Transcend HR Consultancy is the Placement Consultants / Agency for Oil & Gas jobs Recruitments for gulf countries. Our Services backed by the rich database that allows us to deliver the best possible results. We are Expertise in identifying right professionals who are suitable for job profile within short time span, here are few of Jobs which our Placement Consultants specialize in are Project Managers, Safety Engineers, Operation Technicians, Engineers -Mechanical, Civil, Electrical, Design and Instrument, QA/QC Engineers, Welders, Pipe Fitters, Riggers Other Skilled , Semi-Skilled and Un-Skilled Labors. Our seven key factors sum up to be effective Placement Consultants & Recruiter 

1. Keep the Big Picture in Mind 

Have a reasonable organization technique as a top priority that you can refer to at whatever point you’re hoping to fill a position. Keep it on a clingy note, composed in your telephone or just submit it to memory. When finding out about a potential up-and-comer, distinguish if their aptitudes, character, and experience are the best fit for driving your association to development. Ask yourself, “Will this individual assistance my association arrive at our definitive vision?” If you can’t unhesitatingly answer indeed, it’s an ideal opportunity to continue sourcing.

2. Dig Deeper

We all know that possessing the right skills is not enough to qualify a candidate as the right hire. Your job as a recruiter is to find the candidates who are not only qualified for the job, but who also fit the company culture. Ask the right questions and don’t be afraid to dig a little deeper in the interview process. Identify which characteristics or values your successful employees commonly possess, and then create interview questions that help single out candidates with similar attributes.

3. Think outside the Box

When possible, emphasize the job need rather than the skills. If a candidate has previously performed a similar job, they probably have the skills (or the ability to learn them). So instead of listing every skill that candidate should possess, clearly explain the key job expectations. This will help enhance your talent community by including a more diverse group of candidates with varying experience and backgrounds without sacrificing the quality of hire.

If you want to engage passive candidates, you need to figure out how to target effectively for a career move. Try to imagine the career story of your top three ideal candidates. What roles did they fill before? What skills did they possess that made them a good fit? Once you’ve answered questions like these, you’ll have a better idea of how to make your job postings resonate with passive candidates.

4. Continually Self Improve

Master and strengthen all of your sources for candidates. This includes boosting the yield and quality of candidates coming in via your job posting efforts. To do this, relentlessly study what makes a job posting effective, try new marketing tactics, test your actions and apply what you’ve learned to strengthen your job ads. Also, stay up-to-date on the latest recruiting news and best practices so that you can leverage the information.

5. Nurture Your Talent Community

Periodically reach out to candidates in your Talent Community to see what’s new with them, if they’ve acquired any new skills, or if they have referrals to share from their personal network. You can keep in touch with new and old connections via the phone, email, message system, or physical gatherings. The amount of input you invest yields a corresponding amount of output. That’s why it’s so critical for recruiters to build and maintain relationships with their Talent Community, past clients, and alumni.

The main takeaway is that you need to initiate conversations to boost awareness for your positions. Become an exceptional networker, and become proficient in passive candidate recruiting.

6. Track Metrics

Identifying the results of your efforts each day is the best way to improve your recruitment practices. Utilize analytical tools that help you understand your recruiting initiatives from a high-level perspective. By reviewing critical recruitment metrics, you can decipher which recruiting tactics are working and which are not. Then, you can readjust your actions to maximize your ROI.

7. Be Proactive

Instead of focusing entirely on current open reqs, start thinking about the future hiring needs of your organization. Are certain departments growing? Are any leaders planning on retiring soon? Based on your company’s expectations, start building a strong talent network of prospective candidates who would excel in the roles that may become available. As a result, you’ll be prepared to the source once the company decides to hire for that position.

Becoming a great recruiter takes persistence, strategy and the passion to connect organizations with the right candidates. If you have the will to succeed, coupled with the right tactics and tools, you can start aggressively honing your recruiting skills today. Try incorporating these seven recruitment best practices into your day-to-day functions to improve your actions and produce great results.

Transcend HR Consultancy stands as an epitome of ingenuity for incorporating the latest innovations in areas of testing & training facilities and equipment.

Our integrity is the bedrock of the foundation on which Transcend stands. Our services cater to a diverse list of industries, namely: Engineering & Construction, Energy, Power & Water, Oil & Gas, Facility Management.

As per Indian Emigration Act, 1983 which regulates recruitment of Indian workers for Overseas, an “Employer” is defined as a person providing or offering to provide employment (in his/her own establishment) in any country or place outside India.

Thus, an employer” is one who provides employment to Indian workers in his establishment or who offers to provide employment to Indian workers in his establishment. It may be noted that Indian Emigration Act does not recognize the role of any intermediaries in the process of recruitment other the employer. Hence the employer should take up the recruitment on his own (either after obtaining his own permit or through the Registered Agent) as per legal provisions in India without involving any intermediaries both in his country as well as India.

The permit shall be subject to the following conditions, namely;

• • The permit is not transferable;
  • the permit is valid for a period of six months from the date of issue or the date of completion of the recruitment, whichever is earlier;
  • Workers recruited on the strength of this permit shall not be repatriated on the ground that they do not possess the required skill;
  • The holder of the permit shall not obtain the assistance of a recruiting agent in any manner;
  • The employment agreement with the worker shall be signed by the holder of the permit;
  • The holder of the permit shall be under obligation to treat the contract entered into with the worker as enforceable under the Labour Laws of the country of employment. It shall be his responsibility to file copies of the contracts with the concerned authorities in the country of employment;
  • The holder of the permit shall not supply manpower recruited on the strength of this permit to any other agency or concern;
  • The holder of the permit shall be responsible for the general welfare and redressal of specific grievances of the workers recruited on the strength of the permit during the period of the contract;
  • The holder of the permit shall not extend the services of a worker after the expiry of contract without entering into a fresh contract or without extending the existing contract;
  • The holder of the permit shall notify the Indian Mission in the country of employment each case of death or disability of a worker within 48 hours of the occurrence of the event. Similarly, the information should be communicated to the next of kin in India in case of disability/death within 48 hours;
  • The holder of the permit is prohibited from supplying manpower for work in another country to a country other than the country from which the permit has been issued.
  • The holder of the Permit shall-
  • Provide details of employment, including contract conditions, to the intending emigrants before recruitment;
  • Ensure proper reception of the emigrant in the country of employment;
  • Ensure that subsequent to the employment, the employer shall not alter the contract of employment;
  • Ensure timely action for renewal of documents authorizing stay of emigrant in the country of employment;
  • Not deprive the emigrant of the custody of his travel and employment documents;
  • Ensure advertisement for the genuineness of employer’s in respect of recruitment before it is released and shall refrain any inducement of misrepresentation in this regard;
  • File copies of all advertisements for recruitment to the Protector General of emigrants immediately after their publication or release.

The following are the three major mandatory documents required to be authorized by the employer in his letterhead and given to the Registered Agents in Indian to undertake recruitment of Indian workers.

1. Demand Letter: A “demand means” the category wise, skill-wise number of workers required by the employer for being employed in his establishment. This includes a description of job-specifications and salary offered. This should be in the letterhead of the employer addressed to the registered agent in India.
2. Power of Attorney: An employer shall authorize a recruiting agent in India, registered under the provisions of the Act, by a power of attorney executed in favor of the recruiting agent authorizing that recruiting agent for the purposes of the recruitment of persons on his behalf.
   The above power of attorney shall be valid for the period of the employment contract of the recruited workers even if the certificate of registration of such recruiting agent ceases to be valid before that period. Unless specified normally the power of attorney is construed to be valid for one year from the date of issue.
3. Specimen Contract of Employment: In addition to the above, the employer is also, required to provide a “Specimen Contract of employment” in his letterhead duly authorized to indicate the various terms and conditions of employment of the worker in advance.

Prior attestation of recruitment documents” means a kind of authorization done by the Indian missions on the recruitment documents to certify the authenticity and genuine of the documents as well as the requirement for the workers by the Employer.

Currently, the Government of India has notified that for recruitment of Indian workers to the following Five Countries prior attestation of recruitment documents (Demand Letter, Power of Attorney and specimen contract of employment) for all categories is mandatory without which the employer/Indian Registered Agent will not be permitted to undertake recruitment in India by the Protectors of Emigrants. These Countries are

1. Yemen
2. Lebanon
3. Libya
4. Jordan and
5. Sudan

Prior attestation of recruitment documents by all Indian missions is mandatory for the recruitment of following specific categories of Indian workers:

• Labour (all kinds of general labor)
• Cleaner/ Cleaning Worker/ Cleaning Labour etc.
• Operator ( General Machine operators)
• Helper
• Housemaid
• House boy
• Domestic Cook / House cook
• Domestic Driver / House Driver
• Domestic Servant (Male/ Female)
• Gardener/ House Gardner.
• Domestic worker (Male /Female)
• Servant
• Messenger
• Office Boy/ Office worker
• Agricultural workers/ Farmworkers
• Others Unskilled.

Under the directions of Govt. of India, the Indian Missions notify the minimum wages from time to time that should be adopted for payment by the Foreign Employers for various categories of Indian workers. These rates are notified after taking into consideration various factors prevailing in the local labor market in the respective countries. The rates are available in the websites of the Indian Missions as well as the Offices of Protectors of Emigrants in India. The same is also available with the Indian Registered Agents.

The employers are therefore advised to consult these rates and prefer their demand duly complying with the norms fixed by the Govt of India in this regard. The same should be mentioned category wise in the specimen contract for scrutiny by the POE in India. Demands failing to comply with the minimum wages prescribed will be rejected by the Protectors of Emigrants in India. The current rates of minimum wages for Indian workers in ECR countries are given here.

‘Emigration Clearance’ (EC) is the legal authorization for ‘emigration’ obtained in the prescribed manner and form from the Protector of Emigrants (POE). Emigration clearance is issued under provisions of Sec 22(1) of the Emigration Act 1983. This authorization is currently issued in the form of a ‘security sticker’ duly signed by the POE and gets pasted on the passport of the emigrant who requires Emigration Clearance.

All Indian citizens whose Passports have been categorized as “Emigration Check Required” (ECR) are required to obtain Emigration Clearance (EC) from the POEs before proceeding to specified “ECR Countries” for the purpose of employment. As of now, the Passports of all those persons whose educational qualification is below matric or 10th Standard are categorized as ECR Passports. An endorsement (ECR seal/stamp/remark) to this effect is provided either in the second page or in the last page of the Passport by the passport authorities in India ie. Regional Passport officers (RPOs) at the time of issue of Passports.

The employers are, therefore, advised to be aware of these legal requirements before recruiting Indian workers as well ensure that the Indian workers recruited obtain necessary Emigration Clearance if they are of ECR category. Recruiting Indian Workers without adhering to these legal requirements is illegal.

Emigration Check Required” (ECR) Countries are countries notified by the Government of India for which it is mandatory for every individual holding Passport(s) in the said ECR country to obtain ‘Emigration
Clearance’ (EC) from the ‘POE’ before proceeding on employment to any such countries. List
of 17 ECR countries is as below:

• United Arab Emirates (UAE)
• Kingdom of Saudi Arabia (KSA)
• Qatar
• Sultanate of Oman
• Kuwait
• Bahrain
• Libya
• Jordan
• Yemen
• Sudan
• Syria
• Lebanon
• Afghanistan
• Malaysia
• Thailand
• Indonesia
• Iraq