Manpower Databank

EUREKA has a total of well over 60,000 qualified applicants for various categories, with their CVs available in its Manpower Data Bank.

Starting with the advice of the employers regarding their Filipino manpower requirements, EUREKA proceeds sourcing the needed candidates, pre-screen them preparatory to final interview and selection by the employers or their duly authorized representatives, ensure their medical fitness, conduct trade tests on them as may be necessary, process them at POEA/OWWA and the Embassies concerned, book them in the first available flight and assist them to ensure their safe departure for their countries of assignment.

The employers should recognize the intricacies involved in recruiting candidates up to their final deployment and thus enable them to appreciate the bottlenecks. Consequently, this should aid them in planning their manpower requisition so that target dates of deployment are achieved.

Employers who do not want to get mired in the cumbersome process of screening the applicants can simply entrust their recruitment activities to EUREKA. Ideally, however, the first recruitment mission should come to conduct the selection. This will enable EUREKA personnel concerned to get familiar with the requirements of the employers so that the succeeding recruitment activities can be independently done by EUREKA. The next time around, all it would need is the list and number of categories of workers required by the employers, the salary rates, and other employment terms and conditions. Also, all workers sent by EUREKA under this scheme are under its guaranty. If any worker gets repatriated during the 3-month probation either for medical unfitness or for lack of the required skill, repatriation airfare shall be shouldered by EUREKA, including the mobilization airfare for his replacement, which shall be recruited by EUREKA at its own cost.

VARIOUS STAGES OF MANPOWER REQUISITION

• Requisition of manpower starts with the advice of a client-employer to EUREKA regarding its Filipino manpower requirements. EUREKA then looks for suitable candidates from its manpower data bank. If no sufficient candidates are available, newspaper advertisements, referrals, and other forms of recruitment are resorted to. Applicants available in its manpower data bank, as well as applicants responding to advertisements, are advised to report to EUREKA for preliminary screening.
• If an employer does not want to come to Manila for personal interview and selection of the applicants, selection is normally done thru the Curriculum Vitae of the applicants sent by EUREKA to the employer. In case employer requires trade test certificates, applicants are sent to trade test centers for testing. Trade test certificates of applicants passing the trade tests are sent to the employer, together with their CVs, for evaluation. If selected, they are offered employment and the candidates are advised by EUREKA for completion of documentary requirements. Documents already in possession of the candidates are submitted to EUREKA while they are undergoing medical examinations and securing other documents like the pre-departure orientation seminar (PDOS) certificate.
• The candidates are, of course, made to undergo medical examinations to ensure their medical fitness, failing which, their Curriculum Vitae are accordingly discarded if no amount of medication can get them cured. Otherwise, they are given medication over a certain period of time. In either case, the employer concerned is accordingly informed.
• The documents are then submitted by EUREKA to POEA for processing of Overseas Employment Certificate (OEC). Once released, plane tickets are secured for the candidates so that their application for visa may be filed at the Embassies concerned. Tickets normally come from the employers thru Pre-paid Ticket Advices (PTAs). As soon as the visa is released, the candidates are booked in the first available flight. However, "protection bookings" are made even prior to the release of the visa in anticipation of such release so that delays in deployment are minimized if not completely avoided.
• Meanwhile, Curriculum Vitae of candidates who fail the interviews or otherwise decline salary offer are sent back to the manpower data bank for future use.