Understand the employer-to-deployment workflow for recruiting Filipino workers from the Philippines.
The process normally moves from employer requirement and accreditation/job-order preparation to candidate sourcing, screening, employer selection, worker documentation and deployment coordination. The exact sequence can vary by destination and occupation.
ELB reviews the employer, worksite, roles, headcount, compensation, qualifications and timeline.
The employer and ELB coordinate the applicable recruitment agreement, manpower request/job order, employment contract, company documents and other required items.
Primary reference: DMW 2023 Rules for Landbased Overseas Filipino Workers. Requirements can change; ELB verifies the current requirements for each employer and jobsite before filing.
ELB sources candidates, screens qualifications, presents suitable profiles and coordinates employer interviews or assessments.
After selection, ELB coordinates the applicable Philippine-side worker documentation and deployment requirements. Timelines depend on document readiness, destination-country procedures and government processing.
There is no single reliable timeline for every project. Employer document readiness, accreditation/job-order processing, visa procedures, candidate availability and worker documentation all affect deployment timing.
Some preparation and sourcing activities can overlap, but formal recruitment and deployment must remain within the applicable approved process.
Incomplete employer documents, inconsistent job terms, slow interview decisions and missing candidate documents are common operational causes of delay.
Deployment timing depends on the starting point: employer documents, job-order status, candidate selection, worker readiness and destination processing. Ask ELB for a milestone plan showing what is complete, what is outstanding, who owns the next action and which dates remain provisional. A target arrival date is a planning input, not a confirmed deployment date.
Identify missing company or employment details and the status of the employer and job order. Record the responsible contact and next document action. Use the accreditation guide and document checklist to prepare for ELB’s review.
Identify roles still open, interview slots, assessment criteria and the person who can approve candidates. For selected workers, record acceptance of the offer and availability rather than assuming the sourcing stage needs to restart.
Ask ELB which worker-specific checks, documents and destination steps remain. Reconfirm readiness before making travel commitments. For multiple arrivals, track each batch separately so one unresolved case does not obscure the status of the rest.
If you have already selected Filipino workers, tell ELB which positions are filled, where the workers are currently located, and what employment terms have been agreed. ELB can review the employer and worker circumstances before confirming whether it can handle the recruitment requirement and which steps remain.
Start with a headcount and role summary, current worker locations, agreed terms, visa status and the target start date. Ask ELB to agree the appropriate channel before sending passports or other personal documents. Selection by the employer does not establish which processing route applies.
Send your company, country, positions, headcount, compensation and target deployment date. ELB can review the requirement and identify the applicable next steps.
Request ManpowerBrowse employer guidesYes. Send ELB a role and headcount summary, current worker locations, agreed terms and visa status for an initial review. ELB must assess the circumstances before confirming the applicable steps and service scope.
A target arrival date should be reviewed against employer documents, job-order status, candidate selection and worker readiness. Ask for a milestone plan with provisional dates and outstanding actions.