In general, to provide all types of workers ranging from unskilled to highly skilled consultants, specialist, and technicians according to specifications set by the Client Employer.
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 Commerce and Trade of the host country. It is imperative that this one time 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)
In any case the Employer/company was already accredited with another agency, an additional documents are required, such as revocation of Special Power of Attorney ie. "Courtesy Letter" addressed to the previous Recruitment Agency and must be faxed to the Philippine Overseas Employrnent administration. For other categories like, Domestic Helpers and all household workers, a complete set of documents can be found and secured from the nearest Philippine Consulate in the city of the host country and in addition to items 2,3,4,5 for Drivers, an Original copy of the Insurance policy for the accepted Driver and the vehicle is required unless the visa category is any other skill not driver
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 vacancies other documents such as letter for additional manpower request rnust be sent for pre processing. Job Description - this describes in detail the job requirements and minimum qualification of the candidates for each category of workers needed (To be sent by fax or email for reference and documentation purposes). 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, nurnber 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, Tele sourcing, networking and on line sourcing etc. We will conduct preliminary screening to determine broad technical and education 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/ prohibits us to burden applicants with premature expenditures.
The employer has the full option to:
Upon completion of the passport and other necessary documents, the visa is applied for stamping if the host country's policy as such in certain countries, educational documents (Diploma, Transcript of Records, Vocational Certificates etc... are to be authenticated by their embassies, depending on country-specific consular schedules.
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 wili 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.
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,
Deployment will be within FOURTY FIVE (45) working days from the time of receipt of visa, authority and employment contract, but it varies with some skilled and professionals whose deployment is dependent on authentication of credentials such as license, trade test for professionalism, school records etc. "Period of delivery for all jobs may be less than the above mentioned but not assurance however it should not exceed it". Ary other categories will be dependent on the skill needed and will be subject to understanding and agreement between the 2 parties before sending the visa.
The Agency shall replace any terminated contract of worker found to be unacceptable to the EMPLOYER, provided that: the Recruitment and Selection of the worker were undertaken exclusively by the Agency without the participation of the Employer. Note that if the Employer's Representative made the final selection, then that constitutes participation. The ground for termination of the worker's contract is due to any of the following:
We cordially welcome you as our new yet dear client and we would be greatly honored should you allow us to add your good name to the list of our respected clients.