Tag Archive for: International Recruitment

RENSOL RECRUITMENT RECOGNIZED AS A WHITELIST RECRUITMENT AGENCY: DRIVING SUCCESS IN KUWAIT DEPLOYMENT

Rensol Recruitment and Consulting, Inc. has once again demonstrated its unwavering commitment to ethical recruitment practices by earning recognition as a Whitelist Recruitment Agency in Kuwait. This acknowledgment solidifies Rensol’s reputation as one of the most reliable agencies for Overseas Filipino Workers (OFWs), ensuring successful deployment and fostering trust among clients, workers, and industry stakeholders.

A Testament to Excellence

Being part of the whitelist highlights Rensol’s dedication to maintaining the highest standards in labor practices and ethical recruitment principles. This recognition signifies that Rensol complies with stringent regulations, prioritizing worker protection and client satisfaction. It positions the agency as a trusted partner in facilitating safe and legitimate employment for OFWs, particularly in Kuwait.

Proven Track Record

To date, Rensol has deployed more than 100 OFWs to Kuwait, including positions such as optometrists and skilled workers, in partnership with responsible and honorable employers. These deployments underscore the agency’s capability to connect highly qualified Filipino professionals with reputable companies abroad.

Why Work in Kuwait?

Rensol encourages OFWs to explore the opportunities available in Kuwait, a country renowned for its competitive salaries, tax-free income, and ample prospects for career growth. Employers in Kuwait offer attractive compensation packages and generous benefits, particularly for highly skilled workers. The country continues to experience a high demand for professionals in industries such as healthcare, construction, and hospitality, ensuring stable job opportunities for OFWs.

Kuwait’s international workforce also fosters a culturally diverse and welcoming environment, allowing workers to engage with people from various backgrounds. Additionally, with no personal income tax and relatively low living costs, OFWs can save a significant portion of their earnings. To further ensure their welfare, Kuwait enforces labor laws designed to protect foreign workers’ rights and provide a safe and secure working environment.

A Commitment to Ethical Recruitment

The whitelisting and blacklisting system of recruitment agencies, both local and foreign, is a vital measure to safeguard the welfare of OFWs. It acts as a guide for employers and workers to identify agencies that strictly adhere to ethical standards and labor laws.

Rensol’s inclusion in the whitelist reflects its unyielding commitment to fostering responsible recruitment practices and ensuring a seamless experience for both workers and clients.

Building a Brighter Future

With this recognition, Rensol continues to pave the way for successful deployments while building trust and confidence in the recruitment process. The agency remains steadfast in its mission to provide opportunities for Filipino workers abroad and to uphold the values of integrity, transparency, and professionalism.

By maintaining its status as a Whitelist Recruitment Agency, Rensol Recruitment and Consulting, Inc. strengthens its promise to be a partner in uplifting the lives of OFWs and their families, one deployment at a time.

Be part of our success story! Apply now and let Rensol Recruitment and Consulting, Inc. help you achieve your dreams of working abroad.

Visit our Facebook page to view the Job Openings

https://www.facebook.com/RensolRecruitment?mibextid=ZbWKwL

Connect us at:

solutions@rensol.com

contact@rensol.com

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‘’Strengthening Ties: Rensol Recruitment and Al Mawarid Manpower Solutions Company Forge a Dynamic Alliance for Prosperous Opportunities Abroad’’

In a significant milestone for the Filipino migrant workforce, Mr. Riyadh Ibrahim Alromizan, the Chairman of CCRC and the CEO of Al Mawarid Manpower Solutions Company, recently paid a visit to Rensol Recruitment and Consulting, Inc. The warm reception by Mr. Arnold Mamaclay, the Chairman of Rensol Recruitment and Consulting, Inc., set the tone for a meeting that delved deep into the vision for Filipino migrant workers and the promising future that lies ahead.

The meeting was not merely a handshake; it was a convergence of minds committed to the welfare and progress of Filipino workers seeking opportunities abroad. The focus of the discussion revolved around establishing a stronger connection between the two entities and building a mission that would provide job opportunities bound for Saudi Arabia.

Al Mawarid Manpower Solutions Company, a mighty employer under the umbrella of Rensol, specializes in volume recruitment and plays a pivotal role in offering opportunities for every Filipino aspiring to work abroad. Rensol Recruitment and Consulting, Inc., a staunch advocate of ethical recruitment practices, has been a driving force behind the dreams of countless individuals to seek employment overseas.

One standout feature of this partnership is the commitment to facilitating the journey of Filipino migrant workers without burdening them with exorbitant fees. Thanks to the collaborative efforts of Rensol and Al Mawarid, Filipino workers can now fly to other countries without incurring any fees, ensuring that the path to better opportunities remains open to all.

As Mr. Mamaclay emphasized, “Our aim is not just to provide jobs but to empower lives and enable dreams. We believe that every Filipino has the right to explore opportunities beyond borders, and with partners like Al Mawarid Manpower Solutions Company, we are making this vision a reality.”

This partnership signals more than just a business deal; it signifies the continuous development of a robust and ethical business relationship. The two entities have pledged to work hand in hand, guaranteeing the rights of every migrant worker and actively preventing any issues that may arise during the recruitment and employment process.

As the collaboration unfolds, it becomes clear that this partnership is more than a meeting of two companies; it’s a union of visions, a pact to elevate the lives of Filipino migrant workers, and a promise to create a better, more ethical recruitment landscape for the future.

Forge a transformative partnership with us:

Message us at

arnold@rensol.com

solutions@rensol.com

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”Ethical and Efficiency Unite: Rensol Recruitment and Al Mawarid Manpower Solutions Company Employer’s Interview Matching Dreams with Job Opportunities Abroad”

In the world of overseas employment, finding an agency that not only provides promising job opportunities but also upholds ethical recruitment practices is akin to discovering a hidden gem. Fortunately, for aspiring Cleaners and Restaurant workers seeking job opportunities abroad, Rensol Recruitment and Consulting, Inc. is that hidden gem.

On September 19 and 22, 2023, Rensol Recruitment and Consulting, Inc. hosted an employer’s interview for Al Mawarid Manpower Solutions Company. The primary goal was to match qualified Cleaners and Restaurant workers with promising job opportunities abroad. The results of this interview were nothing short of impressive. The recent employer’s interview bound for the Kingdom of Saudi Arabia serves as a shining example of what ethical recruitment and a swift process can achieve.

All the selected candidates from the recent employer’s interview underwent their medical examinations on September 26 and 29, 2023. This rapid turnaround time showcases Rensol’s commitment to expeditious document processing and an end-to-end recruitment process.

Al Mawarid Manpower Solutions Company was not just pleased; they were delighted with the pool of qualified candidates presented by Rensol Recruitment and Consulting, Inc. A total of 49 Qualified Cleaners and 78 Qualified Restaurant Workers. Overall, there are 127 qualified candidates in the recent two-day employer interview.  The agency’s dedication to thorough screening and rigorous candidate selection ensured that only the best candidates made it through the process.

Moreover, the employers were equally satisfied with the high level of service they received from Rensol. The agency’s dedication to its clients extends beyond the recruitment phase, providing continuous support and assistance to both employers and candidates.

One of the standout features of Rensol Recruitment and Consulting, Inc. is its commitment to ethical recruitment. In an industry where applicants are often burdened with excessive fees, Rensol bucks the trend by not collecting any fees from its applicants. This commitment to financial transparency ensures that job seekers can pursue their dreams without worrying about hidden costs or exploitation.

Furthermore, Rensol promotes a fast-paced recruitment process that not only benefits the applicants but also the employers. This emphasis on speed without compromising quality is a testament to their dedication to efficiency and effectiveness.

If you wish to experience Rensol’s excellent recruitment service,

Connect with us at solutions@rensol.com | arnold@rensol.com

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STRONGER TOGETHER: RENSOL AND SANKYU WORKING TOGETHER TOWARD LONG-TERM BUSINESS GOALS

A collaboration of the two dedicated businesses, Rensol & Sankyu leads to a transparent pathway toward highly attainable goals. Rensol creates a real roadmap that will directly focus on clear and compelling long-term goals.

Sankyu team headed by Mr. Horiguchi, performed a courtesy visit at the Rensol Recruitment and Consulting, Inc. to formally discuss essential business matters such as recruitment processes and deployment procedures.

The Rensol Recruitment Team; Mr. Arnold Mamaclay – President, Ms. Ciara Joy Pili – Operations Manager, and Ms. Anileen Angoring – Senior Recruitment Manager gave a heartily welcome to the renowned client, Sankyu.

Rensol and Sankyu worked together to acquire the best practices in sustaining being one of the global players in the industry. Stronger together, Rensol and Sankyu unite as one to attain long-term business goals. The two companies embarked upon much-awaited bigger projects.

The two businesses that share the common principle of putting people first provide exceptional motivation to migrant workers.  Rensol Recruitment and Sankyu value the importance of recognizing the efforts and commendable performance of every OFW.

Indeed, the heart of the business is its people, and the soul is its purpose. The compassionate leaders of the Rensol Recruitment and Sankyu dare to inspire and maintain the purpose of supporting one another in rising to the top.

Let us grow together!

Contact us at arnold@rensol.com

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

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Ethical Recruitment and the Triple Bottom Line – Principal

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. It was established in the first two installments of this series how ethical recruitment mutually benefits People and Partner (agencies). The last sector, on the other hand, shoulders the high cost of ethical recruitment. Is it beneficial for a foreign Principal to invest in manpower agencies with high standards of ethics considering the cost? To cap off this series, here is how ethical policies could be beneficial in the last corner of the triple bottom line, the Principal.

 

Investment to Human Capital 

Ethical recruitment is an investment to human capital, which is the most precious asset of a company and the most critical first step to tap the unnoticed potential. “The workforce is the primary way to drive revenue,” says Scott Pollak, a principal at PwC’s Saratoga practice. Ethics in recruitment will set the company apart in any industry. He added that having an ethical acquisition of the right people, at the right time, and at the right price will surely position themselves to a sustainable competitive advantage.

Cost-effective

Even if ethical recruitment costs higher than placement fee-charging agencies, this protects the principal from the much damaging cost of resignation, retraining, and recruitment. Ethical manpower agency is legally contracted by the government to assist the Principal in the recruiting and hiring process. Even with a higher cost of investing to ethical recruitment, this ensures the company with better quality of candidates.

Compliance with Legislation and Regulation

Being ethical equates to being legal. Dealing with ethical recruitment agencies can make companies less likely run into legal difficulties. Compliance with national, international, and local laws can reduce potential costs of fines and sanctions and other damages in terms of resources, time, brand image, and even customer/employee loyalty. Long-range damage to reputation is even more costly than legal fines.

Better Business

Commitment to integrity, honesty, and sustainability can essentially create a better business. A company built along ethical lines is rewarding and is most likely to survive financial pressures year by year. Having honest and transparent processes and policies for all workers could ensure the efficient optimization of human resources. Ethical reputation can also benefit the company by attracting investment capital effectively.

Survival and Profitability

A study by The Business Roundtable reported that ethics and a strong corporate culture are “vital strategic key to survival and profitability.” Apparently, many studies have proven how values and practices of ethics in recruitment have been correlated to financial performance. The corporate commitment of a company to ethics let them do better financially. It was also reported that in a span of six months, unethical behavior in a corporate setting could easily pull-down stock prices.

Confidence and Peace of Mind

Working with a reputable manpower agency guarantees a Principal with a good deal out of every recruitment agreement. Ethical consultancy firms work hard to line up only the best candidates for every vacancy. Being ethical assures Principal with a rigorous screening process that will lead them to hire only the best candidates who have the right qualifications and most fitting capabilities.

The end goal of ethical recruitment is to achieve a win-win scenario where expatriates are less vulnerable to exploitation while making employers less vulnerable to reputational damage.

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 Rensol Resolves Subtle Gender Discrimination Case for an Oil Company: A Case Study

Case Study - Oil Company

Client Problem: An employer in Turkmenistan worries about receiving complaints of subtle discrimination incidents among female oil employees to various project sites

  • Female employees from various oil fields complain of alleged discrimination in the workplace from men co-workers and even branch managers.
  • Discrimination incidents already caused the filing of resignation from some female employees from across many branches.

Rensol’s Solution: Disciplinary Action; Equality Policies; Prioritize Deployment of Highly-Skilled Female Workers to Boost Women Participation

  • As a consultant, Rensol recommends that complaints should all be taken seriously. Disciplinary action against workers involved should be imposed accordingly.
  • Impose equality policies among workers.
  • Rensol advises priority on the deployment of women to increase the diversity of workers and to promote gender equality.

It was tackled in a previous blog post that the oil and gas industry has a bad reputation as a workplace for women. The male-dominated industry was home to cases of discrimination and sexism that make attraction and retention of female workers difficult for human resource managers.

Case in Point: A Greasy Situation in an Oil Company

The senior management of an oil company in Turkmenistan worries upon receiving bulk complaints of alleged discrimination and sexism among women employees. Cases vary from inequality, favoritism, and even cat-calling.

Apparently, in every oil kiosk they have, there was only one female employee at most, in a minimum of 8 female employees per branch. The employers were doubting if they can still retain women employees as reprimanding discrimination would hurt most of their manpower, but ignoring it would surely affect their reputation.

The oil company consults Rensol Recruitment & Consulting on how they can eradicate discrimination in all their job sites.

Rensol Intervention: Responsible Reprimand and Women Empowerment

With the established expertise in the industry of talent management, Rensol can solve the gender imbalance in the oil company.

Rensol recommends imposing disciplinary action to workers concerned as addressing each incident will signify their ethical commitment that discrimination must have no room in their organization. Forgiving men and firing women will never solve the gender discrimination issue in their company but will even make them vicariously liable for the actions of their employees. Every complaint should be taken seriously. Disciplining employees by imposing reprimand will position their company to an image of integrity, that is important to keep their reputation good and sound for talent attraction and for customer satisfaction, as well.

Policy on equal opportunities should also be imposed and every employee should have read and understood that policy. Strict implementation and supervision should be set to monitor that every demand of both genders is met.

To further empower women in the workplace, Rensol advised that recruitment of female employees be a part of their priority to equalize diversity in every branch. Even with low career attractiveness, Rensol was able to source female candidates whose level of technical capabilities and qualification is at par with their male counterparts.

Recruitment of female workers has been proactive and had generated good feedbacks from job seekers from the Philippines who are seemingly attracted to the brave effort of the company to prioritize women as workers for the job ruled by men.

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 Rensol Came To Rescue a Steel Factory in the Middle East Flocked with Unfit Workers: A Case Study

Case Study - Oil Company

Client Problem: Steel Factory in Qatar Discovered their Partner Recruitment Agency to Supply them with Workers who Fail the Required Medical Exam

  • Client notices that accidents became frequent with the deployment of foreign workers in his factory.
  • The steel factory in Qatar finds out that the bulk of candidates deployed by a recruitment agency from the Philippines failed their medical exam and are unfit to work.
  • The said Philippine recruitment agency allegedly fakes the medical status of their workers despite the safety risks in a factory workplace.

Rensol’s Solution: Assist in Revocation of Former Partner Agency to POEA, Expedite Process to Replace Incompatible Workers with Fit-to-Work Workers

  • The steel factory sought the help of Rensol to solve the health and safety hazard of retaining unfit workers.
  • Rensol advised to disconnect with the former recruitment agency and assisted with the revocation process as faking medical status is a serious violation of the Revised Rules and Regulations on overseas recruitment imposed by POEA.
  • Due to the urgent need to fill in the large gap on vacated position, Rensol executed a contingency plan in accreditation and recruitment process in the fastest, yet more ethical way.

High standards of physical fitness are vital in a factory workplace with all those rotating equipment and heavy machinery one may be exposed to. Apparently, accident-proneness of a worker is correlated to one’s fitness for the job. With all the hazards, a worker’s technical skills and medical fitness are necessary factors during staff recruitment to an unsafe environment.

Apart from the danger that this pose to their health and their co-workers’, the cost of an accident to the company, even with the worker’s own negligence, is financially hurting and practically troubling to the factory’s operation.

That’s why the pre-employment medical examination is one of the important requisite before a worker’s deployment to the job site. Assurance from an accredited clinic that the worker is fit enough to work is the final go signal for a recruitment agency to pursue one’s application. The medical result is a significant determinant of a candidate’s effectiveness in the workplace, as well as his compatibility to survive the harshest of the conditions.

Case on Point: A Steel Factory Flocked with Unfit Workers

After a month of deployment of a bulk of Filipino workers to a steel company in Qatar, the management complained of the number of accidents happening each day despite the specialized skill training, strict supervision, and safety policies being imposed. Each accident cost them a lot. Apart from the financial assistance they provide, impediment of processes caused serious harm to their operations.

The owner finally decided to reevaluate their medical status as he suspected that their negligence and proneness to accident might be caused by something their company may not have control.

After evaluation, more than half of the newly-deployed employees failed the medical exam. Some workers were found to be obese, diabetic, anemic, and high-blood, while a big slice even has liver and lung diseases. Some are even over-age to their prescribed age during recruitment. The client company got back to the responsible recruitment agency, but the latter insisted that they could no longer do something about it since they were already deployed and have been working for a month in their factory. They insisted the legitimacy of their medical certificate and the contract they were bound to follow.

To lessen safety issues and possible legal complications in case of serious accidents that may possibly happen with the kind of workers they have, the client company seek an agency from the country to assist in resolving their dilemma.

Rensol’s Intermediation and Emergency Substitution

The client company sought the help of another recruitment agency to aid this serious human resource problem. When the case was presented before Rensol, it was made under study and it was concluded that the company was misled by their former partner recruiters when the bulk of deployed employees were confirmed to be unfit to work even before their deployment.

Under investigation, their medical exam was forced to be conducted in an unaccredited clinic by the Gulf Cooperation Council-(GCC) Accredited Medical Clinics Association (GAMCA). Papers of their medical results even suggested that some details were forged and manipulated. Rensol was easy to conclude that this is a clear ground for revocation due to non-compliance with the rules and regulations set by the Philippine Overseas Employment Administration (POEA).

Rensol reported the incident to POEA and the partnership of the two were soon dissolved. Unfit workers, whose lives may just be put in danger with the hazardous environment of a steel manufacturing, were subjected to repatriation.

Because of the immediate need to fill in the large gap of vacated slots, the client company decided to affiliate with Rensol to replace the ill agency and to continue the disrupted partnership to aid in their manpower needs.

With Rensol’s proven track record in the easy, convenient, and fast processing of accreditation documents and their sound relationship with the government, the process was expedited, and recruitment was even started earlier than expected.

The first batch of deployment of legitimately fit-to-work workers was made successful in a short span of time.  With Rensol’s strict compliance with the Rules and Regulations on recruitment processes provided by POEA, the steel company was able to equip its manpower with highly-competitive and qualified workers and medically fit ones that can survive the inevitable health hazards.

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 President is In: Rensol Recruitment’s 2018 Middle East Business Trip

Middle East Business Trip

Manila, Philippines – March 11, 2018 – Rensol Recruitment & Consulting’s Country Manager and President leaves for a month-long business trip to the Middle East primarily to visit and strengthen their relationship with long-standing clients and ensure that Filipino worker rights are being upheld.

From the Philippines to Abu Dhabi and Dubai, United Arab Emirates to Ankara and Istanbul, Turkey to Doha, Qatar – is the official path of Rensol’s President and Country Manager, Mr. Arnold Mamaclay as he sets foot in the Middle East. The trip will last from March 11 to April 9, 2018.

Additionally, the trip is anchored to check on Rensol’s newest branch located in Damac Smart Heights, Dubai and to meet business prospects to widen and enrich their partnerships.

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Objective #1: Visit Rensol’s Partners to Strengthen Relationships

To achieve long-term relationships, Rensol maintains good rapport with their existing clients, thus their President visited some of their biggest partners in the Construction and Retail Manufacturing industries such as Anel Emirates (Abu Dhabi), Anel MEP (Qatar), Anel Group (Turkey), Al Samadi Trading LLC (Dubai), and United Masters Electromechanical (Dubai) to check if there were any concerns with the recruitment services that Rensol has provided. Mamaclay also conducted an orientation on the Exit Process Compliance (based on the Philippine law) to all mentioned partners.

Anel GrupRensol with, From L-R: Anel Mep, United Masters Electromechanical (UME) and Anel Emirates

 

Objective #2: Ascertain that the deployed workers in the Middle East are in good condition.

Rensol prioritizes the welfare of their deployed workers because Rensol values them. They’re a vital part of their growth and they are considered as one of their key success contributors. With this, Mamaclay made sure that they were included in his Middle East trip schedule. He dropped by the Anel MEP, Anel Emirates, and UME offices to personally see, eat, and talk with Filipino workers to know their current situations at their respective job sites.

Filipino Workers

       Mr. Arnold Mamaclay with some of the workers at Anel Abu Dhabi

 

Filipino Workers

  Mr. Arnold Mamaclay with some of the workers at Anel Abu Dhabi

 

Moreover, as part of reassuring that their workers are all properly treated, Mr. Arnold Mamaclay made sure that he meets with the POLO Offices in the three territories.

 

POEA Abu Dhabi

               Mr. Arnold Mamaclay meets POLO Abu Dhabi Officers

            President/Country Manager with POLO Dubai Officers

 

Objective #3: Meet Prospect Clients

There were a lot of new opportunities on the Middle East trip where the President found lots of businesses in need of manpower support; he, therefore, grabbed the opportunity to help them. The prospects whom he was able to visit were Emirates Steel, The Landmark Group, The Industrial Group, Gulermark, Exotic Colors General Trading LLC, Autohaus, Green Energy Consultancy, and Abeer Medical Group.

 

The Industrial GroupRensol’s Country Manager, Mr. Arnold Mamaclay with, From L-R: STFA Executives, Abeer UAE Executives, and CEMEX Executives

 

Objective #4: Evaluate the Youngest Rensol Office in UAE.

As a unified company, Rensol Executives wanted to make sure that their youngest branch in U.A.E. is growing well. They have reviewed the alignment of their objectives and values to ensure that everything was set towards their common goals. Part of the visit was, of course, to gather for their celebration of success.

Overall, the UAE and Turkey visits were a success. Mamaclay is currently pursuing the same agenda in Qatar. As he comes back, expect that more job opportunities will set to open as Rensol builds the number of their partners.

Rensol has started good this 2018. As they move towards the midyear, everyone can expect things to get even better.

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.

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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 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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