Our Services

Scope of Recruitment Services
In general, we've made a commitment to provide all types of workers ranging from unskilled to highly skilled consultants, specialist, and technicians according to specifications set by the Client Employer.

• To source applicants only from reputable, professional and successful companies, institutions, and organizations which undertake similar operations or business as the employer, through advertisements or other direct sourcing means.
• To select and deploy only applicants with good moral character.
• To select and deploy applicants who pass appropriate trade, medical and other tests.
• To rigidly screen applicants based on parameters set by the Client Employer.
• To ensure all necessary travel documents and clearances as required by the Philippines and host government agencies.
• To provide ticketing and booking of recruited workers according to schedules acceptable to the Client Employer.
• To provide continuous professional and personalized assistance to our Employer, the workers and their families.

Other Services Extended by the Company

• Assistance and facilitation in the Re-Processing of documents and other travel requirements of the Philippine Government Agencies or embassy for returning workers, who are either workers on vacation leave and going back to Employers; or workers with Renewed Employment Contract with the same Employer.
• Assistance to clients with other visa category like visit visa of family members of overseas workers who are invited by their sponsors.
• Consultancy and guidance for first time applicants to prepare them and get them ready to make their first step and move toward brighter future
• Remittances of workers salaries from jobsite to their designated beneficiaries in the Philippines ( Based on mutual understanding and consent between all parties involved).
• Use of the communication facilities of the company by the Employer and their Filipino workers. Renewal of the Expired Passport of the workers without Service Fee. Assistance in booking and ticketing of the workers.
• Extending assistance and services needed by visiting employers or their representatives in area of reception at the airport, hotel reservations, language assistance, booking and rebooking of their flights, tour guidance when urgently needed etc….

AL TAKA makes it a point to meet all needs of diversified clients and caters a broad range of professions and skills, to mention a few of manpower categories but not all we list the following:

Professionals:

Engineering:
(Mechanical,Electrical,Industrial,Electromechanical,Computer,Telecommunication, Civil, Chemical, Architects--etc)

Management:
( Managers, Supervisors, Accountants, Bankers, Marketing Specialists Clerks----etc).

Information Technology:
(Telecommunication engineers and Technicians, Computer Technicians, Programmers, Encoders, Networking, Web Designers----etc)

 Hospitals and Medical: (Doctors, Dentists, Nurses, Midwives, Medical technologists, radiologists, X-ray Technicians, Dieticians, Nutritionists, Sanitary Supervisors and Staff----etc )

Catering staff:
(Food Service Manager, Dining Manager, Cold Kitchen Chief, Senior Cook, Pastry, Chief, Salad Maker, Pastry man, Bakers, Food Store Keeper & Waiters etc )

Technical staff:


THE RECRUITMENT CYCLE
Government Documentation and Accreditation

Prior to any actual recruitment and deployment activities, the client organization must be recognized ("accredited") by the Philippine Overseas Employment Administration (POEA).

Certain documents may be required by the Philippine Department of labor and Employment and Philippine Overseas Employment Administration (POEA) to be Authenticated or Certified by the Ministry of Foreign Affairs or the Chamber of Commerce and Trade of the host 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 list the requirements in details , the following documents must be submitted: (For NEW Employers/Companies NOT Accredited with other Recruitment Agencies in the Philippines)

1. Photocopy of the Employer's Commercial or Business Registration (Certified by the Ministry of Trade of the host country and chamber of commerce ).

 2. A "Special Power of Attorney" (SPA) written on the official stationery (letterhead) of the employer. (please see attached copy for reference and must be authenticated by the Ministry and Chamber of Commerce).

3. A "Demand Letter or Job Order or Manpower Request" written on the official stationery (letterhead) of the employer. (please see attached copy for reference).

4. An "Authority to Withdraw Visas" together with the Original Visa Receipt (must be authenticated by the Ministry of foreign affairs and Chamber of Commerce).

5. A "Contingency Letter" written on the official stationery (letterhead) of the employer. (please see attached copy for reference).

6. Model Employment Contract. or sometimes known as Standard Employment Contract.


In case the Employer/company was already accredited with another agency, additional documents are required, such as Revocation of Special Power of Attorney i.e. "Courtesy Letter" addressed to the previous Recruitment Agency and must be faxed to the Philippine Overseas Employment Administration (POEA).

For other categories like, Domestic Helpers and all house hold workers, a complete set of documents can be secured from the nearest Philippine Consulate in the city of the host country . For drivers, aside from item numbers 2, 3, 4, 5, an Original copy of the Insurance policy for the accepted Driver and the vehicle is required unless the visa category is any other skill not driver.

The Requirements:

* The Visa ( ORIGINAL OR COPY BY FAX OR EMAIL )

* The Authority ( WAKALA وكالة (  in favor of: AL TAKA MANPOWER SERVICES INC.               شركة الطاقة للخدمات والقوى العاملة          

 LIC. No. POEA-171-LB-091311- R (must be issued by any legally established and recognized recruitment office in the KSA and duly authenticated) . 

* JOB ORDER ( items 1 – 6 must be duly authenticated by Embassy of the Philippines or its affiliated LABOR ATTACHÉ ).

*Note: ( If temporary without Job Order, recruitment of manpower is possible however INDIVIDUAL employment contract must be duly authenticated by Embassy of the Philippines is needed) 

Sourcing

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:

Demand Letter, Job Order or Manpower Request - this identifies the categories, number of workers, compensation package and other benefits of each worker needed. Should there be additional labor force needed in the future, another a letter request for additional must be furnished to our company for preprocessing.

Job Description - this describes in detail the job requirements and minimum qualification of the candidates for each category of workers needed (To be sent by fax or email for reference, guidance and documentation purposes).

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 the contract duration, probation period, etc.

Depending on the position, number and local availability of the job categories, we will draw up a sourcing plan.

 This plan may include advertisement on print and broadcast media, provincial recruitment sorties, direct site recruitment, Tele sourcing, networking and online applications etc.

We will conduct preliminary screening to determine broad technical and educational qualifications, English language proficiency and work attitude.

The end result of this activity is a short list of candidates for each job category, preliminary to the final interview and selection.
Please note that at this point, no medical examinations, trade testing may be done because of huge expenses involved in these tests. Philippine law prohibits us to burden applicants with premature expenditures.

Final Interview

The employer has the full option either to personally come or may send a representative/s 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.

Prior to representative's arrival, an interview schedule is prepared and appointments are confirmed.

Should 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 job offer.

Job Offer

To formalize the Employer's offer, we require that a written Job Offer be accomplished and faxed by the employer to the candidate under care of the company . This offer will be the basis for medical test, documentation and processing to start.

Documentation of Recruits

At this stage, medical examinations, further trade tests, and authentication of relevant documents will be done. To avoid deployment delays, we request that at this stage a back-up or alternative candidates( second choice and third ones ) be named as well. This back-up or alternative candidates will be processed instead if the primary candidate fails the medical test or for any other reason fails to be deployed. This activity must be completed within one week depending on the volume and the deliberation process required to arrive at a decision.

Contract Signing

As soon as the selected candidate passes the medical examination (and without waiting for other less problematic steps) we will require him/her to sign the employment contract. Necessary documents including performance/repatriation bonds will be executed by the candidate to ensure the commitment of the applicant      


Visa Processing

Upon completion of the passport and other necessary documents, the visa is applied for stamping if the host country’s policy is as such. In certain countries, educational documents ( diploma, transcript of record, vocational certificates etc… are to be authenticated by their embassies ,Depending on country-specific consular rules and regulations.

Deployment

Simultaneous to documentation and processing activities, ticketing and booking will be done according to the schedules require by the employer and employee. In addition, "Pre-Departure Orientation Seminar" will be conducted by us. Attendance by each worker is compulsory.

For employers who don’t send PTA a written communication about the flight details will be sent to the Employer so that the former or his representative at the airport will fetch the worker. A written confirmation about the schedule by the employer will also be required, while for employers who opt to send PTA upon the confirmation of readiness of the applicant to leave made by the company it is enough to inform the employer about the departure of the applicants by phone as soon as the flight takes off.

Period for Deployment:

Deployment will be within 30-45 working days from the time of receipt of visa and authority and manpower request, but it varies with some skilled and professionals whose deployment is dependant on authentication of credentials such as license, trade test for professionals, school records etc…

 “Period of deployment for all jobs may be less than the above mentioned but not assurance however it should not exceed it”.

Any other categories will be dependant on the skill needed and will be subject to understanding and agreement between the two parties before sending the visa.

Guarantee to the Employer & Circumstances for Replacement:

The company shall give the replacement of any terminated workers found to be unacceptable to the EMPLOYER, provided that the interview and / or Selection of the worker was undertaken exclusively by the company without the participation of the Employer. Note that if the Employer's Representative made the final selection, then that constitutes participation. This undertaking is limited to the following grounds and conditions.

The grounds for termination of the worker is any of the following:

The worker is NOT qualified for the position applied for. ( Trade test from government or competent institution authenticated by Philippine embassy or consulate in the host country is a must )

The worker is medically unfit to work ( medical certificate from government hospital authenticated by Philippine embassy or consulate in the host country is a must )

Misrepresentation or concealment by the workers of relevant information or materials relevant to his capacity to satisfactorily and competently perform the job/work which he is hired for

Serious misconduct, willful disobedience of Employer's lawful orders, habitual neglect of duties, absenteeism, insubordination, revealing secrets of the Employer's establishment, engaging in trade union activities, violation of any rule of religious doctrine or nature ,customs, traditions and laws of the Employer's country and/or terms of the Employment Contract by the workers.

The employee voluntarily refuses to work at the job assigned and which he was recruited for.

Provided also, that the Employer notifies the company in writing of its intention to terminate the worker and the reasons therefore, within the three-month probationary period from date of worker's arrival to site of employment for earlier and faster preparation of the replacement. Then upon submission of the needed documents as the case may be and proof of final exit of the worker by means of immigration exit and ticket the company is obliged to send the replacement as soon as it could without any delay. Should you need more of assurances and guarantees it suffices to say that the embassy is welcome always to settle any confusion and put matters in the right tract and any proposed settlement by the embassy will absolutely be honored for the welfare of all parties.

We cordially welcome you as our new, yet dear client and we would be greatly honored should you allow us to add your good name to the list of our respected clients.