Hiring for the GCC in 2022

Hiring for the GCC in 2022 marfaoverseas.com/hiring-for-the-gcc-in-2022/

by Marfa WEPL Management

December 8, 2021

As a result of the epidemic, HR trends and change have accelerated. New and created HR technology has been sped by a requirement to efficiently and securely confront the difficulties the world did not anticipate to meet. That isn’t to imply that change isn’t beneficial. It’s what keeps the planet turning, growing, and learning. In the aftermath of COVID-19, the GCC area is still regaining its footing. Measures done reflect various governments’ and leaders’ efforts and goals in ensuring the region remains a desirable location for investment, employment, and opportunity.

GCC Recruitment As the job market improves, multinational experts turn their attention to other countries.

The Gulf Cooperation Council (GCC), which comprises six Middle Eastern countries: the United Arab Emirates, Saudi Arabia, Kuwait, Bahrain, Qatar, and Oman, has seen a surge in interest and skill.

In a post-pandemic society, people are eager to keep their New Year’s resolutions, which may include a change in lifestyle, surroundings, or employment. The need for change has been clear on social media platforms such as Facebook, Linkedin, and Twitter, which have been teeming with dialogue and queries from optimistic migrants wishing to relocate their jobs and skills to the Gulf Cooperation Council.

Businesses and recruiters looking to increase their present personnel generally find that the start of a new year is the busiest period of the year, and 2021 will be no different.

Candidates who have just returned from abroad want to work in a different (or work-fromhome) environment in a new culture, while companies want to meet their established objectives, KPIs, and goals with a strong team. Hiring overseas expands the talent pool and allows recruiters to find the ideal candidates to meet their skill shortages.

Expats seeking competitive career possibilities, a high standard of living, and year-round sunlight are flocking to the Gulf Cooperation Council (GCC). Employers in the GCC will have a plethora of applicants for the positions they’re trying to fill as 2021 approaches.

How can companies, on the other hand, be confident that these overseas candidates are who they claim they are?

Talent Is on The Move

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The movement has been noticed in sectors such as healthcare, engineering, education, and finance, signaling a promising start to 2021. LinkedIn had 14 million positions posted at the time of writing, the bulk of which were in healthcare and technology. 84 percent of talent professionals in Europe, the Middle East, and Africa (EMEA) think that remote recruitment will become the new standard post-COVID, according to LinkedIn’s latest research on The Future of Recruiting. Diversity, according to 76 percent of those surveyed, will be critical to the future of recruiting.

The cornerstone of a company’s 2021 goals should be based on who their greatest consumers and clients will be in the future, as well as if your existing personnel is providing the most value (to you and your clients).

The economies of the Gulf Cooperation Council are expected to increase 3.9 percent year on year in 2021, according to HSBC economists. According to the International Monetary Fund (IMF), the Gulf Cooperation Council (GCC) will begin to recover in 2021, with Saudi Arabia’s GDP growing at 3.1 percent and the UAE’s at 3.3 percent. Following the availability of vaccination, electronic health passports, which let travelers save and manage their validated COVID-19 tests and immunizations, may become a major part of international recruiting and professional mobility.

Engage With the Right Candidates From The Start Each year gives the opportunity for new beginnings and reflection on what has and has not worked in the previous year. In the past, inefficient recruiting processes may have rewarded applicants who were exceptional at interviews but not necessarily suited for the job or dishonest candidates with forged identities and credentials. Humans endure

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experiences, adjust to them, and iterate in order to improve how they are met. This is true in terms of how we employ and manage a company’s most valuable asset: its personnel.

Businesses are rethinking the world and their workers’ roles in it.

Unfortunately, many businesses all across the world have learned the true cost of a terrible hire. Taking the time to examine the factors that led to expensive business blunders in the past and using the best recruitment tools can assist to prevent such mistakes from occurring again.

The ideal employee is within reach, regardless of locale, as the globe embraces digitalization. Instead, then hiring, onboarding, training, and then offboarding the incorrect hire, consider using widely distributed personnel.

Optimizing The Perfect Candidate Search 6 percent of college degrees are faked, and 53% of job applications contain fraudulent information, demonstrating the extent to which individuals would go to obtain a job in an unethical manner. It’s simple for candidates to add a few years of work experience to their CV or fraudulently claim to have certain qualifications for which they never attended class. Businesses can only swiftly identify and target applicants after pre-employment verification is enabled. If you skip this stage, unqualified individuals will find their way into your company, and their unsuitability for the position will become painfully clear sooner or later.

Recruiting platforms and firms will be bombarded with job applications as the GCC emerges as a desired place for foreign professionals in the next year. Because to the high level of interest, qualifying applications may be ignored or deleted.

Companies also utilize expensive headhunting as a recruitment method. It can be a risky technique for success because the candidate’s qualifications on their professional profile may not be confirmed, resulting in a waste of time and money!

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You’ve done international recruitment, conducted interviews with your shortlist, and are now ready to offer an abroad expert a contract with your firm in the Gulf Cooperation Council (GCC). To protect your hiring choice, verify that the individual passes obligatory background screening in the form of a primary source verification (PSV) prior to the contract issue.

If you haven’t found your ideal applicant and need to fill a position immediately, you may use a database of eligible candidates who have been pre-screened, are ready to work, and are eager to relocate to another country in 2022 and beyond.

How Marfa will help companies and individuals in hiring and jobs?

Marfa Overseas Employment promoter is a world-renowned recruitment agency providing jobs to hundreds of people across the globe. They have dedicated teams that ensure that both the employee and the company’s expectations are met by providing them with their desired specifications.

They run thorough background checks on both the employees and the companies to eradicate the chances of any fraudulent activities.

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