As businesses throughout the world recover from the epidemic, the UAE employment market is booming. Salaries in the UAE are predicted to rise by 5% across the board.
According to The National News, firms in the UAE intend to increase their workforce by approximately 76% by 2022.
So, what does the future hold for the UAE workforce? Will automation triumph, or will businesses continue to recruit the same way they always have?
According to The National News, recruiting in Saudi Arabia is increasing, with roughly 79% of companies expecting to increase their personnel over the next 12 months.
What does the future hold for job searchers and recruiters?
Here are some recruiting trends for the Middle East jobs that job seekers may find useful and that HR and recruiters should be aware of this year:
Improving the candidate/user experience
A pleasant candidate experience is no longer an option. Instead, it is a critical requirement with serious consequences. Organizations that aim to improve the applicant experience should do the following:
- Improve employer branding: If firms want to hire new employees, they must carefully plan their future strategy, especially to strengthen their employer brand. According to research, prospects who like the recruiting organization's brand or reputation are more likely to apply. If they do not receive a job offer, they will reapply.
- Communicate effectively: Candidates want to be kept informed about the recruiting process throughout the process. Furthermore, mobile recruitment is another method of attracting qualified individuals.
The hybrid work model is not going away.
According to Khaleej Times, around 70% of enterprises in the UAE continue to use the hybrid working paradigm. Employers have hastened their intentions to return their staff to work as the number of persons inoculated against COVID-19 has grown. HR professionals, on the other hand, feel that the hybrid work paradigm is the new standard in the UAE.
Employees in the UAE like the hybrid method since it allows them greater flexibility in remote working.
According to a poll conducted by Adecco Middle East, three out of every four employees demand more flexibility and remote working possibilities.
Why is the hybrid work model advantageous? It translates as follows:
- Increased employee satisfaction
- Substantial Income growth
- Improved mobility
AI-based solution acceleration
The talent acquisition paradigm has shifted drastically in the last decade, thanks to the onset of digital transformation.
Advanced HRTech solutions such as a resume parser, search & match engine, and taxonomy may assist you in automating recruiting and saving substantial time in discovering the finest applicants.
- Parser for Resumes
The revolutionary resume parsing system aids in the unbiased sorting and storage of applicant data. Here's how it can help your company:
- Allow applicants to apply with one click to improve the candidate experience.
- Import millions of resumes in an instant.
- In less than two seconds, you can extract resume information from emails.
- Search & Match Engine
The sophisticated search and match features enable you to look for and match applicants and jobs in the middle east with high relevancy and precision. Enhance the user experience by displaying the suggested skills/job titles to the candidate/recruiter when searching.
Facets/filters might help you narrow down your search.
Using a geographical search, you may find a localized candidate.
- Taxonomy
The taxonomy provides an extensive collection of talents, profiles, and jobs in the middle east. The taxonomy may help your company in the following ways:
Map effectively using local government datasets.
Improving search results by receiving keyword recommendations based on similar skills/jobs.
Obtaining suggested skills and job titles using a skills/jobs alias.
Data-driven Recruitment
When you utilize facts and numbers to support your hiring decisions, from selecting applicants to developing strategies, you are engaging in data-driven recruiting. HR departments that use data are more likely to be efficient than those that do not. How might data-driven recruitment benefit HR departments? Aside from improving hiring quality, data-driven recruiting may also assist you:
- Budget wisely for multiple recruitment channels.
- Reduce your time-to-hire
- Encourage impartial hiring.
- Calculate and forecast your recruiting requirements.
Internal talent mobilisation
Internal talent mobility refers to individuals migrating inside a company to explore new occupations and opportunities for advancement. Internal talent mobility is frequently disregarded by firms looking for new talent from outside sources.
What benefits may internal talent mobility programs provide? A well-designed talent program benefits both executives and employees. It promotes healthy competition, increases staff retention rates, and lowers recruiting costs, among other advantages.
Inclusion and diversity
Every Gulf job company that wishes to recruit and retain top talent, improve customer satisfaction, and increase financial performance must embrace diversity and inclusion. Many businesses increase their diversity and inclusion efforts and are better prepared to sustain diversity.
According to GulfCareers, a diverse organization is 1.7 times more inventive. There are various advantages to diversity and inclusion, including:
- Selection from a bigger talent pool
- Encourage employee innovation in your firm.
- It aids in making better selections.
Employee-centric employer branding
Do you understand what it means to concentrate on employer branding? It creates the groundwork for a positive applicant experience when done appropriately. Employer branding that focuses on how the firm helps employees, clients, and communities in times of crisis will attract more candidates than those that do not.
You'll need leadership-bound people to advance, and the simplest approach to locate them is to exhibit your corporate culture and offer them a sense of your organization. From the compensation and benefits packages you provide to growth opportunities to weekly happy hours, the business culture and how its employees are treated may have a huge influence on the image you're attempting to project to potential applicants.
Conclusion
The recruitment market is continually changing, and advances in cloud computing and AI-based solutions like resume parsers, search & match engines, and taxonomy are hastening the rate of change. Following COVID-19, the world is confronted with a new set of realities, with businesses being disrupted at an alarming rate and forced to remake themselves in a short amount of time.
Simultaneously, since COVID-19, the way we work has changed considerably, with remote work and a global workforce, forcing firms to adapt and undertake critical change initiatives. Acquiring essential talent may be done by deploying new HR tech tools.