More and more employers in the Netherlands and Belgium fill technical vacancies with skilled workers from the Philippines. If you use an agency for this, you place a large part of the process in someone else’s hands: recruitment in Manila, the Philippine departure procedure, the permit in the Netherlands or Belgium and often housing as well. The wrong choice costs time and can create legal risks, for you and for the candidate.

This article sets out what to look for when choosing an agency for Filipino staff. The points apply to every agency, including SkillShift.

1. Can the agency lawfully carry out the Philippine procedure?

A Filipino employee who is going to work abroad must complete the procedure of the Department of Migrant Workers (DMW) before leaving. Without that approval, the employee generally cannot leave the country as a migrant worker, even if the Dutch or Belgian permit is already in place.

Philippine rules limit who may recruit and deploy workers in the Philippines. Foreign parties therefore work with a Philippine recruitment organisation licensed by DMW, or are themselves registered with DMW as a Foreign Recruitment Agency and work with such a licensed partner. Ask the agency specifically:

  • under which DMW registration or licence recruitment and departure take place;
  • which Philippine partner is involved and how long that partnership has existed;
  • who handles the employer accreditation and which documents you need to supply for it.

An agency that cannot answer these questions clearly often does not control the Philippine side of the process itself. You can read more on our page about DMW and Philippine deployment.

2. Is the agency certified and registered?

Agencies that supply staff to other companies must meet specific requirements in the Netherlands. The NEN 4400-1 standard shows that an agency is periodically audited on matters such as the payment of payroll taxes and the identity and right to work of its employees. Clients that work with a NEN 4400-1 certified agency limit their liability risk.

In addition, parties that supply workers must be registered as such in the Dutch Commercial Register, and the legislator has introduced an admission system for these parties. Check that the agency meets both requirements.

If you operate in Belgium, ask about the accreditations that apply there to the activity concerned.

3. Is the employee paid in line with the collective labour agreement?

A Filipino skilled worker employed in the Netherlands is covered by the same terms of employment as Dutch colleagues. For agency work in the Netherlands, the general rule is that the agency worker is entitled to the same pay as employees in the same or an equivalent role at the hirer. The permit application also sets requirements for pay.

Ask the agency how it determines the correct pay grade under the collective labour agreement (CAO) and whether you can see the job classification in advance. Be cautious about an offer that revolves mainly around low costs. That conflicts with the rules and with keeping good skilled workers.

4. How is housing arranged?

For an employee who has just arrived from the Philippines, good housing is a precondition for a good start. Ask where the employee will live, who is responsible for managing the accommodation and how the agency monitors quality. The Netherlands has a quality mark for migrant worker housing. Municipalities also set their own requirements, for example on occupancy and registration.

Furnished bedroom in an employee home

Also agree what happens if the employee later wants to find accommodation independently. You can read more about our approach on the page about housing.

5. Does the agency test skills in practice?

A CV and certificates say something, but not everything. For technical roles, a practical test is a reliable way to see whether someone can do the work: a welding test according to the procedure you use, a fault-finding assignment for an electrician or an assignment on a refrigeration system.

Ask the agency:

  • where and by whom the practical test is carried out;
  • whether you can supply the assignment or the assessment criteria yourself;
  • whether you see the result, for example with photos or video;
  • how references and previous employers are checked.

An in-house team on location makes the difference. You then speak to candidates who have already been assessed by someone with technical knowledge. Read how we approach this under recruitment in the Philippines.

6. Which costs does the candidate pay?

In international recruitment, candidates sometimes pay costs themselves to get a job, known as placement fees. Both the Philippines and the Netherlands have rules on which costs may be charged to an employee or jobseeker. Costs that end up with the candidate can lead to debt and dependency. This is a known risk in international recruitment.

Ask in writing which costs the candidate pays in the Philippines and in the Netherlands or Belgium, and who bears the costs of items such as the medical examination, documents and travel.

7. Who will be the employer?

There are broadly two models. You employ the worker directly and the agency handles recruitment, the permit and departure. Or the agency is the employer and the skilled worker works at your company. Both models have consequences for the permit, liability and administration. A good agency explains which model fits your situation, and why.

At SkillShift you choose between direct employment and a fully managed model through SkillShift. You receive a proposal after the feasibility check.

Checklist

  • DMW: under which registration or licence do recruitment and departure take place?
  • The Netherlands: NEN 4400-1, registration in the Commercial Register and admission.
  • Pay: how is the role graded under the collective labour agreement?
  • Housing: where, managed by whom and to which standards?
  • Selection: is there a practical test and do you see the result?
  • Costs: which costs does the candidate pay, recorded in writing?
  • Employment: which model fits and what does it mean for you?

How SkillShift meets these points

SkillShift is NEN 4400-1 certified and is itself registered with DMW as a Foreign Recruitment Agency. Our own team in Manila handles selection, practical tests and preparation. We pay in line with the collective labour agreement and work with two models. Would you like to know whether your vacancy is feasible? Request a feasibility check.