International workers.

The UAE is only different from other markets in one respect and that is that it relies on a very high proportion of international staff in order to keep the wheels of business turning.

There is a wide choice of agencies available from the local, national, international and global players and selection of your business partner is the key to being successful in your pursuit of the right candidate.

However it must be recognized that in any market the employer has to invest time into the recruitment process and these are the three key components that will lead to success.

• A quality job description. This is vitally important and no recruiter should take on a search without this being in place. If you need help with formatting a job description there are plenty of online resources available
• Terms and conditions of employment that is internationally competitive. There is no point looking for top people and then offering a package that is not competitive with competing markets. Candidates have choices it is not a buyers’ market
• A marketing piece about the Employer. In international markets it is crucial that employers market themselves as competition is fierce and top candidates have market choice not just with in the UAE, but the Middle East as a whole and into international markets. 

Using a diverse range of recruiters has become common practice in the UAE for many organizations to ensure an adequate flow of permanent staff across all skill sets & specializations. However, the benefits can often become outweighed by the associated burden of time, energy & resources spent on managing suppliers and many are now looking at long term relationships with either a single supplier or a very small number so that employer and recruiter work hand in glove to reduce the administration burden.

Here are some tips for Employers to consider:

• Improved recruitment efficiency & reduced associated costs through volume arrangements.
• Less administration with, for example one monthly invoice covering all recruitment activity.
• A dedicated Account Manager as your first point of contact. In the internet age the need for dedicated local account management is waning. Efficient remote Account Management is the way forward.
• The latest recruitment technology to improve processes & give employers an efficient reporting system.
• Less time taken to recruit, through effective outsourcing & management of other recruiters, should a recruiter be unable to fill your vacancy immediately and need to seek third party assistance.
• Owing to volume, look for recruiters those can shortlists for you. Do you really need more than 3 CV’s?
• If required you can establish realistic defined Service Level Agreement (SLA)
• Access to the widest possible pool of candidates by using tailored attraction strategies that incorporate online & print advertising, networking & steady stream of candidate referrals as well as social recruiting.

We would advise employers to look for proven expertise but it is irrelevant that a company may be 100 years old. Look at what they have done recently.

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