In modern Middle Eastern workplaces, attracting the right talent is more important than ever. The competition for great candidates continues to heat up, with the flame fanned by Dubai Expo 2020 on the horizon, reformed visa processes for expats and an emphasis on encouraging the Emirati talent pipeline.
As a result, companies are now going above and beyond to source and entice potential employees, looking beyond the traditional recruitment process and salary packages to make sure they secure the best person for the role. So, with so much competition, how do you stand out from the crowd? Here are four places to begin:
It’s official – the 9am-5pm working week is on its way out, with companies all over the Middle East embracing flexible working. A recent survey found that 60% of UAE employees work remotely at least once a week, while 52% don’t work from an office for half the week.1 Therefore, businesses who refuse to budge from strict working hours are already starting at a disadvantage when it comes to recruitment. Candidates are much more likely to be interested in a role if there is an element of flexibility, so consider implementing a strategy that allows for this – perhaps you can start with time for a school run?
Generally, successfully placed candidates are those looking for a challenge and career progression. Therefore, integrating professional development into a benefits package can be a big selling point for potential employees. This can range from encouraging time off to attend talks or workshops, to investing in formal study such as an MBA. Demonstrating a clear pathway to progression at interview stage can also be attractive for prospective candidates.
While you want to make sure your preferred candidate is a great fit both professionally and personality-wise, there is only so much you are going to garner from the interviewing process. Businesses who undertake a recruitment process that spans more than four interviews run the risk of losing their top choice to competitors. To make sure you don’t miss out, consider refining your approach and streamlining your process to be three-four weeks from agency brief-in to offer. Make sure that you have all your paperwork in order so that should you want to offer, it can be done quickly and efficiently.
Re-assess company culture
It’s one thing to say you have a ‘fun’ working environment, but another thing completely to actually follow through. It’s very common for UK-based offices to offer team incentives for hitting targets, or company days out, so why not consider doing the same? This could prove the difference between an expat accepting your role over another company’s. Encouraging the uptake of your promised benefits once the employee has started will also go a long way in encouraging retention.
Tiger can help you find the right talent, from PA recruitment to hiring for a private household. Get in touch today!