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The Middle East Recruiter Magazine Delivering business intelligence to UAE and the Middle East recruitment
The Middle East Recruiter Magazine Delivering business intelligence to UAE and the Middle East recruitment
The Middle East Recruiter Magazine Delivering business intelligence to UAE and the Middle East recruitment

The Middle East Recruiter Magazine

Delivering business intelligence to UAE and the Middle East recruitment professionals

to UAE and the Middle East recruitment professionals Issue 2 The Professional Body of Recruiters &

Issue 2

to UAE and the Middle East recruitment professionals Issue 2 The Professional Body of Recruiters &
to UAE and the Middle East recruitment professionals Issue 2 The Professional Body of Recruiters &
to UAE and the Middle East recruitment professionals Issue 2 The Professional Body of Recruiters &
The Professional Body of Recruiters & HR
The Professional Body of Recruiters & HR

ASSOCIATED PARTNER

UAE 2017
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

UAE’s No.1 agency which gets mums back into the workplace RECRUITER POLL Recruiter ME polled 100
UAE’s No.1 agency which gets mums back into the workplace RECRUITER POLL Recruiter ME polled 100

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
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
MD & Founder RecruiterME UAE Recruiter Magazine RecruitME UAE Recruitment to Recruitment F irstly I
MD & Founder
RecruiterME
UAE Recruiter Magazine
RecruitME
UAE Recruitment to Recruitment
F
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.
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
Craig O’Connor
contact our team: register@recruiterme.ae Craig O’Connor The Middle East Recruiter Magazine www.recruiterme.ae C O N
contact our team: register@recruiterme.ae Craig O’Connor The Middle East Recruiter Magazine www.recruiterme.ae C O N

The Middle East Recruiter Magazine

Craig O’Connor The Middle East Recruiter Magazine www.recruiterme.ae C O N T E N T S
Craig O’Connor The Middle East Recruiter Magazine www.recruiterme.ae C O N T E N T S

www.recruiterme.ae

CO

Craig O’Connor The Middle East Recruiter Magazine www.recruiterme.ae C O N T E N T S
Craig O’Connor The Middle East Recruiter Magazine www.recruiterme.ae C O N T E N T S
Craig O’Connor The Middle East Recruiter Magazine www.recruiterme.ae C O N T E N T S

NTEN

TS

Craig O’Connor The Middle East Recruiter Magazine www.recruiterme.ae C O N T E N T S
Craig O’Connor The Middle East Recruiter Magazine www.recruiterme.ae C O N T E N T S
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8

www.bullhorn.com

Hopscotch is the first recruitment company in the MENA region to launch an offering purely

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

lack of flexible options as

a reason for not returning

to work. Hopscotch, the

first recruitment company of its kind in the MENA region, launches to help professional women find flexible work.

With limited channels to find flexible or part time work, women’s skills and knowledge are being lost from the workplace. In a recent survey of professional women in the GCC by Hopscotch.ae, 76% cited a lack of flexible options as their reason for not returning to work, with more than a third stating they would start tomorrow if the right opportunities were available. In fact, The World Bank recently estimated that if women in this region participated as much as men, another 5% would be added to GDP.

Hopscotch (a subsidiary company of MCG Group) aims to change the game for professional women in the MENA region. The brainchild of Helen McGuire and CEO of MCG Group of Companies, Justin McGuire, the company will work with professional women and businesses in the region to marry currently lost skills with new ways of working.

Flexible working is a growing sector in the GCC region, popular amongst

SMEs and larger organisations alike for its ability to provide niche skills and short term, easy hire solutions in an ever changing global economy. In a recent survey of its key clients, MCG Group research shows that 92% require employees who work non-traditional hours as part of their workforce and 80% encourage flexible approaches to time and location management by their employees.

With one in ten women feeling that they lack the confidence to return to work after a stint away from the workplace, Hopscotch also supports women at all stages of the process offering exclusive workshops and One to One skills coaching to those who register online at www.hopscotch.ae

Helen McGuire, former Head of Digital Content at

Impact BBDO / Proximity in Dubai, and herself a mother

of two, commented: “After a stint of maternity leave

last summer, I had the chance to mix with so many

super smart women who felt frustrated that they no

longer had opportunities in the workplace. They were

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,

my mission is to spearhead a change for both those

women and business in this region.”

change for both those women and business in this region.” The Middle East Recruiter Magazine www.recruiterme.ae

The Middle East Recruiter Magazine

both those women and business in this region.” The Middle East Recruiter Magazine www.recruiterme.ae www.bullhorn.com

www.recruiterme.ae

www.bullhorn.com

both those women and business in this region.” The Middle East Recruiter Magazine www.recruiterme.ae www.bullhorn.com

Great initiative. So many mums would love to go back to work but the opportunities just aren’t available.

to work but the opportunities just aren’t available. ” Further statistics of note • 60% of

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

to hopscotch.ae and contact Hopscotch at info@hopscotch.ae The Middle East Recruiter Magazine Helen McGuire, Hopscotch

The Middle East Recruiter Magazine

at info@hopscotch.ae The Middle East Recruiter Magazine Helen McGuire, Hopscotch info@hopscotch.ae Carolyn Morgan,

Helen McGuire, Hopscotch info@hopscotch.ae

Carolyn Morgan, Hopscotch info@hopscotch.ae

www.recruiterme.ae

www.bullhorn.com

McGuire, Hopscotch info@hopscotch.ae Carolyn Morgan, Hopscotch info@hopscotch.ae www.recruiterme.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.

Grace Ong, strategic program manager for Global Staffing. With hiring sources proliferating and online job-sites vying
With hiring sources proliferating and online job-sites vying with social networking sites and traditional sourcing
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 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.

Tell us a bit about Inspire Selection and its success to date. I started my

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

have been directly affected by the oil crisis but there are The Middle East Recruiter Magazine

The Middle East Recruiter Magazine

oil crisis but there are The Middle East Recruiter Magazine www.recruiterme.ae still plenty of industries which

www.recruiterme.ae

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

etc. but as long as the wrong people are applying to job postings, there will always

Lets look at the Recruitment

world of Retail

Claire Storer Senior Retail Recruiter at Inspire Selection Retail recruitment market overview What made you

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

international brands has predominantly been the emergence of The Middle East Recruiter Magazine www.recruiterme.ae some

The Middle East Recruiter Magazine

been the emergence of The Middle East Recruiter Magazine www.recruiterme.ae some of the highest-profile major

www.recruiterme.ae

of The Middle East Recruiter Magazine www.recruiterme.ae some of the highest-profile major developments in the world,

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

the market and all its intricacies, is essential in being successful and staying on top of

GROWING

A Recruitment

Business To Sell

EIGHT Ways To

Increase Value

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.

and therefore discount the value of the others you trade in. The Middle East Recruiter Magazine

The Middle East Recruiter Magazine

the others you trade in. The Middle East Recruiter Magazine www.recruiterme.ae Good spread of clients: Over

www.recruiterme.ae

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

would adding a contract arm devalue the brand you’ve worked so hard to build? Another consideration

“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.

Davidson Gray or by email on rhysjones@davidsongray. The Middle East Recruiter Magazine www.recruiterme.ae

The Middle East Recruiter Magazine

Gray or by email on rhysjones@davidsongray. The Middle East Recruiter Magazine www.recruiterme.ae www.bullhorn.com

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Gray or by email on rhysjones@davidsongray. The Middle East Recruiter Magazine www.recruiterme.ae www.bullhorn.com
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Justin McGuire CEO MCG Group London - Dubai - Hong Kong It’s already been a

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!

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.

2. Open doors with companies who otherwise aren’t

With the sheer volume of applications being received by

5.

We look at personality, not just skills or experience

promoting roles

companies in the modern era of Internet job advertisements,

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

a

reply is increasingly becoming a rarity, and that can act

to take a punt on a candidate who might not tick all the

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

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

are

able to open doors by promoting your CV actively

– after all, despite all the new-fangled gadgets, we spend

with

insiders they know within the business you’re targeting.

most of our days talking to people. Sometimes all a hiring

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.

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-

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
4 EASY STEPS TO REFERRALS HAPPINESS
4 EASY STEPS TO REFERRALS HAPPINESS
4 EASY STEPS TO REFERRALS HAPPINESS
4 EASY STEPS TO REFERRALS HAPPINESS
4 EASY STEPS TO REFERRALS HAPPINESS
4 EASY STEPS TO REFERRALS HAPPINESS

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.

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.

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, 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.

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.

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 Information Technology And Services The United Arab Emirates

Industry

Information Technology And Services The United Arab Emirates

Geography

INDUSTRY TALENT REPORT

Members

Under 10,000

Under 20,000

Under 50,000

50,000+
50,000+

EMPLOYMENT TRENDS

+8.4%

Employment of Information Technology And Services industry professionals in The United Arab Emirates grew by +8.4% over the past year

LinkedIn Industry Talent Report

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.

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

1
1

United Arab Emirates +8.4%

2
2

Saudi Arabia +4.4%

3
3

Qatar +3.5%

4
4

Bahrain +2.4%

5
5

Kuwait +1.9%

6
6

Oman +1.4%

7
7

Iraq +1.0%

8
8

Lebanon +0.76%

9
9

Pakistan -0.22%

10
10

Jordan -1.97%

top country growth in the Information Technology And Services industry

positive growth
positive growth
Information Technology And Services industry positive growth negative growth  INDUSTRY FLOWS Professionals moving

negative growth

INDUSTRY FLOWS

Professionals moving in and out of the The United Arab Emirates Information Technology And Services industry

TALENT MOVED TO/FROM

Computer Software

Telecommunications

Banking

Airlines/aviation

Financial Services

TALENT LOST

TALENT GAINED

-269

227

-239

208

-169 72 -130 80 -92 87
-169
72
-130
80
-92
87

top 5 displayed based on total movement (in and out)

87 top 5 displayed based on total movement (in and out)  RECENT GRADUATE HIRING Top

RECENT GRADUATE HIRING

Top Schools

that produced the largest number of recent grad hires

Hult International Busi…

Hult International Busi…

 

40

Heriot-Watt Univ

Heriot-Watt Univ

 

40

American Univ of Sh arjah

American Univ of Sharjah

38

Middlesex Univ

Middlesex Univ

36

 
Univ of Wollongo ng in …

Univ of Wollongong in …

34

 
36   Univ of Wollongo ng in … 34   graduated within the last 3 yrs

graduated within the last 3 yrs

4,000+

recent graduates are currently employed in the The United Arab

Emirates Information Technology And Services

industry

14.4%

of recent graduate hires hold a postgraduate

degree

Emirates Information Technology And Services industry 14.4% of recent graduate hires hold a postgraduate degree

Information Technology And Services Industry

The United Arab Emirates

Information Technology And Services Industry The United Arab Emirates

JOB MOBILITY

SOUGHT AFTER SKILLS

WHAT CANDIDATES WANT IN A JOB

JOB SWITCHERS

By companies hiring these professionals over the past year

Percent (%) indicates how important the attribute is to these candidates

7%
7%

ManagementExcellent compensation & benefits  

Excellent compensation & benefits

 
 

68%

Team ManagementGood work/life balance   7% of Information Technology And Services industry professionals in The United

Good work/life balance

 

7% of Information Technology And Services industry professionals in The United Arab Emirates changed companies in the past year

 

53%

 

Business DevelopmentStrong career path  

Strong career path

 
 

51%

 

Project ManagementA company with a long-term strategic vision  

A company with a long-term strategic vision

 

Pre-sales  41%  

 

41%

 

Challenging Work

 
   

41%

The United Arab Emirates Average (all

   

HOW THESE PROFESSIONALS ENGAGE WITH LINKEDIN

TOP INFLUENCERS

based on popularity

MOST FOLLOWED COMPANIES

by company size group

   

Under 500 employees

500-9,999 employees

10,000+ employees

Mohammed Al

 
Mohammed Al  
Mohammed Al  
Mohammed Al  
Mohammed Al  
Mohammed Al  
Mohammed Al  
Mohammed Al  
Mohammed Al  
Mohammed Al  

GergawiRashid Al HH Sheikh Mohammed Bin Noura Al Kaabi Mark V. Hurd

Rashid AlGergawi HH Sheikh Mohammed Bin Noura Al Kaabi Mark V. Hurd

HH Sheikh

Mohammed Bin

Noura Al KaabiGergawi Rashid Al HH Sheikh Mohammed Bin Mark V. Hurd

Mark V. HurdGergawi Rashid Al HH Sheikh Mohammed Bin Noura Al Kaabi

Maktoum

Fadi GhandourMaktoum

Saeed AlMuntafiq

Muntafiq

POPULAR CONTENT TOPICS

clicks+likes+comments+shares

POPULAR GROUPS

by volume

Social Media Marketing

 

Business Intelligence

1
1

Dubai Recruitment

   
   
 
2
2

Cloud Computing

 

Confidence Building

Dubai Jobs & Careers | UAE | Middle East [Biggest Group]

   
    3 Gulf Recruitment
3
3

Gulf Recruitment

Sap

Internal Communications

   
4
4
 
  Software & Technology (#1 in Jobs, HR, Managers, Clou…

Software & Technology (#1 in Jobs, HR, Managers, Clou…

Employee Engagement

 

Saas

5
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

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The Middle East Recruiter Magazine
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ASSOCIATED PARTNER The Professional Body of Recruiters & HR
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The Professional Body of Recruiters & HR

Want to feature your UAE / Middle East Recruitment Agency in the next issue of RecruiterME?

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Reaching out to the biggest Recruitment network in the Middle East.

BREAKDOWN OF READERS :

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HR Managers HR Directors In-house Recruiters Talent Acquisition teams and more

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WE ARE THE ONLY RECRUITER MAGAZINE FOR THE UAE AND MIDDLE EAST RECRUITMENT INDUSTRY

WHAT THE UAE RECRUITERS ARE THINKING We polled 100 Recruiters in Dubai. Questions ranging from
WHAT THE UAE RECRUITERS ARE THINKING We polled 100 Recruiters in Dubai. Questions ranging from
WHAT THE UAE RECRUITERS ARE THINKING We polled 100 Recruiters in Dubai. Questions ranging from
WHAT THE UAE RECRUITERS ARE THINKING We polled 100 Recruiters in Dubai. Questions ranging from
WHAT THE UAE RECRUITERS ARE THINKING We polled 100 Recruiters in Dubai. Questions ranging from
WHAT THE UAE RECRUITERS ARE THINKING We polled 100 Recruiters in Dubai. Questions ranging from

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.

who would consider new recruitment roles in 2016 & 2017. Would you consider a new recruitment
Would you consider a new recruitment agency consultant / manager role in 2016 ? NO
Would you consider a new recruitment agency
consultant / manager role in 2016 ?
NO
YES
Answers
Responses
YES
62.5%
NO
37.5%
www.recruiterme.ae
The Middle East Recruiter Magazine

OVER 60% WILL MOVE TO A NEW ROLE.

Over 60% of recruiters in UAE would consider looking for a new recruitment role.

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.

www.bullhorn.com

recruitment are willing to still pay above the odds to get the strongest recruiters on-board. www.bullhorn.com
35% of the Recruiters we polled are billing under 700,000 AED Billings for 2015 (Jan
35% of the Recruiters we polled are billing under 700,000 AED Billings for 2015 (Jan

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
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
601K - 800K AED

801K - 1m 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!

positive impact for recruitment in the region. Roll on 2017! The Middle East Recruiter Magazine www.recruiterme.ae

The Middle East Recruiter Magazine

impact for recruitment in the region. Roll on 2017! The Middle East Recruiter Magazine www.recruiterme.ae www.bullhorn.com

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impact for recruitment in the region. Roll on 2017! The Middle East Recruiter Magazine www.recruiterme.ae www.bullhorn.com

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

current salaries in AED per month 40,001 upwards AED p/m 30,001 - 40,000 AED p/m 16,000

30,001 - 40,000 AED p/m

16,000 - 18,000 AED p/m

AED p/m 30,001 - 40,000 AED p/m 16,000 - 18,000 AED p/m 25,001 - 30,000 AED

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%

- 40,000 AED p/m 6.52% 40,000 AED upwards 13.04% The Middle East Recruiter Magazine www.recruiterme.ae

The Middle East Recruiter Magazine

AED p/m 6.52% 40,000 AED upwards 13.04% The Middle East Recruiter Magazine www.recruiterme.ae www.bullhorn.com

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AED p/m 6.52% 40,000 AED upwards 13.04% The Middle East Recruiter Magazine www.recruiterme.ae www.bullhorn.com
The Middle East Recruiter Magazine THE UAE RECRUITER SALARY SURVEY The Middle East Recruiter Magazine
The Middle East Recruiter Magazine THE UAE RECRUITER SALARY SURVEY The Middle East Recruiter Magazine
The Middle East Recruiter Magazine
The Middle East Recruiter Magazine

THE UAE RECRUITER

SALARY SURVEY

East Recruiter Magazine THE UAE RECRUITER SALARY SURVEY The Middle East Recruiter Magazine www.recruiterme.ae

The Middle East Recruiter Magazine

Recruiter Magazine THE UAE RECRUITER SALARY SURVEY The Middle East Recruiter Magazine www.recruiterme.ae www.bullhorn.com

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Recruiter Magazine THE UAE RECRUITER SALARY SURVEY The Middle East Recruiter Magazine www.recruiterme.ae www.bullhorn.com
The Middle East Recruiter Magazine The following are generic salary guidelines gathered from MNC, SME’s
The Middle East Recruiter Magazine The following are generic salary guidelines gathered from MNC, SME’s
The Middle East Recruiter Magazine
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

26,000 – 35,000 aed per month + Comm’s r2r@recruitme.ae The Middle East Recruiter Magazine www.recruiterme.ae

The Middle East Recruiter Magazine

month + Comm’s r2r@recruitme.ae The Middle East Recruiter Magazine www.recruiterme.ae www.recruitme.ae www.bullhorn.com

www.recruiterme.ae

www.recruitme.ae

www.bullhorn.com

month + Comm’s r2r@recruitme.ae The Middle East Recruiter Magazine www.recruiterme.ae www.recruitme.ae www.bullhorn.com
The Middle East Recruiter Magazine The following are generic salary guidelines gathered from MNC, SME’s
The Middle East Recruiter Magazine The following are generic salary guidelines gathered from MNC, SME’s
The Middle East Recruiter Magazine
The Middle East Recruiter Magazine
The following are generic salary guidelines gathered from MNC, SME’s and Boutique Recruitment Agencies within
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
+ Office Comm’s + full family benefits / Visa + Schooling r2r@recruitme.ae www.recruitme.ae The Middle East
+ Office Comm’s + full family benefits / Visa + Schooling r2r@recruitme.ae www.recruitme.ae The Middle East

r2r@recruitme.ae

www.recruitme.ae

/ Visa + Schooling r2r@recruitme.ae www.recruitme.ae The Middle East Recruiter Magazine www.recruiterme.ae

The Middle East Recruiter Magazine

Visa + Schooling r2r@recruitme.ae www.recruitme.ae The Middle East Recruiter Magazine www.recruiterme.ae www.bullhorn.com

www.recruiterme.ae

www.bullhorn.com

Visa + Schooling r2r@recruitme.ae www.recruitme.ae The Middle East Recruiter Magazine www.recruiterme.ae www.bullhorn.com
making a difference Guy Source is the founder and managing director of Source Human Capital.
making a difference Guy Source is the founder and managing director of Source Human Capital.
making a difference Guy Source is the founder and managing director of Source Human Capital.
making a difference Guy Source is the founder and managing director of Source Human Capital.
making a difference Guy Source is the founder and managing director of Source Human Capital.
making a difference Guy Source is the founder and managing director of Source Human Capital.

making a difference

Guy Source is the founder and managing director of Source Human Capital. Prior to setting up the company, he was a director of Macdonald & Company in the Middle East and has been working internationally as a recruitment and executive search partner for the real estate and built environment sector for the last 15 years.

S ource Human Capital works with

a range of leading real-estate

development companies, investment

holding companies and international professional consultancies who operate in the Middle East. We understand the key to business success: relationships.

We have a wealth of experience in recruiting at every level and work with organisations that invest in their people through human capital development. We connect with

professionals who have aspirations to further their careers with leading employers and clients wanting to attract and retain the best talent for their organisation.

Capital is something you should consider. We seek adventurous and professional recruiters who are looking for a change.

Our aim is to grow a company that will make a real difference in the recruitment sector for the real estate and built environment sectors. One that promises to build lasting professional relationships with our clients on the following basis:

Whether you work from the office, or from home, you need the flexibility of hours that will allow you to balance work and family life. We have the highest expectations of those who work for us, but we are here for you to help you create a career you’ll be proud of.

To completely understand our employers and candidates needs.To act with a high level of integrity and transparency in the way we do

To act with a high level of integrity and transparency in the way we do business with our employers and candidates.To completely understand our employers and candidates needs. To be passionate about what we do and

To be passionate about what we do and exceed our employers and candidates expectationsneeds. To act with a high level of integrity and transparency in the way we do

After all, we have a reputation to uphold. Our consultants have access to the latest

IT, cloud based ATS/CRM platforms and LinkedIn Recruiter professional licences.

We want you to find the employment that matches your career progression plans; gives you and your family the impetus you need to make the most out of what you do; and offers you a move that makes the most out of your potential whilst providing the right

Join our team Career decisions are well-thought-out. They

work life balance.

Join our team Career decisions are well-thought-out. They work life balance.

have to be. A career with Source Human

www.sourcehumancapital.com

be. A career with Source Human www.sourcehumancapital.com The Middle East Recruiter Magazine www.recruiterme.ae

The Middle East Recruiter Magazine

with Source Human www.sourcehumancapital.com The Middle East Recruiter Magazine www.recruiterme.ae www.bullhorn.com

www.recruiterme.ae

www.bullhorn.com

with Source Human www.sourcehumancapital.com The Middle East Recruiter Magazine www.recruiterme.ae www.bullhorn.com

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
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.
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.
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.
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
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.
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’.
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,
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 Sale s Client s T arget s Commission Billings Candidates
KPI’s
Vacancies
Sale s
Client s
T
arget s
Commission
Billings
Candidates

Agency Recruiter

OF A RECRUITER

Pipelinin g Experienc e Candidates Brand Marketing Employer Pooling T alent Sourcing Relationship s Onboarding
Pipelinin g
Experienc e
Candidates
Brand
Marketing
Employer
Pooling
T
alent
Sourcing
Relationship s
Onboarding
Assessing

In-House Recruiter

At Spencer Ogden we specialise in global energy, engineering and, infrastructure recruitment and are looking

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

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

 
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

please contact us : andrew.hesketh@spencer-ogden.com The Middle East Recruiter Magazine www.recruiterme.ae

The Middle East Recruiter Magazine

contact us : andrew.hesketh@spencer-ogden.com The Middle East Recruiter Magazine www.recruiterme.ae www.bullhorn.com

www.recruiterme.ae

www.bullhorn.com

contact us : andrew.hesketh@spencer-ogden.com The Middle East Recruiter Magazine www.recruiterme.ae www.bullhorn.com
The Middle East Recruiter Magazine IT BILLING Snr Rec Con or Manager IT recruitment experience

The Middle East Recruiter Magazine

The Middle East Recruiter Magazine IT BILLING Snr Rec Con or Manager IT recruitment experience essential

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
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
24,000 AED - 32,000 AED per month

r2r@recruitme.ae

Visa, Medical all as standard 24,000 AED - 32,000 AED per month r2r@recruit me .ae www.recruiterme.ae

www.recruiterme.ae

www.bullhorn.com

Visa, Medical all as standard 24,000 AED - 32,000 AED per month r2r@recruit me .ae www.recruiterme.ae

Digital

Recruitment

Consultant

Digital recruitment experience essential

UAE or UK recruiter background essential

Working for the biggest niche recruiter brand

Comm’s, Visa, Medical all as standard - tax free

18,000 AED - 23,000

AED per month + TAX FREE comms

18,000 AED - 23,000 AED per month + TAX FREE comms The Middle East Recruiter Magazine

The Middle East Recruiter Magazine

month + TAX FREE comms The Middle East Recruiter Magazine FM Recruitment Consultant FM / Construction

FM Recruitment Consultant

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

18,000 AED - 23,000 AED per month
18,000 AED - 23,000 AED per month

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

18,000 AED - 30,000 AED per month
18,000 AED - 30,000 AED per month

Construction Recruitment Consultant

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
19,000 AED - 24,000 AED per month

www.recruitme.ae

www.recruiterme.ae

Visa, Medical all as standard 19,000 AED - 24,000 AED per month www.recruit me .ae www.recruiterme.ae

www.bullhorn.com

Visa, Medical all as standard 19,000 AED - 24,000 AED per month www.recruit me .ae www.recruiterme.ae

TIRED OF BREXIT _

Time for a TAX FREE move to the

UAE RECRUITMENT WORLD _

TIRED OF BREXIT _ Time for a TAX FREE move to the UAE RECRUITMENT WORLD _
TIRED OF BREXIT _ Time for a TAX FREE move to the UAE RECRUITMENT WORLD _

craig@recruitme.ae

www.recruitme.ae

AED 1,350 per month* AED 1,550 per month* Kia Picanto - Model 2015 Peugeot 301
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
1.6 litre engine, cruise control,
key less entry, CD / MP3 player,
trunk on keyless
AED 1,799 per month*
AED 2,699 per month*
Peugeot 208 - Model 2016
Kia Sportage - Model 2016
1.6 litre engine, power windows, power mirrors,
automatic transmission, key less entry, CD / MP3
player, AUX, special edition with cruise control
2.4 litre, 16 valve with CVVT engine,
CD / MP3 player, Bluetooth / Aux system
Ground Floor, Lobby Area, Jumeirah Business Centre 1,
Cluster G, Jumeirah Lake Towers, Dubai, UAE
Tel: 04 360 9991
Fax: 04 431 1317
Email: sales@pcr.ae
UAE 2017 To become a sponsor of this UAE first, contact RecruiterME TODAY Special thanks
UAE 2017 To become a sponsor of this UAE first, contact RecruiterME TODAY Special thanks
UAE 2017
To become a sponsor of this UAE
first, contact RecruiterME TODAY
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The Middle East Recruiter Magazine
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The specialists in print and design to the recruitment industry

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