The lowest quote isn't the most important criterion when choosing a manpower supplier. Here are five criteria that protect your project from delays and compliance risk.
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How to Choose a Manpower Supply Company
How to Choose a Manpower Supply Company
Key Takeaways
- Licensing and GOSI proof for the specific workers come before price.
- Contract flexibility for scaling headcount should be written down, not assumed.
- Onboarding support is what actually reduces early attrition on site.
Before you compare quotes
A lower quote is worthless if the supplier's licensing or GOSI coverage doesn't hold up. Verify those first — everything else is a secondary comparison.
Steps
Verify the license and commercial registration
Ask for a copy of the supplier's activity license from the Ministry of Human Resources and Social Development, and confirm their commercial registration actually covers the activity you need.
Confirm GOSI coverage for the named workers
Don't accept proof that only covers the supplier's own company registration — ask for GOSI proof tied to the specific workers proposed for your project.
Ask for references from a similar project
A supplier with real experience in your trade and city can give you a contactable reference — not just a client logo on a slide.
Review contract flexibility in writing
Confirm the process for scaling headcount up or down is written into the contract, with clear notice periods — not left to a verbal understanding.
Ask about onboarding support
A supplier that runs safety orientation and site-rule briefings for its workers reduces early attrition; one that simply drops workers at the gate doesn't.
Frequently Asked Questions
What's the difference between manpower supply and traditional recruitment?
In traditional recruitment, the candidate becomes your direct employee once hired. In manpower supply, the worker stays legally employed by the supplier while working under your day-to-day supervision — the supplier carries payroll, insurance and compliance.
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