PSY E3 REVIEWER

• DOLE policies on recruitment and placement for local employment
• Recruitment and placement in the private sector
• Declaration of Policy

  • To affirm labor as a primary social economic force
  • To afford protection to labor, facilitate employment, and promote human resources development
  • To promote full employment, ensure equal work opportunities regardless of sex, race or creed, and regulate the relations between workers and employers
  • To adopt and conform to the generally accepted principles of international labor standards and principles of decent work, specifically the International Labor Organization Convention Number 181 on Private Employment Agencies and International Labour Organization Declaration on Decent Work
  • To regulate and recognize the participation of the private sector in the recruitment and placement of workers for local employment through a registration and licensing system
• Local employment regulation program under DOLE-BLE

  Regulates the participation of private individuals and entities in the recruitment and placement of workers for local employment
• Recruitment and placement


  Any act of canvassing, enlisting, contracting, transporting, utilizing, hiring or procuring workers, and includes referrals, contract services, promising or advertising for local employment, whether for profit or not
• Private employment agency (PEA) or agency


  Any individual, partnership, corporation, or entity licensed by the Department of Labor and Employment (DOLE) to engage in the recruitment and placement of workers for local employment
• Recruit


  Any individual who is a Filipino citizen, promised, contracted, or enlisted for employment. In the present guidelines, recruit now also refers to stateless persons or refugees recognized by the Department of Justice
• Employer


  Any person engaging the services of a worker through a PEA, and who is a party to the employment contract
• Industry worker


  Any person not engaged in domestic work within an employment relationship or not falling under the enumeration provided by the Domestic Workers' Act
• Domestic worker or kasambahay


  Any person engaged in domestic work within an employment relationship, whether on a live-in or live-out arrangement, such as, but not limited to, general househelp, "yaya", cook, gardener, or laundry person. It shall exclude family drivers who shall be subject to the provisions of the New Civil Code, as amended, and any related laws, rules, and regulations
• Recruitment procedures for industry workers (provincial)

  1. Pre-recruitment: Present a copy of a valid license and Authority to Recruit to the PESO, PESO and barangay officials supervise

  2. During recruitment: PESO and barangay officials ensure agency evaluates documents, conducts preliminary interview

  3. Post-recruitment: Submit list of recruits to PESO for authentication and validation
• Recruitment procedures for domestic workers (provincial)

  1. Pre-recruitment: Present a copy of a valid license and Authority to Recruit to the PESO, PESO and barangay officials supervise

  2. During recruitment: Agency requires resume and supporting documents, PESO and barangay officials ensure agency evaluates documents, conducts preliminary interview

  3. Post-recruitment: Submit list of recruits to PESO for authentication and validation
• Placement procedures for industry workers (provincial)


  1. Agency brings recruit to prospective employer for interview within 3 days

  2. Agency may provide free, convenient, separate housing accommodation

  3. If placement to another region, agency secures certification from Regional Office
• No Fees are allowed to be collected by private recruitment and placement agencies
• Illegal recruitment


  Any act of canvassing, enlisting, contracting, transporting, utilizing, hiring, or procuring workers and includes referring, contract services, promising or advertising for employment abroad, whether for profit or not when undertaken by a non-license or non-holder of authority
• Grounds for denial of application for license or authority
• Anti-illegal recruitment program

  • Legal assistance to victims
  • Assistance in prosecution of suspected illegal recruiters
  • Special operations such as surveillance
  • Information and education campaign
• Serious offenses

  • Recruitment and placement of workers in violation of anti-child labor laws
  • Engaging in acts of misrepresentation for the purpose of securing a license, its renewal, or in connection with the recruitment and placement of workers
  • Engaging in the recruitment or placement of workers in jobs harmful to public health or morality or to the dignity of the Republic of the Philippines
  • Transferring, conveying, or assigning the license/authority to any person or entity other than the one in whose favor it was issued
  • Charging or accepting directly or indirectly any amount from the worker in relation to the process of recruitment and placement
  • Conviction for violation of any of the provisions of Republic Act no. 9208, known as the Anti-Trafficking in Persons Act of 2003, or Republic Act no. 7610, as amended by Republic Act No. 9231 and the Implementing Rules and Regulations
  • Obstructing or attempting to obstruct inspection by the Secretary, the Regional Director, or their duly authorized representatives
  • Inducing or attempting to induce a worker already employed to quit his/her employment in order to offer him/her for employment elsewhere
• Serious offenses for recruitment agencies

  • Placement of workers in violation of anti-child labor laws
  • Engaging in acts of misrepresentation for the purpose of securing a license, its renewal, or in connection with the recruitment and placement of workers
  • Engaging in the recruitment or placement of workers in jobs harmful to public health or morality or to the dignity of the Republic of the Philippines
  • Transferring, conveying, or assigning the license/authority to any person or entity other than the one in whose favor it was issued
  • Charging or accepting directly or indirectly any amount from the worker in relation to the process of recruitment and placement
  • Conviction for violation of any of the provisions of Republic Act no. 9208, known as the Anti-Trafficking in Persons Act of 2003, or Republic Act no. 7610, as amended by Republic Act No. 9231 and the Implementing Rules and Regulations
  • Obstructing or attempting to obstruct inspection by the Secretary, the Regional Director, or their duly authorized representatives
  • Inducing or attempting to induce an already employed worker to transfer from or leave his employment for another unless the transfer is designed to liberate a worker from oppressive terms and conditions of employment
  • Influencing or attempting to influence any person or entity not to employ any worker who has not applied for employment through his agency
  • Coercing workers to accept prejudicial arrangements in exchange for certain benefits that rightfully belong to the workers
  • Disregard of orders, notices, and other legal processes issued by the Department
  • Violation of other pertinent provisions of the Labor Code and other relevant laws, rules and regulations, guidelines, and issuances on recruitment and placement of workers for local employment and the protection of their welfare
• Less serious offenses for recruitment agencies

  • Engaging in recruitment activities in places other than that specified in the authority to recruit without previous authorization from the Department
  • Failure to provide Pre-Employment Orientation (PEO) to workers
  • Failure to submit within the prescribed period the required reports related to local recruitment and placement
• Penalties for less serious offenses

  1. First offense: two (2) months to six (6) months suspension of license or authority

  2. Second offense: six (6) months suspension of license or authority

  3. Third offense: cancellation of license or authority
• Recruitment and selection methods used by private companies

  • Job advertisements
  • Online recruitment
  • Targeted recruitment
  • Tie-ups with universities and colleges
• Selection processes used by companies

  • Shortlisting from information on application forms and CVs
  • Interviews of various kinds
  • Tests and/Psychological Testing
  • Assessment center
  • Reference checking
• Pre-employment requirements for job seekers

  • Resume
  • Diploma
  • Birth Certificates
  • NBI/Police clearances
• Drug testing requirements

  • Screening test to determine positive result and type of drug used
  • Confirmatory test to confirm positive screening test
• Drug test certificates issued by accredited drug testing centers are valid for one year
• Officers and employees of public and private offices shall be subjected to undergo random drug testing
• Any officer or employee found positive for use of dangerous drugs shall be dealt with administratively which shall be a ground for suspension or termination
• Anti-age discrimination in employment

  • Promote employment of individuals on the basis of their abilities, knowledge, skills and qualifications rather than their age
  • Prohibit arbitrary age limitations in employment
  • Promote the rights of all employees and workers, regardless of age, to be treated equally in terms of compensation, benefits, promotion, training, and other employment opportunities
• Disability employment quota

  • At least one (1) percent of all positions in all government agencies, offices, or corporations shall be reserved for persons with disabilities
  • Private corporations with more than 100 employees are encouraged to reserve at least 1 percent of all positions for persons with disabilities
• Anti-gender discrimination in employment


  • Unlawful for any employer to discriminate against any woman employee with respect to terms and conditions of employment solely on account of her sex
  • Discrimination includes paying a lesser compensation to a female employee compared to a male employee for work of equal value, and favoring a male employee over a female employee with respect to promotion, training opportunities, study, and scholarship grants solely on account of their sexes
• Non-discrimination of workers with tuberculosis


  • Workers who have or had TB shall not be discriminated against
  • They shall be supported with adequate diagnosis and treatment, and shall be entitled to work for as long as they are certified by the company's accredited health provider as medically fit and shall be restored to work as soon as their illness is controlled
• Anti-sexual harassment in employment


  • Sexual favor made as a condition in the hiring or in the employment, reemployment, or continued employment, or in granting favorable compensation, terms, conditions, promotions, or privileges
  • Refusal to grant the sexual favor results in limiting, segregating or classifying the employee which in any way would discriminate, deprive or diminish employment opportunities or otherwise adversely affect said employee
• Data privacy principles in recruitment

  Personal information must be collected for specified and legitimate purposes, processed fairly and lawfully, accurate and kept up to date, adequate and not excessive, retained only for as long as necessary, and kept in a form which permits identification of data subjects for no longer than is necessary
• Psychometrics


  The science of measuring mental capacities and processes
• Psychometrics


  • Provides a framework for assessing individual traits, abilities, and behaviors
  • Offers valuable insights into a candidate's potential fit within an organization
• Types of psychometric assessments

  • Personality tests
  • Cognitive ability tests
  • Situational judgment tests
• Implementing psychometrics in recruitment

  1. Defining key competencies

  2. Selecting appropriate assessment tools

  3. Ensuring a seamless and effective integration
• Ethical considerations in psychometrics

  • Upholding fairness, transparency, and confidentiality
  • Providing clear feedback and support to candidates
• Metrics for measuring success of psychometrics

  • Retention rates
  • Performance evaluations
  • Team dynamics