user experience with regards to consumer choices.

It has been inconclusive if Airbnb really caused the deflating hotel bookings, but the ballooning industry of Airbnb is undeniable in its own extent. Apart from moving people to spaces away from establishments, their recent campaign on “living like a local” was embraced by millennial travelers. Airbnb has also established their online reputation system where previous guests can leave a rating and review.

Intimate and Personal

At the very least, learn from your toughest competitor.

Personalizing the experience like has been the trend among generation renters, the millennials. However, hotels need staff who they can talk to 24/7 and to be accountable for their whole hotel experience.

Information outsourcing equips industries with the kind of technology to supplement this need. Apart from better quality of personalized services, hotels will also have access to in-house advertising campaigns and marketing designs, alongside. Technology workers could also provide hotels with specified programs and apps, organize their logistics, and even manage their internal processes. Recruiting highly-skilled staff of solutions team is not as risky as partnering with outsourcing companies yet as cost-effective as it will upgrade your services a lot to a whole new level. (Read more: https://rensol.com/hospitality-industry-recruitment/)

Equipped with your own technology department, you can now easily outsource direct services such as laundry, cleaning, restaurant, janitorial, and even emergency issues. It can also scope reservations, technical support, customer care, airport transfers, and a lot more. This may also include add-on services such as access to airline bookings, travel agents, tourism offices, public transport, or car rentals.

The Philippines, which is a hotspot for information technology talents, has deployed over a million workers to aid in various industries to different parts of the world (Read more: https://rensol.com/fill-local-employment-retail-hospitality-industries/). The hospitality industry has been shifting to higher degrees of process automation. Recruitment of technology talents in hospitality would be a great leap to take the game to your advantage and to reclaim the territory back to its rightful owner.

Reference:

Airbnb: the future of networked hospitality businesses by Jeroen Oskam, 2016 (https://www.emeraldinsight.com/doi/full/10.1108/JTF-11-2015-0048)

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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Will My Nursing Career Improve by Being Multilingual?

Your bilingual capacity can heighten your competitiveness in your nursing career!

The ability to read, write, and speak a second language is a skill which is desired in virtually every career.  It is very much true especially if you’re aiming to get a job in an international based company. Competition is real!

This also applies in the healthcare industry; wherein multilingual nurses are a critical necessity to having a successful career.

Is English good enough? Obviously, English is the native language of countries like the United Kingdom and the United States, but that doesn’t mean that every resident is an English speaker.  These two populations taken together form less than 5% of the world’s population.

The answer is often…No!

In England and USA there are still many residents and visitors that speak Punjabi, Urdu, Bengali, Gujarati, Arabic, French, Chinese, Portuguese, sign language, and more. In the Middle East, it is Arabic while Germany and Austria opening their healthcare opportunities to Asian populations, nurses eyeing to work there are required to learn and be certified in German. These people will at some point or another need healthcare services. This is where the value of being a bilingual nurse really comes in. This is just one of the many advantages you will have as a nurse that speaks multiple languages.

It is increasingly necessary for nurses to learn a second language; a few additional benefits are:

 

#1 POTENTIAL JOB OPPORTUNITIES 

There are over thousands of hospitals in the UK – and many of those serve cities with high immigrant populations. Those hospitals need healthcare providers that can communicate with patients who only speak other languages. This means greatly improved job prospects for your nursing career, more chances of getting hired. Moreover, German and Austrian opportunities are opening up to hire healthcare Filipino candidates; therefore, requirement to build German language skills is increasingly important.

 

#2 THE ABILITY TO HELP DIVERSE GROUPS OF PEOPLE


Being a multilingual nursing professional can help you reach out to diverse people.

Most people go into nursing because they recognize the fact that they gain great satisfaction in helping others. Being a bilingual nurse gives you the opportunity to help an even more diverse range of patients.

You could help patients be able to comfortably communicate their thoughts to you. Remember that a single information in conveying a symptom of an illness is of huge help to know whether a patient needs a simple or a major treatment. In this case, being a nurse that can effectively communicate the local language of the country he serves could really beat this simple yet necessary international barrier – Communication!

Start saving other people and yourself!

Start saving yourself a sure place in the healthcare industry by trying to invest to language seminars or trainings. You will not just help yourself, you will also have more impact on different people’s lives. It is not just about communication, it is about the impact you can offer when you have the necessary skills to communicate.

xxx

Our world is becoming more diverse and interconnected each day. With that in mind, being a bilingual (or even better, multilingual) nurse is a huge advantage. The ability to speak multiple languages makes your nursing skills more valuable and marketable and helps increase patient outcomes and safety.

Have you encountered scenarios where bilingual nurses saved the day? Or have you found yourself out of zone, unable to communicate to a patient? Do let us know by leaving your comments below!

References:
https://msnonline.arizona.edu/resources/articles/3-benefits-of-being-bilingual-in-the-nursing-field/

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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High Employee Turnover as a Silent Construction Manpower Crisis

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

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

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

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

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

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

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

 

The Cost of Turnover

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

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

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

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

 

Effective Recruitment and Employee Retention

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

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

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

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

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

Seasoned recruiters will always have an eye for star performers. Learn more of our best practices in talent acquisition and let us collaborate to achieve your business goals.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

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Key to Ultimate Patient Satisfaction: Kind and Compassionate Healthcare Professionals

Everyone intrinsically longs for the feeling of home, where he can feel that he is cared for. This translates to the need of the patients to be attended by healthcare professionals who have genuine kindness and compassion in caring for other people.

There’s no denying that pulling off processes and technological innovations to provide quality services to patients are vital factors in improving health conditions and in achieving patient satisfaction; but healthcare providers need not to overlook the importance of human elements to healthcare.

A scientific literature review by Stanford University and Dignity Health has shown that healthcare services which were delivered with kindness and compassion have resulted to positive health improvements among patients (e.g. reduced pain, reduced anxiety, shorter hospital stays, etc.). It was also found that it helps build a good relationship between the patient and the medical personnel that ultimately leads to accurate sharing of information and proper diagnosis and treatment. This review is just one of the many studies that affirm that love, care and kindness plays a hand in the rehabilitation and improvement of health patients.

Moreover, Dr. James Dotty, founder and director of Stanford University School of Medicine’s Center for Compassion and Altruism Research and Education said that when healthcare is delivered with kindness and compassion, it has a significantly greater effect than when it is given in a dispassionate fashion that assumes that human connection has no benefit.

Rensol Recruitment have its database and network resources rich with “care givers” who have the mind and the heart, especially in the Filipino populace of healthcare professionals.

International healthcare recruitment significantly drives the demand for Filipino nurses and other health professionals to different parts of the world. The Filipino brand of healthcare has been widely- known as innately gentle and respectful in approach. Apparently, healthcare decisions made by the working Filipino were highly- influenced by their religion, their family, and their home.

Filipinos, in a research study, showed strong faith, strong family ties, and strong aspiration to lift their family to financial abundance. This goes to show how they are inclined to take care of the sick, most especially the elderly.

There’s no denying that kindness and compassion is not everyone’s thing, and it for sure, cannot be mandated, that is why it’s important to have healthcare professionals who innately possesses these values. Healthcare professionals who will take good care of others even nobody is watching. Healthcare professionals who will be more than happy to offer what they can even if they are tired and stressed. Healthcare professionals who have the intelligence to apply the right treatment and the heart to make his/her patient smile.

“‘Cure sometimes, treat often, and comfort always.’”

– Hippocrates

For more information on how to conduct a healthcare recruitment campaign with above and beyond end to end assistance in the Philippines, please connect with the Business Development Team at solutions@rensol.com. We will be ready to sit down with you and understand your concerns and configure a complete 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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I Can Go The Distance – A Valentine Special

There are the plane engines that are heard revving from afar. Families escorting their loved ones towards the departure area with the already saddened vibe. People, busy scurrying around, settling their own matters and last farewells. Parents, already missing their sons and daughters, and children, already crying for they know that dad or mom will go away for a while.

The hardest goodbye will always be that one:

That one last sniff of their familiar scent.
That one last comforting embrace.
That one last glance into the already heavyhearted eyes.

The usual scene in Filipino airports as they wave them goodbye…

“Love transcends boundaries. Make the pain of being far away worth every waking day.”

Sometimes life forces Filipinos to leave behind those who matter to them so that they can make them experience the best that the world can provide. They are driven to conquer the unforgiving arena of the professional world overseas not because of fake patriotism and a pure, selfish want of a more, but because they dream of a better life for those they hold most dear. Filipinos work, enduring the coldness of the biting loneliness, missing the warmth of everyone’s homely embrace and radiant laughter, because they have to. Their families depend on these modern heroes. Life is already hard – and working far away, even harder.

Filipinos are the best universal employees not only because of their world-competent skillset, not only because of their adaptability in whichever field, and not only because they are humble, friendly, and jolly people on and off work. They are the best workers that the world has ever seen because they do everything with love as their greatest motivational core. Love drives their passion for hard work. They push the boundary of what was only conceived to be the limits of what a person can do because something propels and inspires them to be the best version of what they can be for their families, out there, in the working world. Filipinos are the best workers in the world for they aspire not only for their own growth and success but for their families’ prosperity as well. One’s success is a whole’s triumph.

Filipino workers are putting great strain on their hearts and minds when they leave those who matter to them in search of a greener pasture, for that great pursuit of a better life. That is why they must choose a reliable and trustworthy recruitment firm that will help them reach that dream. On the other hand, foreign employers who gambles their business’ futures whenever they import workers abroad would want to set their eyes on engaging and employing only the best people for their available professional opportunities and that makes choosing the right recruitment service, to help them find the perfect manpower that matches their preferences and inclinations. This is of great significance for both sides – to find a good quality recruitment firm that genuinely cares for everyone’s well-being.

That is where Rensol Recruitment and Consulting comes in – they aim to bridge the gap between those that are seeking entrepreneurial success and those who can be instrumental to that success.

Their brand of recruitment is committed to the idea that their client’s best interests are of paramount importance. They dedicate their everyday operations towards reaching the clients’ set standards and placing the right man for the specific task with no shortcuts and no foolery. Their passion in meeting the clientele’s needs outweighs any other objective, any other goal. Rensol’s critical sorting process finds and tailors the right Filipino worker for the job. Placing the ones with the most effective skillset as required by their client database with varying lines of business across continents is what they do best. They handle everything from recruitment planning up to post deployment for they care about those who choose to trust their recruitment services. And in this business, trust and reliability will help you go a long way in landing success in your respective businesses.

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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How Filipinos Stabilize the Talent Imbalance in the Global Hospitality Industry

The demand for hospitality services has grown bigger as millennials, the wanderlust generation, conquered one-third of the world’s hotel guests and may reach 50 percent by 2020. Meanwhile, this increase in the global consumer trend hasn’t corresponded with the level of competency of the hospitality workforce. In a report by the Food Service Consultants Society International (FCSI), hospitality, despite being a people industry, unfortunately, lacks the right people for the right skill set.

 

Crisis on Human Capital

Talent imbalance is the lack of candidates, lack of experience, or the lack of skills or technical capabilities among candidates. Tagged as a crisis on human capital, it has become one of the biggest challenges facing the recruitment of hospitality talents.

This problem was associated with recruitment professionals to the relatively low career attractiveness of this industry. This roots from the usual remote geographical locations of travel hotspots, the stereotyping for being an industry for low skilled workers with low compensation, demanding working hours, gender-biased vacancies, and zero career growth.

With this, the escalation on hard-to-fill vacancies lead to poor customer service, increase costs in hospitality service, and worse, decreasing profits. This acute impact impelled many companies to employ candidates with little experience to no qualifications at all.

 

Traditional Hospitality at its Best

The international hospitality industry has been long suffering from an under-skilled labor force based on FCSI’s Taste of Society 2020 Report. The struggle of matching talent’s competitiveness to the necessity of the current market has been a crisis being ignored.

Many companies, including the government, invested most of their resources to infrastructure to enrich tourism, however, they have downplayed the need for human capital that will arise from such upgrades. Some resorted to automation and other technological advancements to cover up lack of manpower, but at the end of the day, traditional hospitality is still unsurpassed.

A people industry highly-depends on quality people to efficiently provide a quality service. This industry should realize that manpower is not an additional cost but an investment to improve your package. Your company should not just be a tourist destination, but a talent destination, as well.

 

Strategic Hospitality Recruitment

Talent imbalances were anticipated to elevate the need for global talents. Various developments in tourism had generated millions of jobs and the challenge of filling it with the most qualified talents has been competitive, too. Hospitality recruitment agencies should be strategic in employing approaches geared towards talent attraction.

The Philippines, specifically, is one of the World’s top source of globally-competitive workers. Hospitality is an innate value among Filipinos and the industry dedicated to it is something these people are already passionate about. That is why Fortune 500 companies have Filipinos in their top choices for skilled professionals. Their brand of hospitality is innate and world-famous.

Rensol believes that world-class recruitment practices and innovative approaches in talent acquisition will significantly help your company to address talent imbalances in your workplace and to essentially attract the best candidate for your vacancies.

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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Selling Your Retail Business to Star Performers – Millennials

It was formerly discussed in a previous blog post: https://rensol.com/fill-local-employment-retail-hospitality-industries/) how the retail and hospitality industries are struggling  with the generational shift to MENA millennials and how potential partner recruitment agencies in the Philippines like Rensol Recruitment can contribute strategically in supplying the world’s increasing demand on retail and hospitality workforce to abridge our local employment gap.

Provided here are practical ideas on understanding millennial behaviors and what impact this generation will cause your company. Millennials turn out to be the biggest slice of the workforce now, and coincidentally, the dominant portion of consumers and shoppers, too. Millennials are taking over the workplace of their parents. And apparently, you can’t just hire them the way you hired their parents before.

Why does the retail industry need more millennials in their businesses and how can they be effective in catering the demands of today’s market?

In a previous survey by LinkedIn on Millennial Job Switching concluded at the end of 2016, this major generation is drifting away from retail to pursue growing industries like technology and healthcare. Seemingly observed, retail jobs were perceived as mere entry-level professions, yet very demanding.

Well, enticing millennials to enter this industry may have been as tough as appealing to millennials to shop in your store.

 

Understanding the Generation Y

They are not kids anymore. Millennials were in the range of ages 20 – 35 this year. While media treats them like spoiled kids to be babysitted, they weren’t anymore. They have already grown up to mature kiddos. Most of them have already acquired a degree in college and have prepared enough to land their first job.

They are stereotyped as being entitled and self- centered. Many executives are deeply concerned too about them being uncommitted and lacking loyalty. But there are more about millennials that they should be considered, rather than doubted and underestimated.

Unlike previous generations, they were fascinated by a lot of things apart from money. So, if your venture brags an undeniably high compensation, you can’t still have a millennial unless he/she is passionate about doing the job being offered.

They will never sacrifice the quality of their life for a career they will never enjoy. It is common for this generation to take a long time applying for a job, not just for being selective, but by being extra careful on what path to grab. Life is short, you only live once, says their mantra.

They will yearn for flexible work arrangements and practically, work-life balance is one of their highest priorities. They get stressed with competition, they could work more effectively with a rather collaborative environment.

It has been a new trend among recruitment and human resource sites to update their packages and reinvent their strategies just to attract them to apply. Apart from being fastidious and demanding, they are inherently skeptical of what is being offered. The struggle in recruiting millennials, specifically in the retail industry, is real. This significantly leads to the ballooning of hard – to – fill jobs in related industries.

 

Why Hire Millennials

They dominantly own this generation and there are a lot of reasons why we need to maximize them in the competition.

Fresh practices and perspectives. Accept it, some traditional practices are not working as effectively as before. Industries have changed and are continually changing. The only way to get along with the fast-paced environment is to employ the younger generation. They aren’t immature for it, they are equipped to revolutionize your business.

Exhilarating energy. This energy doesn’t only exude from their youth, it has been driven by their passion to endeavor new things for the betterment of the company. The force and effort they can dedicate can push your company significantly forward.

Tech-savvy. Technology has been a part of the many facets of millennial lifestyle. They are abreast with the newest trends, as well as the complexities of social media. They can effectively take advantage of this new stuff in all your business processes.

Familiarity with the current market. Shoppers and consumers, as well as your viable business partners, are getting younger. Your future goldmines may have been just their friends and related acquaintances within their circle of influence.

Attracting Star-Performing Millennials

There is no denying how your retail business badly needs a millennial. This is not just a mere trend but a necessity to keep surviving and competing.

Be on social media. They will surely rely their future endeavor beyond the tip of their fingertips within the comfort of their smartphones.  You must be creative to catch their distracted attention span. You must communicate a fitting message for millennial candidates.

Make the recruitment process a personalized experience for every candidate. Provide them an overview of how their life would be like in your company. Make it more personal and intimate as possible. Break stereotypical interview and hiring processes especially for them.

Listen to them and let their voices be heard. Millennials are expressive, and they need to voice out whatever they have in mind. It might not be usual for executives to refrain from talking, but at the very least, have some time to listen.

Know their expectations. Basically, millennials were hunting for work environments which cares about them. Apart from thinking what your retail company can offer for them, be earnest in knowing what they wanted to have from you as an employer.

Perks not pay. Millennials don’t really care that much about the compensation you will offer them, no matter how big it is. They are more attracted with the perks and benefits of working with you. These perks are not necessarily medical, insurance, or sickness benefits, but the many privileges that they can have if they will join your team. This may include awards, rewards, or incentives that you can provide to pay off their good performance. Apparently, they crave for recognition or feedback.

To attract millennials to join your team, your retail company must be something someone will be happy and satisfied to work with. Your workplace should be found as a great place to work. It must be desirable enough to train and retain these young talents.

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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