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How do I know if someone is an illegal recruiter?

Not all job opportunities should be considered by an OFW, especially if it from an unauthorized person/office.Many Filipinos aspire to work overseas in search for better opportunities to be able to support their families here in the Philippines. Because of this, many of them are enticed when offers of job opportunities abroad come knocking on their doors.But not all job opportunities should be considered and entertained by a prospect employee (OFW). Why? Because some of these job opportunities may have been offered by people and offices who are not authorized to do such, hence, the illegal recruiters. Illegal recruiters are one of the prime suspects victimizing overseas Filipino workers (OFWs)

Here are some tips you must bear in mind to be able to recognize an illegal recruiter:

  • He/She asks the prospect employee to immediately pay for a placement fee without issuing an Official Receipt (OR)
  • He/She promises a prospect employee of his/her immediate departure of the country to work for an employer abroad.
  • He/She asks and requires a prospect employee to undergo a medical examination despite the absence of an official employment contract or foreign employer.
  • He/She does door-to-door recruitment of applicants instead of doing such in a POEA-licensed recruitment office.
  • He/She conceals important matters about the job.
  • He/She entices a prospect employee about direct-hiring and getting the job without proper documentation at the POEA.
  • He/She offers the prospect employee of immediate departure from the Philippines only using a Tourist visa.
  • He/She cannot present an employment contract and working visa ready for the prospect employee.
  • He/She is not registered in POEA as as a licensed recruiter.
  • He/She encourages a prospect applicant to refer and invite friends, relatives or colleagues to apply for a job abroad under him/her or his/her agency.
  • He/She avoids disclosing information about himself/herself such as his name, address and any information that will further identify him.
  • He/She promises a prospect employee that he/she will be processing the documents on the employye’s behald but will give the employee/applicant a fake and void copy of documents.
  • He/She impresses the prospect employee that previous applicants were able to go and work abroad by just using a tourist visa.

The Right Way of Hiring Filipino Workers

It is inevitable that the Philippines is one of the strongest (if not the strongest) overseas manpower generator for employers abroad. Filipino workers are sought-after by foreign employers because of exceptional qualities that other foreign qualified nationals do not possess. Due to this, expect that many Filipinos who find interest in working abroad will grab the opportunity, regardless if it will take some time to process papers and other necessary requirements.

But how do foreign employers hire Filipino workers?

In the Philippines, the system of recruiting a Filipino worker to work abroad usually comes in two forms: hiring through a recruitment agency and hiring through name-hire. The hiring process involves three to four “characters”: the foreign employer, the Philippine Overseas Employment Authority (POEA), a POEA-licensed recruitment agency (not included in the name hire process) and the applicant.To be able to hire a Filipino worker for an overseas job, the following steps must occur:

A foreign employer must find a Philippine recruitment agency that will seek a qualified candidate (applicant) for the job that he/she will offer. The agency that the employer must deal with should be accredited and licensed by POEA.

  1. The foreign employer will then submit all necessary requirements (documents that will prove the need to hire an overseas employee, existence of job/project, among others) to the nearest POLO office for verification purposes.
  2. Upon verification, the employer will submit requirements such as the Job Order/Manpower requirements to the agency where in turn the agency will submit such to the POEA for accreditation.
  3. The agency, will now post a job vacancy advertisement and wait for applicants to submit their resumes.
  4. The agency will collate resumes and curriculum vitaes of qualified applicants and then send it to the employer.
  5. The employer or the agency may conduct exams and interviews (either via personal or online interviews) to assess the applicants suitability for the job.
  6. When a qualified candidate is chosen, he/she is presented with the employment contract, and all other documentations will be prepared (passport, medical exam test and result, NBI/Police Clearance, Birth Certificate, etc.). Fees to be paid for this documents must be shouldered by the applicant. He/She is also required to attend a Pre-Departure Orientation Seminar (PDOS) since the purpose of traveling abroad is for employment. Placement fee may be collected from the applicant by the agency unless he/she is bound to work in countries that prohibits collecting placement fee from the applicant.
  7. The agency, on behalf of the applicant will then submit the documents to POEA together with the payment that covers the recruitment, documentation and placement of worker, such as the POEA processing fee, membership with the Overseas Worker Welfare Administration (OWWA), visa fee and PhilHealth-Medicare contribution (for one year coverage). All these fees are shouldered by the employer.
  8. The POEA will issue an E-receipt upon payment of the fees. The E-receipt serves as the applicant’s POEA travel exit clearance. This attests that your recruitment was proper and your papers are valid. The E-receipt serves as your guarantee that you are covered by government protection and benefits. The E-receipt exempts you from travel tax and airport terminal fee. The applicant needs to present it at the POEA Labor Assistance Center (LAC) and the Bureau of Immigration (BI) counter at the airport before departure.


Golden Faith International Employment Services Co.
Unit A 102-105 LJHenson Building, 494 Soldado St.
Ermita Manila
  • +63 (02) 562 8617

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