Those who work in the Middle East today are aware of three main employment market issues: nationalisation, an ageing workforce in the oil and gas sectors and an under-qualified junior talent pool.
The common denominator in the three main employment market issues in the Middle East is people. There is a dearth of qualified candidates in relation to the rapid growth of businesses in the region, which means traditional channels for attracting people aren’t useful. This lack of leadership also affects the internal pool of candidates. Look in any major organisation and the lack of leaders prepared to step into more senior leadership roles becomes quite real. The discrepancy between businesses’ growth and the recruitment of qualified candidates will continue to widen unless solutions are swiftly brought to the table.
Talent growth is key
It is the HR practice that must take on these challenges, creating solutions from a renewed focus on graduate training and recruitment to enlarging the female candidate slate. Overcoming the issues surrounding talent in this geographical sector are addressable. There has never been a better time for HR to shape the future of this region and its human capital needs. So how can HR face these challenges head-on? The answer is that HR leaders will need to ‘buy’ and grow talent. Four powerful strategies are outlined here. Combine them all or pick and choose which suit your requirements, and you have a powerful set of game-changing tools.