Where can I find EDI-Staffbuilders International?

For those who want to know our location, our main office is at:

Suites 703 & 704, 139 Corporate Center
139 Valero St., Salcedo Village
Makati City 1227
Philippines



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Building the Right Team

A company's profitability and operational excellence will only boil down to one simple premise: Building the right team.

In EDI-Staffbuilders International, our philosophy is in building our people.  People matters.  As recruiters ourselves, we know that the composition of our management and staff will dictate how effective we will be in this business.  And, this is really the secret of our success.

As we conduct this business with companies that expect nothing but the best Filipino or Indonesian staff, we begin by sharing this philosophy.  This is the first correct step when it comes to recruiting expatriate staff.




To know more about our secret, feel free to email sales(at)edistaffbuilders.com or check our website www.edistaffbuilders.com.  We will be most keen to share how we have been successful in this recruitment consultancy.

Air Niugini Cabin Crew Vacancies

Air Niugini Limited is the national airline of Papua New Guinea, based in Port Moresby. It operates a domestic network from Port Moresby and Lae, as well as international services in Asia, Oceania, and Australia. Its main base is Jacksons International Airport, Port Moresby. Niugini is the Tok Pisin word for New Guinea.

EDI-Staffbuilders International, the Philippines' top recruitment consultants for overseas job opportunities has been commissioned by Air Niugini to recruit the following:

(5) SENIOR FLIGHT ATTENDANTS

• At least five (5) years experience in similar capacity
• Personable
• With very high sense of customer-orientedness
• Female applicants, with very good English communication skills
• Chinese-speaking, advantageous
• Not more than 35 years old

(15) JUNIOR FLIGHT ATTENDANTS

• At least 2 – 3 years experience in similar capacity
• Personable
• With very high sense of customer-orientedness
• Female applicants, with very good English communication skills
• Chinese-speaking, advantageous
• 22 – 30 years old

Email applications to aris.metin(at)edistaffbuilders.com

How the POEA Regulates the Overseas Recruitment of Filipinos

The Philippine Overseas Employment Administration (POEA) is well known locally since a quarter of our country’s workforce is practically located abroad.  However, the same could not be said in countries where we send our Overseas Filipino Workers (OFWs).

This of course has led to human resources professionals in companies that recruit Filipinos to study the intricacies, requirements, and process of the POEA.  And, at times there is a degree of hesitation among HR professionals when it comes to meeting the requirements and standards of the POEA.

So this brings us to the question: How does the POEA administer the Philippine overseas recruitment industry?
Before we answer that question, we need to investigate what are the requirements of the POEA and what may be the possible cause for HR practitioners to have reservations in meeting these prerequisites.  The POEA mainly requires that foreign employers of Filipino professionals and workers to submit to its minimum standards.  This means that foreign companies should adhere to the POEA Rules & Regulations which are based on Philippine House of Representatives’ Bill No. 14314 and Senate Bill No. 2077 signed on 07 June 1995 known as the Magna Carta of Overseas Filipinos.  Second to this, the POEA requires foreign employers to adhere to a policy of transparency, and this entails the HR Manager to submit thorough documentations about their company.

The documentary requirements would be:

1. Letter of Request / Manpower Request Letter
2. Letter of Authorization / Special Power of Attorney
3. Copy of Commercial Registration
4. Specimen of the standard Employment Contract
5. Company profile
6. Location Map

On top of this, based on the rules & regulations of the POEA, the said documents should be submitted before any recruitment activity is done by the foreign employer or its representative recruitment agent.

This has caused HR Managers to feel that the POEA has been too stringent, and has placed a high bar for companies to commit to recruiting Filipino professionals and workers. 

To balance this out, we need to ask why the POEA requires these prerequisites.  Aside that these are stipulated by the law, it could all be said that the logic and justification for these rules are based on the government’s policy of protecting its citizen from false opportunities and illegal recruitment activities.  The POEA also intends to uphold a minimum standard of employment program for Filipinos.

Now considering these policies and prerequisites, are there any absolute benefits that a company may get from this exercise with the POEA?

On the short-term, one might say that the benefits escape those who deal with the POEA.  A submission of the prerequisites and adherence to the POEA’s Rules & Regulations would primarily have a company accredited as a legitimate employer of Filipino expatriates.

A thorough examination of the POEA Rules & Regulations would clearly show that the policies upheld by our government balances the relation between the employer and employee, in accordance with international conventions and standards.  This is where we can find the absolute long-term benefits of dealing with the POEA – that all these prerequisites are non-financial investments of an employer in the employee relations and engagement programs.

At the end of the day, it all boils down to laying down the right foundations of engaging your Filipino employees for a long-term career with your company.  A progressive employment program begins with the right recruitment practice and policy, and the POEA’s process simply helps employers in positively engaging their future employees from the Philippines.

To know more on how to go about your engagement and dealings with the POEA, check EDI-Staffbuilders International, Inc. at www.edistaffbuilders.com, or email us sales@edistaffbuilders.com.

EDI-Staffbuilders International, Inc. is the premier international recruitment consultancy firm in the Philippines.  As an affiliate of the John Clements ConsultantsGroup (JCCI), EDI brings the standards of its esteemed parent company in the international recruitment practice.

EDI was started in 1978 by the Harvard-educated Mr. Leocadio Dominguez and renowned Australian psychologist, Mr.  John Clements.  Being one of the pioneering company in the industry has not only afforded EDI a tradition of leadership, but has set the bar on industry standards.

Over the past three decades EDI has gained the confidence of some of the top companies in the Middle East in the Asia-Pacific, primarily in the oil & gas, petrochemical, engineering, construction, telecommunications, IT, hospitality, services, and banking industries.

Recruitment Campaign Success Factors

Is there any recruitment format that would ensure a 100% success in our expatriate recruitment program?

Recruitment is not an exact science.  Unlike accounting where at the end of the day you can close with an exact balance, or in engineering where you can finish with a precise blueprint, in recruitment the factors that come into play are highly dynamic and ever-changing.

Despite all these, we need to ask are there any steps we can take to be better assured of success in a recruitment campaign?  Or better yet, what are the critical success factors in recruiting expatriate staff?  There are decisions that a human resources practitioner should make to improve his or her chance of conducting a successful recruitment campaign, whether in the Philippines, India, Sri Lanka, or any other manpower sending countries.

1.     Proper Planning

Prepare, prepare, prepare!  Having a recruitment plan is the beginning of this whole exercise.  The first mistake in conducting any recruitment campaign is the lack of planning.  There have been nightmare stories of companies jumping into a recruitment campaign without a clear cut plan on how to find the right talent the job market can offer.  They go through the whole exercise, only to end up wasting a lot of resources, and coming up only with dismal results.  This all could be avoided if a manager will lay down a proper plan.

One might ask the following questions:

What’s are my realistic goals for the recruitment campaign?

What should my target “audience” (candidate) be like?

What is the budget of our company for each targeted recruit?

What are the necessary materials and information about our company and the vacancies that I can prepare for the candidates (so they can make a proper decision on our company)?

2.     Clearly Communicated Job Opportunity

Information is the key!  A candidate can make his best decision based on the available information he receives.  A vague job opportunity is less likely to be pursued by a candidate, than one opportunity that allows him to weigh all the prospects with his career.  Three critical steps that need to be considered in clarifying the job opportunity:

·     Clearly defined job role through an updated Job Description that outlines responsibilities, tasks, reporting relationships and competencies required

·     Understanding how this job role contributes to the corporate health of the organization

·     Career and growth opportunities for those who accept this job opportunity

This is why information is the key.  As recruiters, our role is to channel the right information to the candidates.  As HR Managers, your role is to prepare clear and truthful information about the job prospect.

3.     Find the Right Partner

The choice for a partner will also dictate whether your company will be successful in a recruitment campaign.  This would actually hinge on three key factors:

·     Resources: Is the agent a mom-and-pop type of operation, or do they have a proven system and the experienced staff?  Do they have the network that would ensure a greater reach for talents?  Do they have a reliable talent bank?

·     Process: How do they identify candidates?  What is their recruitment methodology?  Does the agency have a filtering program?  What appraisal tools do they use to identify not only the capabilities, but competence of the candidates?

·     Reputation: How long has this agency been in the business?  Who are their clients?  Do they have an ethical recruitment practice?  Do they charge placement fees or hidden fees against the candidates?

At the end of the day, how one conducts their recruitment campaign will dictate whether their company will reap benefits and returns through its future employees.  While shortcuts and quick results are tempting to get the job done at a faster pace, a successful recruitment campaign demands nothing less of a well-thought out plan, clarity in relaying the job opportunity, and finding the right partner.

EDI-Staffbuilders International, Inc. is the premier international recruitment consultancy firm in the Philippines.  As an affiliate of the John Clements ConsultantsGroup (JCCI), EDI brings the standards of its esteemed parent company in the international recruitment practice.

EDI was started in 1978 by the Harvard-educated Mr. Leocadio Dominguez and renowned Australian psychologist, Mr.  John Clements.  Being one of the pioneering company in the industry has not only afforded EDI a tradition of leadership, but has set the bar on industry standards.

Over the past three decades EDI has gained the confidence of some of the top companies in the Middle East in the Asia-Pacific, primarily in the oil & gas, petrochemical, engineering, construction, telecommunications, IT, hospitality, services, and banking industries.

For more information and to know more on how to conduct a successful recruitment campaign, email us at sales@edistaffbuilders.com or check www.edistaffbuilders.com. 

The Job Description in a Hiring Process

When an organization decides to fill in a vacancy, whether for a new or an existing position, the first and most critical document that will be used in the recruitment process is the Job Description (JD).  This will be used either by the Human Resource Department or an outsourced recruitment agency to post the job opening, analyze resumes from applicants, and interview candidates who have passed the resume analysis.

Although there are many formats that one may choose to write a good Job Description, the following pointers are recommended to make it clear to the recruiter:

1. Important information about the position:

·         Title of the position

·         Department

·         Reports to (to whom this position directly reports to)

·         Consults with (those who the person works with on a regular basis)

·         Objective and/or over-all responsibility

·         Duties and responsibilities

·         Knowledge, skills and abilities

·         Qualifications (credentials and experience required)

·         Terms of employment

·         Compensation package (in some companies the salary grade level is mentioned)

2. Make sure that the JD reflects the priorities among the various duties and responsibilities.  It should not appear simply as a laundry list of expectations.
3. Knowledge, skills and abilities should indicate the requirements for an employee to perform the duties and responsibilities well.  This feedback should be given by the person to whom this employee will report to.
4. Use specific language when describing knowledge, skills and abilities (example: Proficient with Microsoft Word, Excel and QuickBooks, instead of stating Computer literate).
5. Credentials (such as degrees and licenses) are absolute necessities in some jobs and should have a direct bearing on the candidate’s ability to perform well on the job.
6. Update the JD by asking the people to whom this position will report to if there is need for changes or improvements that will reflect any new requirements or expectations of the job.  It should reflect what the job needs to be in light of the organization’s current needs and long-term objectives.

 

For more information on this subject, contact EDI-Staffbuilders International at sales@edistaffbuilders.com.

EDI-Staffbuilders International is the Philippine leader in providing overseas manpower solutions.  We have the capability to recruit all levels of positions from the Philippines and other places in the Far East like Indonesia, Malaysia, Sri Lanka, Singapore, Vietnam and even from India.  EDI is part of the John Clements Group, the leading Human Resource consulting firm in the Philippines.

Best Practices in Philippine Overseas Recruitment

It is a known fact that the effectiveness of an organization’s selection system can influence bottom-line business outcomes, such as productivity and financial performance. 

This is why it is critical to choose the best recruitment firm in order to be assured of the quality of candidates.  Although there are a number of parameters that may be used when selecting a recruitment firm, it all boils down to knowing what the best practices are for search and selection companies.

When it comes to international labor practices, there is no better authority than the International Labor Organization (ILO).  The ILO is the only 'tripartite' United Nations agency that brings together representatives of governments, employers and workers to jointly shape policies and programs promoting Decent Work for all.

With the need to develop guidelines and principles for policies based on best practices and international standards, the ILO has requested EDI-Staffbuilders International to present its best practices in the recruitment of Filipinos during the ILO convention ‘Merchants of Labour: Policy Dialogue on the Agents of International Labour Migration’ held on 28 and 29 April 2005 in Geneva, Switzerland.  Mr. Cesar Averia, President, discussed the topic ‘Private recruitment agencies in the era of globalization: Challenges and responses – The case of the Philippines.’  The papers presented by the various speakers during the symposium were compiled in a book Merchants of Labour.  You may download a .pdf copy of this book through the ILO’s website HERE.

EDI-Staffbuilders International is the Philippine leader in providing overseas manpower solutions.  We have the capability to recruit all levels of positions from the Philippines and other places in the Far East like Indonesia, Malaysia, Sri Lanka, Singapore, Vietnam and even from India.  EDI is part of the John Clements Group, the leading Human Resource consulting firm in the Philippines.

For more information on the Philippine overseas recruitment’s best practices or any other recruitment concerns or needs you may have, please feel free to call or e-mail us at sales@edistaffbuilders.com.