RecruiterME the online UAE Recruiter Magazine Issue 1

The Middle East Recruiter Magazine Issue 1 - 2016

INSIDE THE UAE

RECRUITER

UAE 2017

RECRUITERS IN DUBAI, UAE

CONTRACTING IN UAE

FIRST UAE RECRUITER AWARDS

We will be taking a look into the world of a UAE Recruitment Consultant. Looking at what challenges they face when moving over to Dubai and giving advice for this life changing decision.

Taking a look into the world of contracting / manpower licensing and partnering companies. Perm recruitment is leading the way with contracting fast becoming an industry standard for 2016 onwards.

November 2016, we are co-hosting the much anticipated UAE / Qatar Recruiter Awards. With a celebrity host this is going to be the biggest black-tie gala event in Middle East recruitment history. This cannot be missed!

UAE no.1 FOR

Recruitment to Recruitment “Recruit-me were given a project to head-hunt the very best Banking & FS, Legal and Contracting billing managers and a director. They really excelled and found the very best in the market within Dubai, we interviewed 1 for each role and took them on immediately. Never worked that fast with any R2R. It really helps that they meet their Recruiters face to face, These guys are the only serious name in the R2R sector in the Middle East.”

Country Manager International Recruitment Agency Dubai

DIVISIONAL MANAGER RESOURCER

RECRUITMENT BILLING MANAGER TEAM LEADER MANAGING DIRECTOR SENIOR RECRUITMENT CONSULTANT

RECRUITER

RECRUITMENT CONSULTANT

EXECUTIVE SEARCH CONSULTANTS

We have successfully placed the following positions in Middle East Trainee Recruitment Consultants Recruitment Managers

Recruitment Consultants

Associate Directors

Mergers and Acquisitions

RECRUITME -

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Start ups

Senior Recruitment Consultants

Directors / Managing Directors

CEOs

New Agencies to Middle East

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F

irstly let’s welcome RecruiterME magazine to the UAE and Middle East. We are the only specialist magazine to the recruitment industry providing insights, updates, latest news and reviews about our industry. These coming editions will provide our readers with a portal into the Middle East recruitment world.

We will be starting the new edition off with insights into what agencies are in the region, newcomers to the region, interviews with CEOs, directors and recruiters reviewing the 2016 market.

The first issue to the recruitment magazine has been greeted with incredible enthusiasm. Thank you to everyone who took part in this ongoing publication and we look forward to giving you the best up-to-date news and reviews.

Q2 we would like to hear from all executive search companies, internal / inhouse recruitment teams and we will be doing a big section on Qatar recruitment world. Read up on some useful tips and advice along with social ideas for the UAE recruiter’s spare time.

Please register and contact our team to make sure your company is in the next issue as we have already started work on issue 2.

For further information, contact our team:

Craig O’Connor

register@recruiterme.ae MD & Founder

RecruiterME UAE Recruiter Magazine

- Robert Half We will be talking with the Director of the Robert Half Dubai office.

Robert Half are one of the leading agencies in contingency and retained recruitment with a very impressive billing team in their DIFC offices.

Sectors from Banking & FS, Legal, IT, Accountancy, HR.

- Recruiter Awards 2016 for UAE We would like to welcome the long awaited and well deserved FIRST Recruitment Awards for the UAE. This is very exciting and rewarding news for the whole of the Recruitment Industry for UAE and Qatar.

- Q&A with Spencer Ogden

We had the pleasure to meet and interview the new Spencer Ogden Country Manager.

Find out why Spencer Ogden are a leader in Oil & Gas / Power & Energy Sector.

- Welcome Core Atlantic to Dubai

We welcome Core Atlantic to the region. Taking a look at how they have been so successful in the south of the UK with very impressive growth within 4 years.

Phil Ridgwell, Managing Director, talks about plans for the UAE branch and their core sectors, Construction, Rail & M&E.

RecruitME Recruitment to Recruitment

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A look at what’s inside

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Five key recruitment trends in the UAE region Gareth El Mettouri, Associate Director

T

he speed of change sweeping across the UAE region is having a profound impact on the business environment. Companies can’t afford to avoid hiring and retaining the talent they need to maximise efficiencies to stay competitive.

“

80% of HR directors find it challenging to secure skilled professional employees

”

Businesses are focussed on improving operations and maintaining their position in the market.

Although the regional economy has plateaued in recent months, attributed in part to the reduction in oil and gas activity, UAE employers continue to fill open vacancies and backfill permanent positions.

As a result, 80% of HR directors in the region find it challenging to secure skilled, professional level employees today. Almost half (48%) say that the primary reason for this is the lack of niche, technical experts.

International impact

As the international economy improves it is becoming important for companies in the UAE to prioritise retaining key performers while attracting skilled professionals with a comprehensive recruitment strategy. Competition for the best candidates with in-demand skills is increasing and will continue to rise particularly in the sectors experiencing growth.

Strong cultural fit required

UAE employers are not just looking for finance, technology, human resources, legal and administration candidates with proven skills, but also those with the right cultural fit who can work with the rest of the team and mirror the values of the organisation. To attract and secure those professionals in a tighter skills market, companies need to ensure they are offering a competitive remuneration and benefits package. to drive up optimism for business growth over the coming years and this in turn is creating a shortage of the best candidates to help take organisations forward.

As international economies, particularly in the United Kingdom, Europe and the United States of America return to pre-recessionary levels, UAE companies are now having to compete on an international scale to attract top performing candidates as the perceived benefits of relocating to the region for these candidates have diminished.

The region’s successful bid for Expo 2020 continues

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With the decline in offering of all-inclusive relocation incentives combined with rising living costs, businesses are implementing training and development and career progression opportunities of existing staff. This is reflected by the increased demand for talent development human resources professionals. The resulting supply and demand imbalance is seeing starting salaries for learning and development managers rise by 7.6% in 2016 according to the Robert Half 2016 Salary Guide.

higher remuneration, with 29% citing this as the top motivator. Further reasons to leave the company include further career advancement (27%), better work-life balance (24%), better location (13%) and better corporate culture (7%).

The majority (75%) of finance leaders are offering career development opportunities as their main attraction strategy for international talent. In an attempt to increase efficiencies and facilitate growth, it is becoming more important for businesses to upskill and develop their current workforce than offer all-inclusive relocation packages to new foreign finance professionals.

The rise of M&A activity Market observers including PwC believe that the Middle East and Africa are on the brink of a significant increase in merger and acquisition (M&A) deal flow, despite regulatory and cultural barriers that will continue to limit activity in some areas.

M&A activity is predicted to take off the most quickly in the education, healthcare, retail and consumer sectors, sparking a rise in demand for accounting and finance professionals in those markets.

Market diversification The UAE region continues to benefit from its longstanding policy of diversification away from oil production.

The construction sector topped a recent list of major employers, followed by the business sector.

The region’s Ministry of Labour commented that the business sector made up a quarter of total employment and that the UAE’s labour market is “heading towards attracting talent and expertise in specialised and technical professions”.

Retention concerns As skills shortages continue to bite, HR directors are becoming more concerned about losing talented professionals to the competition, locally and internationally. Almost three quarters (72%) say that they are worried about top performers leaving to take up other job opportunities in the year ahead.

HR directors believe that the main reason for employees to leave the company is the offer of

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Bearing all of this in mind, it’s more important than ever for companies to benchmark existing employees’ remuneration packages against current industry standards in order to avoid employees leaving for new pastures. Additionally, businesses should partner with specialist recruitment agencies like Robert Half to help improve their recruitment strategy in order to build a talented workforce.

72% of HR Directors are concerned about losing employees to other job opportunities Gareth El Mettouri is the Associate Director of Robert Half UAE, the world’s first and largest specialised recruitment consultancy. Gareth initially joined Robert Half’s United Kingdom offices in 2004 before moving to the Middle East in 2009.

Since setting up operations in Dubai, Gareth has lead the team to success having worked with local and international organisations from small start-up businesses to global FTSE100 and Fortune 500 corporations. Gareth has built a renowned reputation as an expert in local recruiting and market trends across the EMEA. Founded in the 1949, Robert Half has over 340 offices worldwide, providing recruitment solutions for accounting and finance, financial services,

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An interview with

Andrew Hesketh Country Manager Spener Ogden, Dubai.

‘‘

I would say now it takes a very talented person to do a good job in our market

How did you get into recruitment?

’’

I first worked in construction in the UK and then moved into recruitment covering the same sector I worked within.

I was approached by an agency we used at the time on site, it was freezing cold, the usual North West UK weather in winter and I thought what could be better than working in a warm office. It turned out to be a good career move.

What made you move to the Middle East?

I actually moved to the Middle East by chance, I originally planned to move to Perth in Australia as the market was booming over there back in 2008. Delivering that news to my parents didn’t go down too well and moving somewhere closer was more suited to my family. Dubai was a second choice but turned out to be a much better one considering how the economy hasn’t bounced back so well in Australia.

You have been very successful during your time in Dubai, what’s your secret?

It’s not very complicated, I made sure I invested my time into things would be more likely to pay off than not.

Do research before committing to too much work and be persistent. The consultants who have been very successful and have a great client base are also the consultants who have worked with a lot of bad companies in the process.

You always need to test the waters, ensure you know where the cutt-off mark is and when to invest more time.

How did the Oil price affect business in 2015?

The oil prices dropping affected a lot of things, the best economists couldn’t tell you what exactly with accuracy. It’s complicated Geo-politics. In general I think the companies which always diversified and didn’t put all their eggs in the Oil basket have managed to take the impact. From a recruitment perspective, it has affected a lot of people. I would say now it takes a very talented person to do a good job in our market. Maybe a year ago you would expect the same results from someone with little experience or enthusiasm. The people who

work hard and do the right things always come out on top no matter how bad the market is.

a view from the Spencer Ogden offices

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What sectors does SO operate in the region?

We work in a lot of different sectors to stay diversified. Different types of energy, infrastructure, Oil & Gas and construction.

We focus on niches within these markets to ensure we have a unique angle when approaching clients.

What sectors do you see spike in the next few years?

The next few years is a long time. I imagine the upstream sector would bounce back within this time. In general I think everything will spike within the UAE during this time, this is a great country to recruit in. There are many new projects within the Oil & Gas space, infrastructure, build etc. so I believe in general we will see a lot of good things happening within the next few years.

I hear SO have very quirky offices?

Our offices are incredible, they are a fantastic place to work. The positivity we have and enthusiasm from our staff is brilliant. We have a view over the Palm Jumeirah, a putting green, scooters, bicycles, an Arabic cafe as a board room. A great environment for people to work in.

Happy people work well and I think giving the right people a fun and energetic environment leads to great things.

What’s your views on team building events?

SO do a lot of team building events and we like to celebrate success a lot. We have trips to Vegas, Shanghai, boat parties, buffet days in the office, office dinners, a lunch club for our top performers and this is just to mention a few.

When people do a good job with SO they are really rewarded for it. This all adds to a positive environment where people want to exceed expectations.

Any tips for new recruiters coming to the region?

I would say choose a business carefully, there are a lot of businesses here that don’t give the support and training needed. Pick a business with top performers, people to work with who will motivate you.

Choose a company that has core values which match your own and pick a place which is fun to work. You will have to put in a lot of hours when you first arrive here so the environment is really important, it will either make you miserable or inspire you.

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‘‘

We have a view over the Palm Jumeirah, a putting green, scooters, bicycles, an Arabic cafe as a board room. A great environment for people to work in.

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’’

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the blueprint of our thriving “UKWithbusiness as our guide, our new

Dubai, UAE office has started with the same momentum

”

Ten

years ago, Mark Palmer and James Sanders established PSR Solutions Ltd. with the grand aim of becoming the UK’s most trusted construction recruitment agency. With offices in the Midlands and London, the company is going from strength to strength and we’re now seen as a leading agency in the UK having picked up a Recruiter HOT 100 award and Investors in People accreditation in the last 4 months alone.

O

ur aims continue to be as high as our standards of professionalism and with the blueprint of our thriving UK business as our guide, we are delighted to announce the launch of our Dubai, UAE office.

With the new ‘Taqdeer Award’ launched in October 2015 by Sheikh Hamdan bin Mohammed bin Rashid Al Maktoum, Crown Prince of Dubai and chairman of the Dubai Executive Council, which ranks construction companies by how well they treat their staff, now has never been a better time to join the construction workforce of Dubai.

At PSR Solutions we have solid relationships with industry-leading construction firms based in the UK with operations in the Middle East and also UAE firms looking to employ construction professionals ahead of the mega infrastructure and tourism investments scheduled over the coming years. Projects might include building the next UAE super-structure for example.

With Expo 2020 Dubai just around the corner closely followed by the country’s Golden Jubilee celebrations, there are over 25 million visitors expected, 70% of whom will be from overseas, to share in the themes of Mobility, Sustainability

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and Opportunity. The global event launches a sustainable vision for decades to come and highlights the progressive aspirations of the country.

There has been AED30bn invested in the hotel and tourism industries, the drivers behind major construction investment, and analysts project a Compound Annual Growth Rate of 9.5% to 2016.

We recognise that our candidates are the enablers for our clients. Without them, our clients would not be able to win business, meet targets and go on to grow into the industry-leading organisations that they are today. I firmly believe that recruitment agencies must take a sincere and committed interest in their candidates’ careers if they are to succeed. In the same way as I value every team member in our own organisation, I also understand that without the right team of construction professionals our clients’ businesses will not be in a position to take the lead ahead of their competition.

PSR Solutions have always invested heavily in our highly specialised consultants arming them with the very best recruitment tools in the industry as well as unrivalled training in time-established techniques.

Mark Palmer

International Director, MENA Region, PSR Solutions Ltd.

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UK leaders in construction recruitment opened its doors at the new Gold Tower offices

A

ward-winning UK based construction recruitment company PSR Solutions, opened its doors at the new Gold Tower offices in Dubai at the beginning of the New Year, heralding the start of an exciting new phase of success for the business.

Mark Palmer, International Director, MENA Region, has established a robust team of consultants to provide comprehensive recruitment services to the construction industry in the Middle Eastern region. With over 15 years’ experience and an unrivalled network of industry contacts, Mark’s vision is to lead the Dubai office to equal levels of success seen in the UK operation.

Helping him achieve this, are internationally experienced senior recruitment consultant Paisley Julienne, specialising in the interior design and fit-out industry and Saeed Deria, who brings over a decade of experience to PSR Solutions. Having forged a high-calibre career path en-route, Saeed recruits to some of the region’s most prestigious projects and has exceptional expertise within the Middle Eastern contracting market.

Mark Palmer sees the next 5 years in Dubai as a turning point that will place the city at the forefront of global business spearheaded

by Expo 2020. Mark says, “PSR Solutions offers a unique combination of recruitment methodology and expertise that is proven to help both clients and candidates succeed beyond expectation”.

The foundations of PSR Solutions’ success are deeply embedded in its ability to offer clients a full range of services, from a proven mix of recruitment techniques to an ongoing aftercare program. Its goal is to go beyond customer expectation and never deliver anything less than the highest levels of satisfaction.

Mark Palmer

Email: mpalmer@psrsolutions.com Mobile: +971 52 974 9553

www.psrsolutions.com

www.psrsolutions.com Construction recruitment specialists, PSR Solutions’ Gold Tower office, DMCC

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TAKING A LOOK INTO THE

CONSTRUCTION WORLD IN THE MIDDLE EAST TOP 10 BIGGEST PROJECTS RUNNING IN THE UAE / MIDDLE EAST IN AT NUMBER 10 - Dubai Frame

IN AT NUMBER 7 - Aladdin City

The Dubai Frame is located near the Star Gate games and rides area of Zabeel Park, the frame will boast panoramic views of Old Dubai from one view and the skyline of New Dubai from the other view point.

The project, which is inspired by the well-known tales of Aladdin and Sinbad, will feature three towers, comprising commercial and hotel space, spread over a distance of 450 metres, air-conditioned bridges with moving floor to connect the towers, driveways and parking lots.

The project comprises a 150m-high, 93m-wide structure being built which will be a huge picture frame.

The $43.5 million project is reported to be completed early 2016.

IN AT NUMBER 9 - Museum of the Future

Launched by His Highness Sheikh Mohammed bin Rashid Al Maktoum, Vice President and Prime Minister of the UAE and Ruler of Dubai, Museum of the Future, will house some of the world’s latest inventions and will be a cornerstone of the emirate’s focus on innovation.

An expcted cost of around $200m, due to be completed 2017.

The circular-shaped building will be located next to the Jumeirah Emirates Towers near Dubai International Financial Centre (DIFC).

IN AT NUMBER 8 - Dubai Islands

A 15.3 square km waterfront city, Deira Islands paves the way for hundreds of new hotels, serviced apartments, mixed-use buildings and marinas.

Featuring four islands, the project’s host of attractions will include a large shopping mall; an Arabic souk-style night market, an amphitheatre for 30,000 people and a marina that can accommodate large yachts.

While, three hectares of the project – which is scheduled to be completed by Q3 2018 at a cost of $150 million – will be

Dubai Municipality has started the implementation of the New Aladdin City project in the middle of Dubai Creek.

So far there are not costs published for the project.

IN AT NUMBER 6 - Dubai Water Canal Project

The $545 million Dubai Water Canal Project will transform Business Bay and connect the area with the Arabian Gulf over three phases that are set to complete October 2016.

The project will boast a shopping centre, four hotels and 450 restaurants as well as luxury housing.

It is expected to provide new areas measuring 80,000 square metres for public places and facilities – as well as private marinas for boats and a new trade centre at the entrance of the canal.

The canal itself will measure six metres deep, while bridges will be built eight metres high to allow the passing of yachts and marine craft.

IN AT NUMBER 5 - Dubai Theme Parks

Dubai Parks and Resorts remains on track for an October 2016 completion date with $1.03 billion cumulative project expenditure at the end of June 2015.

The resort will feature three theme parks including Motiongate Dubai, Bollywood Parks and Legoland Dubai – as well as a 60,000sq ft stage that will hold Bollywood-themed performances.

Rides and other main attractions have started arriving at the park over the course of this year.

dedicated to hotels and resorts.

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IN AT NUMBER 4 - Al Mamzar Beachfront

Emaar Properties and Dubai Municipality’s mixed-use beachfront development in Dubai’s Al Mamzar district is expected to be completed by Q4 2018.

The project, which stretches over 9,000,000 square feet, will have 4,000 residential units, 300 hotel rooms, 250,000 square metres of retail amenities and 3.5km of walking tracks covered with plantations.

Planned around the 53 hectare Al Mamzar Lake, the beachfront project is expected to have a preliminary cost of $2.72 billion.

IN AT NUMBER 3 - Al Habtoor City

The $3 billion Habtoor City, scheduled for completion in 2016, will feature three top-rated hotels – managed by Starwood Hotels and Resorts Worldwide (St. Regis, Westin Dubai and W Dubai Sheikh Zayed Road) – as well as three luxury residential towers.

This mega-development, which will be situated on a 10 million square foot plot on Sheikh Zayed Road, will comprise dining venues, a French-inspired garden, an iconic Las Vegas style aqua theatre and the world’s first Bentley café.

IN AT NUMBER 2 - Bluewaters Island

The AED6 billion Bluewater Island, located near Jumeirah Beach Residence, is set to be one of the largest tourist hotspots in the world.

Set to attract an estimated three million visitors per annum, the island will have the Dubai Eye – the world’s tallest Ferris Wheel.

The project will also comprise retail, residential, hospitality and entertainment zones – as well as housing a boutique five-star hotel.

IN AT NUMBER 1 - MBR City - District One

The $10 billion Mohammed Bin Rashid Al Maktoum (MBR) City – District One, will handover the first and second phase of villas in mid2016 and mid-2017.

Reaching 1,110 acres, MBR City – District One includes a 7km stretch of Crystal Lagoons, the world’s largest artificial beach and a 14km boardwalk.

Located within minutes of the Burj Khalifa and Dubai Mall, the ‘super luxury’ District One project is spread over 440 hectares, with more than 60 percent of the total area being allocated to green and open spaces. The low-density project boasts a 7km-long ‘Crystal Lagoon’ for swimming, kayaking and other activities. The project will also feature 14km of artificial beach walk and 8.8km of cycling and jogging track on the periphery.

District One, which is scheduled to be completed by 2018-2019, will also feature entertainment, retail and hospitality offerings.

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Vishal Patel

Divisional Manager MENA Region

2015 brought rapid shifts in business. From volatility in the Chinese markets to precipitous drops in the price of oil, businesses faced uncertainty. 2016 promises to continue advances in cloud computing that have helped a variety of organisations better correlate data within ERP, BI, and CRM. Interpro People has a unique perspective on the continued expansion of enterprise apps across the world, as a multi-national niche recruitment business, specialising in Enterprise Apps (EntApp), digital, and technology categories. Operating for 25 years, with over 100 specialist recruiters in 8 offices across 4 continents. Interpro’s EntApp division looks after SAP, Salesforce, Oracle, MS Dynamics, and others.

The development of enterprise apps has been evident in the Middle East. Interpro Dubai’s Vishal Patel, an enterprise apps specialist who has worked in a variety of markets including London and Dubai, says the growth is coming, “as senior stakeholders involve themselves in the decision-making process on applications like SAP, Oracle & Dynamics.”

Enterprise applications are a key recruitment point for many large, global organisations. The uniformity of the software means that there is a large potential pool of specialists who can help adapt the complex packages to the needs of a business. The challenge, says Interpro’s Oracle specialist Jamie King, is that not all of the talent can be locally sourced. “Sometimes the skillsets required for niche positions do not exist locally and I will have to extend my search abroad into more mature markets.” The sentiment is seconded by Petar Manakovski, who says “Two-thirds of hiring managers say they have struggled to attract candidates with the right hard skills, technical knowledge or experience.”

“The development of enterprise apps has been evident in the Middle East.

Growth is coming”

Lacking access to that talent can cause some significant issues. Manakovski says, “A lack of appropriate specialist staff could hamper efforts to increase productivity, turnover and profitability, preventing the company from reaching its full potential.” The problem is not limited to the UAE, and the solution is one Interpro has been employing globally for over 25 years. Explains Manakovski, “It’s not about the availability of talent as much as it is about finding the right person for the job. Many employers are only considering ‘active’ job seekers, when they should be tapping in to the wider candidate pool where the passive candidates are.”

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A passive candidate is someone who has all of the skills required for a position, however they are not actively looking. Manakovski says, “From the candidate side, the major difference is the fact that there are a lot of active candidates that will take on any role regardless of the organisation, location, carrier progression if the salary is right.”

This creates a risk for employers because they don’t know if they’re making an investment in a person who will move on in a few months if an increased salary is offered elsewhere. By focusing on passive candidates, you are using a wider pool to find candidates who may be more stable.

Dubai was a maturing market in 2015, something all three consultants agreed would continue in 2016 as more mid-to-large organisations build internal enterprise application teams. Some of the growth is due to increased adoption of cloud-based technologies and new releases in to the market. Says King, “This will be a busy year as more organisations are increasing their budgets to develop bigger and better Oracle centres of excellence.” Manakovski says, however, that new releases will encourage development.

“New versions of CRM 2016 and especially AX 7 are going to be released this year. AX 7, with the new cloud services, have huge potential and have already attracted a lot of interest from large, well-known conglomerates within UAE and Middle East.”

Ultimately, Patel thinks that growth will be limited by the people to run the platforms. “Within the SAP space more and more organisations are looking for skilled professionals who are able to turn-around failing transformation, optimize ERP environments, and are able to drive change management.”

Hiring departments are increasingly challenged to determine if a person is able to do a difficult, highly-specialised position. Interpro specialises in finding niche candidates, says King, and that’s useful in a constantly-changing world

of enterprise apps. “Being niche allows us to understand the market to a degree where we can dig in to candidate experience to ensure that they have a good understanding of the technology. The candidate, of course, has more nuanced technical expertise however a high percentage of my candidates are found through referrals. The technical aspects are generally backed by the referees.”

There are many areas that are still developing and required in the market. Vishal Patel says that job seekers should brush up on, “SAP, Oracle and Dynamics as three key markets, and job seekers should look to understand the business, the processes, and engage stakeholders. These can contribute extensively to the candidate’s success in gaining a new and rewarding position.”

A need for technical expertise is something echoed by Petar Manakovski. “The market is good, there is a lot of demand, and it is crucial that job seekers are always up to date with the latest versions and certifications as this is a moving market. Every year, new versions are being released from Microsoft so, to be on the top of the game, you have to keep up with the technology progression.”

Clients are telling Jamie King that they want a strong communicator as well. “Any large company in the UAE is likely to have a high number of different nationalities and cultures. The diversity is great, however tailoring your approach based on the stakeholder and audience is something that should be taken in to account more often.”

Cloud-based ERP, BI, and CRM systems are going to continue to be developed in the UAE. The technology is helping businesses better use the data they’re collecting. Because the platforms are emerging and constantly updating, finding people who are well-versed can be difficult. 2016 and beyond will offer a great deal of opportunity for both businesses and specialists.

To find out more about Interpro, our methodologies, and the work we’re doing across the globe, check us out at http://InterproPeople.com

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MANPOWERSUPPLY

BLUE&WHITE COLLAR

CONTRACT

RECRUITMENT CAPABILITIES Abu Dhabi Supplies & Commercial Services (ASCS) and its sister company Gulf Supplies & Commercial Services (GSCS) are regional construction, sponsorship and service providers to local GCC Government, United States (US) Government and major prime contractors and local commercial companies throughout the Gulf States and in Iraq and Kyrgyzstan. Founded in 1991, ASCS/GSCS had 2012 sales of over US$100M. The company provides construction work and support for the government customers at Al Dhafra, UAE, Al Udeid, Qatar and Camp As Sayliyah, Qatar.

ASCS/GSCS also sponsors foreign companies working in the United Arab Emirates, Oman, Qatar, Kuwait, Iraq and Kyrgyzstan. A leader in the technical services and manpower business, ASCS/GSCS Third Country, Western and Local national employees provide the skilled workforce

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E

pic Recruitment Services (ERS) is a UAE Governmentregistered recruiting and manpower supply service company focussed on support to the Oil & Gas industry.

ERS is part of the Abu Dhabi Supplies & Commercial Services (ASCS) and Gulf Supplies & Commercial Services (GSCS) group of companies and is based out of Abu Dhabi City.

requirements for GCC Government agencies/ ministries and for major defence and services companies operating throughout the Middle East.

ASCS/GSCS fleet management is a large and growing performance segment of the company with over 3000 vehicles under active lease throughout Southwest Asia.

With headquarters in Abu Dhabi, UAE the company has over 2,000 employees operating out of registered offices in Afghanistan, Bahrain, Iraq, Kuwait, Kyrgyzstan, Oman and Qatar. Most work in the Middle East is performed under the name of GSCS; however, work performed in the UAE is accomplished under Abu Dhabi Supplies and Commercial Services (ASCS). Recruitment services are now addressed under manpower supply services as now provided by Epic Recruitment Services.

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RECRUITMENT SERVICES OIL & GAS INDUSTRY EMPHASIS To address the rapidly expanding requirements of the oil & gas industry in the United Arab Emirates, Epic Recruitment Services (ERS) is one of a select group of UAE government registered and licensed recruitment companies. ERS is charged with supporting crucial mission requirements for labourer, semiskilled, skilled and specialist workers.

CLIENTS ASCS/GSCS and Epic Recruitment Services customers include the following recognized industry and Government clients:

From inception, Epic Recruitment Services has the experience, management systems and processes and corporate expertise to recruit; provide sponsorship, life support and transport for any mix of skills and any size of workforce needed throughout the Emirates.

EXPERIENCE ERS is equipped with two years of direct and 22 years of acquired experience recruiting, training, supporting and providing specialist work forces to commercial and government clients throughout the Gulf. Current seconded work forces are comprised of a wide variety of functional and trade skill areas to include: Barge Construction Crew

Diving & Subsea Crew

Offshore Engineering

Barge Crew

Draftspersons

Power Plant Operations

Building Maintenance

Emergency Medical

And Maintenance Techs

Technicians

Technicians

Supply & Logistics

Carpenters

Engineering Staff

Technicians

CE Engineers

Fire Fighters

Technical Qualified

Civil Engineering

Grounds Keepers

Personnel

Technicians

HVAC Technicians

Transportation Workers

Construction Workers

Licensed Electricians

Waiters

Culinary And Food

Light, Medium And Heavy

Welders

Services Personnel

Equipment Drivers

Custodial Personnel

Marine Crew

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WORLDWIDE CAPABILITIES

Epic Recruitment Services operations capabilities span the oil & gas industry; technical services and operations and maintenance; vehicles and fleet management services; catering and food services, warehousing & logistics, fire department services, ambulance/EMT operations and prime and supplementary power generation.

Principle areas of operations are throughout the Middle East; Iraq, Kyrgyzstan and Afghanistan. We are connected to a broad network of trusted supplementary labor providers throughout the Indian subcontinent and in the Philippines, Sri Lanka, Nepal and Myanmar.

MISSION

Satisfy current and future oil & gas industry workforce requirements and vet, select and provide the right people for the job at competitive prices. Commit to continuous improvement in all facets of operations Provide full customer satisfaction not just as a goal but as an essential requirement for all ERS operations.

VISION

Be the preeminent supplier of customer focused workforces for the Oil & Gas Industry throughout the United Arab Emirates and beyond.

Epic Recruitment Services 22 years of recruitment and manpower supply performance history in the UAE and throughout the Arabian Gulf serving local and International Government and Commercial

RECRUITMENT SERVICES

Tyler Ensign - Key Account Manager Tel:

+971 2 644 6822

tyler.e@ascsgulf.com

www.ascsgulf.com

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TECH, F&A RECRUITMENT SPECIALISTS

JCA Associates main focus has always been around technology recruitment, which has been complimented by Engineering and Finance + Accounting Divisions in the last 2 years. Currently working with both MultiNational and Regional organizations, we hire Mid to Senior level professionals across EMEA from offices in Dubai and Johannesburg.

John Armstrong is the Founder and Managing Director of JCA Associates with over 15 years of Technology recruitment experience in EMEA. Prior to JCA, John headed up the Telecom recruitment division of Greythorn in the UK before moving to Dubai to set up their office in 2007 where he has lived ever since.

O

ver the last 8 years of living and working in the UAE I have noticed that the recruitment sector has come come a long way - in 2007 some companies were hiring from abroad on the strength of one telephone interview with very mixed results but after the downturn of 2009 a lot of these candidates were going back to their home countries. Since then, HR departments and Hiring Managers have become much more sophisticated in their recruitment processes with Psychometric testing, multiple interviews and reference checks becoming part of the hiring process.

As an ISO certified company this is something that we actively encourage, with human capital at the heart of all businesses hiring the right people is essential.

2015 has seen its challenges across all industries in the Middle East with a falling Oil price and regional tensions in certain countries, but as a whole we are still seeing growth and investment in this part of the world. What has changed this year is a higher sense of uncertainty which has in some cases resulted in a much longer recruitment process due to additional approval processes etc, but we have had a very busy Q4 and have made a number of placements right up until the final days of December. The Energy, Banking and Construction industries seem to have faced the most challenges this year but this hasn’t had a huge effect on our business. We have had some very positive growth in our company this year, with some highlights being around the people we have hired and the clients we are working with. As well as welcoming Grant Tarbet back to our business as a Regional Director for Africa, we have recruited James Barber; an Ex-accountant to head up our F+A division and Michael Toms to our Tech team who have all been great additions to the team. We have also made our first On-Site Recruiter placement with local telecom Operator Du with whom we are working very closely with.

Going into to 2016 and beyond, we anticipate continued and steady growth in most sectors with a number of new clients looking to set up operations in the region – we are currently working with a number of tech companies right now with aggressive growth plans.

JCA Associates are looking to grow its’ business in Africa and APAC as well as continued expansion of our client base in the GCC. A number of our customers have had their Middle East operations merged with either Europe or APAC, and with experience in both we are able to support growth in these regions. More locally, Saudi Arabia is a country that is facing huge challenges with budgets being put on hold across a number of projects, but one hopes that business there will pick up in H2. Iran is a country which is seeing vast opportunities for foreign investors thanks to recent legislation and we are already seeing a demand for talented professionals there. Here in the UAE there is clearly a lot of optimism around the upcoming Expo and 2020 vision which is bringing with it a large demand for new talent, so as we get closer to the event this will clearly intensify and we hope that this growth is sustainable.

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The Buzz around Talent in the UAE Never Stops

T

ARTICLE BY Ali Matar - Head of LinkedIn MENA, LTS - Jan 2016

he UAE is often seen as the most active labour market in the MENA region, and it has topped LinkedIn’s rankings of the countries that attract the most talent for two years in a row. While this year’s rankings have yet to be announced, we have been looking at our data and have found some interesting insights into where people are coming from and where they’re going to, and which industry sectors are gaining and losing the most talent.

There has been a huge cultural shift in the average longevity of talent in the UAE. Years before, expatriates from Arab countries, South East Asia and the West moved here for the long haul, often spending their entire careers in the region, until retirement saw them move back home. Today, many professionals move to the UAE for a short career stint, as a way to build

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their international experience and expertise, or as a stepping stone to a more permanent expat life.

So where are these professionals coming from? Asia continues to be the strongest supplier of talent for the UAE, with nearly half of all professionals coming from this continent.

People from other Arab states moving to the UAE for their career account for less than a fifth of all incoming talent.

And if they aren’t building 30-year careers in the UAE, where is this talent moving on to?

Down under, apparently. The percentage of talent migrating to Australia from the UAE, by percentage of net movement, stands at a staggering 94.83 per cent!

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All these professionals updating their LinkedIn profiles can also help spotlight the industry sectors that are attracting the most talent. In the last quarter, the sector that gained the most talent was the Oil and Energy sector, accommodating nearly a quarter of all incoming talent. This was followed by the aeronautical, automotive and transportation sector, which closely follows the increased investments in these areas that we are seeing in the UAE. The law of nature says that where there is gain, there must also be loss, and we have found that some extremely competitive fields are hiring less talent than previously. This could be due to migration, new job opportunities, or even due to organizational restructuring. Industries that are hiring less than this time last year include telecommunications, technology (software), government, education, and the not-for-profit organisations.

The rankings of source and destination countries and of the industry sectors are by no means a statement on the effectiveness or success of these sectors, but they are an accurate reflection of the ebbs and flows in these sectors.

Our exploration into the movement of talent on the LinkedIn platform shows that the UAE is a mature and dynamic labour market.

There have been a number of policy-level and organizational decisions that have helped establish the nation as a premier talent destination, not just in the region, but across the world.

Ali Matar Head of LinkedIn MENA - LTS

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‘‘

Respect that an

HR Manager has more than just

recruitment going on in their day

’’

We speak with a senior HR Manager on their recruitment consultants & agencies “Hi, it’s (uae based recruiter) from ‘X’ Recruitment Company in Dubai. I just wanted to tell you why we are the best agency in Dubai and why we can help you with ALL your recruitment vacancies”........

I hang up after my brief introduction to the fourth ‘best recruitment firm in Dubai’ that morning, fully expecting another 3 or 4 that afternoon all proclaiming that the world would be a better place should I choose to give all my vacancies to that recruitment agency on exclusivity.

Back in the UK I had heard the same sales techniques day in and day out – the difference there though......

Recruiters were as grey and bland as the rainy day outside. So bleak, lifeless (especially on a Monday morning!). Now in Dubai there is usually a cheery soul on the end of the phone, more often than not a fellow Brit so we can have a good chat about our home towns and life in Dubai. From my experience with recruiters here in sunny Dubai most seem to enjoy their jobs, want to be calling, looking to converse and eager to assist, some actually do deliver very quickly. They get the repeat business.

Over the course of my years here I have been assisted by various recruitment firms and unlike back home I can honestly say that I don’t have issues with many – we are all in the same boat here as expats after all.

As an HR Manager I regularly call upon the services of a select 2 or 3 recruitment consultants and it becomes a friendship based on delivery & easing my duties and stresses. Well planned work allows recruitment consultants to do what they do best and earn some excellent commission for their hard sourcing.

SO HERE ARE SOME DOs AND DON’TS FOR RECRUITERS IN THE UAE: HR LIKES

HR DISLIKES

Be positive on the phone

Have candidate bias – push the candidate that’s best for the job not the one who mean a higher invoice/comms to you!

Send a follow up email with your details Make false promises Respect that an HR Manager has more than just recruitment going on in their day – wait for feedback, don’t follow up 5 minutes after the interview

Be pushy or create false urgency to meet your monthly target Read from a script on your intro phone call

Establish how the HR Manager prefers to communicate. As Gen Y we use text / email / even whatsapp occasionally – not everyone has time for regular phone calls throughout the day

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Not knowing your sector/industry inside and out. If you are going to call yourself a SPECIALIST. Make sure you are!

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15 Important Factors to Success

I

in Recruitment and Outsourcing

t is not easy to stay in the same company for a period of fifteen years “neither to get started from scratch as an administrative employee to become an Executive Manager nor to increase the number of employees throughout fifteen years from 5 to over four thousand.”

I have lived through all this as a reality, “As a success story with Reach Company for Employment Services through fifteen years.”

I will try to brief some of the important factors behind this success that have made this dream come true within fifteen years. Reach Employment Services has become one of the largest and most reputed companies in the United Arab Emirates.

In short: Dedication: The success of the first group which was handled by our founder devoted himself to work hard.

Working hard to build and develop the company and increase its projects is the main objective of all the employees.

Building trust, loyalty and dedication among the employees which made them feel as stakeholders of the company.

Sense of belonging, not only to the company, but also to UAE that gave us the opportunity to work on its home soil, land of good and giving. The company’s management have never thought to make a good fortune and leave. On the contrary, we have and still strive to provide excellent services to do our duty as a private sector company and to be part of the success story of the United Arab Emirates, which has become a magnet for the world’s business.

The government sector – focusing on this sector gave us more exposure to stabilize and expand our portfolios.

Client – by understanding the nature of each institution and their role in UAE we strive to give a personalised service while maintaining high levels of professional performance.

Transparency – we developed a clear vision among the customers through contracts and job offers.

Compliance with the law as the laws of the Ministry of Labour and the UAE are the constitution ruling our company. We abide by these laws in our relationship with our employees

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and clients, which made Reach Employment Services one of the leading companies abiding by laws in the UAE. Creating a professional teamwork. We have developed the concept of “More than a work place environment”. In order to give our employees a feel of home/family atmosphere.

Managing the relationship with the outsourcing employees with full transparency. By informing the details of the outsourced employee’s contracts and our clients which has reinforced their confidence. We have also considered our outsourcing staff as our employees and clients. At the same time (the employee is treated as a client), making them as our best representatives.

Humanitarian dealings with the needs and requirements of our permanent or outsourcing employees.

Caring for customers while understanding their needs and work nature. Establish our strategic partnerships with them on the concept of permanent partnership not profit and loss.

Within Reach Employment Services, we have adopted to take responsibility for the mistakes made by managers and management, and try not to make them the responsibility of our young employees derived from our believe in the partnership in decision making and responsibility.

Granting administrative and financial support operations a special interest among directors, management and follow all of which enhancing the company’s ability to overcome the administrative and financial challengers that hinder development.

Development of a special concept to deal with (lowincome) outsourcing employees because they are (the most important) employees in our company. Due to their inability to deal with work-life difficulties, we decided to open all the doors to meet with them and follow up their affairs as this made us able to deal with employees of different salaries ranging from 2000 AED up to 250,000 AED. “Within Reach Employment Services, our development is the result of our own concepts of excellence in providing services for our employees, clients and our staff who work overseas. This is how we achieved our success, and we will continue to strive towards further success”

Maher Hussain

Executive Manager Reach Employment Services – Dubai

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RECRUITERSNEWTOMIDDLEEAST TALKED

TO

SIX

L

ike all of us here in Dubai, we all were newbies to the Middle East recruitment region at one stage. One of the most important pieces of advice given was “keep your head down and work very hard for the first 6 months, Dubai is not what you know, it’s WHO you know”. That could not be a truer statement.

Moving to Dubai from another region (in most cases the UK) is very hard professionally and also personally. We have spent years building our business networks and work within the safety net of our career to date. But moving to Dubai / Middle East all that hard work is gone and you have to now start a brand new life, new clients, new candidates along with new work colleagues.

You need to actually work harder than ever.

Now having seen many recruiters come and go, recruiters getting out of recruitment once they get to Dubai. To make an impact from day one you need to be confident and pick up that phone. Call, Call, Call. Dubai is a softer sell, not as cut-throat as UK / London. No gatekeepers really here.

Remember that there are another 50 recruiters doing your sector so you need to stand out, work faster, work smarter, be PROACTIVE. You cannot afford to be reactive or you will find you only get the vacancies that the Tier 1 agencies could not fill and clients have been trying to fill for over 3-5 months. They are not clients or roles you want to be working on.

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er FMCG Recruit

ter Banking Recrui

Generalist Recruiter

LinkedIn is your best friend from day one in your new recruiter role. You want to be adding like crazy. HR Admin, HR Managers, HR Directors for your client side contacts then all your relevant industry sector connections for candidates.

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‘‘

Don’t become an email recruiter

Pick up the phone, make the calls Work Smarter, Faster

’’

Oil & Gas R ecruit er

WE

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Once you have connected with at least 2,500 UAE connections you have started to build a good network. REMEMBER DON’T BE AN EMAIL RECRUITER. Reverse engineer your client contacts, pull the leads off LinkedIn and make the calls, a LinkedIn message is far too easy to delete, you want the new client to remember your name, hear your voice, arrange a face to face. Granted LinkedIn messages are professional in their capacity but you need to become a faster, smarter recruiter as 50 other recruiters will be emailing or LI messaging that client, so be different.

Set up LI groups also to increase your visibility.

Make sure once you know your market, write regular factual, informative and to-the-point blogs / articles.

TOP 5 CHALLANGES YOU MAY COME UP AGAINST WHEN STARTING YOUR NEW RECRUITMENT ROLE The agency may not have a database, or very old data. The likes of Huxley, Progressive, Robert Half are all exceptional examples of strong up to date databases due to their KPIs and targets.

No PSLs signed up with major players or PSLs out of date with zero billing history with clients.

Lack of recruitment job boards.

Weak brand name in the market.

Broken client relationships with agency.

Getting on PSLs can take time so don’t be disheartened. In the Banking, Legal, Oil and Gas sectors it could take up to 8 months to get onto the PSL as you need to get sign off from the procurement departments NOT line managers. So in some cases there will be no quick wins. In this period you need good spot business as you don’t want to be a cost to the business after month 4.

Rule of thumb is 6 months bedding in period for new recruiters into the region as any Director who actually knows the Recruitment World here in Middle East will have factored that into your development. In very rare cases an agency may give you 3 months to bill or .......

BILLINGS Your first year of contingency recruitment in Dubai you should be looking at achieving 500,000 AED to 700,000 AED in Year 1, thats if you are an experienced recruiter AND if you are working for a strong brand in the region. The latter would denote a very good start to your UAE recruitment career.

Year 2 - 600,000 AED 800,000 AED Year 3 - 800,000 AED 1.2M AED Year 4 - 1.2M AED

1.5m AED

If you are billing over 1 Million AED per year you are regarded a strong billing recruiter and really this is the industry standard. Billings under this is deemed below par. In Executive Search sectors you would be looking to double these figures with some Exec Search professionals billing in the region of 3M AED - 5M AED. This has been done yes!

r n Recruite o Constructi

Oil & Gas Recruiter

BIG BROTHER TALKING...

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A combined word of advice to all newbies, work comes first. Socialising comes at the weekends.

Dubai recruitment world is all about networking but try NOT to make your networking on TUESDAY (ladies’ nights) This is a huge common factor to why recruiters fail and simply do not bill.

Keep focussed on why you came to Dubai - TO PROGRESS YOUR CAREER, TO LEARN AND TO MAKE MONEY. Keep true to these values and you will find yourself Manager even in Director positions within 3 or 4 years.

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Expected trends within

recruitment in 2016 James Collin, Head of Cobalt’s Dubai office, gives us his insight into the key trends for the financial services recruitment market in 2016.

Financial markets fuelled by confidence There is a lot of talk around oil prices being low, property prices falling, a slow down in China, interest rate rises by the Fed and saturated debt markets. However, the key thing to remember is that markets have always been cyclical and everything has a tendency to be exaggerated in Dubai.

Too much confidence was poured into market sentiment last year and the end of 2014 and, conversely, too few are taking a balanced view right now. I believe that the end of 2016 will bring good news for investors who will take advantage of lower asset values and higher interest rates to get a higher rate of return by the end of the year.

Candidate driven markets will continue to thrive for specialist recruiters At Cobalt, we have deliberately built a specialist recruitment business in all of our global offices that centre on notoriously candidate short markets and key areas for specialist skill sets. In 2016, the demand for these types of candidates from our clients across Banking, Finance, Procurement, IT, Construction and Professional Services shows no signs of slowing down in any of our core markets. In fact competition for global talent remains stiff and we spend an increased proportion of our time on new and innovative candidate attraction and management strategies that help us to attract the best candidates for our clients.

high quality results for our clients and candidates.

The 4th Industrial Revolution The Digital age is upon us!

Clients, candidates and the recruitment industry generally have embraced the move towards digital with social media and online advertising used by all.

An understanding of exactly how to maximise digital tools in recruitment is a must for recruiters. In addition, companies are striving to maximise their brand and service opportunity within the digital landscape to align brand, marketing and operations.

The acquisition of talented individuals within this space has been a priority for Cobalt’s IT division in the UAE in the past year.

Looking ahead, I anticipate that the majority of 2016 will be a challenging year for those recruitment firms, and businesses generally, that do not have the quality to survive in a tougher market. However, there will still be great opportunities for smart companies and individuals.

About Cobalt Cobalt is a leading international search and recruitment provider to the Financial Services & Accounting and Property, Construction & Engineering sectors. It has offices in the UK, Europe, Middle East, Asia and New Zealand and recruits at all levels from recently qualified professionals to Board Directors on a permanent and interim basis.

Quality is paramount As in 2010, when market conditions were more challenging in financial and recruitment markets, only good quality firms and recruiters flourish. At Cobalt, we have focused more and more effort on maintaining the quality and integrity of our business in recent years and, despite the challenges, Cobalt has doubled in size in the past 5 years. This year sees our 15th birthday. From the beginning, our core values have always centred on delivering

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James Collin Head of Cobalt - Dubai T: +971 47 046 106 E: jcollin@cobaltrecruitment.com

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The Professional Body for Recruiters & HR

Email: support.team@theior.org.uk or Call: +44 (0)871 288 2108

Benefits of IOR Corporate Membership in the UAE 1. Profile page on the IOR website detailing all your company/ personal information. Exclusive use of letters MIOR after your name to signify that you are a member of the Institute of Recruiters.

2. IOR corporate logo for your website and email signature, which can be linked to your profile page on the IOR website.

3. ‘Ethics Champion’ certificate endorsed by both the Institute of Recruiters (IOR) & the British Institute of Business Ethics (IBE) and authorised to carry the ‘Ethics Champion’ logo – only 135 AED for IOR members. For full details please see http://www.theior.org.uk/ ethics-champions 4. Unique Split Fee Network now live which now includes end employer jobs. A service which allows you to advertise roles or put forward candidates for jobs advertised and split the placement fee with another agency - http://splitfee.org/ 5. Discounted CPD and IOR Courses. Please take a look at our training website - http://studycourse.org/ 6. Free individual membership for all your staff (Logo & MIOR). This normally costs 220 AED 7. Corporate members get one free registration on the following course. This normally costs 1,460 AED http://studycourse.org/course/complete-recruiter-express/244

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Recruitment Vacancies

CURRENT RECRUITER VACANCIES - UAE & QATAR BASIC PACKAGE: 22,000 AED - 30,000 AED

IT RECRUITMENT SENIOR RECRUITMENT CONSULTANT We are looking for a very experienced IT Recruitment senior who has minimum 3 years UK or UAE and IT Recruitment Agency experience.

MORE INFO

Working for one of the strongest and biggest billing agencies in Dubai.

BASIC PACKAGE: 20,000 AED - 28,000 AED

OIL & GAS SENIOR RECRUITMENT CONSULTANT

We are working with one of the strongest Multinational Recruitment Agencies in Dubai.

My client is looking for strong proven UAE exp Oil and Gas Recruiters. Can be outside UAE ie. UK, Australia, Asia.

MORE INFO

The role comes with a very strong Basic & Comm’s plus a huge name in the market...

BASIC PACKAGE: 22,000 AED - 35,000 AED

CONSTRUCTION BILLING TEAM LEADER / BILLING COUNTRY MANAGER

This is a very rare role working for a new agency to the region. The agency head office is based in South of the UK. Already over a 20 million sterling business and growing extremely fast due to amazing success.

We are looking for a Team Leader or Manager, you MUST be billing from 800,000 - 2M AED MORE INFO last year and prove billings. In return full support, equity and exceptional package.

BASIC PACKAGE: 20,000 AED - 24,000 AED

IT & TELCO SENIOR RECRUITMENT CONSULTANT

We are looking for an experienced IT Recruiter or Team Leader (but you MUST be a biller). minimum 12 months UAE and IT Recruitment Agency experience.

MORE INFO

My clients will consider IT Recruiters outside the Middle East. But MUST have IT Rec exp.

BASIC PACKAGE: 18,000 AED - 25,000 AED

Construction Senior Recruitment Consultant

Fit Out, Build, Civils, Architectural & Design RECRUITERS urgently required for Multinational and SME Recruitment agencies in Dubai.

MORE INFO

Will consider Recruiters from UAE, Qatar, UK or Australian markets. MUST be proven billers!

BASIC PACKAGE: 18,000 AED - 23,000 AED

Facilities Management (FM) Recruitment Consultant

We are looking for a very experienced Construction Recruitment / Senior Consultant.

This is working for a massive name in Dubai and across the globe.

You MUST be based in Middle East and have worked on the Consultancy side in Construction.

MORE INFO

BASIC PACKAGE: 22,000 AED - 32,000 AED

Legal Senior Recruiters / Team Leader & Billing Managers

Are you a Recruiter with minimum 2 years LEGAL RECRUITMENT BACKGROUND. Ideally you would be based in Dubai with UAE billings behind you but we realise this is hard to come across so will expand our search.

MORE INFO

Will consider Recruiters from UAE, Qatar, UK or Australian markets. Middle East is preferred.

BASIC PACKAGE: 22,000 AED - 28,000 AED

Banking & FS Senior Recruitment Consultants

My client is based in DIFC, Dubai. Exceptional offices and team here in Dubai. We are looking for experienced Recruiters who have Banking and or Financial Services Recruitment Background. Ideally billing over 800,00 AED last year. This role is willing to paying a very good basic starting package with again strong MORE INFO Comm’s. My client is signed up with huge PSL’s so able to get running & billing quickly.

BASIC PACKAGE: 12,000 AED - 14,000 AED

Banking & FS RESOURCER / RESEARCHER

My client is based in DIFC, Dubai. Exceptional offices and team here in Dubai. We are looking for experienced Recruiters who have Banking and or Financial Services Resourcer/Researcher Background. Ideally you would have been working under a Banking and FS Recruiter. Knowledge or sourcing into this sector is very MORE INFO important. MUST have some sort of Banking or FS Resourcing background within Recruitment.

r2r@recruitme.ae

www.recruitme.ae

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+971 55 896 7459

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