How to Make Your LinkedIn Profile Pop (Without Spending All Day on It)
Your LinkedIn profile doesn’t have to be a snoozefest! It's like your online handshake—why not make a good first impression?...
The UAE job market is booming, and while competitive salaries remain a baseline expectation, top talent – white-collar professionals and specialists – are looking for more. It is no longer just about the money, they are seeking an environment that ignites their passion.
Employee engagement is the new gold standard, which is the emotional connection employees feel towards their work, company, and its goals. Engaged employees are passionate, go the extra mile, and drive innovation, becoming your company’s biggest cheerleaders. This means that attracting talent is just the first step. Retention – keeping those high performers happy and valued over the long haul – is the real challenge.
Recent research by Zurich International Life in the Middle East (July and August, 2023) throws some hard numbers at us: a remarkable one-in-four employees in the UAE and Saudi Arabia switched jobs in the past year. A wake-up call for most employers: you need to build a work environment that fosters engagement and satisfaction. It is time to go beyond the paycheck grab and start thinking strategically about attracting – and keeping – your top talent.
When it comes to building long-term loyalty with top talent in the UAE, employee benefits are emerging as the true game-changer. Nearly 9 out of 10 employees surveyed by Zurich International Life considered benefits an extremely important factor, often even surpassing salary itself. The message is clear: in today’s dynamic work environment, retention goes beyond just financial rewards. It is about aligning company values with employee priorities and fostering a cohesive work culture. This means taking a holistic approach, prioritising employee mental well-being, implementing long-term incentive plans, and nurturing a sense of financial security.
Financial wellness and a sense of trust are increasingly important to employees in the UAE. They are looking for collaborative efforts to shape a positive future of work, and the research backs this up. A staggering 84% of respondents said they would switch jobs for the same pay if it offered better benefits. This puts the ball squarely in employers’ courts; they need to adapt to these changing needs by introducing benefits that address what truly matters to their workforce. One key area of focus is workplace savings and pensions, particularly for expatriates concerned about retirement planning. Competitive end-of-service benefits can also be a major draw for international talent, fostering financial stability and peace of mind.
The research suggests that employers who proactively reassess and elevate their benefits packages will be the ones who win. Look for ways to address critical aspects like workplace savings plans, financial well-being, development schemes, life insurance, child education allowances, and critical illness coverage.
Conduct thorough market research to ensure your salary and benefits are on par with industry standards for your specific job roles and locations. Do not stop at the basics; design a benefits package that aligns with your brand and speaks directly to employee needs. This could include financial wellness programs to address growing concerns, child education allowances to support working families, and expat-focused retirement plans to attract and retain international talent.
Your Employee Value Proposition (EVP) is your answer to the age-old question, “Why should I work for your company?” It is your chance to clearly define what makes your organisation unique and why it is a great place to work. Go beyond generic statements and highlight aspects that resonate with today’s workforce. This could include a healthy work-life balance with flexible work arrangements, robust professional development opportunities to help employees grow their careers, a diverse and inclusive culture where everyone feels valued, and a meaningful mission that inspires a sense of purpose.
A good salary will not necessarily keep a talented employee around if they are stressed, overwhelmed, or burnt out. Similarly, a chronic lack of appreciation in the workforce can result in high turnover rates, dissatisfaction, and poor performance. Employers should make it crystal clear to their workforce that they care, and demonstrate it with their actions. This could include offering flexible work arrangements to promote a healthy work-life balance, encouraging employees to take breaks and time off to prevent burnout, and providing access to mental health resources and wellness programs like stress reduction courses or fitness programs.
Fostering a sense of belonging goes beyond just hiring a diverse workforce; it is about building a culture that actively welcomes, includes, supports, and connects employees from all backgrounds. If employees feel like they are being discriminated against or that their voices are not heard and respected, they will leave in search of a more equitable workplace. By implementing DEI policies and practices, encouraging open dialogue about diversity and biases, and providing training to address unconscious bias in the hiring process, you can create a work environment where everyone feels valued and respected. This ultimately leads to a more engaged and innovative workforce.
A lengthy and inefficient hiring process can be a major turnoff for top talent, especially in a competitive job market where candidates may have multiple offers on the table. Streamline your hiring process to set the tone for a positive employee experience from the start. This includes crafting clear job descriptions with realistic expectations, communicating with candidates in a timely manner, and implementing a well-structured interview process that evaluates both technical skills and cultural fit. Talent Higher can help you make sure your hiring process is efficient, effective, and creates a positive candidate experience.
Everyone in a company wants to feel like there is a path for growth and advancement in their career. Promoting from within and providing job enrichment opportunities demonstrates to employees that the organisation is invested in their long-term development. This not only boosts employee engagement and loyalty but also saves time and resources compared to external hiring. Here is how to cultivate a culture of internal promotion:
Ultimately, the UAE’s dynamic job market presents both challenges and opportunities for employers. While traditional methods may have sufficed in the past, the current landscape demands a more strategic approach. By implementing the strategies outlined above, companies in the UAE can build a strong employer brand and foster a positive work environment that attracts and retains top talent. Consider partnering with a recruitment specialist who shares your values and understands the UAE market. Talent Higher’s expertise can streamline your hiring process, provide access to a wider pool of qualified candidates, and ensure a smooth onboarding experience for new hires.