Jobseekers in the Middle East predominantly experience a sense of being disregarded, according to poll findings.

Jobseekers in the Middle East predominantly experience a sense of being disregarded, according to poll findings.

Job Seekers in the Mideast Frustrated by Slow, Inefficient Hiring Processes

A staggering surge in applications across the Mideast is creating a job market rift between applicants and employers, according to a fresh study by global recruitment firm Robert Walters. With a whopping 84% of applicants admitting their applications are often ignored, it's clear that efficiency is missing from the hiring landscape.

The report reveals that HR departments are struggling to keep up with overwhelming amounts of applications, leading to painful delays. Around half of hiring managers attributed these delays to unmanageable applicant numbers. To make matters worse, many applicants fail to meet basic job criteria, adding further inefficiencies in the screening process.

Jason Grundy, managing director at Robert Walters Middle East, emphasized the consequences of this mass application dilemma. He stated that inundating employers with an excess of unsuitable applications is hindering their ability to identify promising candidates. The most common reason for rejection? 44% of hiring managers pointed to the lack of relevant experience, making skill development an urgent priority.

Things get more complicated with the rise of "ghosting," where candidates abandon the recruitment process midway. The report suggests that cumbersome, impersonal application procedures might be the root cause, with 62% of candidates expressing disdain for time-consuming applications. To counteract this, Grundy suggests that companies focus on clear, consistent communication and an engaging recruitment experience.

Now, let's highlight a few clever strategies for employers to tackle these challenges, while maintaining efficiency and fostering human connections.

Boosting Efficiency and Human Connection

1. Smart Applications: Leverage digital platforms and AI-powered filtering tools to process voluminous applications swiftly, ensuring each candidate gets the attention they deserve.
2. ** job Descriptions Clarity**: Create crystal-clear job descriptions that accurately lay out job requirements, thus filtering out unqualified applicants and improving the chances for excellent matches.
3. Cultural Empathy: Cultural sensitivity training for recruitment teams helps build stronger connections with diverse candidates, fostering a more inclusive hiring process.
4. Employer Identity: Develop a robust employer brand that resonates with local values and traditions, making your company more appealing to the talent pool.

Building Up Relevant Experience

1. Skills Training: Engage in in-house training programs for new employees and existing staff to boost their skills and match job requirements.
2. Educational Partnerships: Collaborate with local educational institutions to create training programs that align with industry needs.
3. Internships and Mentorships: Offer internships and mentorships to provide hands-on experience and guidance, cultivating relevant skills in jobseekers.
4. Apprenticeships: Implement apprenticeships that blend theoretical learning with practical workplace experience, preparing candidates for successful careers.

Curbing Ghosting

1. Quick Communication: Adopt reliable communication methods to keep candidates updated on their application status and provide immediate feedback whenever necessary.
2. Candidate Feedback Collection: Gather feedback from candidates about their hiring experience to identify bottlenecks in the process and make improvements.
3. Engagement Opportunities: Engage candidates through methods like regular check-ins, company updates, and social media interaction to keep them interested in your company.

Using Technology and Partnerships

1. All-in-One Platforms: Utilize global platforms like Oyster for streamlined hiring, facilitating compliant contracts and local benefits.
2. Recruitment Agencies: Partner with recruitment agencies specializing in the Mideast market to tap into their extensive networks and market insights.
3. Employer of Record Services: Consider using Employer of Record (EOR) services to handle legal and administrative aspects of hiring, ensuring compliance and smoother processes in different countries.

As the job market evolves, both candidates and employers must stay adaptable - striking a balance between efficiency, relevance, and human connection in the highly competitive hiring landscape.

Sources:1. Flexible Work Arrangements in the Middle East2. Oyster Global Hiring Platform3. Are Employers in the Middle East Ready for Remote Work?4. Employer of Record Services Explained5. Specialized Recruitment Agencies in the Middle East

1. To address the efficiency issues in the hiring process, employers in the Mideast could invest in artificial intelligence and digital platforms to efficiently process multiple applications and provide a personalized, engaging recruitment experience.
2. The future of careers in the Mideast relies heavily on introducing clear, accurate job descriptions that help filter out unqualified applicants, improving the chances of finding suitable candidates.
3. In an era where the competition for talent is fierce, companies must prioritize cultural sensitivity training for their recruitment teams to promote inclusivity and forge stronger connections with diverse candidates.
4. To combat the problem of ghosting and improve the overall hiring process, employers should focus on implementing swift and effective communication methods and gathering feedback from candidates to identify opportunities for improvement.
5. As the Mideast job market adapts to the rapid advancements in technology, companies are urged to collaborate with global platforms, recruitment agencies, and Employer of Record services to leverage specialized tools and resources that facilitate compliant hiring and streamline processes across various regions.

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