The Recruitment Process
MANPOWER POOLING - MOBILIZATION:
Apart from drawing from our databank, in servicing for company requirements, we resort to newspaper advertisements; radio announcements; provincial recruitment and going direct to companies and organizations. A prior notice of 10 – 15 days will be enough for us to line-up suitable applicants in appropriate numbers to cover a requirement.
PRE-SCREENING OF APPLICANTS:
All aspiring applicants are pre-screened by competent staff from the relevant field and in some instances sent to Trade Test Centers to more accurately determine their actual know-how of the position they are applying for. Guidelines from clients such as Qualification/Experience requirements and Job Description are given meticulous attention at this stage.
FINAL SELECTION OF CANDIDATES:
Results of mobilization and pre-screening are relayed
immediately to the Employer for them to decide upon the mode of final selection of candidates.
This could be done in any of the following ways:-
- At LPN’s discretion : When we are tasked with the responsibility to screen and select candidates on behalf of the Employer with the understanding that we will be responsible for the quality of workers we select and deploy. Such candidates will be subjected to a three months probationary period to determine their qualification for the post hired for.
- Through CV : When pre-screened cv’s of potential candidates are forwarded to the Employer for final selection. However, as this process involves a lot of time, we recommend not going for this option unless absolutely unavoidable.
representative(s) will save time in their selection process. We recommend that the representative select more than the required number for each category. For example, if they need four (4) workers for a certain category, they should select at least seven (7). Subsequently, if and when any of the four (4) priority workers fail to take up employment for any reason, the back-up candidates would readily fill up
the requirement, thereby enabling the processing to proceed smoothly and unhampered.
MEDICAL / PSYCHOLOGICAL TEST:
All selected candidates are required to undergo a prescribed medical examination at designated medical centers prior to departure for overseas employment. Medical fitness certifications are valid for fixed periods within which all travel documentation must be completed. Female candidates being hired for single status employment are required to undergo a pregnancy test immediately prior to their date of departure for overseas employment.
WORKER DOCUMENTATION:
Applicants aspiring to find employment through us are requested to provide the following documents so that we may be able to process their applications:
- NBI Clearance (Clearance from the National Bureau of Investigation)
- Passport
- Complete resume along with education & employment certificates
- Six copies of 2x2 colored photographs (recent)
ACCREDITATION OF PRINCIPAL:
In order to recruit manpower from the Philippines through a particular agency, the Principle or Employer is required to be registered (accredited) with the agency at the Philippines Overseas Employment Administration (POEA). In order to process this registration, the Principal is required to provide the following documents:
- Special Power of Attorney (SPA)
- Job Order (JO) / Manpower Request
- Standard Employment Contract
- Copy of Commercial Registration (CR) with English translation
SPA; JO and Employment Contract should be legalized (attested) by the Chamber of Commerce and Ministry of Foreign Affairs of the host country and by the Philippine Embassy / Consulate at the host country.
Upon meeting all requirements stipulated by the POEA, JO Approval is obtained and the worker may be processed for employment abroad.
Here, the selected workers are also provided with "Company Briefing" to orient them on company rules and regulations and package of benefits, technical peculiarities of the demands of the work and its environment and other matters unique to their employment, if any.
PRE-DEPARTURE ORIENTATION SEMINAR:
All selected workers are necessarily made to go through a Pre-Departure Orientation Seminar (PDOS). Such seminars equip the worker with a basic understanding of their employment contract, information on host country profile and orientation on necessary values, customs and attitudes for effective employment abroad.
DEPLOYMENT:
Upon completion of all documentation formalities and processing, the worker is booked for flight and the respective client notified of confirmed flight details through our standard “Notification of Deployment” report.
We make sure that all deployed workers carry with them their individual “hiring-package”, which contains all relevant papers such as employment contract; bio-data; certificates; medical reports; photographs etc., which are required by the Employer to formalize assignment of workers upon arrival.
3. Personal interviews : When only qualified or candidates with potential shall be
lined-up for clients final scrutiny. In this way, the employer or his designated
EMPLOYMENT & VISA PROCESSING:
Based upon the Entry regulations of the country in question, viz., employment visa; NOC or visa upon arrival etc., Overseas Employment Certificate (OEC) is obtained and the worker is ready for departure to worksite.
TICKETING:
Generally, once a worker is found medically fit, JO Approval is obtained and visa documents are in order, we make a PTA (Pre-paid Ticket Advise) and the Employer installs PTA in our favor.
However, at times, in order to cope up with time restraints and/or non-availability of flight reservations, air-tickets may be purchased locally with the prior consent of the Employer when the Employer either provides for funds for the required purchase or remits the same upon invoicing from our end after purchase.