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5 Reasons NOT to Recruit from the Philippines

May 9, 2016 by Greg Holmsen Leave a Comment

You may have heard a lot of myths about recruiting Filipino workers. You can get tangled up in red tape, mismatched candidates and cultural issues – but here are the facts. 

  1. Relying on CV’s and skype calls is not enough.
  • CV’s may not be written by the candidate.
  • You may be reading somebody else’s experience. I have seen many identical CV’s with different names at the top.
  • You need an independent assessment.

     2. Your understanding of “Productivity” is different to a Filipino’s

  • Filipino’s are hard workers and are sought after globally.
  • While they might provide great value for a Middle Eastern employer at $9,000 per year, for an Australian wage they need to perform differently.
  • Filipino’s can deliver the required result. However, you need a proper assessment to guarantee it.

3. Trades Recognition Australia (TRA) assessment

  • Cost is $2,000 and is required for many trades to gain entry to Australia.
  • Without proper coaching, candidates may fail – an expensive outcome in both time and money.

4. International English Literacy Testing System (IELTS)

  • This is often a difficult test; even though many Filipinos speak English there are varying levels of competency.
  • Some candidate’s are exempt. Other candidates require IELTS to gain entry to Australia. There are rules about how exemptions work.
  • If the test is required, know your candidates English standard. Coaching by qualified IELTS teachers is essential.

 5. Visa approval takes time.

  • Visas and all of the appropriate paperwork can take time – often months.
  • Will your candidate wait?
  • Filipinos are generally financially poor and may not be able to wait for a TRA, IELTS or a Visa.
  • Strong local support ensures this does not become a problem. All red tape, waiting times and paperwork can be reduced with expert local guidance.

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