© 2016 Davega / R. Ulmena
The United Arab Emirates, a country that was formed by the federation of seven monarchical Emirates, has been a rising star in the international business world for some time. Located on the southeastern tip of the oil-rich Arabian Peninsula, its reserves of petroleum are the seventh largest in the world—its natural gas reserves are the seventeenth largest—but its economy has been increasingly oriented towards diversification and development in a wide number of sectors in recent years.
Diversification in the UAE began in the 1970’s with the construction of Dubai’s port, and has continued into the modern day with the development of the country’s extensive wealth of luxurious hotels, high-end shopping, and stunning attractions, especially in Dubai and Abu Dhabi, who also boast successful state-owned airlines. Sharjah, as well, has been making great strides in diversifying its economy in recent years, with the establishment of many small and medium sized manufacturing companies.
Today, the UAE functions as a kind of global nexus for the MENA region, directing and funneling investments, dispersing travelers, and becoming a virtual repository of diverse, global talent. People from all over the world have moved to the UAE to work, with the great majority of them settling in Dubai and Abu Dhabi. It has variously been reported that of the UAE’s 9.2 million residents, 7.8 million are expatriates, and that expats outnumber native Emirates nine-to-one. Whatever the case, the UAE has proven to be successful at attracting the workers it needs in order to enact its ambitious development plans.
In a 2014 survey by LinkedIn, the business-oriented social media network found that the UAE attracted the most foreign talent of any country between November 2012 and November 2013, growing its workforce by 1.3% through the addition of foreign workers during that time frame, with most of them working in construction, architecture, and engineering.
But recruiting on a global scale can be a very challenging undertaking, and the pitfalls of endless searches, amassing huge pools of candidates to sort through, and cost overruns are always lurking. That’s why many companies turn to Recruitment Process Outsourcing (RPO) firms to manage their recruiting, even in cases where candidate pools can be collected domestically. But when it comes to the specific challenges in recruiting on a global scale for clients in the UAE, it takes true expertise to land excellent hires quickly and efficiently. The leader at doing just this is Recruits Management Consulting.
Speed, Efficiency, and Quality Recruiting in the UAE
Recruits Management Consultancy has established itself as a leader in the RPO industry in the UAE and beyond thanks to the consistent quality of its results. The company has two offices in the United Arab Emirates, including a branch in Sharjah and its headquarters in Deira, the central commercial district in Dubai. It additionally operates an office out of Bangalore, India. While many of the workers that come to the UAE work in the fields of architecture or engineering, the fact is that virtually every industry and sector is present in the country, and Recruits Management Consultancy excels at landing hires in all of them. Its executives are well-versed in the needs of multiple industries, attaining expertise over years of experience and training. © 2016 Davega / R. Ulmena
RMC excels at several different kinds of recruitment efforts, including executive searches, landing specialized and highly skilled workers, support-role workers, and hiring in volume for large expansion projects. Its process begins with gaining a deep understanding of the client’s needs in their candidate search and how they would like to go about searching for, and ultimately, hiring new workers.
Working with the client, RMC determines how large of a candidate pool is needed, what qualifications they are looking for, how experienced the candidates should be (recent graduates are often more willing to relocate, yet will often need additional training), and what the timeframe for filling the positions will be. Once the parameters are set, RCM gathers qualified candidates and presents them to the hiring manager at the client-company, who decides whether or not to interview, and, ultimately, make a hire.
Competition for highly skilled workers has become fierce around the world, meaning being creative in the recruitment process, and treating candidates well, is essential to gaining an edge, both in landing preferred candidates and being the RPO of choice. Recruits Management Consulting has kept its edge through its dedication to the process of Continuous Improvement.
In order to make improvements and drive innovation in its work, RMC treats its recruitment process much like a high-tech manufacturer would treat its assembly line. Making improvements depends on establishing statistical controls and key metrics in order to evaluate its results, and RMC analyzes metrics in two areas: speed and efficiency, and quality of candidates.
The advantages of improving in speed and efficiency and presenting higher quality candidates are numerous, and apply to every stakeholder in the process. Unfilled positions are notoriously costly for companies, as other workers must take up the slack and business processes are thrown into disarray. The faster a position can be filled with a perfect candidate, the better. Increasing the speed of hires or non-hires also appeals to candidates, who often feel burnt by recruiting firms that hold their candidacy in limbo for too long, putting their careers and life plans on hold.
RMC’s baseline for performance is unusually high in the industry. It has implemented industry best practices and methods, such as keeping the candidate pool for less senior or support-role workers smaller, as the likelihood of finding a qualified candidate in a smaller group is higher than with highly-specialized, skilled, or senior positions, which increases both speed/efficiency metrics and quality measures. Its baseline for presenting the hiring manager with a qualified slate of candidates is 10-14 days, and its target for getting feedback from the hiring manager is 3 days. For quality of candidates metrics, RMC aims to have 3 out of 4 of the candidates it presents to hiring managers selected for interviews, and 1 out of 3 candidates interviewed hired for a position.
For its dedication to the principle of quality management, its statistical process control and analysis of key metrics, its facilitation of its country’s economic growth and development, and its lengthy track record of success in the recruitment process outsourcing industry, Recruits Management Consultancy has been selected to receive the BID International Star for Quality, one of the world’s most prestigious recognitions of organizational excellence and quality.
ABOUT BID AND THE INTERNATIONAL STAR AWARD FOR QUALITY:
BID is a private and independent organization founded in 1984, whose primary activity is business communication orientated towards quality, excellence and innovation in management. A leader in the broadcasting of Quality Culture, BID recognizes those companies and organizations which lead the most important activities in the business world, and is considered the founding organization in the broadcasting of the Culture of Quality, Excellence and Innovation in 179 countries. The trophy symbolizes a pledge to the principles of Quality Culture. The QC100 Total Quality Management Model, together with the Quality Mix program, media coverage of the convention and its impact on the community and business sector, create an unmatched platform for continuous improvement within the organization and awareness of the achievements of the company at an international level. Awards are given only to those who are committed to improving their Quality Culture based on the principles of the QC100 Total Quality Management Model. Candidates are proposed by the leaders of previously awarded companies who they consider worthy of the award. Especially meritorious candidates may also be nominated. The International BID Quality Award Selection Committee then chooses the winning companies who will receive the award in New York, Paris, Geneva, Frankfurt, Madrid and London.