Lito B. Soriano
By Archie Almeida
LBS Recruitment Solutions Corporation isone of the prime movers in usingsocial media to recruit OFWs. Its president and CEO, Lito B. Soriano, explained that in social media recruitment, everything is transparent and much better than the classical way of recruitment. There are no hidden terms, unlike in some recruiting agencies where they refuse to divulge information.
During the 1980s, recruiting agencies do their information campaign through major newspapers. The job-seeker’s fingers will do the walking line by line on the pages of the ads section, to look for the right and suitable job position.
Nowadays,withone click of themouse, job hunters could find vacancies for jobs both local or abroad.OFWs no longer face the burden of going back and forth from theirhomes, the office of the agency, and the offices of the government for submitting required documents to look for work abroad.
Modality of Recruitment
The worker-to-employer system is commonly known as direct hiring. Mostly, this kind of hiring deviates from the legal processes and requirements of POEA. The eagerness of the applicant to work abroad can end up in a no-fair-deal.
There are a lot of downsides in this kind of situation. A foreign individual will pose as an employer but in fact he is an agent or recruiter with an agency abroad. When the recruit arrives in the destination of deployment, another contract can be entered in for another employer. At this point the recruit is helpless.
The very prevalent recruitingsystem now for jobs-abroad applicants is the worker-agency-employer. If the applicant is qualified for the job position, he is required by the agency to fulfill all the requirements, which includes passport, diploma, transcript of records, and more.It is duly authenticated by Malacañang and the Department of Foreign Affairs. Afterwards, visa will be processed for departure. Job order is verified by the POEA, alongside all the pre-requisites to be complied with.Usually, recruitment in this system is done through newspaper ads, radio, or TV.
In contrast,with the worker-agency-broker- employer system,an established broker in a foreign country will look for an employer in the local agency.In turn, the agency will look for a qualified applicant to be deployed. Terms and conditions of employment contract are explained to the OFW. Sometimes there are terms and conditionsobscured by the recruiters in the contract that can put the applicant in a compromising situation where he could no longer back off.
The last type of hiring system is the worker-worker’s agent-agency-broker-employer system. Here, the interested Filipino worker will be recruited by an individual who stands in as the worker’s agent, endorsed by the agency, who in turn will contact the broker in the foreign country looking for an employer. More often than not, in this kind of recruitment, the applicant could not do anything but to adhere to the agency’s contract and policy of unconscionable fees, either by immediate payment or salary deductions.
The sad thing is, only a few agencies are using the new hiring method, because there is a need to be transparent in dealing with the applicant. This is because the potential OFW often asks questions on salary, the placement fee, how much will be spent in order to get the job, and other perks.
The New Thrust
The profile of users of social media the country is unevenly distributed. The working force from 18 to 24 years old is around 36% or equivalent to 10.41 million whilethose whose age ranges from 25 to 44 is 6.91 million or 21.5%.
This is why the LBS put a new thrust in the manpower-pooling business by way of utilizing Internet technology, not only for the applicants but for the prospective employers as well. It uses the worker-agency-employer modality.
“In the advent of fast-paced change in technology, the traditional recruitment channels has changed as well. It’s online and in social media. Gone are days of placing ads in the newspapers in recruiting OFWs.This is the new thrust of the manpower-pooling business,” Soriano says.
Applicants can fill up forms or download it using and easily received updates, notifications on-line anytime and anywhere in the world they are via email and cellphone.
“They can also just sign up for an account with all the profile and resume and requirements, for the job position they are applying for, and we will look for employers. All questions and queries of the applicants are answered in the website e.g. from salary up to minute details of employment. In this way, meeting of minds between the applicants and the agency are done without the appearance,” Soriano adds.
LBS boosted the chain of qualified applicants in its online application system from February 2012 to March 31, 2014.It dramatically reached more than 28,000 users, higher than the past years.
By using mobile recruitment applications in Android and iOS Apple mobile phones, it is easy and accessible for recruits to apply and monitor the status of their applications. There are real-time customer care services for applicants that are immediately responded to as well.It also lessens the burden and costs of marketing, and the number of quality and ethical employers abroad increases.
Digital technology and social media has changed the game of looking for manpower. It is a new paradigm that other recruitment agencies should adapt. LBS Recruitment Solutions’ use of online sourcing gives the company an edge that other traditional manpower agencies do not have. This is what makes the company a leader and gamechanger in the recruitment business.
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