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Published on 9 Jan 2025 by Carlos C.
Direct hiring offers a cost-effective alternative for those confident in navigating the complexities of the domestic helper recruitment process in Singapore. But it’s not for the faint hearted and it is important to weigh the potential savings against the possible risks and challenges.
At Ministry of Helpers, our goal is to make hiring domestic helpers a cost effective, seamless and transparent process. While many employers prefer direct hiring because of the potential cost savings, it is important to understand the responsibilities that come with that. A recent incident illustrates the challenges and risks involved and highlights why thorough preparation is critical.
What Is Direct Hiring?
Direct hiring occurs when an employer directly recruits a helper without engaging the services of a licensed employment agency. After the employer matches with a helper through an online platform like ours, he / she drafts and signs a contract using the free contract generation tool typically available or a template that can be found online.
On our platform, direct hiring clients can optionally request concierge services for support with paperwork processing, a task that some clients find challenging to handle on their own. This concierge support (e.g., work pass processing), though performed by one of our licensed outsourcing partners, is still considered direct hiring. Why? Because it is exactly that—support to help you complete the paperwork. As the employer, you retain full responsibility for the recruitment process and its outcomes.
What can go wrong…..
This is best explained by a recent situation we experienced, whereby a helper arrived at Singapore’s immigration checkpoint but was refused entry due to a previously rejected tourist pass. Unfortunately, she had not disclosed this critical information during the hiring process. The employer was unwilling to help in resolving the situation, and the helper was eventually repatriated. This unforeseen issue resulted in financial and logistical setbacks, including lost time, additional costs, and frustration.
Employer responsibilities in Direct Hiring
This incident highlighted the employer’s risks in a direct hiring scenario. In this case, it is not an agency bringing in the helper, it is the employer. Employers must realise that when they opt for direct hiring, they save potentially a fair sum of money but take on legal and financial accountability that would otherwise be with the agent. These risks include amongst others:
- Verifying Helper Information: Employers must thoroughly vet the helper’s background, including prior immigration history, to avoid surprises.
- Ensuring Compliance: Employers are responsible for ensuring that all documentation, including entry and work permits, meets immigration requirements.
- Logistical challenges like airplane delays or flight cancellations
- Handling Risks and Costs: If complications arise, the employer bears the burden of resolving them and covering any associated costs.
Direct Hiring: Is it right for you?
Direct hiring can be a viable option for employers who fully understand and are willing to take the risks and responsibilities involved and/or may know the helper involved. However, for those unfamiliar with the intricacies of recruitment and immigration laws, partnering with an agency can provide peace of mind and reduce unforeseen costly mishaps.
Best of both worlds? How Ministry of Helpers and our partner agency, MODH, can help
Ministry of Helpers platform offers a huge choice of helpers and can be really helpful in finding a good match. In addition, MoH offers tools like free contract generation and concierge services to support employers in direct hiring.. But for those seeking additional peace of mind, our licensed partner agency, Ministry of Domestic Helpers (MODH) provides full comprehensive recruitment services, including vetting, compliance management, and logistical support. This adds costs, but you will find MODH much cheaper than some other agencies in town.
Direct hiring offers a cost-effective alternative for those confident in navigating the complexities of the domestic helper recruitment process in Singapore. But it’s not for the faint hearted and it is important to weigh the potential savings against the possible risks and challenges.
At Ministry of Helpers, our goal is to make hiring domestic helpers a cost effective, seamless and transparent process. While many employers prefer direct hiring because of the potential cost savings, it is important to understand the responsibilities that come with that. A recent incident illustrates the challenges and risks involved and highlights why thorough preparation is critical.
What Is Direct Hiring?
Direct hiring occurs when an employer directly recruits a helper without engaging the services of a licensed employment agency. After the employer matches with a helper through an online platform like ours, he / she drafts and signs a contract using the free contract generation tool typically available or a template that can be found online.
On our platform, direct hiring clients can optionally request concierge services for support with paperwork processing, a task that some clients find challenging to handle on their own. This concierge support (e.g., work pass processing), though performed by one of our licensed outsourcing partners, is still considered direct hiring. Why? Because it is exactly that—support to help you complete the paperwork. As the employer, you retain full responsibility for the recruitment process and its outcomes.
What can go wrong…..
This is best explained by a recent situation we experienced, whereby a helper arrived at Singapore’s immigration checkpoint but was refused entry due to a previously rejected tourist pass. Unfortunately, she had not disclosed this critical information during the hiring process. The employer was unwilling to help in resolving the situation, and the helper was eventually repatriated. This unforeseen issue resulted in financial and logistical setbacks, including lost time, additional costs, and frustration.
Employer responsibilities in Direct Hiring
This incident highlighted the employer’s risks in a direct hiring scenario. In this case, it is not an agency bringing in the helper, it is the employer. Employers must realise that when they opt for direct hiring, they save potentially a fair sum of money but take on legal and financial accountability that would otherwise be with the agent. These risks include amongst others:
- Verifying Helper Information: Employers must thoroughly vet the helper’s background, including prior immigration history, to avoid surprises.
- Ensuring Compliance: Employers are responsible for ensuring that all documentation, including entry and work permits, meets immigration requirements.
- Logistical challenges like airplane delays or flight cancellations
- Handling Risks and Costs: If complications arise, the employer bears the burden of resolving them and covering any associated costs.
Direct Hiring: Is it right for you?
Direct hiring can be a viable option for employers who fully understand and are willing to take the risks and responsibilities involved and/or may know the helper involved. However, for those unfamiliar with the intricacies of recruitment and immigration laws, partnering with an agency can provide peace of mind and reduce unforeseen costly mishaps.
Best of both worlds? How Ministry of Helpers and our partner agency, MODH, can help
Ministry of Helpers platform offers a huge choice of helpers and can be really helpful in finding a good match. In addition, MoH offers tools like free contract generation and concierge services to support employers in direct hiring.. But for those seeking additional peace of mind, our licensed partner agency, Ministry of Domestic Helpers (MODH) provides full comprehensive recruitment services, including vetting, compliance management, and logistical support. This adds costs, but you will find MODH much cheaper than some other agencies in town.