Delivering business intelligence to UAE and the Middle East recruitment professionals
Issue 2
The Middle East Recruiter Magazine
ASSOCIATED PARTNER
The Professional Body of Recruiters & HR
UAE 2017 To become a sponsor of this UAE first, contact RecruiterME TODAY
HOPSCOTCH
We take a look into UAE’s No.1 agency which gets mums back into the workplace
RECRUITER POLL
RecruiterME polled 100 recruiters in the UAE See inside for the results
INSTITUTE OF RECRUITERS
The exciting and much needed launch of IOR (institute of recruiters) in the Middle East Together we are raising the recruitment standard
THE RISE OF THE INTERNAL RECRUITER The rise of internal recruitment has seen huge growth in the UAE, we take a look into the internal and inhouse recruitment sector
Craig O’Connor
F
MD & Founder RecruiterME UAE Recruiter Magazine RecruitME UAE Recruitment to Recruitment
irstly I would like to take this time to thank everyone for their features, articles and adverts in the first issue of RecruiterME. You all contributed making issue 1 a huge success.
This brings us to issue 2. It has been very exciting putting this together and with the increased content I hope you all agree this edition is a very interesting read and develops on from issue 1 with real content and honest views on how the UAE’s Recruitment market is. And wow! What an up and down 2016 it has been! We have really seen the heaviest driven sales and new business development year that I have experienced in my 5 years here. This largely is due the downturn, the next year is expected to be more of the same.
CO NTEN TS
Where do we see the growth in the next 18 months? I think it is obvious that the huge development within the digital arenas will still play an exciting role together with the continued rise within the IT/SAP marketplace here in the region. With the emergence and growth of niche leaders such as MCG Associates, Digital Guru’s and SALT who are making waves in these sectors seeing their teams growing with each quarter that passes giving us an idea on growth areas. Within this issue we will also take a look at the ever increasing trend for recruiters making the switch from agency to in-house, however, while this creates a challenge this also creates the opportunity for the recruitment agencies to outshine. Here’s to a successful 2017 to you all in UAE and Middle East. For further information, contact our team: register@recruiterme.ae
8 www.recruiterme.ae The Middle East Recruiter Magazine
www.bullhorn.com
Hopscotch is the first recruitment company in the MENA region to launch an offering purely for female professionals looking for flexible working. Helen McGuire
Co-Founder and Director
98% of non-working professional women would return to the workplace if more flexible options were available.
O
ver
three
quarters
cite
SMEs and larger organisations alike
lack of flexible options as
for its ability to provide niche skills and
a reason for not returning
short term, easy hire solutions in an
to work. Hopscotch, the
ever changing global economy. In a
first recruitment company of its kind
recent survey of its key clients, MCG
in the MENA region, launches to help
Group research shows that 92% require
professional women find flexible work.
employees who work non-traditional hours as part of their workforce and 80%
With limited channels to find flexible
encourage flexible approaches to time
or part time work, women’s skills and
and location management by their
knowledge are being lost from the
employees.
workplace. In a recent survey of professional women in the GCC by
With one in ten women feeling that they
Hopscotch.ae, 76% cited a lack of
lack the confidence to return to work
flexible options as their reason for not
after a stint away from the workplace,
returning to work, with more than a third
Hopscotch also supports women at all
stating they would start tomorrow if the
stages of the process offering exclusive
right opportunities were available. In
workshops and One to One skills
fact, The World Bank recently estimated
coaching to those who register online
that if women in this region participated
at www.hopscotch.ae
as much as men, another 5% would be added to GDP.
Helen McGuire, former Head of Digital Content at
Hopscotch (a subsidiary company of
Impact BBDO / Proximity in Dubai, and herself a mother
MCG Group) aims to change the game
of two, commented: “After a stint of maternity leave
for professional women in the MENA
last summer, I had the chance to mix with so many
region. The brainchild of Helen McGuire
super smart women who felt frustrated that they no
and CEO of MCG Group of Companies,
longer had opportunities in the workplace. They were
Justin McGuire, the company will work with professional women and businesses in the region to marry currently lost skills with new ways of working.
more than willing to be a dedicated resource and put their knowledge and skills to much needed use, but because of family commitments had not managed to find work that suited them. Through Hopscotch,
Flexible working is a growing sector
my mission is to spearhead a change for both those
in the GCC region, popular amongst
women and business in this region.”
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www.bullhorn.com
“
Great initiative. So many mums would love to go back to work but the opportunities just aren’t available.
”
Further statistics of note
• 60% of companies require staff that can work flexibly on a monthly basis. • Over half of women surveyed had held a position at Director level or
above, before leaving work.
• The majority of respondents (62%) had been away from the workplace for
over a year.
• 48% of non-working professional women would rate themselves as
‘ambitious’
• 8 in 10 non-working professional women regarded their ‘hard working’
attitude as a key attribute.
• Working from home (67%) and part-time working (68%) came out on top as
preferred methods of earning a living.
Additional comments from respondents: “Great initiative. So many mums would love to go back to work but the opportunities just aren’t available.” “Women who become mums gain new skills which have a valuable place in the workforce. Giving them the opportunity to utilise those skills would be advantageous to employers as well as their families.” “Even a job that requires me to come in say twice a week would work for me!”
www.hopscotch.ae A division of the MCG Group, the newly launched company offers flexible working options for professional women and businesses in this region. It also supports and encourages women back into the workplace by providing exclusive skills workshops and One To One coaching to registered talent. For more info and to register, head to hopscotch.ae and contact Hopscotch at info@hopscotch.ae Helen McGuire, Hopscotch info@hopscotch.ae
www.recruiterme.ae The Middle East Recruiter Magazine
Carolyn Morgan, Hopscotch info@hopscotch.ae
www.bullhorn.com
Sourcing the Right Talent Successfully Any talent manager, CEO or board member will gladly attest to the fact that sourcing optimal talent is one of the main challenges facing corporations today, and that the cost of suboptimal hiring practices and decisions are exorbitant and growing. “We’ll need them 10 to 12 months out, and we’ll make the investment,” explains Grace Ong, strategic program manager for Global Staffing.
With hiring sources proliferating and online job-sites vying with social networking sites and traditional sourcing methods such as physical job fairs, newspaper advertisements, traditional headhunters and word-of-mouth scouting, it is no wonder corporations are often at a loss with regards to which hiring track to pursue. Talent Sourcing, by definition, refers to the identification and uncovering of candidates or talents. This process is of paramount importance to any given organization and thus calls for patience, effort and professionalism from the employer’s end. Many top employers who have identified the importance of sourcing and the positive effects it can have on a company’s culture and overall profitability, have developed teams that are strictly dedicated to talent hunting. Intel, for example, spots and brings onboard a certain number of “strategic hires” every year, before an announcement of vacant positions is even made. “We may not need these individuals today, but we’ll need them 10 to 12 months out, and we’ll make the investment,” explains Grace Ong, strategic program manager for Global Staffing. Why do companies need to make this investment? The equation is quite simple: successful sourcing eventually leads to successful hiring, it ensures that the right person is in the right place, that there is more employee productivity, enhanced customer satisfaction, more customer spending, and ultimately more organizational profitability.
What can you then, as an employer, do to ensure successful talent sourcing? Here are Bayt.com’s top Tips: 1. Source Talent Innovatively: Gone are the days when a simple job posting in a trade magazine or newspaper would attract all candidates in the relevant talent pool. In today’s networking proficient, tech-savvy, and globalised talent, a more holistic approach that does not favor traditional methods at the expense of new optimal sourcing tools and techniques is required. Few would argue that there are better substitutes for online job-sites. Even fewer would argue that today’s top talent is not predominantly searching for jobs online. Indeed, online recruitment today, which includes leading, specialized, and pan-regional sites as such Bayt.com, remains by far the fastest, easiest, and most effective recruitment method. Such job-sites cast a wide net enabling the attraction of top talent on global basis and provide sophisticated search tools to filter through applicants and hire the best candidates. Bayt.com’s 2009 poll, “Using Online Job Site”, shows that online recruitment is the preferred talent sourcing method for 52% of employers in the Middle East and that an overwhelming 78% of employers are planning to use it to meet their hiring needs in the years to come. 2. Make Your Job Descriptions Worthy: No prospective candidate wants to read through a wish-list of static traits that does not clearly outline the professional landscape and what’s in the job for the candidate. The job description is an ideal platform to showcase company successes, as well as interesting projects that the bearer of a specific position would normally engage in as well as to state clearly what the opportunities for professional growth and career development are. Use the job description to rouse the talent’s interest in your vacancy and your company as a place of work! A leading online blog for hiring and retaining talent, Blogcatalog.com, suggests crafting a “Success Factor Snapshot”- which focuses on specific, measurable deliverables and benchmarks and moves hiring out of the realm of static traits and into the realm of action and results. 3. Use Interviews to “Sell” the Position and Your Company: You have finally managed to attract a prospective candidate to an interview. He or she has all it takes to excel in the job, but does your company have all it takes to fulfill the candidate’s professional and personal aspirations? Convince the candidate that indeed it does. Play your part as an exemplary ambassador and prove it to the candidate. Sell your company and the position itself meticulously, in order to ensure the desired professional walks out wanting the position and is excited about being a productive member of your team.
4. Keep Your Branding Creative: You are an employer of choice and you have incontestably the best employer brand in your industry. Why settle for dull advertising campaigns, boring job postings and clichéd mission statements? You are unique; You are innovative! Differentiate yourself from other employers and let your distinct designs, content, vision, mission, values and website do the talking for you! Need some inspiration? Ben &Jerry’s mission statement, for example, contains a social mission, an economic mission and a product mission, and all are linked to an exceptional, winning and progressive set of values. (Larry Kahaner – a seasoned Corporate speaker and author of “Business Intelligence book”, a Business Week Bestseller, ranks Ben &Jerry, Boeing amongst the top 50 companies with corporate mission statements that hit the mark). 5. Network, Network, Network! Networking does not only benefit candidates, it is also crucial in assisting employers to find the perfect talent for their companies. Make it a strategic habit, not just a tactical necessity, to fit into your busy schedule, as a recruiter, time for networking with top talent in your industry. Seek to regularly call on friends, family, peers and acquaintances to ask for sourcing leads and expand on your circle of professional connections while also enquiring specifically about professionals who may be available and recommended for your vacancies. Word of mouth does wonders. Do put the effort in to get in touch with highly recommended candidates and meet with them. Even if they are not suitable for an immediate vacancy they may be just right for a future job or as sources of further leads and market intelligence. 6. Target the Right Pool of Candidates: Make sure you are fully aware of what the job entails and you have a crystal clear idea of the kind of candidates you need before narrowing down your search to a specific pool of candidates. This can be greatly facilitated via online CV Search options on top regional job-sites, targeted mailers, targeted online banners…etc. The advantages of online sourcing are not limited to the wide reach of the employer’s message; they also extend to candidate targeting using simple, user-friendly, and sophisticated filtering tools. Online job fairs, such as those pioneered in the Middle East by Bayt.com, are another innovative and highly effective forum for sourcing top talent and have been extremely popular with Job-seekers and employers alike since their introduction by Bayt.com in 2008. To learn more about how to get hold of candidates who possess the skills, qualifications and experience you require in the Middle East and across the globe, you can get in touch with us at Bayt.com!
RecruiterME interviews Louise Vine, Managing Director of Inspire Selection
LEADING THE WAY FOR
BOUTIQUE
“
RECRUITMENT AGENCIES The market in 2008 was crazy!
Clients
needed candidates urgently, candidates were
receiving
multiple
offers
days of arriving in the UAE.
within
I would
meet a candidate on Sunday who was asking for AED 40k, and by Wednesday their expectations had risen to AED 55k.
Tell us a bit about Inspire Selection and its success to date. I started my recruitment career in the Finance & Accounting sector in 2004 in the UK, I then moved to Dubai in 2008 and decided I needed a new challenge so founded Inspire Selection at the end of 2012. Fortunately, by this time, I had spent 4 years building my network of clients and senior finance candidates so was able to hit the ground running. I have hired like-minded, experienced recruiters who had become tired of working towards pointless targets, and instead focus on customer service and maintaining long-term relationships. We are all market experts in each of our sectors and hence why we have remained stable throughout the recent economic ups and downs. Our success is also due to our consistently good reputation in the market which provides us with many client referrals. Despite being a smaller boutique agency which is relatively new to the market, we were still voted the ‘best recruitment agency in the UAE’ consecutively throughout 2013, 2014, 2015 by candidates and clients on a UAE recruitment-related website. Louise, you’ve been here since March 2008. How has the market changed since then? The market in 2008 was crazy! Clients needed candidates urgently, candidates were receiving multiple offers within days of arriving in the UAE. I would meet a candidate on Sunday who was asking for AED 40k, and by Wednesday their expectations had risen to AED 55k. The supply/ demand was quite different to the market now. The difficulty now is finding top calibre candidates. The really good ones are very well looked after and it is not easy to tempt them away. Fortunately, we have stayed in contact with the best candidates we have met over the years, and therefore we can approach candidates who aren’t active in the market and are not registered on the usual job portals. How has the recent oil price affected your business? I don’t think there is a single agency in the UAE who hasn’t felt the effects in some way, but again we have continued to make placements as we work with trusted clients. Our focus has shifted slightly, away from companies which have been directly affected by the oil crisis but there are
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still plenty of industries which are thriving, such as Fit Out, FMCG, Logistics, Services, Pharma… Fortunately I have focused on hiring consultants whose roles spread across multiple recession-proof industries. The majority of our roles are back-office white collar roles such as Finance, HR, Admin, Sales & Marketing, Legal, Procurement etc. In terms of seniority, there certainly are not as many Director level positions in the market so again we have had to refocus towards slightly lower, mid-management roles. What advice can you give to other recruiters just starting their careers in the region? Dubai is a small place and you need to maintain a good, honest reputation. Return candidates’ calls, reply to e-mails, and give candidates the time they deserve. You do not need a huge client base to be successful; Just become the industry expert in your sector. Forget hammering out 200 pointless calls per week; Make 50 quality calls and build solid relationships. How do you foresee the recruitment industry developing in the UAE? In more developed countries, the rationale is that technology will ultimately replace recruitment consultants. However here in the UAE, the role of a recruiter is particularly important. When advertising a job online here, the vast majority of applicants are completely unsuitable or are of low calibre. On a daily basis, we spend hours meticulously sourcing and meeting the best people in our sectors. Our job is not only to filter the 100s of applicants but also, and most importantly, to fall back on our existing networks and actively headhunt individuals who aren’t necessarily considering new opportunities. We have to embrace technology - The use of social media is important, and most agencies will already have profiles on Facebook, Google+, Twitter etc. but as long as the wrong people are applying to job postings, there will always be a place for us!
www.bullhorn.com
Lets look at the Recruitment
world of Retail
Claire Storer Senior Retail Recruiter at Inspire Selection Retail recruitment market overview What made you come to Dubai? I initially visited Dubai as a tourist in 2007 and after witnessing the exciting development planned, and the rate of growth, I realised the amazing opportunities on offer for both individuals and businesses alike. I decided to move here permanently early 2008 and I was instantly astounded by the sheer volume of recruitment taking place and the exponential growth in the market I was witnessing from the start. How has the retail recruitment market changed since you first arrived? What an incredible journey the past decade has been for the retail industry in Dubai and the region overall. Recruiting within retail at that time was a very different experience compared to where we are in 2016. The country was transitioning from a culture of traditional souks and a young retail market, to a more sophisticated retail market with well-established international brands and retail chains all opening in the newly established shopping malls. At that time, many of the major malls we take for granted today, such as The Dubai Mall, didn’t exist. From that moment, the major retail groups were on a mission to expand their brand portfolios and to secure the best locations in the malls, as well as building more malls of course via the major developers and by strengthening their own real estate divisions. The growth rate was fast and with that came a need for a workforce which meant consultants like myself were key in helping them deliver this. The market up until a couple of years ago was hugely candidate driven. There were more openings than candidates, and particularly back in 2008 and the subsequent years that followed, there was limited regional experience here so the market dictated a need to focus on sourcing experienced candidates from the mature overseas retail markets, particularly the UK. This talent was instrumental in helping to successfully form and establish the brands which were opening here in the GCC. Today is a very different picture however. Salaries have seen a slight stagnation at most levels, and from the candidates’ perspective, the competition is fierce. With a more mature retail market and an established work force, retailers’ expectations are high and they are demanding regional experience, coupled with an international retail background in many cases. How does the retail market compare now and how has that affected recruitment for you? The economic downturn at the end 2008/2009 was an interesting time as many of the retailers brought most of their recruitment inhouse to save on costs, however there is always a place for strong recruiters who actually partner with their clients and become an extension of their brand, and therefore continue to add value. That being said, the retail market has continued to consistently enjoy year on year growth. The major attraction for international brands has predominantly been the emergence of
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some of the highest-profile major developments in the world, a strong local economy, a wealthy local consumer base as well as a strong tourist market in particular (historically) from Russia and China. As examples of this, brands such as Bloomingdales and Victoria’s Secret chose Dubai to open their first stores outside the U.S. It has been reported that 2016 has seen a slightly slower growth rate due to an uncertain and volatile global economy and the strong US dollar impacting buying power from tourists particularly from Russia and China, and this has definitely had an effect on the luxury market and has undeniably led to more cautious hiring strategies across the retail sector as a whole. Yet the retail market overall in the Middle East, has been fairly resilient to this and the falling oil prices. Local and international brands continue to enter the market. There are so many exciting things happening both in the UAE and across the region at the moment with everyone gearing up for Expo 2020. Across the region new malls continue to open; in Dubai there has been a noticeable increase in ‘localised malls’ such as Jumeirah Village Mall, The Mall, Sunset Mall etc. In Qatar, The Mall of Qatar has been a hugely exciting project for them with huge international brands and chains taking retail space as they get ready for the 2018 World Cup. We are also noticing the delivery of mall extensions in existing malls. In Dubai alone work has recently completed on The Mall of The Emirates and Dubai Festival City, with The Dubai Mall work currently in process. This has markedly translated into an increase in the project fit-out and project management recruitment sector. Future for retail recruitment in the ME? According to a recent Dubai Chamber of Commerce report, Dubai’s retail market is forecast to surpass $52 billion in sales by 2020 with an average growth rate of more than 8%. Tourism is on the increase with Dubai being on target to achieve its goal of 20m by 2020, and local and international brands continue to expand across the region. So for a retail recruiter like myself, there is still a huge opportunity. More brands are branching out on their own, away from local partners, which is creating and will continue to create vacancies. As mentioned previously, with the delivery of mall expansion projects and new malls opening across the region, the market is active, which is encouraging for both candidates and recruiters alike. How have you stayed successful? I’m passionate about working the regional retail market and most importantly, I really enjoy working with my clients and candidates. I have seen the retail recruitment market through the highs and lows and I believe the reason I’m still here today is purely down to the strengths of my relationships with both my candidates and clients. It’s a hugely competitive market with high expectations, and I have seen an increasing number of overseas based agencies enter the retail recruitment space recently. I truly believe however that being based on the ground here in Dubai, understanding and feeling the market and all its intricacies, is essential in being successful and staying on top of your game.
www.bullhorn.com
GROWING
A Recruitment Business To Sell
EIGHT Ways To Increase Value Rhys Jones has built and taken two businesses to sale. Alongside funding start up recruitment businesses Rhys also provides business coaching and Non Exec services to existing recruitment businesses. To contact Rhys either seek him out on LinkedIn under his business Davidson Gray or by email on rhysjones@davidsongray.co.uk
Businesses are valued based on a multiple of EBITDA or in layman’s terms a ratio times profit. The profit figure used is generally based on the last 3 years with a weighting added to each year to give you the amount used for valuation calculation purposes. As the profit amount given to the tax man is adjusted to reduce tax some of these adjustments are taken into account, plus additional considerations, for example large one off investments, debt that requires writing off. This does make it very hard to value a business quickly.
“Businesses are valued based on a multiple of EBITDA or in layman’s terms a ratio times profit.”
H
owever rather than going into more depth on how your business is valued, this blog is written to help you to increase the ratio applied to the profit figure increasing the market value of your business. Doing this as you grow, even if you’re not sure you’ll ever want to sell your business is makes very good business sense.
If you do ever decide to sell or receive an unsolicited offer for your business, at that point you’ll clearly want to extract the most value possible, and for this reason alone should think about make a start adding the below now. For all would be buyers the less risk there is in their purchase the higher the value they will put on it, it’s for this reason you’ll see virtually all the suggestions add valuable resilience to your business. Who knows when another 9/11 or credit crunch will hit us again so it’s a no brainer to get your business in the best possible position to tough out any negative trading conditions. There will be numerous potential influences that will decide if the potential acquirer actually makes an offer or what size it will be. For this reason I would advise on an individual business to business basis, so the additions in your strategy will vary, however the below is a good blog size start. Specialist Recruitment Businesses Are Worth A Lot More Than Generalists: Acquirers often want to buy their way into a new market, add weight to an existing business or just want “safer” businesses, and specialist firms are a far less risky purchase than generalists. If you want to expand your business into new markets it’ll add more value if you do so into allied markets so maintaining a broader market specialisation. If your business has a wide variety of unconnected markets, the chances are your would be buyer will only value some of the markets and therefore discount the value of the others you trade in. www.recruiterme.ae The Middle East Recruiter Magazine
Good spread of clients: Over reliance on a small number of businesses increases the risk factor in any business and will influence your buyers view on the risk in your business. In the early days of growing a recruitment business you definitely want to follow the rules of making more of existing clients, ring fencing them and building those strong relationships. However you do need to expand that client base as soon as your growth allows and be aware your buyers will want to see longevity of your client relationships to give the reassurance of sustainable business. Smashing the new business for the last couple of years won’t fool any buyer. Have a very strong database: If your business has a long-standing well maintained database it’s much easier for new recruits to bill, and therefore easier to expand the team. A good database also makes it easier ramp up the digital marketing. Both these factors will make post purchase expansion easier so adding value. This will also add to much needed reassurance to those interested in purchasing the business that your business is not based largely on the existing staff. A contract book: As the biggest factor in making a business valuable is low risk, having a strong contract business (or division) will add value due to virtually guaranteed forward order revenue. However a word of caution, I’ve seen businesses try and add contract divisions to a business to increase value for sale and it backfire badly. If building a contract business was easy everyone would do it, so be aware if it’s not an area you have strength in, think carefully on how you can do it without risking what you have already. It is also worth considering would adding a contract arm devalue the brand you’ve worked so hard to build? Another consideration is www.bullhorn.com
“the sale agreement will include a requirement of you staying on in the business for a set amount of years post sale.” that not all buyers would want both a contract and perm business, so your expansion may actually be better served building additional levels of offering in to your existing business e.g. Executive Search or adding more disciplines that your existing clients also recruit for.
“staffing up heavily in the recent history will not work” Long Serving Key Employees and Low Staff Attrition: Again looking at reducing the risk of purchase, an acquirer will want to see that key employees have longevity within the business and therefore less likely to leave, staffing up heavily prior to sale will not work. A strong positive business culture with well thought through incentives and loyalty schemes will give your buyer confidence in employee loyalty. You could go a step further and make your key employees shareholders with long contracts. Have a strong management team that knows how the business works: A big value-ad for your exit and the worth of the business is your succession planning. You need to be able to demonstrate a strong management team that will be in place when you exit that not only run the business, but run it well. The strong client relationships you have built must now be with the team you leave behind. For you to be able to extract the most value from your business you need to have an effective management team in place. Interested buyers will consider the quality of the management team who will remain in place post sale. If you intend to leave the business immediately or soon after the sale, the business cannot be reliant on your continued involvement. Key client relationships should be with the remaining team.
The business should by the point of going to market be run on a day to day basis by this management team and not you. Branding: Branding is part of the value of being a market specialist, so having a very strong name in your market is important. Cherish the market perception of your business so this strong name has value. The mission statement I encourage in my businesses is “To be seen as the recruitment business of choice in our market”. We then cascade that down to, “How this would be measured” and that takes you to “How do we make these measures happen”. An acquirer will want to see why paying to buy a business is far safer and better value than trying to do it themselves. So if your brand is high profile and well regarded there’s the low risk which increase value.
YOUR EXIT: I touched on this earlier. Unless you want to only sell part of your business and remain in the business, it’s vital you plan for your exit as early as possible. If your business is still reliant on you in any way, your acquirer will be far more likely to insist on an earn out i.e. the sale agreement will include a requirement of you staying on in the business for a set amount of years post sale. Clearly this will mean you’ll go from running your own business to having a boss again, not an appealing situation! Don’t think you can coast those earn out years. The price will be heavily structured around maintaining profit or hitting the business plan, and if the market takes a hit your sale price will take the hit to if you can’t keep hitting the numbers. Creating a succession plan should be a consideration way before you think about selling your business, and trust me it can take longer than you think.
Rhys Jones has built and taken two businesses to sale. Alongside funding start up recruitment businesses, Rhys also provides business coaching and Non Exec services to existing recruitment businesses. To contact Rhys either seek him out on LinkedIn under his business Davidson Gray or by email on rhysjones@davidsongray. www.recruiterme.ae The Middle East Recruiter Magazine
www.bullhorn.com
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
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EXECUTIVE SEARCH CONSULTANTS
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Justin McGuire CEO MCG Group London - Dubai - Hong Kong
It’s already been a pretty amazing month for all those at MCG Group. We’ve turned a corner and grown from a regional Dubai based business into a global talent consultancy, with new office openings in London and Hong Kong. Not only that but we received a call from LinkedIn to tell us our brands were some of the most socially engaged businesses in EMEA! In fact Kemistry was #1, Hopscotch #7 in the Boutique category and MCG Associates just pipped to the top 25 in the medium sized business category. We move into November having been shortlisted for 5 MDRA awards and three of our team attending the awards hoping to bring home the silverware for this prestigious industry event. I’m so excited about the future and the team we have, and in this short blog I’d like to focus on our social success and what being in the top 25 most socially engaged businesses actually means. LinkedIn analysed 60,000 businesses, 627,000 consultants and 450 million members over the past year. Given the competition and the size of our business, I had to be picked up off the floor when our rankings were announced. But what does this actually mean? Well LinkedIn looked at a wide range of metrics such as social reach, employee engagement, interactions, employer brand and content marketing power. In order to be in the top 25 – you have to be consistent across all these metrics.
Why did our brands perform so well? We’re setting the standard for social communication in the Middle East with a plan to take this global through our new offices. By making our posts personal, interesting and insightful – we make how we sound and communicate real and human. We do our best to get back to everyone, and with nearly 40k job applicants each month it can be tough! But it’s great to see LinkedIn recognise our efforts and consistency to do so!
Creating content At MCG we try to create and promote content that is relevant to all our regions. It has to be fresh, exciting and funny. Our levels of engagement are high because we try to have a conversation and not just share the same old junk, but also give you a feel for who we are and what we do. We have brands that have a clearly defined focus and specialisms and our content needs to educate, inspire and entertain you. We seek out hot topics and try to tell you the answers to questions before you even ask them! Winning this award is an illustration of how we do business at MCG Group, and it goes without saying I’m very proud of our team. Let’s hope we win some awards in London at the MDRA event next month and stay tuned for further announcements of high profile hires and new divisions of our business as we go into 2017. Thank you to all our followers! Justin
Why Use Recruiters Today? With our world changing at a pace which makes the mind boggle, the thought has crossed my mind of late that our industry has been remarkably resistant to change. For all the time we spend on LinkedIn, recruitment is still very much a ‘people business’ of picking up the phone, building relationships and adding value wherever possible for candidates and clients, working to ensure they get the move they want. And despite all the technological change that’s going on around us, recruitment remains a very healthy business. So where is the added value that recruiters must obviously bring, and why is our sector still strong after all this time? 1. Your best candidate might not be on LinkedIn I’d be lying if I said LinkedIn hadn’t changed the world of recruitment. It has, and that’s why it’s become such a big part of the modern Recruiter’s repertoire. For one thing, it’s a great way to access a bunch of capable ‘passive’ candidates, who won’t necessarily have submitted their CV to job applications, but have still made important information about themselves public, which could make them the ideal hire for a given role. But here’s the thing: that’s the kind of thing anyone could be doing. Every junior Researcher in every recruitment firm everywhere will be searching LinkedIn endlessly… and therefore will be getting the same results. Then there’s the issue of volume – because so many people are approaching the same star candidates, response rates from Inmails and Connection requests are low unless you can get your ‘foot in the door’ by other means. Experienced recruiters, with networks which extend far beyond the digital realm and often built up over years of meeting key industry players directly, will always find better people than those ‘keyboard recruiters’ who have to rely solely on LinkedIn.
day dealings with clients and candidates alike. Taking the time to build a good relationship with a recruiter can quite often pay dividends… at least, I hope that’s what some of the clients who regularly work with me would tell you!
2. Open doors with companies who otherwise aren’t promoting roles With the sheer volume of applications being received by companies in the modern era of Internet job advertisements, a reply is increasingly becoming a rarity, and that can act as a deterrent for candidates to apply for roles. Why bother going through a (sometimes difficult) application process only to then receive radio silence in response? Recruiters are able to open doors by promoting your CV actively with insiders they know within the business you’re targeting. Often, we are trusted to submit the people we know will be of interest to the clients we work with and therefore a word from us on your behalf can get your foot in the door for an opportunity which you’d otherwise be unable to access.
5. We look at personality, not just skills or experience Recruiters understand that the success of a new hire isn’t determined solely by skills and experience but by personality, character, and individual motivation. It’s a great feeling to take a punt on a candidate who might not tick all the boxes but who you simply know has the right character for an opportunity and then watch them go on to succeed. We tend to find ourselves truly investing in a person’s success – after all, despite all the new-fangled gadgets, we spend most of our days talking to people. Sometimes all a hiring manager needs is a little convincing from a recruiter and then they make a hire who turns out to be brilliant beyond their expectations. This can only be gained from years of experience doing our job, which teaches us that finding the right hire goes way beyond their CV.
3. We have an Inside industry perspective Recruiters are (or should be) people – friendly, talkative, and always available for a coffee, or to field a long call to discuss your career aspirations. Although some unscrupulous operators have given the industry a bad reputation. The majority of people in the industry are a credit to their field and many of the people I work with are surprised at the inside perspective we can provide. This isn’t just useful for finding a new job either (although it often helps). Hiring and salary trends are our obvious fields of expertise but we gain a great birds-eye view of the whole market as well in day-to-
4. We understand Branding One of the most underrated aspects of recruitment today is the importance of employer branding. The modern, savvy candidate will evaluate company brands before applying to or accepting a job – in much the same way as they’d evaluate consumer brands while shopping. If you’re running a business (or its hiring function), you need to think about how your brand will be perceived by employers if you want to reach the perfect candidate. Likewise, if you’re a candidate, we can help you with aspects of ‘personal branding’ as well. What are employers at mid-senior level looking to see? It’s obvious from your profile (either in CV form or on LinkedIn) that you are capable of doing the job? When it comes to hiring, appearance and first impressions do matter, and we are in a unique position as recruiters to truly learn what works and what doesn’t in these areas.
So there you have it, five reasons why recruitment consultants are here to stay and technology will never replace people.
“
Recruiters are people people – friendly, talkative, and always available for a coffee, or to field a long call to discuss your career aspirations.
Article by Craig O’Connor Founder of RecruitME (r2r) & RecruiterME - UAE Recruiter Magazine
Ali Matar, Head of LinkedIn Talent Solutions,
Head of LinkedIn Talent Solutions, Southern Europe, Growth markets, Middle East & North Africa, explains why understanding employee motivation is the key to a successful referrals program
4 EASY STEPS TO REFERRALS HAPPINESS Personal recommendations have always been the preferred method to help us make decisions in large parts of our lives. Be that finding the perfect restaurant for a special occasion, or a reliable plumber. Social media has served only to increase the importance of first-hand knowledge by connecting more of us in more ways.
Instead, ensure your recruiting team responds to every single employee referral, even if it is just to tell the referring employee why you’re not moving forward. Not only does this ensure people feel like their referral was actually considered, it also helps educate your workforce on who they should be referring.
The same is true in the business world, particularly in recruitment as organizations compete to find the best talent in the most efficient way. In fact, jobseekers are more likely to find a new role through a referral than any other route, and 80 per cent of recruiters rate them as the best for finding quality candidates. This is because employers know referred candidates are more likely to get up-to-speed in the role more quickly, and stay with the company longer.
Ensure it is really easy to refer at your company: The easier it is for an employee to refer someone, the more referrals you’ll get. This could simply be emailing someone’s LinkedIn profile or resume to a recruiter, or encouraging employees to drop by and tell them in person. Social media is helping here as well. LinkedIn Referrals – coming soon to the UK – will match a company’s open jobs with the networks of their employees, and recommend to your employees who they should refer, taking out a lot of the guesswork and manual labour.
Despite this, many employers are not fully capitalizing on referrals. Recent data shows that a concerning ‘engagement gap’ has emerged. While the overwhelming majority of recruiters (87 per cent) believe that employee engagement is the key to successful referrals, one in five are happy with the way their staff currently engage in this process.
INCREASING
YOUR
TALENT
POOL
TENFOLD
Social media has vastly increased the size of the talent pool companies now have access to by enabling them to tap into the networks of the people already working for them. The first-degree network of a company’s employees on LinkedIn is on average 10 times the size its Company Page follower base. It’s not a question of why a company should invest in referral programs, but instead how can they afford not to? The biggest trap employers fall into is failing to fully understand the motivations for staff to recommend a contact for a job. Just six percent put financial reward at the top of their list of motivations for referring someone for a job. Instead they were far more likely to value other factors such as helping their friends (35 per cent), helping their company (32 per cent) and be seen as a valuable colleague (26 per cent).
FOUR EASY STEPS TO REFERRALS HAPPINESS
With that in mind, there are four ways for employers to boost referrals: Keep referring employees in-the-loop: Nothing will ruin a referral program quicker than one of your employees referring someone and never hearing back about it, and feeling like they’ve wasted their time.
Instead of a cash referral bonus, try giving away experiences: Most companies generally give out some sort of cash bonus if an employee refers a candidate that ultimately gets hired. That may work, but there’s strong evidence out there that an experience of the same cost – say, a trip or a prize of some sort – will encourage more referrals than just straight cash. Market, market, market: Finally, one of the biggest reasons people don’t refer is they don’t know what positions are open at the company or referring isn’t at the top-of-their-mind. So, market your employee referral program by advertising open positions and publicly recognizing employees who do refer. This can be as simple as starting all-hands meetings with hiring managers talking about open positions within your company and encouraging their colleagues to refer anyone they feel is good. Conversely, on the reward front, a company-wide email celebrating people who do refer will lead to more people referring candidates. Employee referrals program don’t have to be complicated. Social media is making large parts of business simpler and more intuitive, including the most important driver of a company’s success: it is the ability to find and recruit the best talent.
SEPTEMBER 2016 Industry Geography
INDUSTRY TALENT REPORT
Members
Information Technology And Services The United Arab Emirates Under 10,000
Under 20,000
Under 50,000
50,000+
EMPLOYMENT TRENDS
LinkedIn Industry Talent Report
+8.4%
• With more than 450M+ members in over 200 countries/territories, LinkedIn has the ability to analyze professional movement. This report shows you the macro-trends within an industry through the lens of LinkedIn data.
Employment of Information Technology And Services industry professionals in The United Arab Emirates grew by +8.4% over the past year
• We hope these insights help to inform your data-driven hiring & planning decisions. You can use this report to stay up-to-date on what movement looks like within a specific industry and how to engage these professionals.
EMPLOYMENT GROWTH IN MIDDLE EAST top country growth in the Information Technology And Services industry 1
United Arab Emirates +8.4%
2
Saudi Arabia +4.4%
3
Qatar +3.5%
4
Bahrain +2.4%
5
Kuwait +1.9%
6
Oman +1.4%
7
Iraq +1.0%
8
Lebanon +0.76%
9
Pakistan -0.22%
10
Jordan -1.97% positive growth
negative growth
INDUSTRY FLOWS
RECENT GRADUATE HIRING graduated within the last 3 yrs
Professionals moving in and out of the The United Arab Emirates Information Technology And Services industry
Top Schools
TALENT MOVED TO/FROM
TALENT LOST TALENT GAINED
Computer Software
-269
227
Telecommunications
-239
208
Banking
-169
72
Airlines/aviation
-130
80
that produced the largest number of recent grad hires
recent graduates are currently employed in the The United Arab Hult International Business … School Emirates Information 40 Technology And Services Heriot-Watt Univ industry 40 American Univ of Sharjah 38
Middlesex Univ Financial Services
-92
87
36
Univ of Wollongong in … Dubai top 5 displayed based on total movement (in and out)
4,000+
34
14.4% of recent graduate hires hold a postgraduate degree
The United Arab Emirates
Information Technology And Services Industry JOB
MOBILITY
SOUGHT AFTER SKILLS
WHAT CANDIDATES WANT IN A JOB
By companies hiring these professionals over the past year
Percent (%) indicates how important the attribute is to these candidates
1
Excellent compensation & benefits
Management
JOB SWITCHERS
7%
68%
2
Team Management
Good work/life balance
3
Business Development
Strong career path
4
Project Management
A company with a long-term strategic vision
5
Pre-sales
Challenging Work
7% of Information Technology And Services industry professionals in The United Arab Emirates changed companies in the past year
53% 51%
41%
HOW THESE PROFESSIONALS
41%
The United Arab Emirates Average (all
ENGAGE WITH LINKEDIN
TOP INFLUENCERS based on popularity
MOST FOLLOWED COMPANIES by company size group 500-9,999 employees
Under 500 employees
Mohammed Al Gergawi
10,000+ employees
Noura Al Kaabi
HH Sheikh Mohammed Bin Rashid Al Maktoum
Mark V. Hurd Saeed Al Muntafiq
Fadi Ghandour
POPULAR CONTENT TOPICS clicks+likes+comments+shares
POPULAR GROUPS by volume
Social Media Marketing
Business Intelligence
1
Dubai Recruitment
Cloud Computing
Confidence Building
2
Dubai Jobs & Careers | UAE | Middle East [Biggest Group]
3 Sap
Internal Communications
Gulf Recruitment
4
Software & Technology (#1 in Jobs, HR, Managers, Cloud, …Mobile,
Employee Engagement
Saas
5
Dubai Business Network
ENGAGEMENT STATS FOR THESE PROFESSIONALS
1.1x
Mobile Views 1.1x more mobile page views of LinkedIn than the The United Arab Emirates average
1.2x
Companies Followed 1.2x more companies are followed than the The United Arab Emirates average
1.3x
Connections 1.3x more first-degree connections than the The United Arab Emirates average
This report uses a combination of anonymized LinkedIn member data and LinkedIn survey data. For more information on report methodology and sources please visit http://lnkd.in/industry_report_methodology_v1. Industry is defined by the company where a member works.
ASSOCIATED PARTNER
The Professional Body of Recruiters & HR
The Middle East Recruiter Magazine
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WHAT THE UAE RECRUITERS ARE THINKING
We polled 100 Recruiters in Dubai. Questions ranging from billings for 2016, biggest months and who would consider new recruitment roles in 2016 & 2017. Would you consider a new recruitment agency consultant / manager role in 2016 ?
NO
OVER 60% WILL MOVE TO A NEW ROLE.
Over 60% of recruiters in UAE would consider looking for a new recruitment role.
YES
Answers
Responses
YES
62.5%
NO
37.5%
www.recruiterme.ae The Middle East Recruiter Magazine
Their reasons why recruiters will be keen on potential new roles are all based on salaries, commissions and career progression. 2016 has seen salaries go up and down with some sectors tightening up while others such as digital, IT even construction recruitment are willing to still pay above the odds to get the strongest recruiters on-board.
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35% of the Recruiters we polled are
billing under 700,000 AED Billings for 2015 (Jan 2015 - Jan 2016) 2.5m AED & above 2m AED - 2.5m AED 1.8m AED - 2m AED
0 - 600K AED
1.4 - 1.7m AED
1m - 1.3m AED
801K - 1m AED
601K - 800K AED
Answers
Responses
0 - 600 AED
35.42%
601K - 800K AED
12.5%
801K - 1m AED
14.5%
1m - 1.3m AED
10.42%
1.4m - 1.7m AED
10.42%
1.8 - 2m AED
4.17%
2m - 2.5m
4.17%
2.5m AED & above
8.33%
The industry standard for any agency is for the consultants to be making a strong return on investment by billing a minimum of 800,000 AED per year. In today’s market the majority are falling short of this figure. Even the Executive Search firms are not making the dizzy heights they previously have. I was heartened to read an article on LinkedIn by Saudi Aramco CEO predicting an oil price rise in the first half of 2017. This will of course have a positive impact for recruitment in the region. Roll on 2017!
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16,000 - 18,000 AED is the average salary with 48% of recruiters we polled. UAE Recruiters current salaries in AED per month 40,001 upwards AED p/m
30,001 - 40,000 AED p/m 16,000 - 18,000 AED p/m
25,001 - 30,000 AED p/m
20,001 - 25,000 AED p/m 18,001 - 20,000 AED p/m
Answers
Responses
16,000 - 18,000 AED p/m
47.83%
18,001 - 20,000 AED p/m
4.35%
20,001 - 25,000 AED p/m
13.04%
25,001 - 30,000 AED p/m
15.22%
30,001 - 40,000 AED p/m
6.52%
40,000 AED upwards
13.04%
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The Middle East Recruiter Magazine
2016/17
THE UAE RECRUITER
SALARY SURVEY
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The Middle East Recruiter Magazine
The following are generic salary guidelines gathered from MNC, SME’s and Boutique Recruitment Agencies within the UAE
RECRUITMENT RESOURCER / RESEARCHERS Entry Level 6 months exp Senior Resourcer
8,000 aed per month + Comm’s 8,000 – 12,000 aed per month + Comm’s 10,000 – 13,000 aed per month + Comm’s
RECRUITMENT CONSULTANTS (2-6 recruitment years billing) No UAE Rec exp
12,000 -18,000 aed per month + Comm’s
UAE exp Recruiters with previous billings of up to 1m aed 18,000 – 24,000 aed per month + Comm’s
SENIOR / LEAD RECRUITMENT CONSULTANTS UAE exp Recruiters with previous billing of 1m – 1.3m aed 22,000 – 25,000 aed per month + Comm’s UAE exp Recruiters with previous billing of 1.3m – 2m+ aed 26,000 – 35,000 aed per month + Comm’s
r2r@recruitme.ae
www.recruiterme.ae The Middle East Recruiter Magazine
www.recruitme.ae
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The Middle East Recruiter Magazine
The following are generic salary guidelines gathered from MNC, SME’s and Boutique Recruitment Agencies within the UAE
BILLING RECRUITMENT MANAGERS 28,000 – 35,000 aed per month + Comm’s + Team Comm’s (niche sectors such as Legal, Banking, IT, Digital & Creative would expect higher end)
DIRECTORS ASSOCIATE DIRECTOR 30,000 - 40,000 aed per month + Team Comm’s DIRECTOR 35,000 – 45,000 aed per month + Office Comm’s + full family benefits / Visa MANAGING DIRECTOR 40,000 – 60,000 aed per month + Office Comm’s + full family benefits / Visa + Schooling
r2r@recruitme.ae
www.recruiterme.ae The Middle East Recruiter Magazine
www.recruitme.ae
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making a difference making a difference Guy Source is the founder and managing director of Source Human Capital. Prior to setting Guy Source is the founder and up the company, he was director managing director ofaSource of Macdonald & Company in the up Human Capital. Prior to setting Middle East and working the company, hehas wasbeen a director internationally asCompany a recruitment of Macdonald & in theand executive search partner the real Middle East and has beenfor working estate and builtas environment sector internationally a recruitment and for the lastsearch 15 years. executive partner for the real estate and built environment sector ource Capital works with for the lastHuman 15 years.
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Capital is something you should consider. We seek adventurous and professional recruiters who are is looking for a change. Capital something you should consider. We seek adventurous and professional recruiters Whether work the office, or from who are you looking forfrom a change. home, you need the flexibility of hours that will allow you balance and family life. Whether you to work from work the office, or from We haveyou theneed highest of those home, the expectations flexibility of hours that who work you for us, but we are here forfamily you tolife. will allow to balance work and help you create a career you’ll be proud of. We have the highest expectations of those After wefor have reputation to uphold. who all, work us, abut we are here for you to Our access latest helpconsultants you create ahave career you’lltobethe proud of. IT, cloud ATS/CRM platforms and After all,based we have a reputation to uphold. LinkedIn Recruiterhave professional Our consultants access tolicences. the latest IT, cloud based ATS/CRM platforms and We want you to findprofessional the employment that LinkedIn Recruiter licences. matches your career progression plans; gives you you need We and wantyour youfamily to findthe theimpetus employment that to make the most out progression of what you do; andgives matches your career plans; offers youyour a move that theyou most out you and family themakes impetus need of potential whilst providing the right toyour make the most out of what you do; and work balance. offerslife you a move that makes the most out www.sourcehumancapital.com of your potential whilst providing the right work life balance. www.sourcehumancapital.com
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13/10/2016 13:17
The Rise of the Internal Recruiter The rise of internal recruitment has been a talking points over the last few years with strong arguments for and against. The growth of in-house recruitment in the UAE showing no sign of levelling off, the big question is whether the in-house model can deliver when the market changes from a candidate-rich to a candidate-short one. Some companies have hired their agency recruiters to head up these internal departments and recruiters are being affected by the loss of business. Be warned an upswing in the economy will not automatically mean a return to business as usual for recruiters. Internal recruiters are here to stay.
I
n recent years, the internet and social media have prompted many businesses to try and streamline their recruitment processes and as such have established dedicated internal recruitment departments or even outsourced RPO providers in order to improve the quality of hires, minimise costs and time to hire. LinkedIn and products such as LinkedIn Recruiter have played a huge part in this using their mass messaging feature which means the internal recruiters can mass mail hundreds of LinkedIn candidates/ users in one go and simply act on the responses. Without a doubt this is a very powerful tool. It was widely anticipated that when this trend began, it could have been the death of recruitment agencies but in many cases the opposite has happened and niche recruiters are flourishing. So, what are the challenges? We are in an age that is driven by big data, aka ’people analytics’ which are used to support the recruitment process and has become a challenge. It is not only helping the search for better quality of candidates, it is aiding internal recruiters to become a lot more entrepreneurial in their approach. Big data enables companies to observe how certain people behave on the web, which sites they read, which products they order and so on and connects this all together to form a personalised digital footprint. What this means for HR is that if you know what these people do on the internet, you can put that together and tailor your advertising specifically to these people. Secondly, employee referral incentive schemes are nothing new, however when executed well, they really do work and employers are becoming more savvy through educating their employees on the power of referrals to prioritize tough to fill positions. With referrals now being one of the most cost efficient ways of sourcing quality talent offering generous cash incentives for employees, internal recruiters can access candidates who are arguably a better cultural fit and as a result those new hires are having a longer tenure. Employer branding is also a top priority these days where spending has significantly increased over the last few years. Reported in LinkedIn’s Global Recruiting Trends 2016, 59% of internal recruitment departments are investing more in employer branding compared to last
So how have agencies continued to win business when the internal recruiter is meant to be running the show? In my experience, it’s down to a number of reasons. The best agencies today have learned to adapt to the hiring landscape becoming more agile, more selective and more specialist in their approach. The level of service they provide, their understanding of the client’s culture and the quality of the candidates they produce is of course as important as ever but equally the quality of the relationship they build with HR functions and the internal recruiting team, not just the hiring managers, has a real effect on how they continue to stand out from the competition. Getting to know you… This ‘3-way’ relationship is worth considering for a moment as its development and nurturing play a vital role in ensuring all parties meet the ultimate and mutual end goal – getting the right candidate at the right time. There can often be an “us Vs them” mentality between internal recruitment teams and external agencies but by breaking down these barriers we can learn a lot. For agency recruiters, they have to accept that the internal team should be involved in all vacancies, as it is their responsibility to manage the process carefully and achieve their objectives. It’s important also to understand each other’s motivation. Client’s don’t really care about placements; they care about getting the right person for the right role but and retaining them (for the duration of the contract). For a consultant, they want to get the right candidate but their focus is on getting them through the interview process, securing an offer and guiding them through until they walk through that door. For a client, this is where it all starts and they will judge the agency’s competence on that new employee’s performance and longevity in the role. Seeing it from both sides helps us understand each other’s motivations, avoiding potential frictions and creates a true strategic business partnership. The reason clients chose to work with agencies is because they understood them as individuals, there is chemistry and often instinct too helps decide that they were ‘worth a
shot’. Smaller, boutique, niche agencies can really stand out by demonstrating authenticity and genuine passion to complete the assignment as opposed to just making a placement. So what value do they add? For the volume, lower level roles, more often than not the internal team can fill these themselves with easy access to social media, job boards, internal databases and internal referral systems. Recruiters can be utilised when they are struggling with the volume which is a lot more cost effective. At the more senior or specialised end where vacancies are harder to fill, it’s better for the internal recruiter to engage with a recruiter who has the expertise, market knowledge and arguably better network where they can actively headhunt from competitors or even partners of the client. After all, good recruiters spend much of their working lives building relationships with candidates and the industry, making those weekend phone calls and networking which is very important in UAE. The good news is as skill sets become rarer and candidates become scarcer, businesses are taking a more proactive approach in engaging with third party specialists. The pressure to fill business critical roles rises, impacting on their performance indicators such as ‘time to hire’ for example. Wading through what can feel like treacle in order to put a structured preferred supplier list in place, whether they had a historical relationship with the business or not,
the good recruitment agencies were the ones respect the process, take the time to understand the business’ culture, demonstrated sound industry knowledge and of course produce quality candidates according to the job requirements. What have we learned from inhouse recruitment? Internal recruitment is hard work. There is an unjust perception in the agency world that internal recruiters can’t hack the pressure of an agency environment but this isn’t true. Juggling multiple stakeholders, maintaining a constant pipeline, working on 50+ vacancies at any given time (you can’t say no to a role), budgeting, process management, managing offers all takes a great deal of organisation and hard work A great advantage for an internal recruiter is that they understand the culture considerably better than an external recruiter as they are immersed in the business, have regular update meetings with key stakeholders and are experiencing it first-hand, every day. This plays a very important part in their decision making process. The best agencies will use their time wisely to get to know the client by finding out ‘what great looks like’. Working together Our industry continues to evolve and organisations are refining their internal recruitment strategies in finding, engaging and attracting the best talent. We need to embrace the challenges and work together, we need each other.
Inside the head KPI’s
Vacancies
Sales Clients
Targets Commission Billings Candidates
Agency Recruiter
OF A RECRUITER Pipelining Experience
Candidates
BrandMarketing
Employer Talent
Pooling
Sourcing
Relationships Onboarding Assessing
In-House Recruiter
At Spencer Ogden we specialise in global energy, engineering and, infrastructure recruitment and are looking for talented and driven graduates, experienced recruiters and managers to join our internationally award winning business. As one of the fastest growing recruitment companies in the world, and one that covers many energy, engineering and infrastructure sectors, there are opportunities for ambitious graduates and experienced recruiters alike to learn and succeed in a fantastic working environment.
Senior Construction Recruitment Consultant Sector: Construction Recruitment Sector Location: Dubai, UAE - Media City Salary & Package:
Exceptional package & monthly commission + visa + medical
•
4 years + experience in technical recruitment
•
2 months minimum in the MENA market
•
Join an existing strong team with solid client base.
Contract Power Recruitment Consultant Sector: Power & Energy Recruitment Sector Location: Dubai, UAE - Media City Salary & Package:
Exceptional package & monthly commission + visa + medical
•
1 years recruitment experience
•
Must have experience operating a contracting/short term desk
•
UAE experience essential
For further information please contact us : andrew.hesketh@spencer-ogden.com
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IT BILLING Snr Rec Con or Manager IT recruitment experience essential UAE or UK recruiter background essential Working for the biggest niche recruiter brand Comm’s, Visa, Medical all as standard
24,000 AED - 32,000 AED per month
LEGAL BILLING Snr Rec Con or Manager LEGAL recruitment experience essential UAE or UK recruiter background essential Working for the very strong international brand Comm’s, Visa, Medical all as standard
24,000 AED - 32,000 AED per month
r2r@recruitme.ae
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Digital
FM Recruitment Consultant
Consultant
18,000 AED - 23,000 AED per month
Recruitment Digital recruitment experience essential UAE or UK recruiter background essential
FM / Construction recruitment exp essential UAE recruiter background essential Working for the MNC and or SME Niche Agencies Comm’s, Visa, Medical all as standard
Oil & Gas Snr Recruitment Consultant Oil & Gas recruitment experience essential UAE recruiter background essential Working for the biggest niche recruiter brand Comm’s, Visa, Medical all as standard
Working for the biggest niche recruiter brand
18,000 AED - 30,000 AED per month
Comm’s, Visa, Medical all as standard - tax free
Construction Recruitment Consultant
18,000 AED - 23,000 AED per month + TAX FREE comms
Construction recruitment experience essential UAE recruiter background essential Working for MNC, SME, Boutique rec Agencies Comm’s, Visa, Medical all as standard
19,000 AED - 24,000 AED per month
www.recruitme.ae
www.recruiterme.ae The Middle East Recruiter Magazine
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TIRED OF BREXIT _ Time for a TAX FREE move to the
UAE RECRUITMENT WORLD _
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AED 1,350 per month*
AED 1,550 per month*
Kia Picanto - Model 2015
Peugeot 301 - Model 2015
1.3 litre engine, power windows, power mirrors, automatic transmission, key less entry, CD / MP3 player, AUX
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AED 2,699 per month*
Peugeot 208 - Model 2016
1.6 litre engine, power windows, power mirrors, automatic transmission, key less entry, CD / MP3 player, AUX, special edition with cruise control
Kia Sportage - Model 2016
2.4 litre, 16 valve with CVVT engine, CD / MP3 player, Bluetooth / Aux system
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