Step-by-Step Overseas Recruitment Process

Philippines-based, POEA-licensed recruitment agency supporting compliant Filipino manpower deployment since 1990.

Step-by-Step Overseas Recruitment Process is executed by ABD Overseas Manpower Corporation through requirement profiling,
documented compliance sequencing, structured screening, employer-led selection coordination, and regulated deployment support.
From Makati City, Philippines, our team aligns recruitment execution with employer timelines, worksite realities, and Philippine
overseas employment standards.

This page is built for employers who need a clear operational workflow—from initial manpower definition to post-arrival monitoring—
without guesswork, undocumented steps, or avoidable processing delays.

Start coordination through the
Request Manpower page, review regulated recruitment support via
Recruitment & Hiring, and reference employer
readiness guidance in the
Employer Resources hub.

Step-by-Step Overseas Recruitment Process Coordination Framework

This page outlines ABD’s structured execution model used by international employers requiring controlled sourcing,
disciplined shortlisting, regulated processing, and deployment sequencing. Each stage is managed using employer-defined job
requirements and compliance checkpoints aligned with Philippine overseas employment regulations.

• Employer requirement definition for role accuracy and batching
• Sourcing pipeline build matched to trade/skill requirements
• Screening controls to maintain shortlist discipline
• Employer-led selection supported by structured interview coordination
• Processing and deployment sequencing aligned with regulated approvals
• Post-arrival support for workforce stability and reporting

Employer Information Required Before Sourcing Begins

Mobilization outcomes improve when employer inputs are complete and fixed early. Clear inputs reduce revisions, improve shortlist
relevance, and protect deployment timelines.

• Job titles with core duties, tools, and trade scope
• Headcount with batch size and phased deployment schedule
• Worksite location and operating conditions (site, facility, vessel, household, etc.)
• Salary structure including allowances, overtime rules, and deductions (if any)
• Contract duration and rotation / leave cycle (if applicable)
• Target deployment date and onboarding timeline
• Screening criteria (years of experience, certifications, language level, licenses)
• Employer interview method (online / onsite / panel) and decision timeline

Execution Workflow for Overseas Recruitment Coordination

The workflow below reflects execution steps used for employer recruitment coordination. Timeline ranges depend on employer
document readiness, interview scheduling, and regulated processing approvals.

1. Requirement lock-in and mobilization plan
   Confirm job titles, headcount, batching, deployment date, and screening criteria. Align shortlist format, reporting cadence,
   and interview method.
2. Employer documentation intake and validation
   Collect employer/principal documents required for regulated registration and processing. Validate completeness and consistency
   to reduce deficiency cycles.
3. Compliance pathway alignment
   Map the sequence of approvals and checkpoints based on destination and employer classification. Establish document owners,
   submission order, and revalidation triggers (revisions, extensions, add-ons).
4. Sourcing channel activation
   Activate trade-appropriate sourcing channels (database, referrals, controlled campaigns, institutional coordination) matched
   to the employer’s role and worksite requirements.
5. Primary screening and document verification
   Conduct initial interviews and verify identity documents, work history, core certifications, and role exposure. Remove
   misaligned profiles early to protect shortlist accuracy.
6. Skills alignment and qualification checks
   Validate trade competencies using role-specific checks (practical verification where applicable), confirm tool familiarity,
   safety exposure, and work readiness aligned to jobsite conditions.
7. Shortlist build and employer submission
   Prepare employer-ready candidate submissions in a consistent format (role match, experience summary, certifications, availability,
   batch grouping) for faster review and decision-making.
8. Employer interview coordination
   Schedule interviews, manage candidate availability, and capture results. Facilitate employer testing requirements where applicable
   and maintain traceable selection records.
9. Selection confirmation and batching
   Confirm selected candidates per batch, finalize position alignment, and issue a deployment-ready list. Manage replacements only
   through documented approval to keep processing stable.
10. Pre-processing readiness and compliance checks
    Align medical, contract review, and required orientations with processing sequence. Identify blockers early (documents, medical,
    eligibility) to protect departure schedules.
11. Processing submission and approval tracking
    Coordinate regulated submissions, monitor status, and address deficiencies promptly. Maintain visibility on approvals that impact
    deployment timing.
12. Final deployment coordination
    Confirm travel readiness, departure sequencing, and employer receiving instructions. Provide deployment status updates and arrival
    confirmation.
13. Post-arrival monitoring and employer support
    Support employer coordination for onboarding verification, early performance monitoring, and issue routing when required.

Selection Controls and Employer Visibility Checkpoints

• Role match controls to reduce misaligned endorsements
• Shortlist discipline through fixed criteria and documented screening notes
• Batch integrity to protect phased mobilization schedules
• Interview traceability with captured outcomes and decision timestamps
• Processing readiness checks to identify blockers before submission
• Status reporting cadence aligned with employer planning needs
• Replacement control via documented employer approval only

Processing and Deployment Readiness Sequence

Processing sequence varies by destination and employer structure. ABD coordinates the operational order of requirements to reduce
avoidable back-and-forth and protect deployment schedules.

• Employer/principal registration alignment with regulated requirements
• Contract and job offer review for consistency and compliance readiness
• Worker documentation validation (identity, qualifications, clearances as applicable)
• Medical and orientation coordination based on processing order
• Submission tracking and deficiency resolution coordination
• Departure readiness and employer receiving instructions confirmation

Related employer guidance:
How to Legally Hire Filipino Workers and
Ethical Recruitment & Compliance.

Signals For Employers

• Operating history: Established 1990 (36+ years operating)
• Deployment history: 50,000+ workers deployed globally (cumulative)
• Coverage: Common employer deployment corridors include Gulf / Middle East destinations and other regulated markets
• Mobilization scale: Supports single-batch requirements and phased deployment programs based on employer schedules

Mobilization Use Case Reference

Supported multi-phase mobilization for infrastructure contractors requiring phased deployment of 150+ skilled workers.

Recruitment Compliance and Licensing

ABD Overseas Manpower Corporation coordinates recruitment in alignment with Philippine overseas employment regulations and
documented deployment processing standards.

For regulatory reference, visit the

Department of Migrant Workers (DMW)
.

Employer Navigation and Related Pages

• ABD Overseas Manpower Corporation (Homepage)
• Employers Hub
• Recruitment Services Hub
• Processing & Placement
• Accreditation Guidance & Assistance
• Countries Hub
• Industries Hub
• FAQs and Employers FAQs
• Contact

Employer FAQs

How do employers initiate the process?
Submit job titles, headcount, salary structure, worksite location, and target deployment date through
Request Manpower.

Who controls final selection?
Employers retain full selection authority following shortlist submission and interview coordination.

Can employers deploy in phases?
Yes. ABD coordinates shortlist batching, selection confirmation, and deployment sequencing aligned with phased mobilization plans.

What reduces delays most effectively?
Fixed employer inputs, shortlist discipline, documented selection confirmation, and early processing readiness checks reduce
avoidable revisions and resubmissions.

How is compliance handled?
Recruitment coordination follows Philippine overseas employment standards and documented processing checkpoints.