DOCUMENTATION and ACCREDITATION
Prior to any actual recruitment and development
activities, the client must be recognized ("accredited")
by the Philippine Overseas Employment Administration (POEA).
Certain document ay be required by the Philippine Labor Department
to be "Authenticated" or "Certified" by
the ministry of Foreign Affairs or the Chamber of Commerce
and Trade of the I lost country.
It is imperative that this one-time step be given the highest
priority to avoid unnecessary delays in actual recruitment
and deployment operations.
To achieve accreditation, the following document must be submitted.
Photocopy of the Employer's Commercial or Business Registration.
Photocopy of the Passport or any official identification Card
of the Authorized Representatives.
A "Special Power of Attorney' (SPA) written on the official
stationery (Letterhead) of the employer. This SPA states our
appointments as the employer's AGENCY in the Philippines.
A "Standard Employment Contract" to be used by each
of the employees. This contract will be received and must
confirm to the standard imposed by the POEA.
A "Demand Letter" or "Job Order" using
employer's official stationary describing the type, number
and compensation package of workers needed.
An "Authority to Withdraw Visas" on employer's official
stationary. This is needed only in case visas will be withdrawn
in the Philippines.
This activity begins with the complete
definition of the manpower requirement of the employer. It
is mandatory to have the following information at this point:
"Job Order" or "Demand Letter" - this
identifies the type number and compensation package of each
category of workers needed. Should there be additional requirements
in the future, another "Job Order' must be sent for pre-processing.
"Job Description" - this describes in detail the
job requirement and the minimum qualification for each category
Compensation Package - this will include basic, salary food
allowance, accommodation allowance, overtime policy relocation
benefits, medical benefits etc.
Employment Terms and Conditions - all details needed to draw
the employment contract. This will include that contact duration,
probation period etc.
on the type, number and local availability of job categories,
we will draw up and souring plan.
will conduct preliminary screening to determine both technical
and educational qualifications, English language proficiency
and work attitude.
end result of this activity is a short list of candidates
for each job category, preliminary to the final interview
note at this point, No medical exams, passport and trade testing
may be done because of the huge expense involved in these
test. Philippine law disallows us to burden applicants with
activity is normally completed, within (2) to four (4) weeks
depending on the volume and degree of availability of workers
in each job category.
employer on its option may send Representative/ or Authorized
Foreign Representative to conduct the final interview of short-
listed candidates. This activity must be done as soon as possible
to keep the qualified applicants interest in the job.
to the Representative's arrival, an interview schedule is
prepared and appointments are confirmed.
responsibility for final interview be assigned to us complete
interview results, technical evaluations and comprehensive
resumes will be forwarded to clients for final selection and
activity will be completed within one (1) week.
formalize the employer's offer, we will require that a written
"Job Order" be accomplished and faxed by the employer
to the candidate under care of the agency.
"Job offer' will be basis for medical test, documentation
and processing to start.
avoid deployment delays, we request that this stage a back-up
candidate be named as well. This back up will be processed
should be primary candidate fail in the medical, or for any
reason fail to be deployed.
activity must be completed within one (1) day to one (1) week
depending on the volume and the deliberation process required
to arrive at a decision.
soon as the selected candidate passes the medical examination
(and without waiting for other less problematic steps) we
will require him to sign the employment contract. Necessary
documents including performance/repatriation bonds will be
executed by the candidate to ensure the commitment of the
He will not apply with other Employer.
2. He will definitely board the airplane to the work site
3. He will be penalized should he fail without Employer's
We can complete this activity in one (10 day to one (1) week
depending to the volume and the deliberation process required
to arrive at a decision.
DOCUMENTATION OF RECRUIT
At this stage, medical examinations,
passport, visa applications and authentication of relevant
documents will be done.
documents will be completed within two (2) weeks. (These constitute
working days only).
completing of the passport and other necessary documents the
visa or "No Objection Certificate" is applied for.
certain countries, visa will only be released upon presentation
of an airline ticket.
on host country-specific consular schedules, this task may
be from two (2) weeks to six (60 weeks.
POEA requires from each worker the following:
The signed employment contract following the standard approved
during accreditation of the employer.
2. Necessary life accident insurance.
3. Appropriate repatriation bond.
4. Other requisites to the issuance of the Overseas Employment
activity will be completed in one (1) to (2) weeks depending
on the volume of workers being processed at the POEA.
to documentation and processing activities, ticketing and
booking will be done according to the schedules required by
the employer and the employee. In addition, we will conduct
"Pre-Departure Orientation Seminar". Attendance
by each worker is compulsory.
written communication about arrival details will be to the
employer so that the former or his representative at the airport
will welcome the worker. A written confirmation about the
schedule by the employer will be required.
this activity is completed within one (1) to two (2) weeks.
2003 Ledmir Corp.
by eHighway I.T. Inc.