OUR MODEL:

EXCELLENCE AND INTEGRITY IN HOW WE ENGAGE WITH CLIENTS, OUR RECRUITMENT PROCESSES AND THE WAY WE LEAD AND MANAGE PEOPLE.

ENGAGEMENT

We firmly believe in a close and early engagement with a client to fully understand what success will look like. This collaborative approach builds understanding, rapport and confidence that in turn leads to the production of sound, commercially viable plans and a delivery model that provides operational excellence as represented in the FSI Recruitment and Management System (FRMS).

For Security contracts, FSI Worldwide uses a unique approach to security solutions that is based on the military estimate and planning process (“The Seven Questions Combat Estimate”) which enforces early collaboration and a deep understanding of the client’s priorities and intent. This approach is reinforced and complemented by the close management of security personnel (often, but not exclusively, Gurkhas) in Security Officer roles who will deliver enhanced levels of professionalism to projects, and offer a capability that is proactive, dynamic, responsive and adaptable.

RECRUITMENT

Excellence in recruitment is a key factor in creating high performance teams on any contract across all industries. The FSI Recruitment and Management System (FRMS) ensures that candidates are contacted by FSI Worldwide only. This enables FSI Worldwide to eradicate the corruption and duplicity that is particularly omnipresent in manpower companies in the developing world.

THE ADVANTAGES OF THE FRMS ARE EXPLAINED IN THE FOLLOWING DIAGRAM:

THE FSI MODEL:	THE TRADITIONAL MODEL:
FSI forms a direct link between the candidate and client, adding recruitment and management best practice in place of corruption and inefficiency.	Supports an entire chain of brokers. Brokers generally: add no value; cause friction; misrepresent contract terms and conditions; hold candidates’ passports; exploit workers and expose the recruitment process to corruption. Brokers routinely charge illicit fees thereby contributing to the severity of the debt bondage.
ETHICS Core ethos of looking after employees. Only receiving payment from clients, never from candidates. Long term model that achieves higher productivity for employers. INFRASTRUCTURE Wholly owned infrastructure. Significant network of offices. Experienced team of permanent staff. RECRUITMENT Intensive interview process conducted by company directors fluent in native languages. Selection only on merit. VETTING Detailed background checks. Official police checks / reports. Paperwork verification. SCREENING Detailed screening using trusted professionals. Fitness testing. Language testing. MEDICAL Medical testing. Vaccinations. Dental and eye examination. TRAINING Skills testing. Orientation and inductions. MOBILISATION Effective travel management minimizes exposure to intimidation and corruption during mobilisation. MANAGEMENT Ongoing advice and support to personnel and clients. Full payroll and travel management services. Regular communication with candidates and visits to project location. Extensive welfare support to personnel and their families. MORALE HIGH PRODUCTIVITY HIGH STAFF TURNOVER LOW PERFORMANCE HIGH COSTS REDUCED WAGE BILL LOW REPUTATION ENHANCED LEGISLATION FULLY COMPLIANT ETHICS Little or no care or concern for welfare of workers. Misrepresentation of contract terms and conditions. Threatening of candidates and families to extract fees. Focus is short term profiteering at the expense of the recruit. Results in demoralised low skilled workers. AGENTS IN SOURCE COUNTRY Agents coerce candidates to register with a private employment agency with whom the agent is affiliated (routinely charging elicit fees). PRIVATE EMPLOYMENT AGENCIES IN SOURCE COUNTRY Usually based in larger towns and cities of the source country, these agencies openly charge recruitment fees (subject to the source country’s legislation) as well as additional illegal fees to the candidate. AGENCIES IN COUNTRY OF EMPLOYMENT An agency partnered with the source country agency, extract further payments from the candidate throughout the duration of his/her employment and often give kickbacks to employers. EMPLOYERS / HR DEPARTMENTS Some individuals employed by clients and/or their sub-contractors accept kickbacks from agencies, when they are offered, to place the candidate. ACCUMULATION OF ILLICIT FEES Candidates commonly pay between $500 – $5,000 throughout the recruitment process. Debt bondage and poor performance is too often the result. ILLICIT FEES Illicit fees that are commonly paid by the candidate. ILLICIT FEES Illicit fees that are commonly paid by the candidate. ILLICIT FEES Illicit fees that are commonly paid by the candidate. ILLICIT FEES Illicit fees that are commonly paid by the candidate. INFRASTRUCTURE Minimal investment in offices or staff. Network of corrupt/unaccountable agents. RECRUITMENT Agents often intimidate candidates. Payments extracted from candidates to secure employment. Selection based on coerced willingness to pay illegal/unethical fees. VETTING Limited or no genuine background / police checks. SCREENING Limited or no screening. CVs falsified. Certificates routinely forged. MEDICAL Limited or no medical testing / vaccinations. TRAINING Limited or no skills testing. Often requirements for the job are unclear. MOBILISATION Further exposure to intimidation and corruption during mobilisation process. MANAGEMENT No ongoing management of personnel. Investment is limited. Opportunity to charge additional fees outside of basic scope. No welfare support to personnel and their families. MORALE LOW PRODUCTIVITY LOW STAFF TURNOVER HIGH PERFORMANCE LOW COSTS INCREASING WAGE BILL HIGH REPUTATION RISK OF DAMAGE LEGISLATION NON-COMPLIANCE

LEADERSHIP AND MANAGEMENT

Social Psychology has long evidenced the fact that engaging the hearts as well as the bodies and minds of people leads to higher morale, a sense of purpose, and more productivity. FSI Worldwide’s leadership style is focused on showing empathy, care and respect and thus engendering loyalty, professional pride and team spirit.

At FSI Worldwide we live the covenant ‘Serve to Lead’.

As a business we pride ourselves on having a deep understanding of the humanity and cultures of the personnel we recruit. We encourage our clients to share in the conviction that great leadership can only be achieved if one understand one’s people and what is important to them. Experience has taught us that it is essential to prioritise their needs and to show empathy in every aspect of a company’s engagement with their people.

In FSI Worldwide we have a deep understanding of the need to provide for the welfare of our personnel and their families. Our world class welfare support systems and close management style does this to the benefit of all stakeholders. When we also assist clients to manage the personnel we provide, high levels of optimum productivity and minimal staff turn over result.

TRAINING AND PERSONAL DEVELOPMENT

Training is a key component to engaging the human spirit and of course to achieving optimum productivity.

Providing skills training for all workers, particularly low skilled workers, enhances the sense of self respect and the loyalty to the employing company. It also builds self confidence and offers us the chance to bring personnel together as a team before they deploy to their project locations. This creates operational efficiencies and also reduces the amount of individual anxiety.

High quality training, combined with excellent leadership and management enables an individual or team to create more value over a defined period than is possible from untrained personnel. The investment in source country training of employees delivers significant returns for those prepared to invest. FSI Worldwide is able to ensure the delivery of quality training to protect the investment of enlightened employers who also see the value of training personnel before they leave their home countries.

OUR APPROACH

OUR MODEL:

EXCELLENCE AND INTEGRITY IN HOW WE ENGAGE WITH CLIENTS, OUR RECRUITMENT PROCESSES AND THE WAY WE LEAD AND MANAGE PEOPLE.

ENGAGEMENT

RECRUITMENT

THE ADVANTAGES OF THE FRMS ARE EXPLAINED IN THE FOLLOWING DIAGRAM:

THE FSI MODEL:

THE TRADITIONAL MODEL:

ETHICS

INFRASTRUCTURE

RECRUITMENT

VETTING

SCREENING

MEDICAL

TRAINING

MOBILISATION

MANAGEMENT

ETHICS

AGENTS IN SOURCE COUNTRY

PRIVATE EMPLOYMENT AGENCIES IN SOURCE COUNTRY

AGENCIES IN COUNTRY OF EMPLOYMENT

EMPLOYERS / HR DEPARTMENTS

ACCUMULATION OF ILLICIT FEES

ILLICIT FEES

ILLICIT FEES

ILLICIT FEES

ILLICIT FEES

INFRASTRUCTURE

RECRUITMENT

VETTING

SCREENING

MEDICAL

TRAINING

MOBILISATION

MANAGEMENT

LEADERSHIP AND MANAGEMENT

TRAINING AND PERSONAL DEVELOPMENT

APPROACH

OUR DISTINCTION

APPROACH

VISION & VALUES

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