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Executive Recruitment and Human Resources Firms in the Philippines: “A Partnership, Not a Rivalry.”

  • Publish Date: Posted almost 6 years ago

Executive recruitment company Monroe Consulting Group Philippines recently held a training session with one of the Philippines’ leading human resources professionals, who shared his experience and knowledge about the HR industry in general and the increasingly important role of dedicated recruitment companies such as Monroe.

Rene De Ocampo, a human resources executive with almost 30 years’ experience in the banking, manufacturing, mining, pharmaceutical and sales and marketing industries in the Philippines, said the main focus of his training was to “assist Monroe recruitment consultants improve their already excellent working relationships with HR executives.”

Monroe Consulting Group is an international award-winning recruitment company that specialises in emerging markets in the Asia-Pacific region with operations in China, throughout Southeast Asia, including the Philippines, as well as Chile and Mexico. The company focuses on executive recruitment in the industrial, consumer goods, technology, professional and health sectors.

Mr De Ocampo, the former vice president of Atlas Consolidated Mining Corporation, said Monroe’s approach was the correct one in that not only should recruiters fully understand the recruitment process itself, but also the sectors in which they specialised.

“Knowledge is power, so the more you know about the trends and challenges facing your respective industries, the more the client sees that its executive recruitment partner is effective,” Mr De Ocampo told Monroe’s 20 consultants at the company’s headquarters in Bonifacio Global City, Manila.

In addition, Mr De Ocampo provided Monroe’s consultants with a number of tricks of the human resources trade, including how to develop and better maintain more mutually beneficial relationships with the HR departments and executives of companies operating in a range of industries.

Stuart Gatland, Managing Director of Monroe Philippines, raised a question about the efficiency of specialised recruitment companies compared to human resources departments.

Mr De Ocampo said the HR departments functioned as both strategic and administrative units, and many did not have the time or resources to effectively oversee the entire recruitment process.

This was where the importance of having a strategic, organized and proactive recruitment partner was of paramount importance, particularly for executive search, Mr De Ocampo said.

“If Monroe continues to add substantial value to the recruitment process, you will continue to have clients knocking on your door,” he told the consultants. “Executive recruitment and human resources firms must form a partnership, not a rivalry.”