Adaptive Working

5 steps to successfully handle an employee raise request

robert.half — Tue, 13 Feb 2024 12:10:23 +0000

5 steps to successfully handle an employee raise request robert.half Tue, 02/13/2024 - 12:10

“Can I have a raise?” The way you answer this employee request has a direct impact on team morale and tenure length. Diplomacy is key.

Many professionals who emigrated to the UAE for its career opportunities and luxury lifestyle initially accepted a lower salary in exchange for an employment visa. However, living costs are rising, prompting many to ask for a raise after a year or two of employment. Unfortunately, our data shows that 46% of companies have kept their salaries the same over the last 12 months, setting the stage for potentially tense negotiations.

Our experts are here to help you successfully traverse salary negotiations while still showing appreciation and recognition for employees. They share examples of reasons for a salary raise, how to set those expectations, and non-financial alternatives.

Read: 30 creative ideas to boost employee morale

1. Enter the negotiation with empathy

Although you may have participated in multiple discussions around salary negotiations, bonuses and pay rises, this may be your employee's first time. They'll likely feel anxious or keyed up — emotions which can quickly turn a productive discussion into something that leaves a negative impression on both parties.

As the senior staff member, it's your job to approach the discussion with empathy and emotional intelligence. As well as active listening and giving your employees time and space to state their case, it's also a good idea to schedule regular performance reviews with each team member. By making progress check-ins and formal reviews a regular part of work life, there's less pressure on salary discussions.

2. Allow the employee to state their case

As a manager with strict budgets, your first reaction may be to deny a salary raise request outright. Although many UAE companies have halted employee raises in response to economic uncertainty, creating an environment where your employees feel valued and heard is vital.

Our recruitment experts recommend facilitating a conversation where your employee can state their case, complete with goals and targets achieved, and why they feel they're due an increase.

Active listening is critical in these conversations and could help you gain greater insight into your employee's career advancement goals and feelings. Conversations like this could also be an ideal time to redefine the role remit and what is required to earn higher pay.

3. Use a Salary Guide for role-specific benchmarks

Any negotiation should start with solid research. Use an up-to-date, region-specific salary benchmarking report like the Robert Half UAE 2024 Salary Guide to learn what other professionals of the same experience earn in that role. You'll also get much-needed context for the hiring outlook in your sector and what other employers are currently offering their staff.

Reports like the Salary Guide also give a detailed overview of popular perks and benefits across the UAE in 2024, which can help sweeten negotiations if a pay increase isn't possible.

4. Use past employee performance as a guide

Employee performance is a major factor in the argument for or against a salary increase. Mutually agreeing on performance-based KPIs and helping your team members understand how to achieve them will set the stage for fair and smooth salary negotiations.

Holding regular employee performance reviews gives you solid evidence to draw on if an employee approaches you with a salary increase request. It can also help you make targeted recommendations for how that employee can increase the chances of getting that raise if they're denied on this occasion.

Read more: Rethinking performance reviews

5. Offer a non-financial alternative

In cases where a salary increase is off the table, a non-financial incentive might be enough to show your appreciation. Gift cards are an increasingly popular employee reward in the UAE, along with training and career development opportunities, and wellness programmes.

Flexibility is becoming more crucial to employees as UAE businesses call them back into the office after years of hybrid working. By offering more flexibility in working hours, time off, or work environments, you and your employee could leave negotiations feeling satisfied.

Visit the Robert Half blog to learn more about salary negotiations, management advice, or employee recognition. For expert insights on salary benchmarks and hiring trends, download your free copy of the 2024 UAE Salary Guide.

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CV writing secrets: how to successfully land legal assistant jobs in Dubai

robert.half — Thu, 01 Feb 2024 11:32:40 +0000

CV writing secrets: how to successfully land legal assistant jobs in Dubai robert.half Thu, 02/01/2024 - 11:32

Hoping to apply for legal assistant jobs in Dubai? You’ll need a stellar CV and cover letter. It's a role that demands close attention to detail, critical thinking, and the utmost professionalism, and potential employers will be scanning your CV for evidence of this.

The legal hiring landscape in the UAE skyrocketed this summer, driven by demand for oil and last year's Qatar World Cup. The recent COP28 climate conference (hosted in the UAE) has triggered a flurry of legal sector activity as parties begin to update domestic laws and regulations to meet the agreed-upon commitments. Demand for skilled legal talent is high, driving the need for legal support roles.

Our UAE legal recruitment experts talk you through the role, its requirements, and how to write a winning legal assistant CV for your application.

What is a legal assistant?

Legal assistants provide critical support, liaising between courts, clients, and the legal professionals they aid. As a legal assistant, you'll be responsible for everyday administrative duties like researching and collating evidence, organising meetings, transcribing notes, maintaining case files, and preparing records of legal documents. Your tasks may vary depending on the sector and employer you work with, but essentially, your role is to ensure the smooth running of the firm or in-house legal function.

In the UAE, legal assistants who speak Arabic and English are some of the most sought-after due to their liaison and transcription duties. To successfully relocate, UK professionals must be up to speed with the UAE's legal system, laws, and protocols. Experience like this should take pride of place in your cover letter and CV personal statement.

Read: How to write a good cover letter

Legal assistant duties and responsibilities

Provide legal, compliance and administrative support
Prepare legal documents, regulatory filings, and internal policies/procedures
Act as the primary point of contact for clients
Conduct legal research using databases, libraries, and online resources
Organise and maintain legal documents, contracts, and files
Provide vital case support
Manage calendars, schedule court dates, deadlines, and meetings
Administrative duties: filing, data entry, photocopying, etc.
Track billable hours, prepare invoices, and manage accounts receivable

Our experts recommend taking any relevant experience in the duties and responsibilities listed above and bringing them through into your cover letter and professional summary. If you performed similar tasks in past roles, put those at the top of your duties list for that role and include them in the job summary sections.

Read: writing an effective CV

Skills every successful legal assistant CV needs

Technical skills

Bachelor’s degree in legal studies or similar
Experience working in a law firm (usually preferred but not required)
Proficient in MS Office ● Proficient in legal research tools and software
Familiarity with UAE law, court systems, legal procedures, and protocols

Soft skills

Excellent communication skills
Meticulous attention to detail
Excellent time management and organisational skills
Ability to multitask
Discretion and ability to handle confidential information
Self-motivated
Ability to work independently and collaboratively

Legal assistant job salary

A legal assistant working in an in-house role can expect a starting salary of $55,000. With the right skills and experience on your CV, this could go up to $75,000, which marks the highest end of the pay scale.

Employers are currently hunting for legal talent with fluency in both Arabic and English, as work in Saudi Arabia has sapped the region’s best talent. If this is a skill you've got, highlight it in your cover letter and CV to negotiate a higher salary.

Read: 2024 Robert Half UAE Salary Guide

Top CV writing tips

Ensure all personal information and contact details are clear and legible at the top of your CV.
Start with a short professional statement or summary (a maximum of five lines) tailored to the role you're applying for. Use this to highlight key experience, skills, and achievements.
When listing out your achievements, be sure to include tangible numbers and data for better credibility.
List your previous roles chronologically, complete with a short summary and a bullet point list of responsibilities.
Front-load your summaries and bullet points to highlight key skills and duties which pertain to the role you’re applying for.
Proofread your CV thoroughly before you send it — remember, attention to detail, accuracy and professionalism are vital to this role!
Send your CV with a tailored cover letter addressing the recipient by name wherever possible. Include a brief overview of your relevant skills and experience, especially any mentioned in the original job advert.

Feeling ready to start applying for legal assistant roles in Dubai? Start by uploading your CV to our website or browse open roles now. Want to know more about emigrating to Dubai before you start applying? Read our free expat guide here.

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Why employee recognition should be every manager's top priority

robert.half — Mon, 08 Jan 2024 09:40:11 +0000

Why employee recognition should be every manager's top priority robert.half Mon, 01/08/2024 - 09:40

A business is only as good as its employees. Your workforce is one of the company's most precious investments, and a robust commitment to employee recognition is one of the most effective ways to safeguard that investment. This is supported by our research — 12% of workers would leave their current role due to a lack of career progression opportunities, and 24% said that lack of employee benefits is a valid reason to leave a role.

Our UAE recruitment experts share why strategic employee recognition initiatives are vital to company culture, the positive impact on business outputs, and how you can reward your employees for their efforts.

How important is employee recognition?

Employee recognition is the key to businesses and workers flourishing as one. More than an infrequent platitude, true employee recognition is baked into business culture. It is genuine, equitable, and tailored to the individual. Giving thanks where it's due won't just make you feel good as a manager — there's also a wealth of business benefits behind it.

Higher rates of productivity

Praise and recognition are their own motivators. Employees who feel like their contribution is recognised and appreciated are far more likely to take satisfaction in their work and may even work harder.

A study by Gallup and Workhuman found that one in four employees strongly agreed that they'd recently been praised for their work. The study predicted that, by doubling that figure, businesses could see a 9% improvement in productivity. It also indicated that a 50% increase in employee recognition could lead to an average productivity gain of $91,989,474.

Employees who feel valued are more likely to withstand workplace stress or periods of high pressure. This is due to the connection forged between personal input and organisational success, and the appreciation shown for their tenacity.

More positive workplace culture

Appreciation and recognition for employees can spark a healthy sense of competition and encourage employees to celebrate one another. Potential employees will look at your workplace culture before deciding to take a role with you. Celebrating your employees through recognition programs sends a clear message to those potential candidates: the people who work here are valued for their contribution.

Attract and retain top talent

By committing to a robust and well-rounded employee recognition strategy, you can gain a competitive advantage in the hiring market while continuing to retain and hone your best talent. Of all the workers surveyed for the 2024 UAE Salary Guide, the majority ranked benefits, company values, and development (like training and progression opportunities) among the 5 key factors influencing their decision to take a role.

Employee rewards and recognition: what it takes to be a good manager

As a manager, you’re expected to guide your team in delivering fantastic results for the company. As we’ve already seen, employees who feel appreciated are far more likely to perform well and have longer tenures, which makes employee recognition one of the most crucial management skills you can develop.

Because most UAE workplaces are multicultural, managers should consider honing their cultural awareness and adopting a more sensitive approach to people management.

Our recruitment experts also recommend regular career development check-ins with employees as part of performance appraisals. This will ensure they have an active hand in their own development, are working proactively towards goals that benefit themselves and the business, and are regularly praised for their achievements.

It's also worth noting that successful managers often give their team the freedom to work with autonomy. This shows trust and encourages workers to tackle their tasks in a way that suits them, leading to higher productivity overall.

Ways to boost employee recognition

Establish a rewards and recognition program

Building employee recognition into your company's culture effectively keeps gratitude at the heart of your people management framework. By making it a core part of your business values, employees learn to expect rewards and recognition as a natural outcome of working hard rather than seeing it as a rare occurrence.

Small incentives and gifts

Gift cards, extra days off, and other non-financial incentives are rising in popularity in the UAE as many businesses attempt to react to the tight market and tentative economy. Managers integrate these into their employee recognition programs as a weekly, monthly, or quarterly prize awarded to the top performers alongside a public thank you.

Employee engagement software

According to Gallup, UAE leaders can build on recent engagement momentum by using data to identify employees' needs. Employee engagement software creates a direct line between managers and workers, facilitating engagement analytics, satisfaction polls, and recognition systems that reward top performers fairly.

A simple ‘thank you’

Employee recognition doesn’t have to be a grand gesture — a simple ‘thank you’ can go a long way. If someone in your team deserves praise, nominate them for a company-wide award or celebrate their work by taking the time to thank them in front of their peers during a team meeting.

For more management advice and employee insights, visit the Robert Half advice blog. To learn more about hiring trends and benefits in the UAE, download your free copy of the 2024 Salary Guide here.

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Situational interview questions you should ask every candidate

robert.half — Wed, 13 Dec 2023 11:20:37 +0000

Situational interview questions you should ask every candidate robert.half Wed, 12/13/2023 - 11:20

Your hiring process can be made easier if you can identify the potential in your candidates, and know how they may respond in certain workplace situations.

When you meet your top candidates in person, you'll need to determine whether you can add value to one another’s growth and development - situational interview questions are a great way of achieving this.

Related: 3 consequences of a bad hire

What is a situational interview?

The standard hiring process can typically contain two types of interview - behavioural and situational. Each type is designed to probe the candidate to test various character traits, technical skills and soft skills.

In a behavioural interview, questions are used to assess how candidates behaved in past work situation and will give an insight into how they might behave at your company when faced with a similar situation.

A situational interview uses questions based on hypothetical ‘what if’ future situations. They help determine how a candidate would handle difficult situations in the work place and unearth the character traits of great employees.

Typically, your second round interview questions will be more situation-based, where the first round will be dedicated to covering the basics and getting to know your candidate.

Related: Best interview questions to ask

Situational interview questions to ask

Although there are standard situational interview questions you can ask, it also helps to include targeted, role-based questions. Situational interview questions for customer service might include handling difficult customers, where situational interview questions for sales would focus on how the candidate might reach challenging targets.

Here are some frequently asked situational interview questions:

Authority

You should focus on questions that explore difficult situations or getting the best possible performance from employees.

How would you go about motivating your team on the lead up to ‘X project’ and what might you do to keep them continuously engaged with it?
How would you resolve a conflict between employees within your team?

If you’re interviewing for a more junior role, ask questions designed to assess how proactive a candidate is, how much support they’ll need and how they take direction.

Is there a situation in which you feel it’s acceptable to make key decisions independently, without consulting your manager?
How would you build a relationship with a senior staff member that you felt disconnected from?

Colleagues and team dynamic

Here are some simple situational questions to explore how a candidate works within a team.

What would you do if you felt that another member of your team wasn’t giving 100 per cent on a group project?
How might you resolve a disagreement with another colleague?

Competency-based interview questions

Asking questions around competency gives you the opportunity to dig deeper into a candidate’s skill level and will build upon anything striking that you saw when reading their CV.

Is there a situation in which you feel altering work process would improve productivity? How might you change things?
What would you do if you felt you’d been asked to perform a task that you considered to be outside of your technical skill set?

Client-facing situations

Client-facing roles come with their fair share of pressure and expectation, so you may want to explore a candidate’s attitude towards clients and their potential to impress.

Assume you were in a situation in which you failed to meet a client’s expectations. How would you identify the problem and rectify it?
How would you go about making a good impression on a client?

Related: Hiring for cultural fit

Candidate answers – what to look out for

Besides having a good idea of the kinds of situational interview questions you’ll be asking during the job interview, it’s also good to know what a strong answer looks like.

Has the question has been listened to properly?

Not listening to the question properly before giving an answer could be a sign of interview nerves or an indication of a lack of workplace communication skills.

Tip: Take the time to allow a candidate to relax into the interview setting before asking situational interview questions so that you can get an accurate reflection of their listening and communication skills.

Has the answer has been tailored to the role?

Assuming that the interview question was not a role-specific question, a truly clever candidate will be looking to tailor their answer to be role-appropriate wherever they can. By the way they answer the question, you may be able to ascertain their understanding of the roles requirements, the company culture and common obstacles associated with the role.

Has the candidate given answers that include examples from their personal lives?

Answers that use examples from a candidate’s private life will give you a fuller picture of their character, both in and out of the office.

When paired with a strong CV, situational interview questions offer you a fantastic opportunity to glimpse into your professional future with a candidate and can provide insight into the growth and success you can offer each other.

For more tips and insights on hiring, you can visit our management advice page. You can also contact one of our recruitment experts today.

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Job search basics: eight steps to success

robert.half — Mon, 11 Dec 2023 10:45:11 +0000

Job search basics: eight steps to success robert.half Mon, 12/11/2023 - 10:45

To find a new job, you need to do more than look through local job ads. In fact, knowing how to look for a position can be just as important as having the right experience and expertise. We have put together the basics everyone should know when searching for a new role in the UAE.

1. Think of your career search as a job itself

It takes time to find your perfect role, so it's a good idea to make a daily effort to put time aside to dedicate to it. If you are unemployed, make this task your full-time job; if you're employed, set aside time every day after work to devote to the search.

Related: How you can restart your career

2. Narrow your focus

Spend time thinking about what you want from your next position. Make a list of the five most important attributes for you, whether it's non-profit based work, extra time with family or a management role.

Consider your skills - as you look at job opportunities, try to find those that match your priorities, talents and experience. This will help you focus on a position that is ideal for you and what you want to achieve.

3. Explore every option

Internet job boards, professional networking sites like LinkedIn, company websites, recruitment agencies like Robert Half and classified adverts are all great places to conduct your search.

Universities are also usually well-prepared to provide assistance to alumni seeking employment. Take full advantage of these services.

Related: Job searching in the UAE

4. Know the marketplace

It's a good idea to get to know the marketplace a bit better, see what's out there and what your industry can offer you right now. Try to talk to recruiters, past colleagues or other experts in your field who may be able to provide insight into the field you want to work in.

Attend job fairs, and keep an eye out for lectures, courses and seminars; you may meet someone who works in the field you're pursuing.

5. Create a winning CV and cover letter

Tailor your CV and covering letter to fit the most important criteria in the job description.

Your CV should be clear and easy to read with a clean, professional appearance. Proof-read it carefully, and choose a legible font like Arial and point size. Also, be sure to create a print-friendly version when sending your CV by e-mail.

Related: How to write a good cover letter

6. Network

You can tap the "hidden" job market by developing a list of contacts through friends, family, former co-workers or alumni.

Make it your goal to speak with five or six people each week for advice, helpful information and job leads. Always be polite and courteous, and be prepared to return the favour.

7. Create a pitch

When you are reaching out to contacts for advice, have a brief description prepared. All you need is four or five sentences that describe who you are, your background and what you are specifically looking for from the person you are calling.

8. Develop strong interviewing skills

Make a good impression at an interview by showing that you've done your research on the company. Before the interview, read articles found on the comapany's website, as well as industry-related content.

Ask yourself questions such as "what are the company's strengths and weaknesses?". Make a list of what you could contribute if hired for the position.

When searching for a job, it's always a good idea to go the extra mile by conducting research, creating a great CV and preparing carefully for each interview. It takes perseverance and dedication, but with the right tools, and a bit of luck, you'll land your ideal position. Why not start your job search now.

For more career development tips please visit our careers advice page, or alternatively you can contact one of our recruitment experts today.

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Leading diverse teams: 8 tips for cross-cultural leadership

robert.half — Mon, 16 Oct 2023 09:00:00 +0000

Leading diverse teams: 8 tips for cross-cultural leadership robert.half Mon, 10/16/2023 - 09:00

Being the leader of a diverse team is both a rewarding and challenging experience. There are multiple business benefits to be gained from incorporating ideas, opinions and perspectives from a variety of different cultures and backgrounds.

The essential list to leading a diverse team

Solve your management of diversity in the workplace with these 8 essential tips to get across your effective leadership skills on an international scale.

1. Address unconscious cultural bias

Before you can truly reach success managing international teams, it’s important to take time to acknowledge and address unconscious cultural bias. This hardwired evolutionary response often happens without your realising it, so make a conscious effort to assess your decisions with an impartial eye before you action them.

2. Embrace communication style differences

One size doesn’t fit all when it comes to communication styles within a diverse team. Different cultures and different languages adhere to different rules and etiquettes around business communication, such as open-ended questions or statements, waiting for a superior to speak first, or a tendency to be more concise and direct. Managing a diverse team means learning to embrace them all.

3. Offer flexible working

Aside from being a highly requested work benefit, flexible working can also facilitate team diversity in the workplace by giving employees the freedom to work around cultural customs. This can include different ‘standard’ business hours, siestas or time off for religious holidays.

Related: 7 benefits of flexible working

4. Maximise monthly review meetings

Some countries may view job success as being based on seniority, responsibility, earnings or personal job satisfaction. Progress meetings can help you identify what motivates each employee and will allow you to provide unique opportunities for them as part of your approach to leading diverse teams.

Related: What makes an effective manager?

5. Break the language barrier

Within an international team, effective leadership skills include the creation of a common ground for communication, in which it is acceptable to ask someone to repeat themselves, and non-native speakers are nominated as mediators within the team.

Establish a firm etiquette which prevents the use of idioms or slang words, so everyone feels included within a discussion.

6. Stay up to date on international affairs

When leading diverse teams, it’s easy to make a misstep if you aren’t up to date on international affairs. Effective and empathetic cross-cultural management should involve making an effort to stay informed regarding political, social and cultural issues in your employees’ home countries.

7. Keep activities inclusive

Group activities can come with an unexpected set of challenges for employers who are hoping to better their management of diversity in the workplace. Whether you’re planning a simple lunch, a team building exercise or a company event, international teams require more consideration.

Different religious or cultural beliefs around diet, alcohol consumption and the propriety of recreational activities should be accounted for.

Related: How to boost employee morale

8. Create a workplace culture of diversity and acceptance

The acceptance of team diversity in the workplace is an ongoing culture which needs to be maintained and perpetuated if it’s going to reach any degree of success.

Although cross-cultural management can feel overwhelming regarding the variety of new considerations it entails, many of them can become second nature if you make a conscious effort to integrate them into your daily practices. Leading by example can encourage other team members to fall in line and help to sustain diversity acceptance overall.

The benefits of diversity in the workplace

Taking time and effort in the management of diversity in the workplace can yield excellent business benefits, such as a more positive company culture, better employee retention rates, and interest from top international talent.

When you refine your approach to leading diverse teams, you can also enjoy better decision-making capabilities. Studies show that employees can be up to 20% more productive when they are happy, and 76% of job seekers consider a diverse workforce a key consideration when evaluating a job offer.

For more advice and insights, please visit our hiring and management advice page - or you can contact one of our recruitment experts today.

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How to assess a job offer in the UAE

robert.half — Thu, 05 Oct 2023 14:30:49 +0000

How to assess a job offer in the UAE robert.half Thu, 10/05/2023 - 14:30

No matter what your reason for seeking employment, knowing how to search for a job is hard work. Scanning job boards, researching companies, sending out CVs and attending multiple interviews can be a lengthy process.

If you're like most job seekers, you're elated - or at least relieved - when your efforts result in an offer. But before you rush to accept a job offer, take the time to consider it fully.

Related: Advice for jobseekers in the UAE

Here are some guidelines to help you so you'll know exactly how to choose a job that is right for you:

Make sure you consider the job description

This may be the single most important factor in assessing an offer from a potential employer. Ask yourself these questions:

Will I enjoy the day-to-day duties of the job?
Will I be challenged?
Is the level of responsibility appropriate considering my career experience?
Will I be able to work well with my manager and colleagues?
Am I willing to make any required lifestyle changes (e.g. travel, longer hours, longer commute) that may affect my quality of life?

If the answer to any of these questions is no, accepting the position might not be the right choice for you.

Evaluate the company

How well do the company's corporate values fit with your own? A business that expects 12-hour days when you only want to work eight is probably not a good fit for you.

Also consider the work style of your future boss and colleagues, try to assess whether or not there could be personality conflicts down the road.

Related: How to handle first day nerves

Review the compensation package

How does the salary they're offering compare to what you made in your last position? Take a look at the benefits package. How attractive or generous are the perks (stock options, tuition reimbursement, holidays, etc.)? If you're considering two offers, these additional benefits could be the deciding factor.

If an offer meets most of your requirements, but doesn't include any benefits that are important to you, it doesn't hurt to ask if that perk could be included in your agreement.

Considering counter-offers

It is important that you are aware your current employers may be keen to keep you as an employee. More often than not, on the day you resign you will be offered a raise and/or a possible promotion. Although these counter-offers may be attractive, it is important to know the risks of accepting a counter-offer.

Statistics compiled by the National Employment Association confirm that over 80% of those who accept a counter-offer are not with the company 6 months later. When assessing a counter offer, it is important you consider:

Your reasons for wanting to leave will still exist. They'll just be slightly more tolerable in the short-term because of the raises, promotion or promises made to keep you.
Keep in mind that employers are likely making a counter-offer much more for their benefit than yours. Why did they wait until you resigned to offer you what you're really worth to them? Counter-offers are sometimes nothing more than stall devices to give your employer time to replace you.
By resigning, you demonstrate disloyalty in the eyes of your employer. You will lose your place in the inner circle and may be considered a flight-risk.

Careful consideration of the issues discussed above will help you reach an informed decision to accept, negotiate or reject a job offer. If, after evaluating each of these points, you are still unsure, listen to your gut instinct.

Related: How to write a resignation letter

Maybe there is something about the corporate culture that makes you uncomfortable - if so, it's probably wise to trust your instincts and decline. Accepting a new job is a big step, and you want to go into the arrangement knowing all the facts.

With a thoughtful analysis of the pros and cons, you'll be prepared to make the best decision for your career.

For more tips and insights, please see our career advice page - or you can contact one of our experts today.

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Why are so many Brits abandoning the City for Dubai?

gareth.el.mettouri — Mon, 07 Aug 2023 14:01:17 +0000

Why are so many Brits abandoning the City for Dubai? gareth.el.mettouri Mon, 08/07/2023 - 14:01

An estimated 240,000 Brits currently live in the UAE, and after a hiatus caused by the pandemic, new arrivals are now coming in droves. According to data pulled from Google Trends, the number of searches for ‘jobs in Dubai for British citizens’ has increased by 60 per cent over the past three months, suggesting that this trend is unlikely to stop any time soon.

While there is interest from candidates across the UK, we are talking to a disproportionate number of people looking to leave London and start fresh in Dubai. So, why are employees so keen to pack up and leave the City?

Seeking a better quality of life

With the Bank of England’s interest rate rises doing very little to curb high inflation in the UK, the cost of living in London is becoming unmanageable for many people. From food bills to energy costs, employees’ disposable income is shrinking each month, leaving people keen to escape what feels like a worsening economic situation in the UK.

The cost of living in the UAE is rising – but much more slowly than in the UK – and there are other elements that make it a much more favourable place to live financially. Salaries are generally higher than in the UK, there is no income tax levied on individuals, and employers provide allowances to cover costs associated with relocating, accommodation, healthcare, schooling and even return travel to the UK. As a result, employees living and working in Dubai have more disposable income available, allowing them to save money while still enjoying everything that the city has to offer.

Bearing in mind that London is no longer the 24/7 city it once was – with many restaurants, bars and event spaces still closing much earlier than they did before the pandemic and a never-ending stream of train and tube strikes – the exclusive, luxury lifestyle offered by Dubai is very appealing.

There are endless opportunities for employees to have fun and enjoy their free time in Dubai. From shopping and fine dining, to art and architecture – and not to mention the year-round sunshine – the city is world-class, but without many of the drawbacks those living and working in London are currently experiencing.

Related: Five reasons to move to Dubai

Better opportunities for career progression

The UAE Government is investing heavily in bringing financial services and technology firms to the country as part of its ambitions to grow double the economy in the next 10 years. As companies relocate or establish themselves in the area, there are more jobs available with exciting, growing companies that offer ambitious workers incredible opportunities.

Skilled workers are able to secure big promotions that further their careers when they move to the UAE – and if they sign on with a company that is investing in growth, they will likely be able to carve out new opportunities to accelerate their own career progression.

This is where many companies in the UK could miss out and lose some of their best talent. Company structures can sometimes be rigid, and not all prioritise professional development opportunities, which could leave ambitious up-and-comers feeling frustrated.

In a global society, employers need to consider what competitors are offering abroad as well as in the UK, and make sure they keep up. Ensuring that employees have a clear career path and the support to meet their targets could keep them in the ranks, but the chance for faster progression in the UAE may lure some talent away.

A cultural melting pot delivering new experiences

While London is one of the best, most diverse cities in the world, but City businesses cannot keep up with the cultural melting pot in the UAE. With one of the highest foreign-born populations in the world, the culture helps everyone feel at home – and it is incredibly attractive to workers who want to engage with new cultures and work in diverse offices.

For those who have ambitions to work abroad, the UAE offers the best of both worlds: a huge community of UK expats and English-speaking workplaces, combined with cultural diversity that makes the lifestyle, cuisine and culture unique and worth exploring.

So, how do you retain talent?

At a time when so many Brits are looking to find fresh opportunities elsewhere, employers need to make sure they are at the top of their game when it comes to pay and promotion, and workplace culture. There are so many reasons to move away that UK employers – particularly those with a strong reliance on tech and finance personnel – need to pull out all the stops.

Interested in relocating to Dubai? Find out more from one of our colleagues based in the UAE. If you are an employer looking for advice on how to attract and retain the best talent on the market, contact our UK team.

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How can the UAE hold on to the best talent in the Middle East?

gareth.el.mettouri — Tue, 18 Jul 2023 10:47:10 +0000

How can the UAE hold on to the best talent in the Middle East? gareth.el.mettouri Tue, 07/18/2023 - 10:47

The UAE has long been the golden child of the Middle East when it comes to hiring in the best talent, but in recent years Qatar and Saudi Arabia have been making a play for its crown.

The FIFA World Cup in Qatar at the end of 2022 propelled the country into the public eye. Some of the best talent from around the world migrated to work on one of the world’s biggest sporting fixtures, with businesses poised to make competitive offers to sweep up the cream of the crop when the event was complete.

While success in Qatar was limited and its foothold quickly slipped, Saudi Arabia is attracting some of the most talented candidates in the market. With businesses in a position to offer 25-40% salary increases, the lure is unmistakeable. It means that organisations can bring in ambitious professionals from around the world and draw on the pool of expats already in the Middle East.

So what does this mean for businesses in the UAE? The ‘We the UAE 2031’ vision aims to double the country’s GDP – but to achieve this, businesses need to be able to access the best talent. The Government is playing its role with the introduction of Golden Visas and other initiatives, but there are steps business leaders can take to make their businesses more attractive to new and existing employees.

1. Strengthen your Employer Value Proposition (EVP)

Make sure the salaries, progression opportunities and benefits are competitive and clear to candidates and existing employees who could be tempted to jump ship.

The employment market in the UAE is competitive enough, without businesses in other Middle Eastern countries looking to cream off the top of the talent pool. Falling behind the pack could cost you – and conversely, making sure you offer the very best package will set you apart.

Company culture is also a critical part of your EVP, particularly when you are trying to attract candidates from the US, UK and the rest of Europe. This includes initiatives to build a more inclusive workplace, focusing on work/life balance and ensuring that people are able to enjoy their experience at your organisation.

Once you have a solid proposition in place, it is important to promote it. Candidates research the companies they are applying to, so making sure that what you offer to employees is visible on your website can make all the difference.

2. Offer more support to help with the cost of living

With the cost of living continuing to increase in the UAE, and particularly in Dubai, it is becoming a less appealing place to live. While inflation continues to sit above three per cent, employees are finding it harder to make ends meet, and are having to make cuts to the lifestyles they have become accustomed to.

Companies in Dubai have typically been able to attract candidates based on disposable income and allowances, making it possible to save money whilst still enjoying all the delights that Dubai has to offer. This is now under threat. With the busy recruitment market, it is critical that organisations consider revising salaries, offering additional cost of living bonuses or review living allowances in order to retain and attract the talent they need.

In some cases, this may mean making adjustments elsewhere, or searching for a different type of candidate. For example, many of the businesses we are working with are seeking single expats to reduce the family-associated overheads like childcare, healthcare and schooling.

3. Focus on promoting the Dubai lifestyle to expats

The UAE – and Dubai in particular – has no shortage of ways for candidates to enjoy their private time, whether they are single, coupled-up or moving over with a family. With many candidates now choosing between countries as well as employers, focusing on the positive reasons to move to the UAE could help people to make a decision.

There are so many attractive things about Dubai, from its incredible architecture and year-round sunshine to its rich tapestry of cultures. And don’t forget one of the other most appealing things Dubai has in its repertoire – it’s exclusivity. Dubai offers affordable luxury with retail, fine dining and spas, offering a lifestyle far above and beyond other cities in the region.

There’s something for everyone, and if you can find out a candidate’s interests at interview you can tailor the sell and get them excited about a move to Dubai, and your organisation.

Looking for a new role? Interested in moving to the UAE? Contact us to speak to one of our recruitment experts who will be happy to discuss your next move.

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Why the UAE is the best place for FinTech talent

gareth.el.mettouri — Wed, 12 Jul 2023 09:40:30 +0000

Why the UAE is the best place for FinTech talent gareth.el.mettouri Wed, 07/12/2023 - 09:40

No one could have missed the investment the UAE is making to become a global leader in technology – from FinTech and Crypto to the Metaverse.

The Government is working to create the perfect atmosphere for FinTech and Crypto firms and demonstrate its approach to nurturing growing businesses and enabling global giants - from EXPO2020 to its new incubator hubs and relaxed regulatory environment.

Its commitment is starting to pay dividends, with more and more companies starting to relocate into the region. As they set up in a new location and start to grow, these FinTech firms are creating new jobs and opportunities, open to the best talent world-wide.

From leadership roles to developers just-starting out, and supporting finance and legal roles, there’s something for everyone. As businesses grow, those getting in on the ground floor will be able to realise their potential and accelerate their careers – making Dubai one of the most exciting places for talented workers to build their futures.

FinTech talent is already flooding into the area – so is now the time to take the plunge?

Four reasons why FinTech professionals should consider a move to Dubai:

1. Big opportunities for aspiring developers

With more and more FinTech and Crypto companies bringing their business to Dubai, there is a large volume of high-growth companies offering a wealth of opportunities for developers.

Working for companies at the forefront of a new and constantly evolving era for the financial services sector, developers will be able to work with the latest and coolest technology.

As these companies grow, there will also be plenty of opportunities for developers to grow alongside them. For anyone ambitious or looking to accelerate their career progression, with the skills and acumen needed to take companies to the next level, there will be promotions aplenty on the table.

2. Support for budding entrepreneurs

With incubators springing up everywhere, Dubai is the perfect place for aspiring tech giants to set up their organisations. Last year, the government announced a Dh1bn ($270m) Dubai Future District Fund to support seed-to-growth-stage tech start-ups, and the package of support is steadily increasing every year.

In June 2023, Dubai’s International Finance Centre (DIFC) launched the ‘Dubai AI & Web 3.0 Campus’, which is set to attract over 500 companies, $300m in collective funds and create 3000+ jobs by 2028. Dubai is set on nurturing a collaborative environment, accelerate the development of future-forward technologies and empower organisations to unlock the true potential of AI and Web 3.0, and companies that make the city their home will benefit extensively from the governments investment.

3. Easy access to visas

Bringing in workers with the right skills is a critical part of the UAE’s growth plan. With the introduction of ‘golden visas’ for up to 100,000 IT professionals, workers can rest assured that they will be able to build a life in Dubai in the mid to long-term, if that is what they want.

This additional security on migration status and the accompanying guarantee to let talent stay in the region for years without a sponsor (and their immediate family members too), means that developers can take advantage of the opportunities on offer, without the risk.

4. The tech-driven lifestyle

Dubai’s tech-driven lifestyle is admired worldwide, with high-spec tech around every corner and the option to conduct most interactions or purchases online or via an app. This suits the online-first preferences of most people working within the FinTech sector – particularly developers, who tend to be more introverted.

The high-tech nature of life in Dubai also creates the perfect environment to inspire tech experts, unlocking fresh ideas that could potentially change the world as we know it.

Are you working in FinTech or a developer looking for something new? Get in touch with our team in the UAE who will be able to advise you on your next steps.

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