Existing Business Scenario
Despite moves towards greater nationalization and local recruitment in many markets, oil and gas, medical, hotel, etc. industries across Oman the country continue to need highly-skilled foreign workers. However, this need is balanced by the growing wealth of local talent with Omani University-educated professionals attracted to positions across all spectrums of work from technical positions through to managerial and corporate roles.
Oman has very stringent rules on local talent, relative even to the rest of the region. Under the process of ‘Omanization’, the required ratio of Omanis to expats is important to consider. The requirements can change and are dependent on factors such as the size of a project and that of the employer.
As it currently stands, expatriates account for 39% of the 3.3 million population in Oman and represent 90% of the private sector workforce. As such, there has been an extension of the regulation of expatriates with the issuance of three Decisions from the Minister of Manpower, namely Ministerial Decision No. 487/2018, Ministerial Decision No. 488/2018, and Ministerial Decision No. 489/2018.
Oman Demography (Business Centric)
The Market Research & Demography
The labour market in Oman is composed of indigenous Omani workers and expatriate workers who have different national cultures (with different ethnicities) which give rise to labour diversity as well. According to the World Tribune report, Oman’s expatriate work force constitutes a majority of 41.7 % of the total work force in the country. As per the recent statistics published by the Ministry of National Economy, Oman, the expatriate population stood at 42.5% against the Omani population at midyear 2019. In other words, these statistics indicate that from only a third of the nation’s population the expatriates occupy a high 54% of the labour market in Oman.
The Sultanate of Oman has inevitably followed the demand curve before opening new jobs and institutions. That is how the country maintained a very low rate for unemployment rate when compared to other GCC countries. Let us take an example, from the following chart comparing UAE and Oman’s unemployment rate.
Industry Problem:
Current problems/challenges faced by the recruitment companies are as follows:
Talent Shortage
With unemployment at its highest rate, it’s becoming increasingly difficult for clients to attract and engage qualified candidates for their open positions. It’s very much a candidate-driven market, meaning it’s often the companies who are competing, rather than the candidates. Employees who have decided to make the move will have applied to a number of different positions, and good candidates will be snatched up quickly.
Candidate Shortage
As investment in employee engagement, and the services associated with it – becomes increasingly important and popular, candidates are choosing to stay in their current roles despite the conventional wisdom of moving company every few years to maximize income and career progression. But finding passive candidates can be tough because, by definition, they aren’t looking for a new position. This means they won’t be browsing job boards or looking at job adverts on LinkedIn.
Costs & Efficiency
One of the biggest challenges of an agency is to keep costs to a minimum when finding candidates, signing them up and getting them into a placement. This subject also affects the two subjects we’ve described above. Poor efficiency often comes with problems such as lengthy time-to-hire; a problem that can have your best candidates whisked away by other agencies and employers before we can place them. Companies need to ensure their systems and employees are as efficient as they can be and that they are one step ahead of the competition so that these costs and their time are kept to a minimum.
Retaining Top Employees
Finding and hiring great employees is just the beginning – once we have found them the next challenge is creating an environment in which they want to stay!
Building a strong brand/reputation
With a wealth of information available at our fingertips, candidates now have the power to look into a company’s history before they even send their application!
Hiresafe Proposed Solution
Faster Hiring
Using a recruitment agency will shorten the time it takes to fill client open positions. Hiresafe can find candidates much faster. We have a vast talent pool in our database, a network of connections to leverage, and access to expensive systems that help us locate people with those hard to find skills client is looking for. This means that the only people who are submitted for clients review are those that fit the criteria of job requirement discussed. All of this helps shorten client’s time to hire!
High Quality Candidates
Using hiresafe recruitment services increases client ability to meet with high quality candidates. This means that client only meet with candidates who have been already carefully assessed and interviewed by hiresafe. As a recruitment agency, we deal with candidates on a daily basis and we are experts at interviewing. Through best practice methods, we understand both our candidate needs and clients requirements to make a great match.
Specialist Recruitment knowledge
As Client Company grows and changes, the in-house recruitment team may need to conduct complex interviews for positions they are not necessarily familiar with. Hiresafe recruitment services has staff that specializes in recruiting for one sector or vertical. This means that we often have better knowledge of technical roles and the skills needed for clients. We are also able to spot transferable skills others may miss.
Focus on Serving the Client
Most of the work we do before any potential compensation comes from our client. If no candidate is placed, then no fees are charged for work done. This means that hiresafe is focused on providing their clients with the best possible candidates as per their requirement & open roles – those who are genuinely interested in the job.
Knowledge of the Market
Through the conversations with both clients and candidates, hiresafe has gained quite a bit of knowledge about the sector we work in. This means that we are often able to provide you with valuable insight and sage advice. In fact, this is a crucial part of the job. When client uses hiresafe recruitment services client gain access to their knowledge of salary rates, available skill sets, career expectations, current hiring complexities, and even market trends that client may otherwise have not been aware.
Expert Recruitment law and Opinions
Recruitment law is complex and often misunderstood. Common areas of confusion include diversity in the workplace, maternity leave, wages and unfair dismissals. hiresafe is constantly keeping up to date with recruitment law and will help clients to avoid legal complications. We have a dedicated legal team which always ensures that the employment law is adhered to during and after the hiring process.
Extended reach
Not all the best candidates are actively looking for a new job. Hiresafe call those candidates ‘passive talent’, and they take a little longer to find. That being said, there is a strong possibility we know who those people are, how to reach them, and more importantly, know how to incentivize them to make a move – another benefit to working with hiresafe.
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