Recruitment from the Philippines currently: We selected chefs, upholsterers and seamstresses in Manila

In the interview, Dalibor looks back at the latest recruitment trip to the Philippines in April. He describes not only how the Manuvia team managed transport and selection-process complications in Manila, but above all what companies are most interested in: the quality of candidates, how they are practically tested, and why recruitment from the Philippines needs to be planned sufficiently in advance.

Latest recruitment in Manila: a more complicated journey, but a strong result

Dalibor, the latest recruitment took place at a time when travel to Asia was becoming more complicated due to the situation in the Middle East. How difficult is it to get to the Philippines today?

I will start by saying that the journey is possible. You just need to take into account that it may be more complicated than before. In the first days and weeks after the complications in the Middle East, the main transfer hubs on the way to Asia were affected – typically Qatar, Dubai, or Abu Dhabi. This naturally affected both ticket prices and the availability of some connections. But it does not mean that getting to the Philippines is impossible. It rather requires more work in planning. You have to look for different routes, different airlines, and sometimes expect a longer journey or less comfort. But there is always a solution. This time, for example, we looked for a reasonably priced route via India, or alternatively via China. The standard connection through the Middle East was not ideal at that moment, so flexibility was necessary. And that is exactly the role of our team – to adapt, find a solution, and ensure that recruitment takes place despite complications.

“In international recruitment, we have learned that everything is possible. You just need to look for more options.”

So the journey itself is not an obstacle to recruitment, but it requires experience and operational flexibility?

Exactly. For the client, it is important that they do not have to deal with every single detail. We handle the route, flights, schedule, connections, accommodation, and logistics on site. Of course, sometimes a flight gets cancelled, and sometimes the schedule changes. But that is why we are there – to manage the situation. During this trip, we faced a complication right at the beginning: one flight from Vienna was cancelled. In the end, we departed only the next day on a different route. For us, this meant quickly adjusting the programme, taking care of the client, and at the same time coordinating the team in Manila so that the first part of the selection process could take place even without my personal presence. And it went very well.

Were clients travelling with you this time as well?

Yes. This time, two clients from Slovakia travelled with us. One flew by a different route, while the other travelled directly with me, so he also experienced the cancelled flight complication. But even that shows why it is important to have an experienced partner by your side. When a problem occurs, the client is not left alone. On site, we arrange everything for the client – from transport and accommodation to the testing centre, organisation of the selection day, and support throughout the entire stay. The client can focus on what matters most: seeing the candidates, testing their skills, and deciding whom they want to bring into their team.

Selection in Manila: the client sees not only a CV, but the candidate’s actual work

Which positions did you focus on during the latest recruitment?

There were two main areas. For one Slovak client, we were looking for cooks. For the second client, which operates in furniture production, we selected upholsterers, carpenters, joiners, and seamstresses. This is very interesting in the Philippines. These are not just general job positions. With many candidates, we are talking about people who have specific experience, manual skill, and clearly verifiable abilities. That is also why clients often want to be present at the testing itself. They want to see how a person works with their hands, how they think, how they handle the assignment, and whether they meet the standard the company needs.

What does this kind of candidate testing in Manila look like in practice?

It depends on the profession. Cooks are tested directly in the kitchen. Candidates receive a specific assignment, and the client observes not only the result, but also the way they work – organisation, hygiene, pace, independence, and technique. This time, the client travelled there for ten cooks. Twenty-five candidates came for testing. The client selected ten candidates and six replacements. In my view, that is a very good result. But it is important to say that testing in Manila has its specifics. When it is forty degrees outside, the temperature in the kitchen can be extreme. You stand there for half an hour and it is really demanding. But even that shows the conditions in which candidates work and how resilient they are. For the second client, the focus was on production and craft profiles. For each position, we had roughly twice as many candidates as the required number. Some people did not pass the testing, which is normal and correct. The result, however, was that we filled the required positions and also prepared replacements in case of health, family, or administrative complications.

Was it confirmed again that the quality of Filipino candidates is high enough for clients to have a real choice?

Yes. But with returning clients, we are moving even further. When a client travels with us to the Philippines for the first time, they often have experience from the domestic market, where the situation is difficult and companies often accept almost anyone who is available and willing to start. In the Philippines, however, they see a different reality. Suddenly, they have several high-quality candidates in front of them and can choose. And when they travel for the second or third time, they know exactly what they want to test. They make the assignment more precise, raise their standards, and really focus on the best people. At the same time, the companies themselves are learning. Sometimes they realise that certain tests were unnecessarily complex because, for their operation, it is enough to verify one or two key skills and teach the rest internally. At other times, they want to go into more detail because they are looking for highly specialised profiles.

“Clients quickly learn that quality exists in the Philippines. In later rounds, they are no longer travelling just to fill positions. They are travelling to find the best candidates.”

That is the great advantage of in-person selection. The client experiences the process, adjusts it to their needs, and gradually knows exactly what they need to see from candidates.

You mentioned a client who already has more than one hundred Filipino workers. What does that say about this recruitment path?

Above all, it shows that when the process is set up well, it is not a one-off solution. It can become a stable, long-term cooperation. We have visited this client repeatedly, and the company is gradually increasing the number of Filipino workers. In their type of production, it is a very strong example of how Filipino employees can integrate well into operations, deliver quality work, and create a stable team. For the company, this means greater staffing certainty. For the employees, it means a chance for stable work in Europe and a better future for their families.

Behind every candidate is a family, a plan, and a huge motivation to succeed

Recruitment from the Philippines is not just about numbers. There are often strong human stories behind it. Which one has stayed with you the most?

There are many stories, but some stay with you for a very long time. One powerful example is the story of a couple who passed the selection process for production. The man left to work as an operator, and his wife was pregnant at the time. When the client returned for another round of testing a few months later, the woman had already given birth and was leaving a two-month-old baby at home so that she could go to work together with her husband. For someone from Central Europe, this is very difficult to imagine. Instinctively, we ask ourselves: how can a parent leave such a small child at home? But the context is different. These people often leave not because they want to be away from their family, but because they want to provide for them. Work in Europe can mean schooling for their children, better healthcare, more dignified housing, and a more stable future.

“For us, it is recruitment. For them, it is often a life decision that can change the future of an entire family.”

Another powerful story concerns one Slovak company where three brothers from one family are already working. During the latest recruitment, the company selected three more. This means that six brothers will be working in the same company – qualified, skilled people who are gradually building a community in Slovakia and want to function together. These are the moments when you realise that our work has another dimension as well. It is not just about filling a shift. These people’s lives are truly changing.

Do you feel that work in Europe really helps not only the individual person, but also their entire family?

Definitely. When we ask candidates why they want to leave, they very often talk about family. Not only about their wife or children, but also about parents, siblings, and the wider family. One person who obtains stable work in Europe can support several people back home from one salary. And it is not just about everyday expenses. It is about education, healthcare, the ability to repay debts, build or repair a house, and help children study. That is a huge motivation for them. The difference in earnings is also significant. If we take a skilled production worker, in the Manila area they may earn around 300 to 350 euros net per month, for example. And often under a very demanding work regime – twelve-hour shifts, sixteen-hour shifts, sometimes many days in a row. In Europe, work is better paid, more stable, and governed by clearer rules. That is why leaving makes such strong sense for them.

Some employers may naturally have concerns about international recruitment. Why do you think Filipinos fit well into the Czech and Slovak environment?

Filipinos have several qualities that are very important for European employers. They are hardworking, friendly, open, and humble. Most of them can communicate in English, which is a major advantage during adaptation. Culturally, they are also close to the European environment in many respects. Their attitude to work is important as well. They arrive with a clear motivation to work, earn money, and be reliable. When they have the opportunity to legally earn extra through overtime or take two Saturdays a month, they often have no problem with it. Not because they should be overloaded, but because their motivation is very strong. Feedback from clients and coordinators is very positive in this regard. Filipino workers are usually not conflict-prone. On the contrary, they often help calm operations, create a more stable team, and bring greater certainty to the company.

“Companies choose Filipino workers precisely because they are hardworking, stable, and fit well into the team.”

What would you say to a company that is considering foreign workers, but still has concerns?

I would say: let’s meet. Give me an hour over coffee and we will go through the entire process – openly, practically, and without sales phrases. We will explain what it involves, what the company needs to prepare, how the selection process works, how long the administration takes, how arrival is handled, and what follows after the start of employment. And if the client wants real certainty, the best thing is to travel with us directly to Manila. To see the candidates with their own eyes, experience the testing, and get to know the environment and culture. That usually makes the decision. Because when a company sees the quality of the people, their motivation, and the way they work, concerns disappear very quickly. What awaits the client when they fly to a recruitment trip with Manuvia

When a client decides to fly with you and your team to Manila, what awaits them?

Complete service from start to finish. We help with flights, arrange accommodation, local transport, the testing centre, and the programme itself. We are available to the client practically around the clock. We take care of organising the selection days, communication with the local partner, candidates, and practical matters during the stay. The programme may also include a short activity outside the testing itself so that the client can better understand the environment the candidates come from. Manila has its own specifics, and it is good to experience it at least partially. Thanks to this, the client does not perceive recruitment only as a spreadsheet of names, but as a real process with real people. From the moment we meet at the airport – whether in Prague, Vienna, or during a transfer – the client has support arranged. This is especially important for companies that have no experience with this type of recruitment.

How often do you plan recruitment days in the Philippines?

We usually try to be in Manila approximately once every six weeks. Sometimes dates shift due to travel or the global situation, but we normally plan a regular rhythm. The length of preparation depends on the type of position. For production operators, approximately two to three weeks may be enough, because the candidate pool is broader. For qualified professions, such as welders or other specialised positions, it is ideal to allow four to six weeks of preparation. Testing needs to be set up, specific assignments agreed, documentation prepared, and the client’s expectations aligned.

If a company decides today, when can it realistically have workers in production?

It depends on the profile. If it is a larger number of production operators and the client responds quickly, we can still organise a selection day for dozens of candidates within a few weeks. For specialised positions, it is advisable to allow more time for preparation so that the process is high-quality and not unnecessarily rushed. But companies should think ahead. If they want to manage a seasonal peak, for example the pre-Christmas period in production, logistics, warehouses, or electronics, now is the right time to start addressing the process. International recruitment does not happen overnight. Quality selection, administration, the visa process, and preparation for onboarding all need time.

What do you see as the greatest value of Filipino recruitment for Czech and Slovak companies?

Stability. Today, companies are often not only fighting to find people. They are fighting to find people who will stay, want to work, fit into the team, and be a long-term benefit for operations. Filipino workers make a lot of sense for companies in this regard. They come with motivation, respect for work, and a very strong personal reason to succeed. And when the entire process is set up well – from selection and administration to adaptation in the Czech Republic or Slovakia – it can be a very functional solution for both sides. For the company, it means a stable workforce. For the candidate, it is a chance to change their own life and the life of their family. And that, in my opinion, is the strength of international recruitment.

Are you considering recruiting workers from the Philippines?

Manuvia will help you with the entire process – from selecting suitable candidates and testing them directly in Manila to administration, arrival, adaptation, and long-term employee care.