THE RECRUITMENT
CYCLE
Government Documentation and Accreditation
Prior to any actual recruitment
and deployment activities, the client
organization must be recognized ("accredited")
by the Philippine Overseas Employment
Administration (POEA).
Certain documents may
be required by the Philippine Labor Department
to be Authenticated or Certified by the
Ministry of Foreign Affairs or the Chamber
of Commerce and Trade of the host country.
It is imperative that this onetime step
be given the highest priority to avoid
unnecessary delays in actual recruitment
and deployment operations.
To achieve, the following documents must
be submitted: (For NEW Employers/Companies
NOT Accredited with other Recruitment
Agencies in the Philippines)
Photocopy of the Employer's Commercial
or Business Registration (Certified by
the Ministry of Trade of the host country).
A "Special Power Attorney" (SPA)
written on the official stationery (letterhead)
of the employer. (please see attached
copy for reference and must be authenticated
by the Ministry of Chamber of Commerce).
A "Demand Letter or Job Order or
Manpower Request" written on the
official stationery (letterhead) of the
employer. (please see attached copy for
reference).
An "Authority to Withdraw Visas"
together with the Original Visa Receipt
(must be authenticated by the Ministry
of Chamber of Commerce).
A "Contingency Letter" written
on the official stationery (letterhead)
of the employer. (please see attached
copy for reference).
An Employment Contract.
In any case the Employer/company was already
accredited with another agency, an additional
documents are required;
Revocation of Power of Attorney
A "Courtesy Letter" addressed
to the previous Recruitment Agency and
must be faxed to the Philippine Overseas
Employment Administration.
For other categories like, Domestic Helpers,
a complete set of documents can be secured
from the nearest Philippine Consulate
in the city of the host country and for
Family Drivers aside from item numbers
2, 3, 4, 5, an Original copy of the Insurance
policy for the accepted Driver and the
vehicle is required.
Sourcing
This activity begins with the complete
definition of the manpower requirement
of the Employer. It is mandatory to have
the following information at this point:
Demand Letter, Job Order or Manpower Request
- this identifies the categories, number
of workers, compensation package and other
benefits of each worker needed. Should
there be additional requirements in the
future, another job order must be sent
for preprocessing.
Job Description - this describes in detail
the job requirements and minimum qualification
of the candidates for each category of
workers needed.
Compensation Package - this will include
basic salary, food allowance, accommodation
allowance, overtime policy, relocation
benefits, medical benefits, etc.
Employment Terms and Conditions - all
details needed to draw the employment
contract. This will include the contract
duration, probation period, etc.
Depending on the type, number and local
availability of the job categories, we
will draw up a sourcing plan.
This plan may include, advertisement on
print and broadcast media, provincial
recruitment sorties, direct site recruitment,
telesourcing, networking and etc.
We will conduct preliminary screening
to determine broad technical and educational
qualifications, English language proficiency
and work attitude.
The end result of this activity is a short
list of candidates for each job category,
preliminary to the final interview and
selection.
Please note that at this point, no medical
examinations, passporting and trade testing
may be done because of huge expenses involved
in these tests. Philippine law disallows
us to burden applicants with premature
expenditures.
This activity is normally completed within
2 to 4 weeks depending on the volume and degree availability
of workers in each job category.
Documentation of Recruit
At this stage, medical examinations, passporting,
visa application and authentication of
relevant documents will be done.
These documents will be completed within
two (2) weeks.
Final Interview
The employer on its option may send a
representative/s to conduct the final
interview of short-listed candidates.
This activity must be done as soon as
possible to keep the qualified applicants'
interest in the job.
Prior to the representative's arrival,
an interview schedule is prepared and
appointments are confirmed.
Should responsibility for final interview
be assigned to us, complete interview
results, technical evaluations and comprehensive
resumes will be forwarded to clients for
final selection and job offer.
This activity will be completed within
one (1) week.
Job Offer
To formalize the Employer's offer, we
require that a written Job Offer be accomplished
and faxed by the employer to the candidate
under care of the agency.
This offer will be the basis for medical
test, documentation and processing to
start.
To avoid deployment delays, we request
that at this stage a back-up or alternative
candidate be named as well. This back-up
or alternative candidate will be process
instead if the primary candidate fail
in the medical test or for any other reason
fail to be deployed.
This activity must be completed within
one day to one week depending on the volume
and the deliberation process required
to arrive at a decision.
Contract Signing
As soon as the selected candidate passes
the medical examination (and without waiting
for other less problematic steps) we will
require him/her to sign the employment
contract. Necessary documents including
performance/repatriation bonds will be
executed by the candidate to ensure the
commitment of the applicant
that, he/she will not apply to other employers,
he/she will definitely board the airplane
to work site as scheduled, and that he/she
will be penalized should he/she fail without
employers consent.
Visa/NOC Processing
Upon completion of the passport and other
necessary documents, the visa or "No
Objection Certificate" is applied
for.
In certain countries, visas will only
be released upon presentation of an airline
ticket.
Depending on country-specific consular
schedules, this task may be from two (2)
weeks to six (6) weeks.
Deployment
Simultaneous to documentation and processing
activities, ticketing and booking will
be done according to the schedules require
by the employer and employee. In addition,
"Pre-Departure Orientation Seminar"
will be conducted by us. Attendance by
each worker is compulsory.
A written communication about the arrival
details will be sent to the Employer so that the former or
his representative at the airport will welcome the worker.
A written confirmation about the schedule by the employer
will also be required. Normally, this activity is completed
within one (1) to two (2) weeks.
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