with, the employer and the Greenland Overseas should execute an agency
agreement between them stating adequately the terms and conditions regarding
the demand and supply of manpower from Bangladesh. This agreement should be
signed by both the parties towards acceptance of stated terms and conditions
upon which the demand will be executed.
the client requirement and discuss the details with their representative to
obtain a complete understanding of the needs. We work closely with our client,
to clearly understand what their actual requirement is, so that we can grow our
business relationship further. Then we ask the clients to submit necessary documents
discussed below under the heading Employer’s part.
(a) Power of
employer / principal will issue a power of attorney to the Greenland Overseas
as a true & lawful attorney and agent in Bangladesh in respect of handling
all the affairs with Bangladesh Government in respect of recruitment on behalf
of the employer / principal.
(b) Demand Letter
employer / principal will formally issue a demand letter in favor of Greenland
Overseas stating the job categories, number of workers required in each
category, monthly salary, duty hours, duration of contract and other amenities
for workers such as food, medical, transport, air passage, accommodation and
(c) Visa Documents
that, this particular requirement of document is only applicable for Kingdom of
Saudi Arabia. The employer / principal will provide visa documents (Okala) by
which the Government of the employing country allows the employer/principal to
recruit such workers from Bangladesh. It shall be in original and authenticated,
which will be accepted by the respective embassy.
Registration (CR) Copy
that, this particular requirement of document is only applicable for Kingdom of
Saudi Arabia. A photocopy of the company registration is required.
(e) Consular Letter
please note that, this particular requirement of document is only applicable
for Kingdom of Saudi Arabia. A letter addressing the Consular General of the
recruiting country to allow recruitment of candidates from Bangladesh as per
demand letter against the stated visa block number.
standard employment contract between employer and employee are required.
(g) Agency Agreement
employer and Greenland Overseas should sign an agency agreement with all the
terms and conditions which will be the guide for both the parties.
Authorization Letter, P/A and Demand Letter should be in original, duly sealed
& signed by the sponsor or authorized person & attested by Chamber of
Commerce and Ministry
of Foreign Affairs. Upon receipt of all necessary documents mentioned above, Greenland Overseas will be able to deploy the recruited persons to the destination of the employer within 14-45 days’ time subject to availability of seats in airlines concerned.
Greenland Overseas Part
The pre-selection Process
The pre-selection process involves advertisements in local mass
media in order to inform potential applicants about the jobs or contract at
hand. In many cases, Greenland Overseas tends to draw on its preexisting pool
of applicants and potentials either from returning contracts abroad or those in
a waiting list for a new job. Plus, Greenland Overseas has an extensive
computer data base of all present & probable future applicants who come
from all walks of life with different skills and qualities. The whole pre-selection
process is run by our own recruiting manager and executives based on following
e) Finishing of job
and quality of job performed.
Selection & Deployment Process
(a) Final Selection
We always prefer selection of applicant either by oral or
practical test to be conducted by the employer or his/her authorized
representative. We arrange his/her/their accommodation, transport and all other
logistic support required for the purpose. In case we are entrusted with the
selection & testing of worker, we normally do it with the help of a team of
experts for technical & professional categories under direct supervision of
our professional executives in our state-of-the-art Trade Test Center. Testing
facilities for complex engineering functions are also available at our Training
Centre premises in Amulia, Dhaka, in adherence to the most modern processes and
techniques in use at the time.
Greenland Overseas prides itself in the quality of the workforce
it supplies and in order to retain the high levels we maintain that our trade
testing process is constantly modified and adapted with the needs and requirements
of various professional fields.
(b) Web Based
workers Management System
Here in Greenland, we maintain a custom-built web-based project
Management application software in which our partners (Employers, stakeholders
of the project etc.) can observe the progress of the processing work of each individual
as it happens. We constantly are updating the file of each worker on our
management application system. Once a project is linked, we provide the
employer with a user id and password to access the system.
Greenland Overseas also assumes the responsibility of accumulating
the necessary documents of the applicants or candidates. Documents such as passport
copy, visa copy, Bio-data, photograph, health certificate, academic
qualification certificates, employment contract, and other necessary documents
are collected for proper representation to the clients. Each worker is deployed
with his/her own personal file which usually has the above documents.
Greenland Overseas also acquires necessary permissions from
relevant government agencies and legal institutions.
(d) Validation of
Unlike other recruiting agencies, we just don’t merely collect
documents and assemble those in workers’ personal file rather we make every effort
to check the authenticity of those documents on our behalf. For an instance we
check the authenticity of educational papers with education boards and verify
police records to make sure the worker deployed from our agency has clean
(e) Medical Checkup
After a candidate has passed the first stage of selection the worker/candidate
is sent for medical checkup in modern and authorized medical center of the
respective embassies of the country of employment. These medical facilities
maintain strict adherence to international standards. Greenland Overseas looks
into the matter strictly that every personnel positioned in the client’s
corporation and organization is in sound physical and mental state. For Kingdom
of Saudi Arabia, prospective workers are required to undergo medical check-up at
GAMCA approved medical centers as required by law.
Greenland has recently opened up its own Medical Centre to
accommodate the need for the medical examination of the work force traveling
abroad. Medical entre is well equipped with all modern equipment’s necessary
for smooth operation. It is run by well-known professionals in Medicine and
Pathology. A group of Specialist Doctors are supervising the activities and
continuously improving the health care facilities provided to the patients. Our
workers usually undergo following check-ups:
■ Routine Urine Test
■ HBsAg, TPHA, HIV, Anti-HCV
■ RBS, S Bilirubin, SGPT, SGOT, Creatine, Cholesterol
■ Widal Test
■ X-Ray, TB
(f) Application and
Receipt of Visa
On behalf of the selected candidates, Greenland Overseas applies
for the visa in the respective embassy as authorized by the employer. For
countries like UAE, Qatar, Oman-we send complete set of documents so that our
clients can submit those for visa at their respective ministries of that
particular countries for processing.
Upon receipt of visa Greenland overseas:
■ Will match the employment contract with the final contract clause
to protect the rights of the employees.
■ Will Prepare all documentations as per need
■ ill Process medical clearance from our own Greenland Medical
■ Will collect his/her police clearance certificates.
Once visa confirmation arrived either from the embassy or from the
employer, we send all our prospective workers to undergo a rigorous orientation
process. This is a new segment which has been introduced to enhance the
workers’ knowledge about his/her career.
This process usually takes 10-15 days in which we educate them
about the below mentioned criteria:
■ Educating themselves with the business entity they are about to
■ Knowing the labor laws and other conditions related to the
■ Do & don’t for them during the employment contract
■ Detail knowledge about the destination country’s laws
■ Knowing his / her rights and obligations
■ Lear operational language to sustain. Example: We teach them
basic and sustainable language if so required. If the workers are to work for a
Chinese management company and it is required that they know Chinese – we will
try to educate them with sustainable level of language and also give emphasis
on learning the language even before being selected on our pre-selection
■ Soft skill set development. We strongly believe that an employee
should be articulate enough to be presentable at work premises. We work with
them about the necessary soft skills development before their deployment.
(h) Ticketing and
The employer may send PTA or remit necessary traveling expenses in
favor of Greenland Overseas to facilitate traveling as scheduled. We obtain
emigration clearance from the concerned government department for the candidates.
In tandem with orientation, our own IATA approved travel agency is
then directed to reserve seats for the reported workers. Employers are required
to send the flight confirmation & PTA in favor of us to facilitate the
Flight details in an advance at least 24 hrs., will be furnished
to the (clients) employer in order to enable to arrange necessary pick up for
the traveling workers.
Upon deployment, we instantly confirm our clients via e-mail/fax
by sending deployment message so that they may pick up the workers in due time.
(j) Follow up
Our work does not end after deployment of the workers. We make
sure our workers are received by the company representative at the airport on
time. We follow up with our client that our workers are employed and match
their requirements. Should there be any crisis situation regarding job cuts,
shedding of employees, we negotiate with both employer and employees to reach a
common platform where both parties can win.
If the recruited workers are proved to be unfit due to lack of medical fitness or due to lake of skills at their respective trades, we usually replace the worker at our cost or we act in accordance with agreement made between concerned parties.