marketing recruitment agency

The majority of the Filipino workforce dreamed of working abroad.? That is why many Filipinos are giving up a lot of their resources or assets just to work abroad.? However many are also taking advantage of aspiring Overseas Filipinos Workers (OFW) and trying to make a quick buck from them.

This article will explain how aspiring Overseas Filipino Workers can avoid illegal recruitment and saved their money from being handed over to the wrong people.

1. Apply only to recruitment agencies that are licensed or accredited by the Philippine Overseas Employment Administration (POEA).? Not all recruitment agencies in the Philippines are allowed to deploy Filipinos abroad, a recruitment agency needs to comply with the requirements set by the POEA such as the escrow account, business licenses, etc.???

2.? Deal only with licensed agencies with valid job orders. ?????

3. Conduct business only with persons who is an authorized representative of a licensed agency.? One of the policy of POEA for the licensed recruitment agency is for them to register their employees with the POEA. ??

4.? Transact business within the registered address of the agency. Whenever recruitment is conducted in the province, check if the agency has a provincial recruitment authority.??????

5.? Pay not more than the allowed placement fee. It should be equivalent to one month salary, exclusive of documentation and processing costs.????

6.? Do not pay any placement fee unless you have a valid employment contract and an official receipt.? The official receipt will serve as an evidence just in case the OFW wishes to file a case against the Philippine Recruitment Agency.

7.?? Do not be enticed by ads or brochures requiring you to reply to unknown address such as a Post Office (P.O.) Box.? Furthermore do not enclose or send payment for processing of papers to an unverified person or entity.

8.?? Do not deal with training centers and travel agencies, which promise overseas employment.? Take note that travel agencies and training centers are not allowed to recruit aspiring Overseas Filipino Workers (OFW).???

9.?? Do not accept a tourist visa.?

10.? Don’t deal with fixers.

Remembering these points on how an aspiring Overseas Filipino Worker (OFW) can avoid illegal recruitment can save the jobseeker’s hard earned money from persons taking advantage of the jobseeker’s endeavor in working abroad.

By: James Montealegre

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The relationship between a job seeking candidate and their recruitment agency is an important partnership that should benefit both sides.

Plainly, the agency depends upon successful placements and satisfied customers and clients, both employers and candidates, for its continued business survival. In this context some go for volume, but the specialist recruitment agencies, for example those supplying top level PAs, put a great deal of effort into building good relationships.

They try to make candidates feel welcome and get to know them, their aspirations and their skills.

Candidates have a big part to play in building a good relationship. This involves firstly being honest about their strengths and weaknesses and realistic about their level of competence and the kinds of jobs they can fill.

In the beginning the preparations a candidate needs to make for their first meeting with the agency are much the same as they are when preparing a job application or for an interview.

If making the initial contact by e-mail the candidate should follow up with a phone call to arrange a meeting. However, it is easier to make a good first impression by telephone and preparation for introducing themselves is essential.

The call should be planned and should include having a brief overview of themselves and why the agent might find them a suitable candidate. A list of skills and experience can then be given but it is equally important to show interest in the agency and its approach so have some questions prepared such as the kinds of jobs the agency recruits for, and the level and experience of the candidates they are seeking.

The candidate of course, wants to know whether the agency they are considering are professional and able to find the kind of position they are looking for. If calling the agency after seeing a particular position advertised they should make sure that they have the skills and experience to be a suitable candidate.

At the first meeting, the recruiter and candidate are getting to know each other. It is about respect and about listening on both sides.

Hopefully the agency representative should start by putting the new candidate at their ease, although it is an interview and should be prepared for in the same way. That means turning up on time, smartly and appropriately dressed and with a ready prepared CV, even if the agency requires the information it contains to be entered in its own registration forms.

In the same ways as at a job interview, the agency will want to ask questions about any gaps in the CV. It’s good practice for similar questions at the interview and it is best to be honest, although of course trying to put any gaps in a positive light.

By the end of the first meeting the candidate should know whether they have been accepted and feel positive about the new relationship and that the agency is going to do its best for them.

They should leave with a contact plan, that details how often they need to check in and an action plan of what will happen next.

If the candidate is also searching for jobs independently, and they are successful, or if their situation changes it is important to do the agency the courtesy of letting them know as soon as possible.

Copyright (c) 2011 Alison Withers

By: Ali Withers

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Whether you are looking for oracle jobs or sap jobs, finding the best IT recruitment online will make a huge difference in your career success.

The number of companies outsourcing their human resource departments is growing. Businesses are finding that retaining the right online firm provides them with a better variety of potential job candidates without all of the expense. This saves the company money which it can then delegate to other areas of the business.

Currently, there are over 13 million websites on the internet that are related to UK online company. With that number, it is easy to see why it is important to find the right firm to make a difference in your career success. The same principles a business uses to find potential candidates can also be used to find the right recruitment firm for your job search.

The first thing to look for is an agency that specialises or has a good track record working in your field. Any agency can provide assistants or database entry clerks, but if they do not know the difference between those and oracle jobs or sap jobs, they may not be the right firm for you. A successful business will be looking for a recruitment firm that is tailor made for the niche they need.

The second criteria to look at is how the firm finds and manages potential candidates. Any agency can paste ads in the classifieds and then hand over the names they receive in response. A good firm requires background checks, references, resumes, and an interview of some sort. If the recruitment firm isn’t careful in researching and selecting candidates, how can you be sure they will be careful in how they handle your personal information.

The third thing to look for is the recruitment companies experience. The firm should have prior experience placing good candidates in quality positions. Businesses are looking for firms with a great reputation providing this amongst the business community. By connecting with these companies, you have a better chance of landing a job with one of those businesses. If you aren’t sure which have had the best success, look for their job retention statistics or for testimonials from former job candidates and business owners.

By doing a little research ahead of time, you can be sure that you have the best IT recruitment company for your job needs.

By: Carl Liver

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Social media sites, such as Linkedin, Facebook, and Twitter, have been all over the news about the number of participants they attract, and how companies are recruiting and marketing through them.? Within your staffing agency, you should encourage your salespeople and other staffing professionals to sharpen their sales and recruitment skills through a disciplined use of social media.

A great place to start is getting your salespeople and staffing professionals to build?Linkedin profiles and join relevant Linkedn groups.? Here are some Linkedin professional groups that are worthwhile for your salespeople and staffing professionals to join:
SalesBlogcast The American Staffing Association Temporary Staffing Professionals Client Loyalty in Staffing & Recruiting Openreq Recently, when gearing up for a cold call campaign, I posed a question about leaving voicemails when cold calling.?The response was overwhelming as 50+ sales professionals added 61 thoughtful and valuable comments to the discussion – some wrote borderline essays in response.? We’ll highlight the discussion and responses in our next blog entry.
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Participating in compelling discussions can energize and help you and your staff think creatively and discover new ways to provide staffing solutions.?? Once you have a Linkedin profile and are part of some groups, set attainable weekly goals and develop a daily/weekly routine for participating on Linkedin.?For instance, you may commit to set aside 15 minutes during lunch to either start or contribute to discussions in your groups.?A great way to discover groups to join, is to browse the profiles of other people in your network or in staffing.

By: Everett Reiss

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Media Recruiters for Job Hunters

Increase your chances of finding the best job for you by employing the services of a recruitment firm. A recruitment firm or headhunting agency can often have leads on jobs that are not otherwise publicized in the market.

Businesses that are seeking highly qualified candidates will often hire a recruitment firm to source and place candidates in order to save time and money. As there are so many individuals interested in getting into the media field it can be extremely time consuming to sift through and prescreen all of the candidates that may apply for even a single media job opening.  For this reason, many organizations hire specialized media recruitment agencies to perform recruitment activities on their behalf. Many of these positions are not otherwise posted in the job market, leaving you as the job hunter with no other means of finding the prime job opportunities that are available.

Media recruiters also help make your job search more efficient. Especially if you are currently in school or working another job while looking for a position within the media industry, you may want to consider how much more effective and timely your job search can be through the use of a media recruitment firm. Media recruitment agencies will work on your behalf even when you are too busy with your studies or your current job to be able to dedicate much time to your job search. Landing a new position in the media field is easier and simpler with the help of the right recruitment or headhunting firm.

Media Recruitment Services for Employers

The role of a media specialist within your organization is a crucial one to overall business success. For this reason, you need to ensure that you find the best and most qualified candidates for filling these roles.

Recruiting for even the average, entry level office or production position is time consuming and stressful. Recruiting for an upper level position that has a significant degree of influence within your organization is even more so. Take some of the work and hassle out of your recruitment efforts by using a recruitment firm. Media recruitment agencies make your job easier and also help you find candidate that may not otherwise be so easily identifiable on the market.

Every year thousands of individuals flood the market looking for media jobs. Finding the right candidates out of the sea of potentials can be extremely challenging. A recruitment agency can make the task easier. One way in which these firms expedite the hiring process is through having a pulse on the job market. They often recruit top students from the leading programs in the industry and work to place them in good positions immediately after graduation.

They also generally have a strong feel for what makes a successful candidate in particular areas of the media field, as they have worked to fill a wide range of media industry jobs in the past. Selecting proven and well established media recruitment agencies to help in your job search is the best way to get the most for your recruitment dollars.

By: Johnny E Smith

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