STAFFING PROGRAM FEATURES
A. SELECTION AND PLACEMENT
The evaluation of candidates in the selection process is critical. Their selection is based upon acceptable standards and compatible with specified requirements of the principal. Major decisive factors are professional competence, skill and expertise, interest, cultural adaptability, personality and health.
- Interview
The interview is conducted by specialists who will thoroughly assess the candidates' qualifications to comply with internationally recognized standards. Emphasis is placed on academic background, work experience, level of knowledge in the field, English proficiency and personality.
Manpower Sourcing:
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- Universities and Trade Schools
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- Trade Tests
Where extremely necessary, candidates are referred to accredited trade testing center in the Philippines. The skills inventory checklist provides the extent of experience in the candidates' respective fields, while the written examination evaluates the degree of academic knowledge.
- Reference Checks
Reference checks are carefully monitored either by telephone or by written communications to determine the authenticity and veracity of the candidates' employment and educational background.
- Medical Examination
The physical fitness of the candidates is checked by accredited medical clinics. The examination includes: chest x-ray, CBC, stool, urine test, dental, optical and general physical examinations. To ensure an effective evaluation of the candidates' emotional stability and mental capabilities, a psychological test is likewise conducted.
B. ORIENTATION/SEMINAR
To enable the selected workers to effectively adapt to the new working environment, an orientation module is incorporated in the Recruitment Program called the Pre-Departure Orientation Seminar (PDOS). The seminar is mainly to educate workers on the practical side of working in a foreign country, its traits & culture and basic employment standards. The workers are familiarized with their prospective employer.
C. MANAGEMENT OF OFFICIAL DOCUMENTS
To effect the successful and speedy mobilization of workers to the jobsite, LSJ has developed a systematic approach to document management whereby all detailed procedural requirements between local and foreign regulatory bodies are closely monitored. Thus, LSJ manages the following documents:
- Contract Accreditation with POEA;
- Medical examination by accredited clinics;
- Visa-approval/stamping with the Embassy ;
- Processing of exit documentation with POEA;
- Booking or reservation with the Airlines;
The contracting principal/employer, on the other hand accomplishes:
- Standard Employment Contract
This contains the terms and conditions of employment between the foreign principal and the worker.
>>click here to download
- Demand Letter/Manpower Request
This is a letter from the principal requesting LSJ to hire and recruit a certain number of workers, their categories and the salary.
>>click here to download
- Commercial Registration
A photocopy of the principal’s valid commercial registration/business license
D. POST-MOBILIZATION FOLLOW-UP
LSJ's responsibility does not end at the airport. We periodically communicate with the foreign principals to monitor the progress of the workers. We have established post-arrival programs designed to provide us with information and personal and professional adjusments of the deployed workers. Information obtained will serve as a basis for improving future recruitment programming.
“In the end, all business operations can be reduced to three words: People…Products…Profits. PEOPLE come first.”
-Lee Iacoca |
