Tips for companies to hire Emirati talent

Businesses must use a number of recruitment channels, offer competitive salaries and ensure cultural fit

A robust recruitment plan will help companies attract, hire and retain top Emirati talent, ensuring they have the right people in the right roles. Photo: Sharjah Job Fair

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