Emiratisation is a pivotal initiative for integrating more citizens into the UAE's private and public sectors.
This is not merely about fulfilling a mandate – the focus is on shaping the future of the nation's workforce and economic prosperity.
Companies must adopt proactive and strategic approaches to attract and secure top Emirati talent.
With a substantial pool of qualified local candidates available, the task at hand is to identify and hire the best fit for each role.
Companies need to introduce robust plans to avoid the pitfalls of superficial Emiratisation efforts.
They must prioritise building a strong hiring strategy to align with the UAE’s goals. This involves several critical steps:
1. Assemble a skilled talent acquisition team
Companies should invest in training and developing their HR professionals to understand the nuances of the local job market, including where to find qualified Emiratis.
This team can be internal or formed through collaboration with external agencies that specialise in recruiting Emirati talent.
2. Define job requirements clearly
Clearly defining the skill sets, qualifications and competencies required for each role helps craft precise job descriptions that attract the right candidates.
Understanding what the company needs ensures that the recruitment team can match these requirements with the available local talent pool.
3. Leverage a number of recruitment channels
Companies can use various recruitment channels to attract a diverse and qualified pool of local talent. This multifaceted approach ensures that they reach candidates through several touchpoints, such as local job fairs, university career centres, online job portals and professional networks specific to Emiratis, increasing the chances of finding the best fit for their roles.
A recent survey for the second Making Emiratisation A Success Guidebook 2024 revealed that more than 77 per cent of UAE citizens use Nafis for job searching, with 56.6 per cent finding it helpful in their career progression.
Engaging with educational institutions can also be a strategic move to identify fresh talent early in their careers.
4. Competitive salary bands
Offering transparent and realistic salary expectations can further help attract and retain top talent, while regular benchmarking against industry standards ensures competitive compensation packages.
5. Cultural fit and long-term potential
Beyond qualifications and skills, cultural fit is crucial in hiring. Ensuring candidates align with company values and vision fosters a more harmonious and productive work environment.
Sixty-two per cent of Emirati employees prioritise a harmonious work-life balance, 59 per cent value job security and 58 per cent seek career growth opportunities, according to a survey conducted by TASC Outsourcing.
Evaluating candidates’ long-term potential is also key to nurturing future leaders within the organisation.
Overcoming common challenges
Companies may still face challenges such as skill mismatches or high expectations regarding salaries and job roles. To address these, businesses must:
1. Invest in training programmes to upskill employees and bridge any gaps
2. Develop a structured onboarding process to help new hires acclimatise quickly and align with the company’s goals. This involves orientation programmes, mentorship and continuous feedback mechanisms
3. Build strong relationships within the local community to help enhance the company’s reputation as an employer of choice. Corporate social responsibility initiatives and community engagement programmes can play a significant role in this regard
Pedro Lacerda is senior vice president and an executive team member at TASC Outsourcing
Defence review at a glance
• Increase defence spending to 2.5% of GDP by 2027 but given “turbulent times it may be necessary to go faster”
• Prioritise a shift towards working with AI and autonomous systems
• Invest in the resilience of military space systems.
• Number of active reserves should be increased by 20%
• More F-35 fighter jets required in the next decade
• New “hybrid Navy” with AUKUS submarines and autonomous vessels
Haircare resolutions 2021
From Beirut and Amman to London and now Dubai, hairstylist George Massoud has seen the same mistakes made by customers all over the world. In the chair or at-home hair care, here are the resolutions he wishes his customers would make for the year ahead.
1. 'I will seek consultation from professionals'
You may know what you want, but are you sure it’s going to suit you? Haircare professionals can tell you what will work best with your skin tone, hair texture and lifestyle.
2. 'I will tell my hairdresser when I’m not happy'
Massoud says it’s better to offer constructive criticism to work on in the future. Your hairdresser will learn, and you may discover how to communicate exactly what you want more effectively the next time.
3. ‘I will treat my hair better out of the chair’
Damage control is a big part of most hairstylists’ work right now, but it can be avoided. Steer clear of over-colouring at home, try and pursue one hair brand at a time and never, ever use a straightener on still drying hair, pleads Massoud.
TV: World Cup Qualifier 2018 matches will be aired on on OSN Sports HD Cricket channel
The burning issue
The internal combustion engine is facing a watershed moment – major manufacturer Volvo is to stop producing petroleum-powered vehicles by 2021 and countries in Europe, including the UK, have vowed to ban their sale before 2040. The National takes a look at the story of one of the most successful technologies of the last 100 years and how it has impacted life in the UAE.
Read part four: an affection for classic cars lives on
Read part three: the age of the electric vehicle begins
Read part one: how cars came to the UAE
The five pillars of Islam
Real Madrid 1
Ronaldo (87')
Athletic Bilbao 1
Williams (14')
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LILO & STITCH
Starring: Sydney Elizebeth Agudong, Maia Kealoha, Chris Sanders
Director: Dean Fleischer Camp
Rating: 4.5/5
BMW M5 specs
Engine: 4.4-litre twin-turbo V-8 petrol enging with additional electric motor
Power: 727hp
Torque: 1,000Nm
Transmission: 8-speed auto
Fuel consumption: 10.6L/100km
On sale: Now
Price: From Dh650,000
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Omar Yabroudi's factfile
Born: October 20, 1989, Sharjah
Education: Bachelor of Science and Football, Liverpool John Moores University
2010: Accrington Stanley FC, internship
2010-2012: Crystal Palace, performance analyst with U-18 academy
2012-2015: Barnet FC, first-team performance analyst/head of recruitment
2015-2017: Nottingham Forest, head of recruitment
2018-present: Crystal Palace, player recruitment manager
Zayed Sustainability Prize
More on animal trafficking
At a glance
- 20,000 new jobs for Emiratis over three years
- Dh300 million set aside to train 18,000 jobseekers in new skills
- Managerial jobs in government restricted to Emiratis
- Emiratis to get priority for 160 types of job in private sector
- Portion of VAT revenues will fund more graduate programmes
- 8,000 Emirati graduates to do 6-12 month replacements in public or private sector on a Dh10,000 monthly wage - 40 per cent of which will be paid by government
Mohammed bin Zayed Majlis
Killing of Qassem Suleimani
