The traditional hiring process often involves multiple intermediaries, which can be time-consuming, costly, and sometimes result in mismatched talent. However, with the advent of AI-powered technologies, companies and employers can now embrace a new era of direct hiring.
In today’s fiercely competitive job market, organizations strive to identify and onboard top talent with validated skills efficiently. With the advent of Artificial Intelligence (AI), the recruitment landscape has undergone a remarkable transformation.
In today’s rapidly evolving world, technology has permeated almost every aspect of our lives, and the realm of recruitment is no exception. Artificial Intelligence (AI) has emerged as a game-changer in the hiring process, revolutionizing the way organizations attract, assess, and select top talent.
When asked ‘what is ethical employment’, the term ‘ethical employment’ might make you think initially of fair and unbiased hiring practices, moral codes, and commitment to diversity goals. And while none of these conceptions is wrong, the subject of ethical employment goes much deeper.
Ethical hiring is one of many terms used to describe how a company engages with its potential workforce. Ethical employment practices ensure that all employees are treated fairly and ethically by providing legal work conditions and do not cause physical or psychological harm to staff. This is regardless of job role, gender, race, religion, background, or economic status.
UAE-based start-up Eduployment is seeking to provide staff staff with skills to help them gain access to legitimate jobs and connect employers with qualified labour, while sidestepping potential recruitment fraud risks.
There are several advantages and disadvantages that anyone moving abroad for work must consider before finalizing their plans. The number of expat staff has steadily increased across the GCC over the last few decades, with 51% of the regional population classed as expats.
Hiring staff from abroad and expanding your workforce with international talent can bring a range of benefits to a company. While some benefits may be more apparent such as an increased talent pool or a more diverse workforce, there are also some very real, very tangible financial benefits for businesses when hiring people from abroad.
For the last few decades, countries in the GCC have relied heavily on the use of expat and migrant staff to support their rapid growth ambitions. To reduce dependency on expat staff and improve unemployment rates among country-nationals, nationalization programmes such as Saudization, Emiratization, and Omanization have become a key feature of human resource management and recruitment.
