The Kingdom of Saudi Arabia ranks among the top 20 economies of the world and the country offers an attractive prospect for business expansion.
While there is a lot of potential for growth, it does not come without its fair share of challenges. The 2019 Deloitte's Global Human Capital Trends highlighted that attracting and retaining quality talent is one of the major challenges that recruiters face in Saudi Arabia. From navigating through the Nitaqat System to screening through large volumes of applications, roadblocks are a reality while hiring in Saudi Arabia.
So, what should companies do to find and hire the best talent? Before we delve into the topic further, it's important to understand why attracting the best talent is necessary for employers.
Why Is It Important to Attract the Best?
Simply put, hiring wrong can cost a company – and not just in the financial sense. When a company hires the wrong talent, not only do they lose money and time, but they also have to restart the lengthy and tedious recruitment process all over again.
Instead, if a company hires the right talent from the start, it is likely to experience an 8x productivity hike as per Scott Keller, a senior partner at Mckinsey.
The end goal of every business is to grow, and productivity is at the heart of it. Implementing the right staffing solutions is the key to building a team that will help their business soar.
Establishing an Effective Hiring Process
Before a company looks at other options, its first job would be to streamline the in-house hiring process. If it is leveraging the services of a recruitment consultant, it would mean taking a considerable amount of time to plan and choose the right partner for future recruitment needs.
Some of the things to be considered while setting up a hiring process for a company in Saudi Arabia are mentioned below.
● As notice periods vary from 1 to 3 months across Saudi Arabia, it is necessary to be swift and prompt with all recruitment decisions, tasks, and processes to avoid hold-ups or delays.
● Set timelines by working backward to make it save time. The company can start with the time it needs the candidates to join, then the time when expatriates need to relocate for joining, and so on.
● From taxes to the Nitaqat System, the company must take all possible scenarios into account to accumulate realistic timelines and avoid hurried or wrong decisions at the last minute.
Partnering with an experienced Recruitment Agency
Consider hiring a recruitment agency to find candidates suited for specific roles and simplify HR processes. Many companies delegate the task of recruiting to staffing specialists like TASC because we offer varied workforce solutions and because we can help locate and onboard highly skilled and talented people to fill vacancies - fast.
In addition, TASC not only assists with finding and hiring the right talent, but we can also help companies in Saudi Arabia with onboarding, visa, payroll, transfers, deployment, Saudization, and more.
We specialize in mid-senior level recruitment across B2B sales, Marketing, Procurement & Supply Chain, Finance and Accounts, engineering, and Technical and IT.
Improving Your Employer Branding
Around 67% of job seekers value workplace diversity while looking for employment.
If a business wishes to attract the best talent, start branding the organisation as a diverse and inclusive place that offers opportunities to grow professionally and create impact while providing incredible benefits and compensation. It's important for any business worldwide, but especially businesses that want to attract the best talent globally to work on their brand image to create trust and provide a positive candidate experience.
Knowing When to Hire Locally and Internationally
Before a company begins the hiring process, it must identify the type of talent best suited for the role. For business development and sales positions, it is best to source local talent and use their network and contacts. On the other hand, international talent comes in handy when working with cutting-edge technology or roles that need global expertise.
Setting Up an Employee Referral Program
If one thinks about it, current employees can act as an incredible recruitment tool for the business. Because of this reason, many companies have an employee referral program that allows employees to refer former colleagues, family members, or friends for opportunities or positions whenever they arise. Some organisations also request their employees to distribute 'recruitment cards' to people they might consider a good fit for the company.
According to a research study by LinkedIn –
● Around 35% of employees send out referrals to help their friends
● Around 32% of employees send out referrals to help the company
● Around 26% of employees send out referrals to be considered valuable colleagues
● Around 6% of employees send out referrals for financial rewards
While you can offer referral rewards, such as time off, gift cards, or cash bonuses, many of your employees will do it because they want to have someone they value and trust working in the organisation. For you, it would mean less time and monetary investment while ensuring the quality of hire.
In summary, attracting and recruiting the best talent is essential for the success of any business in Saudi Arabia. Because the job market is fiercely competitive in the region, companies need to do more to make sure that they come across as a great place to work. By keeping these five techniques in mind, any company will be one step closer to discovering the right talent for the business needs.
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