JOED Ancheta International Manpower Co.
RECRUITMENT & SELECTION
Recruitment of workers for overseas placement is premised on a POEA approved accreditation of the foreign employer in a specified country of destination or job site and to pertinent laws governing the recruitment of land based workers.
1.
Conduct Pre-Employment Orientation Seminar
A pre-employment briefing shall be conducted to ensure that the applicants have been briefed on the pros and cons of working overseas. Applicants should have an in depth understanding on the processes they have to undergo prior to acceptance of overseas jobs. Understanding on legal and safe migration is a paramount objective on the orientation.
3.
Interview and testingof applicants
The testing and interview will be on per schedule basis. Such activities shall be done only within the facilities of the POEA-registered address. However, depending on the volume and need of the foreign employer as well as the availability of the needed skill in the company’s pool, the company may resort to outside recruitment subject to POEA regulation on sourcing and recruitment outside the registered address of the agency as mentioned above.
The company may employ various psychological and trade test exams sourced from a license entity or testing centers.
5.
Selection of Workers
After determining fitness and readiness, the workers shall be advised immediately. Signing of individual contract of employment follows. Prior to the signing of the contract, the worker must have been thoroughly apprised of the provision of his/her contract. It is the policy of JAIMC to explain to the worker about the contract and the worker himself must have fully read and understood it.
7.
Fees and Payment
As much as possible, JAIMC will not be collecting the allowed placement fee if principal will bear all the incurred expenses through services fees. However, it is understood that selected applicants may only be charged a placement fee equivalent to a month’s salary as regulated by POEA. Other expenses for clearances, medical examination, passport and the like shall be shouldered by the applicants.
2.
Sourcing and Screening
Collating and accepting credentials of possible applicants shall be based on the demand for skills and required number of positions, per POEA approved job orders. The number of applicants must provide the employer or designated recruitment officer the options for their selection. Keeping in mind the job prospects of the business partners overseas, a manpower pooling of applicants must then be established. Immediate job vacancies may be met through print and broadcast ads; the social media; provincial recruitment activities; job fairs and other reliable networking facilities.
4.
Training Requirements
If and when necessary, training of applicants shall be coordinated with TESDA and other authorized institutions.
6.
Post/Host Country Requirements
Additional host country requirement such as employment visas/work permit of selected applicants shall be worked out in close coordination with the foreign employer concerned.