3 Things to Know about the Talent Gap in the UAE, KSA and Qatar
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LinkedIn ran a research in partnership with TNS Middle East to identify where the talent gap resides in the UAE, KSA and Qatar and what employers and professionals can do to bridge this gap. Find out more about the study here: http://bit.ly/1M13pEW
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3 Things to Know about the Talent Gap in the UAE, KSA and Qatar
- 1. THE TALENT GAP REPORT Revealing the differences between what employers want and what professionals are looking for in the UAE, KSA and Qatar
- 2. Recruiting Landscape The Labor Market & Nationalization Skills Analysis LinkedIn’s Recommendation What we will cover today About the study
- 3. WHY?
- 5. U.S. Skills Gap 8M Unemployed 4M Open High- Skill Jobs
- 6. Youth unemployment: 337M 0 20 40 60 80 100 South Asia Latin America OECDMiddle East & north Africa Sub-Saharan Africa East Asia & Pacific Inactive Unemployed Europe & Central Asia Source: OECD; World Bank; The Economist % of total youth population 31.1% 18.4% 21.6% 40.6% 15.2% 23.2% 24.4%
- 7. How can we bridge the gap?
- 8. About the survey 300 talent acquisition leaders 1,500 professionals
- 9. PROFILE OF THE PROFESSIONALS WE SURVEYED 33 29 38 48 17 35 44 15 41 Arab Expat Non- Arab expat Citizen Qatar KSA UAE 29 25 25 21 14 17 32 37 13 20 32 31 Unemployed Currently working but looking for a new opportunity (active candidates) Currently working and happy at their role but open to new opportunities (passive candidates) Currently working and not looking for new opportunities Qatar KSA UAE NATIONALITY (%) CURRENT EMPLOYMENT STATUS (%) Base: UAE (n=500), KSA (n=500), Qatar (n=500) AGE (%) 22 55 17 5 16 52 22 9 18 52 20 10 18-24 25-34 35-44 45+ UAE KSA Qatar
- 10. PROFILE OF THE TALENT ACQUISITION LEADERS WE SURVEYED INDUSTRY REPRESENTATION (%) COMPANY SIZE (%) 1 4 5 5 5 5 5 8 9 10 10 10 11 15 5 4 6 5 5 8 6 5 10 10 9 9 3 7 3 6 5 3 5 2 5 6 12 10 11 10 10 11 UAE KSA QATAR 32 38 30 31 40 28 30 41 22 500+ 101-500 1-100 QATAR KSA UAE Base: UAE (n=103), KSA (n=100), Qatar (n=100)
- 12. UAE EMPLOYERS MAINLY USE RECRUITMENT AGENCIES TO ADVERTISE THEIR OPENINGS 70 65 44 Recruitment Agency Company Website Word of Mouth MOST USED RECRUITMENT PLATFORM (%) 7 7 10 15 17 15 28 Spread the word among my friends and acquaintances Search the newspapers/magazines for suitable job vacancies Submit my CV/Resume to a recruitment agency Search the internet for suitable job vacancies Post my CV/Resume on an online recruitment site (e.g. Bayt, MonsterGulf, etc.) Send my CV/Resume to potential employers where I would like to work Update/Share my profile on a professional social network (e.g. LinkedIn) ACTIONS TAKEN BY PROFESSIONALS (%) VS.
- 13. COMPANIES IN SAUDI ARE SLOWLY MOVING TOWARDS ONLINE RECRUITING BUT SOCIAL NETWORKS ARE YET TO BE TAPPED 68 62 53 Company's Website Newspapers/Magazines Online Career Website MOST USED RECRUITMENT PLATFORMS (%) 6 10 10 14 16 18 25 Search the newspapers/magazines for suitable job vacancies Spread the word among my friends and acquaintances Submit my CV/Resume to a recruitment agency Send my CV/Resume to potential employers where I would like to work Search the internet for suitable job vacancies Post my CV/Resume on an online recruitment site (e.g. Bayt, MonsterGulf, etc.) Update/Share my profile on a professional social network (e.g. LinkedIn) ACTIONS TAKEN BY PROFESSIONALS (%) VS.
- 14. EMPLOYERS IN QATAR MAINLY USE THEIR COMPANY WEBSITE FOR RECRUITING 75 66 53 Company's Website Newspapers/Magazines Online Career Website MOST USED RECRUITMENT PLATFORMS (%) 6 9 11 12 15 16 31 Spread the word among my friends and acquaintances Search the newspapers/magazines for suitable job vacancies Search the internet for suitable job vacancies Submit my CV/Resume to a recruitment agency Post my CV/Resume on an online recruitment site (e.g. Bayt, MonsterGulf, etc.) Send my CV/Resume to potential employers where I would like to work Update/Share my profile on a professional social network (e.g. LinkedIn) ACTIONS TAKEN BY PROFESSIONALS (%) VS.
- 15. CONCLUSION AND RECOMMENDATIONS 1. Overall, there’s a mismatch between where professionals are looking for opportunities and the channels employers are using. 2. Companies should move to an online approach to recruiting to reach candidates 3. From online career websites to social networks, it is important to deliver one consistent message to candidates throughout the recruiting process. “Some companies do not have the necessary skills in the areas of social media, mobile, internal social networks, process automation and performance monitoring and analysis and should invest more in development of digital skills.” Abdel Wahed, Emirates Insurance Company ,,
- 17. EMPLOYERS’ PERCEPTION OF THE LABOR MARKET 100 100 96 97 97 96 52 57 72 57 62 55 39 23 56 60 45 57 61 48 22 There is a shortage of talent in the labor market It is fairly hard to find candidates who possess all the required skills and qualifications needed for a particular job vacancy The shortage of talent in the labor market leads to fierce competition among employers to hire them In general, it takes a lot of time and cost to fill vacancies in my organization In general, suitable citizens/nationals are more difficult to find than suitable expats who fit our vacant job requirements My organization has been negatively impacted by the shortage of talent Sometimes, my organization lowers its requirements in order to fill a role EMPLOYERS WHO AGREE WITH STATEMENT (%) Qatar KSA UAE
- 18. PROFESSIONALS’ PERCEPTION OF THE LABOR MARKET 82 78 75 72 69 75 75 68 57 62 81 82 77 50 66 There are many people who work at jobs that do not fit with their skills and qualifications There is an oversupply of job seekers in the country Online job networks are the most effective means to find suitable jobs I would take a job that does not fit perfectly my skills and qualifications if the offered package is good Online job networks are my preferred means to find suitable jobs PROFESSIONALS WHO AGREE WITH STATEMENT (%) Qatar KSA UAE
- 19. UAE & QATAR EMPLOYERS ARE NOT PROACTIVELY TARGETING NATIONALS WHILE SAUDI EMPLOYERS ARE TAKING MORE ACTION IMPLEMENTING NATIONALIZATION 28% 72% 80% 20% Target National Citizens Do not target National Citizens 53% 47%
- 20. 2 THINGS YOU CAN DO TODAY OPTIMIZING YOUR JOBS 1. Use the right keywords in job titles to ensure better targeting. 2. Post all your openings online for better visibility and higher reach. 3. Ask your employees to share your openings with their network. Remember, talent attracts talent. IMPROVING THE CANDIDATE EXPERIENCE 1. Communicate with candidates throughout the journey in a consistent way. 2. Clarify the job requirements from the start of the process to avoid any surprises. 3. Align your strategy with your hiring managers in order to communicate the same message across the organization.
- 21. *Source:Adapt to Survive, PWC, 2014 63% of CEOs worldwide say that availability of skills is a primary concern*
- 22. RELEVANT TECHNICAL EXPERTISE AND MULTICULTURAL EXPERIENCE ARE IMPORTANT SKILLS FOR UAE EMPLOYERS 98 97 74 99 98 100 94 97 96 85 100 98 75 90 78 73 85 88 89 82 89 89 86 83 86 88 IMPORTANCE OF SKILLS IN THE UAE: EMPLOYERS VS. PROFESSIONALS (%) Employers Professionals
- 23. HAVING TECHNICAL EXPERTISE IS AN IMPORTANT SKILL FOR EMPLOYERS IN SAUDI WHEN LOOKING FOR TALENT 77 83 77 65 74 73 62 74 67 76 78 69 71 78 75 84 70 85 80 78 82 87 85 73 80 76 IMPORTANCE OF SKILLS IN KSA: EMPLOYERS VS. PROFESSIONALS (%) Employers Professionals
- 24. HAVING A MULTICULTURAL EXPERIENCE AND CREATIVITY ARE IMPORTANT SKILLS FOR EMPLOYERS IN QATAR 94 86 81 89 88 88 85 92 79 92 91 89 90 85 74 65 80 87 86 88 88 85 84 84 91 87 IMPORTANCE OF SKILLS IN QATAR: EMPLOYERS VS. PROFESSIONALS (%) Employers Professionals
- 26. INVEST IN YOUR EMPLOYER BRAND SOURCE & PLAN YOUR HIRING ADVERTISE YOUR JOBS 3 THINGS YOU CAN START DOING NOW ON LINKEDIN
- 27. THE TALENT GAP REPORT Download full report lnkd.in/talentgapreport
Editor's Notes
- Good morning everyone, and welcome to this 30 minutes webcast on the talent gap analysis in the UAE, Saudi Arabia and Qatar
- Today we will cover the objective of the study we ran and how it was done and then we’ll dig into the results of the study from the recruiting landscape, to the labor market perception and approach to nationalisation, analysing the skills…
- Before we go ahead and discuss the results of the study, I wanted to share with you the reason behind it and why we decided to work on this report
- As you all know, there’s a law of supply and demand in any market. Same applies to the job market. The more jobs are created, the more candidates there are to fill them. Right? Wrong. Today, that balance isnt quite there yet.
- If you look at the skills gap only in the US, there are over eight million Americans who are unemployed, but four million jobs are unfilled. And that’s only in the US. This means that the jobs available don’t match the skills that professionals are offering today
- another interesting number if the youth unemployment rate in 2014. There are over 337 M young professionals today that are unemployment, and if you look at MENA, this represents 40% of the population, so quite a significant number compared to global numbers
- So we wanted to understand what were the approaches that were taken by employers and by professionals in MENA so we could find where the gap is and what are some of the things that employers can do today to bridge that gap
- In October 2014, we partnered with TNS Middle East to run this survey in 3 key countries in the GCC: the UAE, KSA and Qatar. The research was a mix of quantitative and qualitative questions In each country, we interviewed 100 talent acquisition leaders face to face and 500 professionals through an online survey.
- Looking at the profiles of professionals we surveyed, the majority were citizens and arab expats aged 25-34. We also looked at their current employment status to understand if they were passive or active candidates or unemployed.
- On the employers side, we covered all industries from FMCG to retail and focused on medium and large enterprises. So that’s a bit about the audience we targeted. Now let’s dig into the interesting stuff, the results of the survey
- With the recruitment landscape evolving constantly, we wanted to know what platforms employers were using to find candidates and what platforms professionals were using to look for new opportunities. And we wanted to see if there’s a match there. I’ll be going into each country separately since the results were not the same across all 3
- First up is the UAE, if we look into the recruitment platforms that employers use to post job openings, 70% of employers in the UAE rely on recruitment agencies to announce openings in their organization. But when we look at what professionals are doing when looking for a new opportunity in the UAE, the first thing that comes ups is updating their profiles on professional social networks such as LinkedIn followed by sending their resume to employers and posting their resume online. SO there’s clearly a gap between the platforms used by employers and the ones used by professionals
- Now moving to Saudi, it’s interesting to see that employers are using online more such as their company’s website but newspapers and magazines are still at the top of the list. Again, the first thing that professionals are doing once they’ve worked on their CV is updating their profile on LinkedIn. There’s a missed opportunity for employers to reach candidates
- And finally, looking at Qatar, we see that 75% of employers are using their website to announce openings, followed by newspapers and then the online career website. However, the first thing that professionals in Qatar do when looking for a new opportunity is update their profiles on professional social networks such as LinkedIn
- So overall, there’s clearly a gap between where talent is looking for opportunities and where employers are posting their openings. If you’re an employer in Qatar, UAE or Saudi, you’re going to want to be where your candidates are, and that is on social networks.
- Next up, we wanted to look at the perception of the labor market from a candidate’s perspective and an employer’s perspective
- We found that across the UAE, KSA and Qatar, the majority of employers agree that it’s hard to find the right talent in their markets. They also agree that the process takes a lot of time and is quite expensive. An important thing to note here is that employers are still not compromising on the quality of a hire or the requirements of the role just to fill it, which is a good and healthy sign for the job market.
- We asked the same question to professionals, and actually the results were not in line with what employers were mentioning in most cases. For example, professionals believe that there are many people who work at jobs that do not fit their skills and qualifications. Another interesting thing to note is that more than half of professionals in Qatar and KSA will be willing to take a job that doesn’t fit their skills if the package offered is good, and that number climbs to 70% in the case of the UAE. This is something that employers should look out for when in the recruitment process: hiring someone for the wrong reasons can impact that person’s performance and results in the long run, so it’s very important to ensure that the package isn't the only motivation for someone to join your organisation, they should want to work with you, and not the other way around!
- In this section, we also wanted to look at the approach that companies have towards the nationalisation initiative. The results show that 72% of employers in the UAE are not targeting nationals proactively. In Qatar, the situation is a bit better, but majority of employers still don’t target nationals. Only in Saudi we can see that employers are proactively targeting nationals in their hiring strategy. There could be 2 reasons behind the results in the UAE and Qatar: First could be that they’re just not finding the right candidates. It’s easy to place someone in a role, but it’s not easy to place the right person in a role. It can be challenging to find someone that fits the skills required, the company culture AND is a national. Second could be that they’re not looking in the right places. When we asked nationals what platforms they used to find new opportunities, social professional networks came in first. This is a perfect opportunity for employers to reach the right people, that might not be looking for a job, but could be interested in their offer.
- So what does this mean for you as an employer. Well there are 2 things that we recommend you do today, based on the answers we received from candidates. First thing would be optimizing your jobs: whether you’re posting them on your website, a job board or LinkedIn, there are a couple of things that you can do to make sure that you reach the right people - start with using the right keywords. This is called SEO or search engine optimisation. Basically the more keywords you use in your job description that are related to the skills your looking for, the more candiates are likely to find you. For example, if you’re looking for a sales manager, you want to make sure that you’re using words like ‘people’ ‘managing’ ‘team work’ ‘collaboration’ ‘feedback’ and obviously ‘commercial’ and ‘sales’ - second, and hopefully all of you are already doing this, but posting all your openings online is crucial. On LinkedIn you could also sponsor your job to be more visible to passive candidates finally, leverage your employees and ask them to share the openings you publish online. Talent attracts talent, your employees can be your gateway to a pool of talent that you might have not been able to reach another important element to look out for is the candidate experience. We recently launched the talent trends playbook which looks at what professionals are looking for in a job, what type of experience they prefer in the interview stage and how or why they take a decision at the end of the process. So a couple of things that were pointed out from our research are: Staying consistent throughout the journey – communicating with them and keeping them updated on the status of their application is important Clarifying the job requirements from the start to avoid any surprises and And aligning with the hiring managers to make sure you’re always giving out the same message to candidates.
- Moving on, the final chapter of the survey was about the skills that employers perceive as important and the ones employees perceive as important. A recent study that we ran with PWC showed that 63% of CEOs worldwide say that availability of skills is a primary concern*. We all know that there’s a big gap between the skills candidates are offering and the ones employers are looking for. And this situation doesn’t only apply to MENA but to all countries, from America to Asia. So we wanted to get more insights into the interpersonal skills that are considered important for both parties and identify where the gap lies
- So let’s have a look at the UAE This graph shows the importance of different types of interpersonal skills from an employers and candidates perspective, and the gap between both So if we look at what employers consider to be important, Having a multicultural experience and relevant technical expertise are skills that are important for employers but that candidates don’t perceive as important. On the other hand, having strong analytical, interpersonal and communications skills are important skills for professionals in the UAE and are skills that employers don’t pay much attention to.
- Looking at Saudi arabia, Having relevant technical expertise is something that PROFESSIONALS should LOOK OUT FOR as it was indicated as an important one for employers. And WHAT SHOULD EMPLOYERS LOOK OUT FOR? Well they should look for candidates that are developing their educational background and that have experience in the field as these are 2 skills that candidates perceive as important
- In qatar, employers consider that Having a creative approach and being open to other cultures are important skills to have. So this is something that professionals should look out for. Employers on the other hand should look out for skills such as time management and being fluent in English and Arabic as these are important to have for professionals in Qatar .
- I’ll conclude with a couple of recommendations as to what you can start doing on LinkedIn, a platform you can no longer afford to be missing out since professionals are have indicated it as the #1 place they go to when looking for opportunities. On LinkedIn you will have the ability to reach a wider talent pool and build your employer brand to attract, retain and hire the best talent through 3 main solutions
- One is having a Career Page on LinkedIn. This will help position your company as a great place to work. By showcasing employees testimonials and engaging with your audience with regular updates, you’ll build a strong follower base and, before you know it, talent will come knocking at your door. Second is proactively looking for candidates through the recruiter tool. Targeting the right people at the right time and building a talent pipeline will reduce your time-to-hire and turnover rate. And finally, and we touched on this previously is publishing your jobs on LinkedIn. This will increase your reach to potential candidates and the algorithm on the platform will only expose your job to members that would fit the role based on their LinkedIn profile and experience.
- With this, we’ve covered the key takeaways of the talent gap report and if you’d like more details about the results, you can download the full report on the link you see on the screen I hope these were useful for you and will help you build your hiring strategy for the second half of the year. Thank you for listening and happy hiring.