Recruiting in the Middle East presents significant opportunities for expansion. However, it also requires adapting to a new market with different professional expectations. To succeed, multinational companies must learn to balance business strategy with cultural understanding.
To effectively find and hire top talent in the Middle East, you need a solid strategy. Consider these best practices during your search.
1. Develop a Strong Employer Brand
The Middle East is a region with rapid economic growth and high competition for skilled talent. Employer branding is essential for you to stand out, especially as a non-local company.
Highlight what sets your organization apart. For example, you can feature your international mobility, innovation or professional development. Promote your company culture on social media, local job boards and at regional events to attract qualified professionals.
2. Localize Your Recruitment Strategy
Hiring in the Middle East requires striking a balance between local expectations and global standards. It’s also important to remember that the region is not a monolith. Each country has its own languages, customs and cultural nuances that may impact the hiring process.
Tailor your messaging, job titles and benefits to match local norms and regulations. While local candidates may be proficient in English, Arabic job postings may be more effective for regional roles. Some positions, especially in regulated industries such as health care, may require recognition or certification from local authorities or ministries.
Localizing your approach shows respect for the region’s diversity. It also strengthens your ability to connect with local candidates and the industry you plan to enter.
3. Craft Engaging Job Descriptions
Aside from describing the role and key responsibilities, job postings should also showcase your company’s understanding of the Middle Eastern work culture. For example, you can mention that your organization follows the Sunday-to-Thursday schedule to accommodate the dominant Muslim population.
Keep descriptions concise, transparent and appealing, describing your company’s mission, career growth opportunities and benefits. You should also be clear about location, remote work options and language requirements, which are important for a cross-cultural team.
4. Train Recruiters on Cross-Cultural Competency
Cultural awareness is crucial in the Middle East, where norms surrounding communication and hierarchy can vary. Recruiters should be trained to respect cultural and religious customs during the interview process. For instance, avoid scheduling interviews or meetings during prayer times.
They should also recognize nuances around modesty and the importance of extended family units, which may influence career decisions. Clear communication is essential. Strike a balance between directness and courtesy. This sensitivity can improve the candidate experience and build a positive employer reputation.
5. Explore Multiple Recruitment Platforms
To reach a diverse talent pool, you should also diversify your methods. Aside from LinkedIn, regional job boards, and platforms like Bayt and GulfTalent can be effective for filling professional roles.
Also consider tapping into in-person events and institutions, like alum associations, university partnerships, expat networks or industry conferences to find qualified candidates. You can also create internal referral programs to leverage existing employee networks. Combining digital and in-person strategies ensures better reach.
6. Offer Competitive Compensation
While tax-free salaries are already an attractive point, compensation packages should go beyond basic pay and include allowances, bonuses and other incentives.
A well-rounded benefits package signals your commitment to employee well-being. It’s also great for keeping employees engaged. Data shows that rewards and salary increases are primary drivers of workplace retention in the Middle East.
7. Implement Flexible Working Arrangements
The pandemic has made hybrid and remote work more common across the Middle East, although not all industries have fully adopted this approach. Companies that offer flexibility through remote policies or flexible hours can be more appealing to younger professionals and working parents.
Flexible arrangements also help employers expand their reach by hiring across borders or using contract-based talent to simplify compliance and reduce costs.
Key Elements to Consider When Recruiting in the Middle East
Businesses and HR teams recruiting in the Middle East need to consider these factors, which may be different from those in their home country.
Physical Presence
Many countries in the Middle East require companies to establish a physical presence in the region before they can conduct business there and start hiring full-time employees, a position that often involves stricter compliance rules. You can either set up a branch office in your chosen country or partner with a local firm or employer of record.
Taxation Nuances
Some Middle Eastern nations, including the United Arab Emirates and Qatar, do not impose income tax on individuals, which can make compensation packages more appealing. However, it’s essential to remain aware of corporate tax obligations, which vary by country. Still, these tax percentages are relatively low, making the Middle East an attractive destination for workers and business owners alike.
Work Week Differences
The traditional workweek in many Middle Eastern countries runs from Sunday through Thursday, with Friday often reserved for rest and prayer. However, since 2022, the UAE has transitioned to a Monday-to-Friday schedule for the public sector to boost its global competitiveness. Schedules may still differ depending on the country and industry.
Statutory Benefits
Aside from annual leave, sick leave and parental leave entitlements, workers in the Middle East are also entitled to a Hajj leave for pilgrimage to Mecca, which may not exceed 30 days. Employees also enjoy fewer working hours during Ramadan, regardless of their religion.
Strengthen Your Hiring Strategy
Expanding into the Middle East presents several opportunities for organizations. However, your success will depend on understanding the region’s laws, culture and workplace dynamics. Adapting your recruitment strategy to this market can help your company build meaningful connections with professionals and establish itself in this growing economy.
