“It’s hard to recruit people, it’s even harder to recruit people overseas.” When Chinese companies came to the UAE, the first problem they faced was recruiting local teams. What are the recruitment channels? How much does it cost? What to pay attention to when dealing with local employees?
This article is from WeChat public account “ePanda to the Middle East” (ID: ePandaMENA) .
How is the cost of employment in the UAE different from that in China?
Employment costs include three components: recruitment costs, employment costs, and placement costs.
1. Recruitment costs
Over 80% of the UAE is a migrant population, with nationality sources including more than 200 countries in the world, and the talent market resources are very rich and extremely diverse. Due to different cultural backgrounds, and the labor laws and regulations here are different from those in the country, recruitment costs are generally higher than in the country.
Employers need to select efficient and targeted channels from many recruitment websites or recruitment agencies, investing more energy and time, and these channels require payment.
There are four commonly used recruitment sites in the local area:
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Careerjet.ae
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LinkedIn Jobs
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Gulf Talent
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Bayt.com
2. Hiring cost
Compared with the domestic, the biggest difference in the cost of employment is reflected in the work permit and visa processing fees. According to the law, visa fees are all borne by the employer.
The visa fee ranges from the beginning of the application indicator to the end of a visa cycle, and the fee is around Dh 6000-7000. For example, the Ministry of Labor ’s 2B & 2D work permit visa fees are as follows:
3. Resettlement costs
The talent and welfare system in the UAE is also different from that in the country.
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Salary composition. UAE includes basic salary, Transportation, accommodation, meal subsidies and other subsidies. Domestic enterprises will set the salary composition ratio according to the different conditions of each enterprise.
Some nationalities have different pay packages. To be more precise, they are related to the industry they are in. For example, they are executives in large companies or foreign companies. There are more Europeans and Americans and the salary is higher. Or the service pay will be lower. For example, Filipinos come to work more in the service industry; the construction labor market is dominated by Indian and Pakistani people, and the pay is relatively low.
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Social insurance. The UAE requires medical insurance for employees. The cost of basic labor insurance is about 600 dirhams per person a year. Some international companies have higher medical insurance for employees, which are very different according to the company’s salary and benefits system.
In addition, some companies also need to purchase workers’ work injury insurance or personal accident insurance. Medical insurance can be refunded to the insurance company in proportion to time after the visa is cancelled.
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Annual leave. The company has 30 days of paid annual leave for each full year in the UAE, and the company undertakes round-trip airfare.
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Termination compensation. There is a uniform labor law in the UAE, which is more based on the status of different enterprises in the country. The specific calculation method of the termination compensation in the UAE is determined according to the length of service of the employee and the method of departure (active termination or company termination). Different situations correspond to different calculation standards. This is a risk point that many domestic companies have not been able to adjust in time according to local requirements; they need to cooperate with relevant personnel, legal and PRO professionals to formulate corresponding company systems to avoid risks according to the actual situation of the company.
What is the biggest difficulty in recruiting in the UAE?
1. Strong mobility and high turnover rate
Dubai is an international metropolis. The population is relatively mobile, resulting in a high turnover rate in the talent market.
2. The quality of talents varies.
In the talent market, there are a large number of human resources in various industries and countries. As each country has a different education background, and different cultural backgrounds, the screening and inspection of these human resources requires It takes a long time to select qualified people.
In general, screening takes 2-3 steps:
Preliminary screening, posting resume emails received through the Internet, to get the fastest information about professional experience / nationality / religious beliefs, etc.;
Next preliminary interview to learn more about the specific situation of each working stage, family situation and current visa status in the candidate’s professional experience;
The second and third rounds of interviews can be conducted according to the company’s requirements, focusing on examining the candidate’s language communication ability and comprehensive quality.
Our company will alsoIn this process, a standardized job application form is set up to comprehensively and quickly understand the situation of the candidate, and a preliminary matching evaluation of the recruiting position is performed;
Then call for an interview, and HR conducts the first round of interviews to screen the candidates that best meet the needs of the position; in the end, it will be conducted by the customer leader.
3. Visa policy will be adjusted according to market and socioeconomic changes
Due to changes in the UAE’s talent market and adjustments to the country’s labor policies, work permits and immigration regulations will also change.
Employers need to respond quickly to policies. Otherwise, when recruiting talents, one will encounter the extension or even termination of the recruitment process because they are not clear about visa-related issues. The second is when they are facing high-end talents. Based on their previous experience, people will negotiate with recruiters from the perspective of some visa-related regulations and policies that are in their favor. For employers, if they are not familiar with UAE labor and visa policies, they will be more passive.
4. Management costs
Overseas, management staff also need to pay more attention to cultural differences. Specific to the construction of corporate culture, training and career planning for employees, the cost is relatively higher than domestic.
In the Islamic month of Ramadan in the UAE, government agencies and private companies will reduce their working hours. Companies will reduce their original 8 hours to 6 hours, reducing their working time by 25%. Some companies will take measures to adjust working hours or require employees to improve work efficiency, which also increases the management cost of the company.
5, recruitment channels are not familiar
In the UAE, it takes a certain amount of time and process to get the right talents, to understand the local recruitment channels, and to test the effectiveness of the recruitment of different channels. This is a costly time for employers who urgently need talent. high.
What are the characteristics of employees of different nationalities? What to pay attention to when communicating with them?
Dubai is a very diverse and inclusive country. Our company is very clear. Our more than 100 employees come from nearly 10 countries, India, Pakistan, Philippines, Jordan, Egypt, Nigeria, China , Nepal, etc. Employees in different countries will need different communication methods because of cultural beliefs.
For example, when communicating and cooperating with Arabs, we must pay attention to implementing the intentions reached on the paper, not just verbally.
People of any country or region have basically the same principles in work and daily communication: sincere and principled. Do not treat them differently because of any differences. After quickly determining the performance and characteristics of this employee in the workplace, pay attention to using different communication skills to carry out the work.
How does your company recruit difficult questions?
Our company Joint StarInternational HR Service is an international human resources management consulting company registered in Dubai with a Chinese background. Deeply cultivated in Dubai for many years, has a mature and professional team after years of running-in, and has rich and reliable human resources.
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We have built a huge talent pool after a long period of running-in and screening. For example, construction talents, the management personnel we provide range from ordinary levels (such as engineers, document control, library management, foremen and tea service staff, etc.) to middle and senior project management personnel (such as senior QA / QC, senior pre-clearer and construction manager) Wait).
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We spent a long time in the screening stage to understand all aspects of the candidate, from the general family background, education background, work experience and visa status Multi-faceted and comprehensively learn the true situation of the candidate, from receiving the resume to confirming the qualification, at least the information understanding-preliminary interview-final interview three rounds of testing and assessment. Ensure the quality of the human resources provided.
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We have a dedicated team responsible for PRO affairs, familiar with visa policies and procedures to ensure that candidates can smoothly enter the new company to start work, and according to the client’s Need to provide consultation on PRO (visa) services; provide labor law interpretation and employment contract templates, and advice on manpower management.
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Our team has accumulated certain effective and special recruitment channels, established an efficient and efficient demand feedback mechanism, and can “quickly and promptly” meet the needs of customers Talents.
文 | 杜俊 @ 出海
Picture | Visual China
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