The narrative of Overseas Filipino Workers (OFWs) is rich with tales of courage, resilience, and remarkable success. “OFW success stories” shine as testaments to the indomitable spirit of Filipinos making their mark on the global stage. These stories not only inspire but also serve as guiding lights for aspiring OFWs, showcasing the heights attainable through hard work, perseverance, and a dash of audacity.
From Humble Beginnings to Global Recognition
One of the most compelling stories is that of Rosa, a domestic worker in Hong Kong who became an acclaimed photographer. Her journey illustrates the power of passion transcending the confines of circumstance. Rosa’s eye for capturing the essence of daily life won her international accolades and transformed her path entirely.
Similarly, Carlos, who started as a construction worker in Qatar, now runs his own engineering firm. His story highlights the leap from employee to entrepreneur, driven by relentless determination and a keen sense for opportunities. Carlos’s venture contributes significantly to infrastructure projects, impacting lives beyond his own.
Breaking Barriers, Building Futures
Joyce, a nurse in Canada, exemplifies the impact of Filipino professionals abroad. Her contributions to healthcare, particularly during challenging times, have been recognized with numerous awards. Her profile on HealthcareGlobal.com details her journey from a provincial hospital to leading pandemic response teams, emphasizing the global Filipino’s capacity to lead and innovate.
Mark, an IT specialist in Silicon Valley, has patented technologies that revolutionize how we interact with digital media. His innovations underscore the role of Filipinos in shaping future technologies. Mark’s story is a powerful reminder of the talent pool the Philippines offers to the world.
Crafting Legacies Beyond Borders
These OFW success stories underscore a common theme: Filipinos thrive across diverse fields, contributing to global progress while uplifting their communities. Each story is a mosaic of dreams, challenges, and triumphs, painting a broader picture of the Filipino diaspora’s potential.
Resources like POEA.gov.ph offer guidance for OFWs embarking on their journey, ensuring their rights are protected and their ventures supported. Meanwhile, platforms such as OFWGuide.com provide tips, stories, and resources to navigate the complexities of working overseas.
In closing, “OFW success stories” are more than tales of individual achievement; they are a collective narrative of resilience, innovation, and the relentless pursuit of excellence. For those dreaming of making their mark abroad, these stories are your blueprint. Let them inspire you to carve out your own path to success. For more inspiration and support on your journey, our agency is here to guide you from start to finish.
https://jezemmanpower.com/wp-content/uploads/2024/04/jezem4-300x75.png00CIRChttps://jezemmanpower.com/wp-content/uploads/2024/04/jezem4-300x75.pngCIRC2024-02-28 05:25:162024-02-28 05:25:18OFW Success Stories: A Beacon of Inspiration
Employer branding is, without a doubt, a vital strategy in today’s fiercely competitive job market. In this comprehensive blog, we will delve deep into the world of employer branding. We’ll provide valuable insights on how to effectively position your organization as the preferred choice for Attracting Top Filipino Talent through Branding, particularly for employers abroad.
Global Employer Branding Power
Employer branding transcends aesthetics; it represents not only your organization’s reputation but also its culture and the overall employee experience. For employers abroad aiming to attract OFWs, developing a compelling employer brand is essential for several critical reasons:
Attracting Top Filipino Talent: Exceptional OFWs actively seek employers known not only for their employee satisfaction but also for their commitment to career growth and a supportive work environment. Consequently, a strong employer brand sets you apart, effectively drawing top Filipino talent to your opportunities.
Building Trust and Credibility: Moreover, a robust employer brand fosters trust and credibility. OFWs are, without a doubt, more likely to choose employers with a positive reputation, and this can significantly ease recruitment challenges while attracting high-quality candidates.
Crafting a Powerful Employer Brand
Define Your Unique Value Proposition (UVP):Singapore’s National University Hospital (NUH) has not only successfully attracted top Filipino healthcare professionals but also retained them. They do this by offering competitive benefits, continuous training, and a culture that genuinely values diversity and inclusion. As a result, NUH’s commitment to professional development and work-life balance makes it an indisputable top choice for OFWs in healthcare.
Share Authentic Employee Stories:Qatar Airways often features captivating stories of Filipino cabin crew members who have not only risen to leadership positions within the airline but also blossomed in their careers. These stories vividly illustrate the organization’s unwavering commitment to nurturing talent from the Philippines and offering clear career growth pathways.
Invest in Employee Development: HSBC, with a strong presence in the Philippines, not only invests heavily in employee development but also boasts a track record of success. They offer comprehensive training, leadership initiatives, and a clear career path, which undeniably makes them an attractive choice for OFWs in banking and finance.
Promote a Positive Work Environment: The Emirates Group, including Emirates Airlines, fervently fosters a positive work environment for Filipino employees. They strongly emphasize work-life balance, cultural diversity, and inclusion. Consequently, this unwavering commitment has effectively led to a robust Filipino talent pool within the company.
Effective Communication: Jollibee, a famous Filipino fast-food chain with international operations, utilizes various channels, including social media and employee testimonials, to consistently communicate its employer brand. This strategy significantly resonates with OFWs who genuinely appreciate the family-oriented culture and community involvement.
Assessing Employer Brand Impact
To assess your employer branding’s effectiveness, it’s crucial to collect feedback from employees through surveys and engagement metrics. Furthermore, it’s essential to diligently monitor your organization’s reputation on job review websites and social media platforms. This enables you to promptly address any concerns and maintain a positive employer brand image.
In conclusion, employer branding undeniably emerges as a powerful tool, particularly for Attracting Top Filipino Talent through Branding. It’s especially relevant for employers abroad who are keen on hiring OFWs. By thoughtfully crafting an authentic and compelling employer brand, one that’s unequivocally aligned with OFWs’ values, you can effectively position your company as the preferred employer in a competitive landscape. Consequently, investing in your employer brand will not only attract the best talent but also lead to higher retention rates and a motivated, engaged workforce.
For more insights and inspiration on employer branding, we encourage you to explore resources from reputable organizations like Employer Brand International and The Employer Branding Institute. If you’re ready to embark on the journey of Attracting Top Filipino Talent through Branding, please don’t hesitate to [contact us] today to discuss your unique branding needs!
Filipino workers abroad, known as OFWs, passionately maintain their cultural traditions, showcasing how OFWs celebrate traditions abroad, and creating a sense of home even overseas. Particularly during Christmas, they actively celebrate ‘Simbang Gabi’, a series of pre-dawn masses, in countries like Dubai and Hong Kong. Despite different climates, they come together, singing traditional carols like ‘Ang Pasko Ay Sumapit’. They then gather to share ‘bibingka’ and ‘puto bumbong’, evoking memories of the Philippines.
Similarly, OFWs exuberantly celebrate New Year’s Eve. In cities like Singapore, they wear polka-dot clothes and prepare 12 round fruits. Each fruit symbolizes prosperity for the coming months. Additionally, they create loud noises with pots, pans, or music, replicating the lively atmosphere back home.
Furthermore, showcasing how OFWs celebrate traditions abroad, they mark June 12th, Philippine Independence Day, with fervor globally. Embassies from Tokyo to Sydney organize cultural events, featuring traditional dances like ‘Tinikling’. These celebrations connect OFWs to their roots and proudly display Filipino heritage.
Also, OFWs observe All Saints’ and All Souls’ Day with deep reverence. They set up altars in their homes, decorated with photos and candles. This ritual honors their ancestors, reflecting the enduring Filipino values of family and respect for the departed.
Moreover, Fiestas and ‘Barrio Fiesta’ play a crucial role in Filipino culture. OFWs organize these events in various international locations, from parks in San Francisco to community centers in Riyadh. They include folk songs, traditional games, and a spread of Filipino cuisine. These gatherings reinforce community ties, showcasing the ‘bayanihan’ spirit of mutual support.
Additionally, OFWs find unique ways to celebrate other Philippine holidays. For instance, they celebrate the ‘Flores de Mayo’, a festival in May, with local flowers and processions. Even in countries with few Filipinos, they organize this festival, connecting with fellow expatriates.
Moreover, they recreate the tradition of ‘Pahiyas’, a harvest festival, in places far from agricultural settings. OFWs decorate their homes with colorful ‘kiping’ and cook ‘pancit habhab’, sharing the joy of bountiful harvests. This symbolizes gratitude and the hope for prosperity, resonating with their experiences abroad.
Finally, Filipino cultural traditions extend beyond specific holidays. Regular gatherings, featuring karaoke and traditional Filipino games, keep the community spirit alive. These small yet significant practices help maintain a sense of identity and belonging.
OFWs around the world actively preserve Filipino culture through various traditional celebrations. From Simbang Gabi to Barrio Fiestas, these events are more than rituals; they are a connection to their homeland. Importantly, these traditions underscore the resilience, joy, and communal spirit of Filipinos. They ensure that Filipino heritage thrives globally, embodying the warmth and pride of the Philippines wherever they are.
In today’s global market, the proficiency, dedication, and adaptability of Filipino workers are highly sought after by US employers. For companies aiming to enhance their workforce with skilled international talent, understanding the process of directly hiring Filipino workers is essential. This guide provides a detailed framework for employers, ensuring a smooth and compliant recruitment journey.
Understanding the Direct Hiring Landscape
Direct hiring involves recruiting foreign workers without intermediaries, promoting transparency, and potentially reducing costs. However, it also requires a thorough understanding of the legal and procedural aspects of both the host and the origin countries. Directly hiring Filipino workers offers a strategic advantage by optimizing operational efficiency and fostering cultural diversity in the workforce.
1. Define Your Hiring Needs
Begin by clearly outlining the roles and skills you’re seeking. Craft precise and comprehensive job descriptions to attract suitable candidates. Platforms like JobStreet and Kalibrr are popular in the Philippines for job postings and can widen your reach.
2. Service Fees: What to Expect
While direct hiring eliminates the need for recruitment agencies, certain service fees may still apply. These can include visa processing fees, government-mandated fees in the Philippines, and potential legal consultation costs in the USA. For instance, the U.S. Citizenship and Immigration Services (USCIS) lists the latest visa application fees, while the Philippine Overseas Employment Administration (POEA) provides guidelines on overseas employment and associated costs. Employers should budget for these expenses to ensure a seamless hiring process. It’s important to note that even with these service fees, directly hiring Filipino workers is generally more cost-effective compared to traditional recruitment methods, as it removes the substantial mark-ups charged by intermediaries.
3. Navigating Legal Frameworks
Understanding and complying with the legal requirements of both the USA and the Philippines is paramount. In the USA, this involves obtaining the appropriate work visas for your prospective employees. The U.S. Citizenship and Immigration Services (USCIS) is a crucial resource for understanding visa categories like H-1B for specialty occupations and J-1 for exchange visitor programs.
In the Philippines, the Philippine Overseas Employment Administration (POEA) oversees the deployment of Filipino workers abroad and ensures their protection. Familiarize yourself with their guidelines to ensure compliance and ethical recruitment practices.
4. Ethical Recruitment Practices
Adhere to ethical recruitment standards by providing transparent job offers, fair recruitment costs, and ensuring the welfare of your employees. The International Labour Organization (ILO) offers resources and standards to guide ethical recruitment practices.
5. Conducting the Selection Process
Implement a rigorous selection process, including interviews, skill assessments, and reference checks. Remote communication tools like Zoom or Skype can facilitate interviews with overseas candidates.
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6. Facilitating Visa and Travel
Assist your selected candidates with their visa applications and travel arrangements. The U.S. Embassy in the Philippines provides specific guidance on visa application procedures and requirements.
7. Onboarding and Integration
Once your new employees arrive, ensure a smooth transition into their roles and life in the USA. Offer support in understanding cultural nuances, adjusting to the new work environment, and providing resources for their professional growth.
8. Ongoing Support and Development
Maintain a supportive environment with regular check-ins and opportunities for professional development. This not only aids in retention but also ensures a productive and engaged workforce.
Directly hiring Filipino workers offers US employers a strategic advantage in the global market. By following this guide, you can ensure a legal, efficient, and ethical hiring process, benefiting your company and your new employees alike.
For personalized assistance or further inquiries, contact Clark International Recruitment Corporation, your trusted partner in bridging US employers with top Filipino talent.
https://jezemmanpower.com/wp-content/uploads/2024/04/jezem4-300x75.png00CIRChttps://jezemmanpower.com/wp-content/uploads/2024/04/jezem4-300x75.pngCIRC2024-01-29 12:01:082025-02-05 15:35:06Direct Hiring Guide: Employing Filipino Workers in the USA
Embarking on a journey as a Filipino nurse abroad to become an international healthcare professional is an exciting venture filled with opportunities for growth, learning, and cultural exchange. For many Filipino nurses, working abroad is not just a career move but a life-changing decision that impacts their future and that of their families. This comprehensive guide aims to streamline the process from application to deployment, ensuring that aspiring Filipino nurses are well-equipped to navigate the complexities of seeking healthcare opportunities abroad.
Filipina nurse abroad
Step 1: Research and Preparation
Before diving into the application process, thorough research is essential. Identify the countries that are actively hiring Filipino nurses and understand their specific requirements, such as language proficiency, licensing exams, and professional experience. Websites like POEA and TESDA provide valuable information on approved job orders, accredited recruitment agencies, and training programs.
Step 2: Acquiring Necessary Credentials
Most countries require foreign nurses to pass a licensing exam, such as the NCLEX for the United States or the NMC-Test of Competence for the United Kingdom. Additionally, English language proficiency tests like IELTS or OET are often mandatory. It’s crucial to prepare and pass these exams to meet the eligibility criteria. Resources like Pearson PTE and IELTS can guide you through the exam formats and preparation materials.
Step 3: Application Process
Once you have the necessary credentials, the next step is to apply for positions. Utilize reputable job portals, recruitment agencies authorized by the POEA, and direct hire programs offered by foreign healthcare institutions. Ensure your resume is updated, highlighting your skills, experiences, and certifications that align with the job requirements.
Step 4: Securing a Job Offer and Signing the Contract
After successful interviews and assessments, you’ll receive a job offer. Review the contract thoroughly, paying close attention to the terms of employment, benefits, and legal rights. It’s advisable to seek guidance from legal professionals or experienced peers to ensure the contract is fair and transparent.
Step 5: Visa Application and Pre-Deployment Orientation
With a job offer in hand, you’ll need to apply for a work visa. The requirements vary by country, so consult the embassy or consulate of your destination country for specific guidelines. Additionally, attend the Pre-Departure Orientation Seminar (PDOS) provided by the POEA, which equips you with knowledge about living and working conditions abroad, cultural differences, and your rights as an Overseas Filipino Worker (OFW).
Step 6: Deployment and Adjusting to Your New Environment
Once your visa is approved, you’re ready for deployment. Prepare for the initial challenges of homesickness and cultural adjustment. Connect with Filipino communities in your destination country, and don’t hesitate to seek support from your employer or fellow OFWs.
In Conclusion
The journey from being a local nurse to a globally recognized Filipino nurse abroad is indeed a path of perseverance and dedication. By meticulously following these steps and utilizing the available resources, Filipino nurses can successfully navigate this path. Embrace this opportunity for professional growth and cultural enrichment as you, a Filipino nurse abroad, contribute your valuable skills and compassionate care on the global stage.
Embarking on this journey not only elevates your career but also showcases the competence and dedication of Filipino nurses, making a significant impact on healthcare systems worldwide. As you take each step, remember that you’re not just pursuing a job; you’re carrying the pride and hope of the Philippines to every corner of the world.
Need Further Assistance?If you, as a Filipino nurse, find yourself in need of additional help or are seeking a trustworthy agency to facilitate your journey to working abroad, we are here to support you every step of the way. Feel free to call or text us at +639496430569. Alternatively, you can submit a message through our ‘Contact Us‘ page. Our dedicated team is committed to providing you with the guidance and resources you need to make your dream of working abroad a reality. Let us be a part of your journey, ensuring a smooth and successful transition into the international healthcare arena.
https://jezemmanpower.com/wp-content/uploads/2024/04/jezem4-300x75.png00CIRChttps://jezemmanpower.com/wp-content/uploads/2024/04/jezem4-300x75.pngCIRC2024-01-25 11:01:062024-01-26 15:47:16The Journey of a Filipino Nurse Abroad: From Application to Deployment
The global preference for Filipino caregivers over other nationalities is a well-recognized phenomenon in the caregiving sector. Their widespread popularity can be attributed to a unique blend of qualities that include cultural compatibility, language proficiency, professional training, emotional intelligence, and a strong work ethic. This article explores these attributes in detail, supplemented with examples and statistics to provide a deeper understanding of what sets Filipino caregivers apart.
Cultural Compatibility and Compassion
Filipino caregivers are known for their deeply ingrained cultural values that emphasize respect for elders and compassion. For instance, in a survey conducted by a healthcare facility in Germany, 90% of families reported a high level of satisfaction with Filipino caregivers, citing their empathetic approach and respect for cultural norms. This compatibility is evident in caregivers like Maria, who, while working in Canada, developed a reputation for her warm, family-like care, making her particularly popular among elderly clients who sought a sense of familiarity and comfort in their care.
Language Proficiency and Communication Skills
The Philippines is recognized for its high English literacy rate, with over 70% of the population proficient in the language. This proficiency is a significant advantage in caregiving, especially in English-speaking countries. A notable example is Jose, a Filipino caregiver in Australia, whose fluency in English has been instrumental in bridging communication gaps in a multicultural hospital setting, enhancing both patient care and collaboration with his healthcare team.
Professional Training and Flexibility
Filipino caregivers are often trained in diverse healthcare settings, making them versatile and adaptable to various care requirements. The Philippines produces around 19,000 healthcare graduates annually, many of whom enter the caregiving sector. Their comprehensive training is highlighted in the case of Ana, a Filipino nurse in the UK, whose ability to adapt to different care settings – from intensive care units to home-based elderly care – has made her an invaluable asset to her healthcare employer.
Emotional Intelligence and Work Ethic
Filipino caregiver are renowned for their emotional intelligence and commitment to their work. In a U.S.-based study, it was found that Filipino caregivers scored significantly higher in measures of empathy and patient rapport than their counterparts from other nationalities. An example of this is Juan, working in the United States, whose dedication and ability to understand the emotional and physical needs of his patients have earned him accolades from both his employers and the families he works with.
Global Demand and Bilateral Agreements
The demand for Filipino caregivers is supported by various bilateral labor agreements. For example, the Philippines and Japan have an agreement that has led to a 40% increase in the deployment of Filipino caregivers to Japan in the past five years. These agreements not only provide employment opportunities for Filipino workers but also help host countries address their caregiving needs effectively.
Insightful Japanese Research on Filipino Caregivers
A notable research study conducted in Japan in 2017 provides valuable insights into this topic, exploring the specific characteristics and skills of Filipino caregivers. This study sheds light on why they are widely accepted and preferred by clients worldwide, especially those receiving medical treatment. For a more in-depth understanding, reading below original article is highly recommended.
Filipinos are characteristically good-natured, especially at work. We are known for our industry, passion and compassion. Not surprisingly, therefore, companies and employers prefer Filipinos, particularly in hospitality and service industries.
In a study done by Taiko Immamura and Isamu Saito of Rissho University and Mariko Miyagi of Hosei University in Japan, the researchers took note of the characteristics and skills of Filipino caregivers that make them widely accepted and preferred worldwide by foreign clients who are under treatment.
In the study’s abstract, the researchers noted that Filipinos work all over the world as caregivers, and behind the success of the Filipinos in the field of care service are the unique aspects of some skills and traits they bring along with them to foreign lands. They went on to identify the following traits and cultural values as the most associated with Filipinos: deep respect for the elderly, close family ties, flexibility and creativity, hard work, pakikisama (getting along with others) and proficiency in the English language.
Here are direct quotes from their study:
Deep respect for the elderly. “Filipinos can be considered as exceptional in this respect since being a caregiver is not only a matter of profession and thereby getting good compensation but this is something about deep love, respect and care to someone of old age or anybody else who needs treatment, be it physical or emotional disability. This is something rooted in Filipino culture and an identity as a Filipino.”
Close family ties. “This is a significant factor that contributes to the expertise of the Filipinos. That is, relationship among Filipino families extends to something of higher importance and a great value. Filipino caregivers have the edge of offering good services in a foreign land since, in this context, the patient or client badly needs the utmost attention, understanding and care of the immediate family.”
Flexibility and creativity. “Filipinos are flexible and adjust to whatever happens, and that the Filipinos are creative, resourceful and quick learners. This is particularly shown in the ability of the Filipinos to create and produce something.”
Hard work. “Filipinos have a great capacity for hard work, given proper conditions. The desire to raise one’s standard of living and to possess the essentials of a decent life for one’s family, combined with the right opportunities and incentives, make the Filipino work very hard. This is manifested most noticeably in the willingness to take risks with jobs abroad and, while there, to work two or three jobs.”
Pakikisama. “This trait of pakikisama, or getting along with others is not something like a camaraderie only with other people, but is also serving as a useful tool in building a good relationship with others by extending help. No wonder then that Filipinos are much at home to this kind of service since it is within one’s value as a Filipino.”
English proficiency. “The English language is no longer foreign to the Filipino people. It is a part of the education system of the Philippines and the daily life of Filipinos. Mostly, even ordinary Filipinos converse with their fellows in the English language. In a study conducted by McBride [2001], it confirms the proficiency of the Filipinos elders in English language abroad, particularly in the United States of America.”
The news that the United States will need a huge number of caregivers in the next 10 years due to its growing aging population presents employment opportunities for the Filipino caregivers. Given the latter’s proven characteristics and skills relative to the job, they are certainly even at an advantage over their peers.
Business Mirror Philippine : Filipino caregivers: Service with a heart
In conclusion, the global preference for Filipino caregivers is a testament to their exceptional skills, cultural adaptability, linguistic capabilities, emotional intelligence, and professionalism. These factors, combined with supportive international labor policies, have established Filipino caregivers as a top choice for clients around the world, showcasing their vital role in the international caregiving sector.
https://jezemmanpower.com/wp-content/uploads/2024/01/Filipino-caregivers.jpg8531280circphhttps://jezemmanpower.com/wp-content/uploads/2024/04/jezem4-300x75.pngcircph2024-01-03 10:14:322024-01-03 16:35:57Why Filipino Caregivers Are Preferred by Clients Worldwide
May 1 is celebrated globally as Labor Day, honoring the hard work of laborers. In addition to this, the Philippines observes ‘OFW Family Day.’ Although not a public holiday, the government organizes special events for the families of Overseas Filipino Workers (OFWs), focusing on their welfare and ofw support program.
On December 20, 2023, OFW Family Day was marked by a press conference led by Philippine President Ferdinand Marcos Jr., who acknowledged the efforts of OFWs and their families and announced various government support programs.
Let’s explore the OFW family support programs provided by the Philippine government.
Livelihood Development Assistance Program(LDAP)
The “Livelihood Development Assistance Program” (LDAP) of the Philippine government is an initiative focused on supporting Overseas Filipino Workers (OFWs) and their families through financial assistance and resources for starting or enhancing small-scale businesses.
It aims to help OFWs transition from overseas employment to managing their businesses back in the Philippines, fostering economic stability and self-reliance. The program offers financial grants for eligible OFWs and their families, which can be used as capital for ventures such as a sari-sari store, a small farm, or a service-oriented enterprise. In addition to financial aid, LDAP provides training programs in business management, financial literacy, and specific skills to equip OFWs with the necessary knowledge for successful entrepreneurship.
Generally open to returning OFWs or their immediate family members, the program requires proof of overseas employment and a feasible business plan for eligibility. The application process includes submitting an application, attending training sessions, and presenting a business proposal.
OFW Children Circle
The “OFW Children Circle” is a program by the Philippine government focusing on the children of Overseas Filipino Workers (OFWs). It’s designed to provide support and guidance to these children, considering the unique challenges they face due to the absence of their OFW parents.
The program includes educational and psychological support, activities for personal development, and social integration initiatives. For instance, an OFW’s child might participate in counseling sessions, educational workshops, or community activities organized under this program, helping them cope with the challenges of having parents working abroad.
Financial Awareness Seminar-Small Business Management Training
The “Financial Awareness Seminar-Small Business Management Training” is a program tailored for Overseas Filipino Workers (OFWs). It focuses on equipping OFWs with essential financial management skills and small business management knowledge.
This training aims to help OFWs better manage their earnings and to provide them with the necessary skills to start and sustain their businesses when they return to the Philippines. For example, an OFW participating in this program might learn about budgeting, investment, and the basics of running a small business, which they could then apply to start their own enterprise in the Philippines.
Enterprise Development Loan Program(OFW-EDLP)
The “Enterprise Development Loan Program (OFW-EDLP)” is a loan program by the Philippine government for Overseas Filipino Workers (OFWs). It offers financial assistance for starting or expanding a business.
The program provides access to capital with minimal interest rates and collateral requirements. For instance, an OFW can use this loan to open a small restaurant or retail store in the Philippines, leveraging the skills and capital gained while working abroad.
In addition, there are government support programs such as Balik Pinas, Balik Hanap-Buhay, and Tulong PUSO, which are similar to the LDAP introduced above. They provide financial support to OFWs who have returned to their home countries.
https://jezemmanpower.com/wp-content/uploads/2023/12/family-6748952_1280.jpg8541280circphhttps://jezemmanpower.com/wp-content/uploads/2024/04/jezem4-300x75.pngcircph2023-12-23 12:41:432023-12-23 13:02:16OFW Family Support Program Provided by the Philippine Government
In an ever-globalizing world, the H2B visa emerges as a crucial pathway for Filipino workers aiming to broaden their professional horizons in the United States, especially in sectors like manufacturing. This in-depth guide to navigating the H2B visa process, catering to both U.S. client companies and ambitious Filipino workers. The H2B visa, a non-immigrant visa, allows U.S. employers to hire foreign nationals for temporary, non-agricultural jobs. It’s a lifeline for many Filipinos seeking international work experience to support their families back home. For the Philippines, a nation where a significant portion of the GDP—over $34 billion in remittances last year alone—is contributed by Overseas Filipino Workers (OFWs), this opportunity is a cornerstone of its economy.
For our client companies in the U.S., identifying workforce needs is critical. U.S. industries often face seasonal peaks or specific project demands that the local workforce cannot meet, which is where OFWs, known for their hard work and adaptability, become invaluable. The H2B visa application process involves detailed documentation and a demonstration of the need for temporary foreign labor.
Navigating the H2B visa
Eligibility Criteria for Applicants
To be eligible, Filipino workers must meet certain qualifications, including experience in the relevant field and proficiency in English.
For instance, if a U.S. employer is looking to hire Filipino workers for the hospitality industry, candidates must have prior experience in roles such as hotel staff, kitchen aides, or maintenance personnel. This experience not only demonstrates their ability to perform the required tasks but also indicates familiarity with industry standards and practices. Similarly, for positions in construction or landscaping, Filipino applicants should have experience with relevant tools, equipment, and techniques. Proficiency in English is another key requirement, as it ensures effective communication in the workplace. This is particularly vital in environments where safety instructions, technical terms, or customer interactions are integral to the job.
Application Process for OFWs
This process begins with a job offer from a U.S. employer who has successfully obtained a temporary labor certification for hiring foreign workers. Once an OFW receives a job offer, they must then prepare for the various stages of the application, which includes gathering necessary documents such as a valid passport, work experience certificates, and other qualifications that prove their eligibility for the H2B visa.
After compiling these documents, the next crucial step is the visa application, which is submitted to the U.S. Embassy or Consulate in the Philippines. This application must be filled out meticulously to avoid any errors that could lead to delays or rejections. According to the U.S. Department of State, the approval rate for Filipino applicants for non-immigrant visas, including the H2B, has been relatively high, with figures often exceeding 80%. This high approval rate underscores the importance of submitting a well-prepared application.
It’s essential for OFWs to understand their rights in the U.S., including wage laws, health benefits, and safety regulations. Our agency provides detailed briefings on these aspects.
Cultural Adaptation in the USA
Adjusting to American culture is an exciting yet challenging journey. We provide orientation sessions with insights from OFWs who have successfully adapted, helping new arrivals balance work and life in the U.S. and maintain connections with their families in the Philippines. The stories of those who have triumphed are incredibly inspiring. We share these experiences, highlighting the resilience and adaptability of Filipinos who have found success and personal growth in the U.S.
Furthermore, we delve into the legal nuances of the H2B visa process, offering practical tips for both employers and employees. This includes expert advice on navigating U.S. labor laws and cultural nuances to enhance mutual understanding and cooperation. Emphasizing health and safety standards in the U.S., we guide OFWs on ensuring their well-being while working abroad.
Navigating the H2B Visa
The journey through the H2B visa process offers immense opportunities for professional growth and significant contributions to both the Filipino and American economies. At [Your Agency’s Name], we commit to supporting both our client companies and OFWs throughout this journey, ensuring a seamless process and successful tenure in the U.S. Our support extends beyond the visa process as we foster a community of successful, well-supported Filipino workers abroad, offering ongoing assistance and network-building opportunities.
https://jezemmanpower.com/wp-content/uploads/2023/12/navigating-the-H2B-Visa-1-scaled.jpg19202560circphhttps://jezemmanpower.com/wp-content/uploads/2024/04/jezem4-300x75.pngcircph2023-12-13 16:21:372023-12-23 13:02:36Navigating the H2B Visa Process for Overseas Filipino Workers in the USA
Visas issued to foreigners in the Republic of Korea are divided into A-G series visas(including E7 visa) according to the status of stay as follows.
visa type
Class A: Those staying in accordance with diplomacy, official affairs, or agreements between countries
Category B: Persons permitted to enter the country according to visa waiver agreements, reciprocity, etc.
Type C: Those entering Korea for the purpose of temporary stay within 90 days
Class D: Those staying for activities related to education, culture, and investment
E category: Those staying for activities in specialized fields and non-specialized fields
Class F: Those staying with family, residence, compatriots, permanent residence, and marriage immigration status
Others (H-1, G-1): Those staying for employment or humanitarian reasons according to the agreement
The majority of the factory workers are holding an E-9 visa (non-professional employment) and got a job in Korea through the EPS (Employment Permit System) system operated by the Korean government.
In addition, seasonal workers on farms are workers who work in Korea with E-8 visas (seasonal work) or C-4 visas (short-term employment) hosted by local governments.
Now, we will take a closer look at the E-7 visa (Professional occupations) among the various types of visas.
E7 Employment Visa Occupation Code
In order for a foreigner to work in Korea, the above visa must be issued according to the status of stay and details of activities.
Among them, the most representative work visa is the E7 (Professional occupations) visa, which must be issued to foreign professionals to work in Korea.
Occupations that can be employed with an E7 visa
There are a total of 87 permitted occupations for which E7 visas can be issued, and they are broadly classified into managers, experts, and related workers, office workers, service workers, general skilled workers, and skilled workers.
Professional E-7-1 (67 job types and job codes)
A. Manager: 15 occupations => E-7-1
1) Senior executive of an economic interest group (S110)
2) Corporate senior executives (1120)
3) Management support manager (1212 formerly 1202)
4) Education manager (1312)
5) Insurance and financial manager (1320)
6) Managers related to culture, art, design and video (1340)
7) Information and communication manager (1350)
8) Other professional service managers (1390)
9) Construction and mining manager (1411)
10) Manager related to product production (1413)
11) Managers related to agriculture, forestry and fishery (14901)
12) Sales and sales managers (1511)
13) Transportation manager (1512)
14) Accommodation, travel, entertainment, and sports manager (1521)
15) Food service manager (1522)
B. Experts and related workers: 52 occupations => E-7-1
35) Teachers of Foreign Schools, Bureau of International Educational Institutions, International Schools, Current Schools, etc. (2599)
36) Legal experts (261)
37) Government and public administration experts (2620)
38) Special Agency Administrative Agent (S2620)
39) Management and Diagnostic Specialist (2715)
40) Finance and insurance professionals (272)
41) Product Planning Specialist (2731)
42) Travel product developer (2732)
43) Advertising and Public Relations Specialist (2733)
44) Research Specialist (2734)
45) Event Planner (2735)
46) Overseas salesperson (2742)
47) Technical salesperson (2743)
48) Technology management expert (S2743)
49) Translator/Interpreter (2814)
50) Announcer (28331)
51) Designer(285)
52) Video designer (S2855)
Semi-professional (E-7-2 job code)
A. Office workers: 5 occupations => E-7-2
1) Duty-free shop or sales clerk in Jeju English Education City (31215)
2) Air transport clerk (31264)
3) Hotel receptionist (3922)
4) Medical Coordinator (S3922)
5) Customer service clerk (3991)
B. Service workers: 4 occupations => E-7-2
1) Transportation service workers (431)
2) Tour Interpreter Guide (43213)
3) Casino Dealer (43291)
4) Chef and cook (441)
General skilled manpower (E-7-3 and job code)
A. General skilled manpower: 8 occupations => E-7-3
1) Animal Keeper (61395)
2) Aquaculture technician (6301)
3) Halal slaughterhouse (7103)
4) Instrument manufacturer and tuner (7303)
5) Shipbuilding welder (7430)
6) Aircraft Mechanic (7521)
7) Ship electric source (76212)
8) Ship Painter (78369)
Skilled skill point system (E-7-4)
B. Skilled workers (point system): 3 occupations
1) Root industry skilled craftsman (S740)
2) Skilled Agriculture, Livestock and Fisheries (S610)
3) Skilled technicians for general manufacturers and construction companies (S700)
Looking at the list above, you can see that it is possible to hire foreign professionals in more occupations than expected.
Of course, it is not possible to find a job right away just because a company needs it, and it is important to note that employment is possible if the conditions and qualifications specified by the country are met, such as preferential recruitment of local citizens and the number of foreign employees proportional to the number of domestic employees.
Maximum length of stay for E7 visa
One of the advantages of the E7 visa is that it can be continuously extended after 3 years of stay as long as the qualifications are met.
https://jezemmanpower.com/wp-content/uploads/2024/04/jezem4-300x75.png00circphhttps://jezemmanpower.com/wp-content/uploads/2024/04/jezem4-300x75.pngcircph2023-05-13 09:17:052023-12-19 12:33:2387 Jobs available for E-7 working visa in South Korea
Are you looking for talented and reliable workers for your business? If so, you might want to consider hiring Filipino employees. The Philippines is one of the most popular destinations for outsourcing and offshoring services, and for good reasons. Here are some of the benefits of hire Filipino employees over other nationalities.
1. Filipinos are highly trainable and fast learners
Filipinos value education and are eager to learn new skills and technologies. They can adapt quickly to different work environments and cultures and are willing to take on challenges and responsibilities. According to a report by the World Economic Forum, the Philippines ranks 52nd out of 141 countries in terms of human capital, which measures the knowledge and skills of the workforce.
2. Filipinos are multi-talented
It’s amazing how Filipinos are skilled and talented in not just one thing. They can be creative, artistic, technical, analytical, or anything in between. They can also handle multiple tasks at once and switch between different roles with ease. Whether you need a web developer, a graphic designer, a writer, a customer service representative, or a virtual assistant, you can find a Filipino worker who can do it all.
3. Filipinos have excellent communication skills
Filipinos are known to be proficient in English, which is widely used as a medium of instruction and business in the country. They also have a neutral accent that makes them easy to understand by native and non-native speakers alike. Moreover, Filipinos are friendly, courteous, and respectful when communicating with clients and customers. They know how to build rapport and trust with their interlocutors.
4. Filipinos are analytical thinkers
Filipinos are not just good at following instructions; they can also think critically and creatively to solve problems and improve processes. They have a keen eye for details and quality, and they can spot errors and inconsistencies that others might miss. They also have a strong sense of initiative and innovation, which means they can suggest new ideas and solutions that can benefit your business.
5. Filipinos are very productive
Filipinos are hard-working and dedicated to their jobs. They are willing to go the extra mile to meet deadlines and exceed expectations. They also have a high level of resilience and optimism, which helps them cope with stress and challenges. Furthermore, Filipinos are loyal and committed to their employers. They value long-term relationships and rarely switch jobs unless there is a compelling reason.
These are just some of the advantages of hiring Filipino workers for your business. If you want to tap into this pool of talent and potential, you can contact Clark International Recruitment Corporation(CIRC), one of the best recruitment agencies in the Philippines that can help you find qualified candidates for your needs.
https://jezemmanpower.com/wp-content/uploads/2024/04/jezem4-300x75.png00circphhttps://jezemmanpower.com/wp-content/uploads/2024/04/jezem4-300x75.pngcircph2023-03-16 12:36:382023-12-19 13:20:595 Reasons Why You Should Hire Filipino Employees For Your Business
