Mona Karaoui's Posts - RecruitingBlogs2024-03-28T15:58:06ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidthttps://storage.ning.com/topology/rest/1.0/file/get/1526946739?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=2ls8t0y38f6h9&xn_auth=noBest Cities to Work in the Middle East and North Africa ...tag:recruitingblogs.com,2010-12-09:502551:BlogPost:11166242010-12-09T13:27:55.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
<font class="Apple-style-span" size="4">As our <a href="http://www.bayt.com/en/home-emp">Bayt.com</a> community already knows, every month for many years now we have conducted a regional MENA HR survey and the results of these surveys have been made available for FREE to all our HR practitioners, Employers and Professionals/Jobseekers. This month we released the much anticipated Best Cities to Work in the Middle East and North Africa study and the results have been eye-opening to say the…</font>
<font class="Apple-style-span" size="4">As our <a href="http://www.bayt.com/en/home-emp">Bayt.com</a> community already knows, every month for many years now we have conducted a regional MENA HR survey and the results of these surveys have been made available for FREE to all our HR practitioners, Employers and Professionals/Jobseekers. This month we released the much anticipated Best Cities to Work in the Middle East and North Africa study and the results have been eye-opening to say the least.<br/>
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How did we rank these cities? We looked at the following factors...<a href="http://blog.bayt.com/2010/12/best-cities-to-work-in-the-middle-east/">read more</a></font>Its Our Birthday and We Can Smile if We Want Totag:recruitingblogs.com,2010-11-02:502551:BlogPost:11063282010-11-02T08:33:43.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
Our die-hard fans on both the Jobseeker and <a href="http://www.bayt.com/en/home-emp/">Employer</a> side are of course aware that October 2010 marked <a href="http://www.bayt.com">Bayt.com</a>’s 10th Anniversary! Ten years of helping you help the region by promoting employment on a micro and macro scale. At the level of every single job role and industry and career level as well as the level of every single country in the region. Together we have succeeded enabling hundreds of thousands of…
Our die-hard fans on both the Jobseeker and <a href="http://www.bayt.com/en/home-emp/">Employer</a> side are of course aware that October 2010 marked <a href="http://www.bayt.com">Bayt.com</a>’s 10th Anniversary! Ten years of helping you help the region by promoting employment on a micro and macro scale. At the level of every single job role and industry and career level as well as the level of every single country in the region. Together we have succeeded enabling hundreds of thousands of professionals across the region to connect with employers and facilitating pan-regional employment in a way that was previously impossible.<br/>
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To ensure you are NOT none the wiser vis-à-vis the enormous advances your preferred jobsite has once again made this year, I will share with you in just a few words some of the year’s highlights and some of the reason’s we are more uniquely positioned than ever before as the Middle East’s #1 jobsite and the largest marketplace of talent and jobs in the region.<br/>
<br/><b><span class="Apple-style-span" style="font-size: medium;">Read more:</span></b> <span class="Apple-style-span" style="font-size: medium;"><a href="http://blog.bayt.com/2010/10/its-our-birthday-and-we-can-smile-if-we-want-to/">http://blog.bayt.com/2010/10/its-our-birthday-and-we-can-smile-if-we-want-to</a></span>Phone Screening Tips to Expedite the Interviewing Processtag:recruitingblogs.com,2010-10-13:502551:BlogPost:10981552010-10-13T07:02:24.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
<b>Question by Recruiter:</b><br></br>
I’ve narrowed down my list of job applicants, but am still feeling overwhelmed…What phone screening tips can you recommend to help me reduce the amount of face-to-face interviews for only the most qualified candidates?<br></br>
<br></br><b>
Answer by <a href="http://www.bayt.com/employers">Bayt.com</a>’s Senior HR Consultant, Suha Mardelli Haroun</b><br></br>
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Arrange a time.</b><br></br>
Arrange a set time for you and the candidate to talk, then keep it short, 15-30…
<b>Question by Recruiter:</b><br/>
I’ve narrowed down my list of job applicants, but am still feeling overwhelmed…What phone screening tips can you recommend to help me reduce the amount of face-to-face interviews for only the most qualified candidates?<br/>
<br/><b>
Answer by <a href="http://www.bayt.com/employers">Bayt.com</a>’s Senior HR Consultant, Suha Mardelli Haroun</b><br/>
<br/><b>
Arrange a time.</b><br/>
Arrange a set time for you and the candidate to talk, then keep it short, 15-30 minutes at the most.<br/>
<br/><b>
Be prepared before making the call.</b><br/>
Have a standardized process for all candidates ready, then review the job description and highlight the requirements or preferred qualifications to focus on in the phone interview.<br/>
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Brief the candidate.</b><br/>
To keep you on track, briefly describe the phone screening process to the candidate, mention you expect the phone interview to last 15-30 minutes, and go over the job description and let them know you will be asking questions about their CV.<br/>
<br/><b>
Ask descriptive questions.</b><br/>
Ask questions for the candidate to elaborate on areas of their CV such as objectives, skills, previous employment history, why they are interested in the position, current job responsibilities, skill set, reasons of frequent job moves if applicable, and anything unclear on the CV you feel needs more detailed description.<br/>
<br/><b>
Conclude with a script.</b><br/>
Prepare a script to conclude your phone interviews by thanking the candidate for their time and interest, and provide a time frame when you will be contacting them about their application status.<br/>
<br/><b>Hiring? Visit:</b><br/>
<a href="http://www.bayt.com/en/home-emp">http://www.bayt.com/en/home-emp</a>More than half of UAE’s employers are planning to recruit in next quartertag:recruitingblogs.com,2010-09-19:502551:BlogPost:10813212010-09-19T08:11:01.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
New research by <a href="http://www.bayt.com/en/home-emp/">Bayt.com</a> and YouGov Siraj<br></br>
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Overwhelming 67% of organisations in the MENA region likely to hire in a year’s time.<br></br>
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More than half of the region’s employers, 54%, plan to recruit over the next few months, according to the new Bayt.com Jobs Index study conducted by the region’s number one job site Bayt.com, in conjunction with research specialists YouGov Siraj. In the UAE, just over a quarter of the respondents…
New research by <a href="http://www.bayt.com/en/home-emp/">Bayt.com</a> and YouGov Siraj<br/>
<br/>
Overwhelming 67% of organisations in the MENA region likely to hire in a year’s time.<br/>
<br/>
More than half of the region’s employers, 54%, plan to recruit over the next few months, according to the new Bayt.com Jobs Index study conducted by the region’s number one job site Bayt.com, in conjunction with research specialists YouGov Siraj. In the UAE, just over a quarter of the respondents -29%- said that their organisations would definitely be hiring in the next three months, and another 25% said they would probably be hiring. By contrast, 9% said they would definitely not be hiring in the next quarter.<br/>
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Across the Middle East and North Africa (MENA) region, the countries recorded varying propensities to hire as part of the Jobs Index. Respondents in Oman had the highest propensity to hire, with 41% saying that their organisations will “definitely” be recruiting new staff in the coming months while Jordan showed the lowest propensity to hire with 18% of respondents saying they will “definitely” hire in the next three months.<br/>
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The Jobs Index (JI) is conducted to gauge perceptions of job availability and hiring, to identify job trends and to provide an understanding of the key skill sets and qualifications required in the Middle East job market.<br/>
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The survey asked the respondents how many positions their organisations would be aiming to fill in the next three months. For the most part, organisations are looking to recruit staff for less than five positions: 46% said that less than five jobs will be available, and 22% said that between six and 10 jobs will be available. Interestingly, 2% of respondents said that they will be looking to fill more than one hundred vacancies in the coming quarter.<br/>
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“The adverse effects of the global recession on hiring practices in the Middle East region seem to be easing. While some regional companies appear to be maintaining their human resources budgets at relatively low levels in a bid to save money, this climate of cost-consciousness and emphasis on maximizing returns on investment in the HR arena has been seen to favor leading online jobsites such as bayt.com where employers are cognizant they can find the region’s top talent for key positions in the fastest, easiest, most effective and most cost-efficient manner”, noted Rabea Ataya, Chief Executive Officer, Bayt.com.<br/>
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Asked at what level they are looking to recruit in the coming three months, the survey found that junior executives are the most likely to find themselves with a job offer: 34% of organisations said that they would be looking to employ junior executives, followed by 27% that said they would be looking to hire on an executive level. As in the previous wave, and unsurprisingly given the level of experience and knowledge required, limited C-suite jobs are going to be on offer: 4% of the respondents said they would be seeking to appoint a new president, 5% said they plan to appoint a CEO, and another 6% said they would advertise vacancies for a COO, CFO or CMO.<br/>
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Of those that are likely to be employed, graduates or postgraduates in business management stand the best chance. According to the study, 26% of organisations around the Middle East favour employing staff that are qualified in this field. Furthermore, graduates or postgraduates in commerce, engineering and administration are equally sought after by the region’s organisations, with 24% of respondents citing personnel in these fields as highly desirable. Less attractive to organisations in the region were those with qualifications in psychology or social sciences, and in flight training: just 3% and 2% of organisations, respectively, agreed that these are important qualifications that new staff should possess.<br/>
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“Clearly, the Middle East, and more specifically the Gulf, is growing as a global finance and commerce hub, and as such, graduates in these fields are likely to find it easier than others to find employment,” said Sundip Chahal, Chief Operating Officer, YouGov Siraj. “The figures also indicate what types of industries dominate in this region, and it is clearly those concerned with business and trade.”<br/>
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Being able to communicate in both English and Arabic is a desirable trait that employers look for when selecting new staff according to the study – 53% of respondents agreed this is what they look for most in a potential new employee. Being a cooperative, flexible, and helpful team player is also a clear skill priority among the region’s organisations, with 49% agreeing it is the most desirable trait. Having good leadership skills was cited as the most desirable trait by 45% of the survey’s respondents.<br/>
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“The figures suggest that when recruiting, employers will not immediately choose the most qualified candidate, rather, the region’s organisations place much more emphasis on key skills such as communication and teamwork, and personality traits such as being a good leader,” noted Sundip.<br/>
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The JI is in part gauged by asking the respondents what their hiring expectancy is in a year’s time; this forms the Hiring Expectancy Index (HEI). In the long term, 67% of the region’s organisations expect to hire, suggesting widespread optimism for the future. Job seekers in Oman are likely to be the luckiest at finding work in a year’s time, with 45% of the country respondents stating they will “definitely” be hiring in 12 months’ time. In the UAE, 15% said they will probably or definitely not be hiring in a year’s time. By contrast, 30% of those surveyed in the UAE said they would definitely hire in a year.<br/>
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Respondents in Algeria were also highly confident that their organisations will be hiring in the future: 37% said they will definitely be hiring after a year. This is contrasted with just 24% and 23% of respondents in Tunisia and Egypt – the lowest figure among all of the surveyed countries.<br/>
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When asked how they rate their current country of residence as a job market compared to those around the rest of the region, respondents in KSA, followed by the UAE, were the most positive about their country: 46% and 44% respectively said it was much more attractive than other countries.<br/>
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The respondents were also asked to name which industries they feel are attracting or retaining top talent in their country of residence today. As in the previous wave, the banking and finance (36%) and telecommunications (35%) sectors took the top spots in terms of those that attract the region’s top employees.<br/>
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“The studies that Bayt.com conducts alongside YouGov Siraj aim to provide the region’s organisations and HR professionals with regularly updated research that sheds light on various elements of the Middle East and North Africa job market. The Bayt.com Jobs Index has been designed to chart how the region’s job market changes from quarter to quarter, which will allow the region’s employers and other industry stakeholders to benefit from up to date job market information, which can be used for affecting positive organisational change and planning for the future,” concluded Ataya.<br/>
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Data for the July 2010 Jobs Index was collected online between 23 June and 18 July 2010, with 2,763 respondents from the UAE, KSA, Qatar, Oman, Kuwait, Bahrain, Syria, Jordan, Lebanon, Egypt, Morocco, Tunisia, Algeria and Pakistan. Males and females aged over 18 years old, of all nationalities, were included in the survey.<div><br/></div>
<div>Hiring? Visit: <a href="http://www.bayt.com/en/home-emp/">http://www.bayt.com/en/home-emp/</a></div>Promotion to Managementtag:recruitingblogs.com,2010-08-09:502551:BlogPost:10398582010-08-09T11:56:09.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
<b><span class="Apple-style-span" style="font-size: medium;">Question from Job Seeker:</span></b><span class="Apple-style-span" style="font-size: medium;"><br></br>
I have been working for the same company for almost 4 years now. Throughout this time, I have worked hard, learned a lot, overachieved, and been promoted faster than anyone else I know in my department: from marketing executive to senior marketing executive and now recently marketing manager. I am very excited about this position yet I…</span>
<b><span class="Apple-style-span" style="font-size: medium;">Question from Job Seeker:</span></b><span class="Apple-style-span" style="font-size: medium;"><br/>
I have been working for the same company for almost 4 years now. Throughout this time, I have worked hard, learned a lot, overachieved, and been promoted faster than anyone else I know in my department: from marketing executive to senior marketing executive and now recently marketing manager. I am very excited about this position yet I find suddenly becoming responsible for the welfare and productivity of a whole unit is giving me the shivers. I want to meet and exceed my top management’s expectations but I have never really managed anyone before. How can I make things right?<br/><br/>
</span> <b><span class="Apple-style-span" style="font-size: medium;"><br/>
Answer from Bayt HR Guru:</span></b><span class="Apple-style-span" style="font-size: medium;"><br/>
Congratulations on your new achievement: now that you have been appointed manager, the first thing you should know is that successful management requires skills entirely separate from the job skills that got you promoted. In all likelihood, you have demonstrated these skills during the course of your career in order to secure the promotion in the first place. However, it helps to pinpoint exactly what it is that will be required of you in this new role and to armor yourself with all the skills you will need in order to succeed as a manager.<br/><br/>
1. <br/></span>
<b><span class="Apple-style-span" style="font-size: medium;">Formulate a gameplan:</span></b> <span class="Apple-style-span" style="font-size: medium;">This is best done well before you assume your new role. Arriving on the first day with a gameplan allows you to firmly and solidly start making your mark without appearing hesitant and indecisive to the team. Take time off in between roles to brainstorm, conduct all necessary research and plan ahead with a clear mind.<br/><br/>
2.<br/></span>
<b><span class="Apple-style-span" style="font-size: medium;">Plan an early success</span></b><span class="Apple-style-span" style="font-size: medium;">: Start as you mean to carry on. It is ideal if your gameplan can include guidelines for a successful project that your team can start implementing immediately. An early success will boost the team’s morale and establish you as a successful leader early on.<br/><br/>
3. <br/></span>
<b><span class="Apple-style-span" style="font-size: medium;">Know your team</span></b><span class="Apple-style-span" style="font-size: medium;">: Your first few weeks on the job should be about getting to know your team and the role of your unit within the organization. Meet your team members in one-to-one meetings and get to know what each person does, what their personal goals and ambitions are, what their skills are, how challenged they are in their role, what problems they have had in the past, what they would like to see done differently and what they expect from their manager. These meetings should give you a general grasp of each person’s competence and attitude, both crucial variables in deciding who you want to keep and who needs special attention.<br/><br/>
4. <br/></span>
<b><span class="Apple-style-span" style="font-size: medium;">Define your team’s vision and “value” system</span></b><span class="Apple-style-span" style="font-size: medium;">: A team with a well defined set of objectives and a clear sense of the unit’s value system works better than a team engaged in an endless array of daily tasks. Defining your team’s ‘mission’ successfully should include both a set of solid, quantitative objectives as well as a less easily defined framework of shared ‘values’.<br/><br/>
5. <br/></span>
<b><span class="Apple-style-span" style="font-size: medium;">Act like a leader</span></b><span class="Apple-style-span" style="font-size: medium;">: The best leaders lead by example. Confidence, integrity, fairness and a strong work ethic of your own are critical to your winning the respect and loyalty of your team. You will then need a clear vision, solid administrative skills, open communications channels, flexibility and a good understanding of all the different personalities that work for you in order to ensure that the team is challenged and working towards some common goal.<br/><br/>
Good Luck!!<br/></span>
<div><span class="Apple-style-span" style="font-size: medium;"><br/></span></div>
<div><b><span class="Apple-style-span" style="font-size: medium;">Hiring?</span></b> <a href="http://www.bayt.com/en/home-emp/"><span class="Apple-style-span" style="font-size: medium;">http://www.bayt.com/en/home-emp</span></a></div>All in a Day’s Worktag:recruitingblogs.com,2010-07-26:502551:BlogPost:10171032010-07-26T06:23:14.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
Finding a job is a full time job we constantly remind our Bayt.com community of ambitious, upwardly mobile professionals. It requires discipline, rigor, planning and a lot of organization, dedication and energy. It ideally requires waking up at an early daylight hour, donning suitable workplace attire and allocating a reasonable amount of time to pounding the pavements both online in cyberspace from your desktop and also in the physical world attending informational interviews, professional…
Finding a job is a full time job we constantly remind our Bayt.com community of ambitious, upwardly mobile professionals. It requires discipline, rigor, planning and a lot of organization, dedication and energy. It ideally requires waking up at an early daylight hour, donning suitable workplace attire and allocating a reasonable amount of time to pounding the pavements both online in cyberspace from your desktop and also in the physical world attending informational interviews, professional events and actively networking with friends, colleagues and new acquaintances.<br/>
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What has Bayt.com done to facilitate this process and ensure our community is the best equipped upwardly mobile professional community in the world? A lot! Below are just ten of the myriad ways Bayt.com bolsters your career advancement every step of the way:-<br/>
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The freshest, largest and most diverse Employers and Jobs selections in the MENA region so the region’s most lucrative top career opportunities are never more than a few clicks away.<div><ul>
<li>The most sophisticated CV creation tools in the industry.<br/><br/></li>
<li>The region’ first Salary Search Engine to help you define what salary you and your team should be earning and benchmark yourself against other companies/industries/countries in the region.<br/><br/></li>
<li>A wealth of free online Bayt.com Career Articles and Guides augmented and refreshed constantly. These cover everything from the job search to CV/resume preparation, cover letter writing, interview skills, salary negotiation and much, much more and are invaluable career resources for the MENA regions’ professionals.<br/><br/></li>
<li>A Career Consultancy service for professionals who need help with or would rather outsource the CV and Cover Letter writing process.<br/><br/></li>
<li>Self assessment tests to lend you valuable career direction.<br/><br/></li>
<li>Psychometric tests to shed further light on your career advantages and help you work to your true strengths.<br/><br/></li>
<li>Application Highlight to make your CV stand apart form the crowd when you apply to jobs and show the Employer you are very serious about the job.<br/><br/></li>
<li>CV recommendation tools so your most respected peers and colleagues can recommend you online instantly for potential employers to see.<br/><br/></li>
<li>A Saved Search tool so you can define exactly the type of job you are interested in and these can be mailed directly to your email address.</li>
</ul>
And just as finding a better job is a full-time job for professionals across the globe, ensuring our community of professionals are at all times linked to the top employers and top jobs in the Middle East and North Africa is all in a day’s work for us at Bayt.com, the Middle East’s #1 jobsite.<br/>
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Hiring? Visit:</b> <a href="http://www.bayt.com/en/home-emp">http://www.bayt.com/en/home-emp</a></div>Interview with Pamela Kiwan, HR & Recruitment Specialist at Cedarcom, Beirut, Lebanontag:recruitingblogs.com,2010-07-20:502551:BlogPost:10105852010-07-20T08:29:27.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
<b>Bio:</b><br></br>
Pamela holds a Masters Degree in Management&Marketing from the Lebanese University in Beirut. With over 4 years of experience in the Recruitment & HR field in various industries with regional companies in the United Arab Emirates, Pamela today heads the HR department at Cedarcom – Mobi in Beirut, Lebanon.<br></br>
<br></br>
1. <b>How do you like living and working in Lebanon?</b><br></br>
Beirut has always been referred to as the Paris of the Middle East, and it’s true. Beirut’s…
<b>Bio:</b><br/>
Pamela holds a Masters Degree in Management&Marketing from the Lebanese University in Beirut. With over 4 years of experience in the Recruitment & HR field in various industries with regional companies in the United Arab Emirates, Pamela today heads the HR department at Cedarcom – Mobi in Beirut, Lebanon.<br/>
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1. <b>How do you like living and working in Lebanon?</b><br/>
Beirut has always been referred to as the Paris of the Middle East, and it’s true. Beirut’s been to war and back, time and over again but still maintains its status as a Top destination for tourists from all over the world, all year long. Working conditions have gotten better post 2006 and we are still on a rise. I trust the best is yet to come for the Lebanese job market.<br/>
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2.<b>What is your average day at work like?</b><br/>
In one word: Hectic! Between meetings with management, catering to staff’s needs, updating HR policies and procedures and the daily tasks, the day flies by quite fast!<br/>
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3. <b>What is your biggest professional challenge?</b><br/>
Making a difference in the environment I work on – Always striving for excellence and aiming to make more senior positions available for top achievers in a multinational environment!<br/>
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4. <b>What is the most important thing you look for in new hires?</b><br/>
Positive attitude, willingness to learn, a genuine potential to be a leader and industry knowledge.<br/>
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5. <b>What is the biggest challenge you face in hiring talent?</b><br/>
Managing candidates’ salary expectations is never an easy task.<br/>
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6. <b>What is your favorite part of your role?</b><br/>
The part I like best is working on instilling healthy HR strategies and then witnessing them flourish such as enhancement of positive culture, on- boarding, performance appraisals, training budgeting, etc…)<br/>
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7. <b>What do you read to keep abreast of industry developments?</b><br/>
I am an avid online reader, so everything from Vault to SHRM is really a daily ritual for me. I trust reading is indispensable not only for my professional but also my personal development.<br/>
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8. <b>What is your advice to someone looking to enter the field of HR?</b><br/>
Being Flexibility is key in the HR industry and excellent interpersonal skills are also vital factors – Always aim to be the good achiever example and strive to maintain a sense of balance between the interests of the company and those of the employees.<br/>
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9. <b>How do you see the Middle East evolve as a place to practice HR?</b><br/>
HR in the Middle Easy has definitely improved in the past decade but more emphasis should be placed on main HR practices such as rewards and recognition of employees, fostering and supporting the creation of future leaders at the Middle East workplace and why not a new generation of CEOs?!<br/>
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10. <b>If you could wave your magic stick and make a significant development in one specific area of HR practices worldwide, where would that fall?</b><br/>
To focus on empowering people and support and encourage the creation and development of a future generation of CEOs & leaders.<div><br/></div>
<div><b>Hiring? Visit:</b> <a href="http://www.bayt.com/en/home-emp/">http://www.bayt.com/en/home-emp</a></div>What to look for in a prospective employer?tag:recruitingblogs.com,2010-07-20:502551:BlogPost:10105722010-07-20T08:23:38.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
<b>Question from Job seeker</b><br></br>
I am soon to graduate with a MBA from one of the UAE’s Top academic institutions. I can confidently say I have attained an excellent education background, impeccable communication and analyzing skills backed with internship experiences at Top Multi National companies in the Middle East. I have already started applying to jobs in the UAE and have 2 to 3 offers waiting in line. I am not sure though, what is it that I must look at first when trying to choose…
<b>Question from Job seeker</b><br/>
I am soon to graduate with a MBA from one of the UAE’s Top academic institutions. I can confidently say I have attained an excellent education background, impeccable communication and analyzing skills backed with internship experiences at Top Multi National companies in the Middle East. I have already started applying to jobs in the UAE and have 2 to 3 offers waiting in line. I am not sure though, what is it that I must look at first when trying to choose the right organization for me (keeping in mind what I am really seeking is a career path and not just a “job” at this stage). Any insights?<br/>
<br/><b>
Answer from <a href="http://www.bayt.com/en/home-emp/">Bayt.com</a> HR Guru</b><br/>
Employers today are demanding top credentials and are well positioned to source top candidates given the number of unemployed and under-employed A-players in the marketplace. You obviously do have the credentials, you know what you’re looking for (a solid career path) and you do classify yourself as an A-player. Our recommendation to you then is really simple: Ask yourself what company would satisfy your professional ambitions?<br/>
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Take the below into consideration:<br/>
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- A company with a vision: Target a company which involves its community and staff in its plans, a company you can relate to and where your individual objectives can correlate with the corporate strategic objectives.<br/>
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- A company with a healthy & positive corporate culture: A sense of belonging to the corporate culture- as per 31% of Middle Eastern professionals who have taken part in a Bayt.com survey- is a key motivation and driver for employees to commit to one specific job or company. Target an organization with sound values that you can personally respect and relate to. (Not easy to figure this out before joining? It’s always wise to interact with current employees while you are going through the interview process on the company’s premises. Insider information is priceless!)<br/>
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- A company which offers opportunities for career development: Look for an employer who is willing to invest in you and support you to advance both personally and professionally: 32% of professionals surveyed in a recent Bayt.com employee motivation survey have agreed that professional growth opportunities are a prime motivator when it comes to committing to a certain job or company. An employer willing to invest meaningfully in their employees is definitely an employer you would want to target.<br/>
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- A company that does not shun employee recognition: Look for a company with a meritocratic culture and clear reward and recognition schemes where you will receive a strong public and private boost for your efforts. A company that recognizes and acknowledges a job well done is a definitely a keeper.<br/>
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- A company that provides/ believes in mentor/apprentice relationships: Look for a company that invests the extra effort in turning its managers into mentors. A healthy, positive and mutually beneficial relationship between an employee and his line manager was deemed a key motivational factor by 32% of Middle Eastern professionals surveyed in Bayt.com’s recent motivation survey. You are a knowledge seeker, a career enthusiast and at this stage, you are in need of a mentor. Aim to work for a company that fosters these practices!<br/>
<br/><b>
Hiring?</b> <b>Visit:</b> <a href="http://www.bayt.com/en/home-emp">http://www.bayt.com/en/home-emp</a>Interview with Markus Gries, HR Director at Fraport KAIA, KSAtag:recruitingblogs.com,2010-07-11:502551:BlogPost:10035842010-07-11T07:00:00.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
<b>Visit: <a href="http://blog.bayt.com/2010/06/interview-with-markus-gries-hr-director-at-fraport-kaia-ksa/">http://blog.bayt.com/2010/06/interview-with-markus-gries-hr-director-at-fraport-kaia-ksa</a><br></br><br></br>Bio</b><br></br>
Markus graduated with a MBA from WIU in Phoenix, AZ and then worked as Head of Flight Operations in Frankfurt from 1989 till 1996. Markus has long been working for Fraport´s joint ventures abroad. For nine years in Tenerife and Palma de Mallorca, Spain, as Director…
<b>Visit: <a href="http://blog.bayt.com/2010/06/interview-with-markus-gries-hr-director-at-fraport-kaia-ksa/">http://blog.bayt.com/2010/06/interview-with-markus-gries-hr-director-at-fraport-kaia-ksa</a><br/><br/>Bio</b><br/>
Markus graduated with a MBA from WIU in Phoenix, AZ and then worked as Head of Flight Operations in Frankfurt from 1989 till 1996. Markus has long been working for Fraport´s joint ventures abroad. For nine years in Tenerife and Palma de Mallorca, Spain, as Director Operations for Acciona-Ineuropa Handling, and then for two years in New Delhi, India, for the Delhi International Airport Pvt. Ltd. as cargo specialist. Both assignments had a strong focus on organization development and the transformation of government entities and integration of their staff into private sector businesses. In June 2008, Markus was assigned Director of HR, People Development and Training, for Fraport at King Abdul Aziz International Airport Jeddah, KSA.<br/>
<br/><b>
1. How do you like living and working in KSA?</b><br/>
It´s just great. One of the best countries on the planet one can live in. Contrary to popular belief the lifestyle is very relaxed, malls to shop and restaurants to eat in are plenty. Living here is seriously a very special experience that one should appreciate.<br/>
<br/><b>
2. What is your average day at work like?</b><br/>
As a director of HR, People Development and Training, my main focus naturally is training our staff: developing programs, making the necessary arrangements, selecting contractors and participants, etc. But of course there´s a lot more involved when one is working for organization that is currently undergoing a major change process from government to corporate entity.<br/>
<br/><b>
3. What is your biggest professional challenge?</b><br/>
Bureaucracy which I must say does slow down and complicate processes and delays decision making or taking action when it comes to getting approvals but we are working on it.<br/>
<br/><b>
4. What is the most important thing you look for in new hires?</b><br/>
The most important thing is MOTIVATION, the will and interest to work. That´s significantly more important than the academic education!!<br/>
<br/><b>
5. What is the biggest challenge you face in hiring talent?</b><br/>
There are various challenges. Slow, bureaucratic hiring procedures is one, “Wasta” influences another, lack of applicants with good knowledge of English a third, governmental budget restraints a fourth, a partly uncompetitive pay scale a fifth. All the above makes it difficult-to-impossible to attract experienced, highly qualified staff for certain positions.<br/>
<br/><b>
6. What is your favorite part of your role?</b><br/>
The big advantage of working in HR is that one gets the chance to develop and to contribute in shaping the future of the entire organization. Not just of one department. Another advantage is the chance to get to know and to be connected with all employees: to actually work with people and have a direct influence on their attitudes and the corporate culture as a whole. Creating programs to develop this culture and steer the organization and its employees in the right direction is sure the favorite part of my role.<br/>
<br/><b>
7. What has been the highlight of your career in HR?</b><br/>
A highlight of my work for King Abdulaziz International Airport so far for sure was the development of “Stargates”, our general airport management staff training program: its development followed by a major implementation success: this program was successful in transferring knowledge, changing attitudes, giving confidence, and increasing the motivation of our staff.<br/>
<br/><b>
8. What do you read to keep abreast of industry developments?</b><br/>
Various aviation and management publications, internet sources. Increasingly: Professional networking sites.<br/>
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9. What is your advice to someone looking to enter the field of HR?</b><br/>
One should have a true empathy for PEOPLE. That´s the most important point. Be authentic, open, fair. Good communications and strong conflict-solving and -bearing capabilities are a must. A cooperative mind helps. Since often many parties are involved, and conflicting interests have to be considered to come to a solution. Have a vision. And last but really not least: Love what you do!<br/>
<br/><b>
10. How do you see the Middle East evolve as a place to practice HR?</b><br/>
The Middle East for sure is an area with major, above average, growth potential and challenges for HR will be plenty. Due to the average high number of children per family, the labor force in the region, namely the Kingdom of Saudi Arabia, will increase significantly in the upcoming years and decades. New jobs will have to be created, foreign workers will have to be replaced by nationals, nationals will have to get trained. More and more government entities will be corporatized, creating uncertainty amongst the employees that must be addressed by the newly created companies. Looking a bit further ahead, new business fields and sources of revenue have to be found, studied, and developed. And labor will eventually shift away from the oil-related businesses into those other fields. A change process for the entire nation, not just one organization. Very challenging also and in particular for HR.<br/>
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11. If you could wave your magic stick and make a significant development in one specific area of HR practices worldwide, where would that fall?</b><br/>
Let it fall so that logic and sustainable thinking shall prevail in all decisions and concerns. Independent from who is in charge in an organization. We reorganize and rearrange things too often, just because a new number one feels that this is expected of him. Actually it is not. A good course, once taken, does not need to be changed. And a good organization does not require a constant re-organizing. Change is an option. Not a must.<br/>
<br/><b>
12. Anything else you’d like to share with the community of Bayt.com Employers?</b><br/>
A bit profane maybe, but anyway: Please do not apply for a job with us at this time. The airport unfortunately cannot hire anybody during this year.<br/>
<br/><b>
Hiring? Visit:</b> <a href="http://www.bayt.com/en/home-emp">http://www.bayt.com/en/home-emp</a>The Middle East Consumer Confidence Index- June 2010tag:recruitingblogs.com,2010-07-11:502551:BlogPost:10035812010-07-11T07:00:00.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
July 05, 2010<br></br>
<br></br>
The goal of the Middle East Consumer Confidence Index analysis is to understand the perceptions and attitudes of Middle Eastern consumers regarding the economy of their countries, their personal financial and job situation, their likelihood to purchase and invest and the employment and jobs market in general. Job seekers surveyed were spread across Dubai, Abu Dhabi, UAE, Kuwait, Qatar, Bahrain, Jordan, Lebanon, Egypt, Morocco and other Middle Eastern and North African…
July 05, 2010<br/>
<br/>
The goal of the Middle East Consumer Confidence Index analysis is to understand the perceptions and attitudes of Middle Eastern consumers regarding the economy of their countries, their personal financial and job situation, their likelihood to purchase and invest and the employment and jobs market in general. Job seekers surveyed were spread across Dubai, Abu Dhabi, UAE, Kuwait, Qatar, Bahrain, Jordan, Lebanon, Egypt, Morocco and other Middle Eastern and North African countries.<br/>
<br/>
Based on surveys of Jobseeekers and professionals in all industries and across all career levels, jobs and salaries in Dubai, Abu Dhabi, Qatar, KSA, Kuwait, Bahrain, Jordan, Lebanon, Egypt, Morrocco, Tunisia and other countries in the Middle East and North Africa, our various consumer indices will be extrapolated from these findings on a regular quarterly basis for which the findings of this Middle East Consumer Confidence analysis serve as the 13th period after the base period in April 2007.<br/>
<br/>
These are the indices:<br/>
<br/>
* Consumer Confidence Index (CCI): a measure of consumer expectations and satisfaction of various elements of the economy including, i.e.: inflation, job opportunities, etc…<br/>
<br/>
* Consumer Expectation Index (CEI):): a measure of consumer expectations and level of optimism towards the future.<br/>
<br/>
* Propensity to Consume/Spend Index (PCI): a measure of consumer willingness to spend/ consume over a certain period of time.<br/>
<br/>
* Employee Confidence Index (ECI): a measure of people’s attitudes towards availability of jobs and salary satisfaction across the Middle East and North Africa.<br/>
<br/>
Respondents' Profile: Professionals holding jobs in Dubai, Abu Dhabi, Kuwait, KSA, Qatar, Bahrain, Jordan, Lebanon, Morocco and elsewhere in the Middle East and North Africa at all career levels and across all industries were included in this Middle East HR Research Survey including professionals holding jobs in banking, financial services, IT, engineering, architecture, human resources, media, advertising, marketing, sales, government, consulting, publishing and other key employment sectors in the Middle East.<div><br/></div>
<div>Download:</div>
<div><br/></div>
<div>English: <a href="http://img.b8cdn.com/images/uploads/article_docs/bayt_cci_june_2010_opt_8141_EN.pdf">http://img.b8cdn.com/images/uploads/article_docs/bayt_cci_june_2010_opt_8141_EN.pdf</a></div>
<div>Arabic: <a href="http://img.b8cdn.com/images/uploads/article_docs/bayt_cci_june_2010_ar_8141_AR.pdf">http://img.b8cdn.com/images/uploads/article_docs/bayt_cci_june_2010_ar_8141_AR.pdf</a></div>
<div><br/></div>
<div>Hiring? Visit: <a href="http://www.bayt.com/en/home-emp/">http://www.bayt.com/en/home-emp</a></div>The Women in the Middle East Workplace 2010- Surveytag:recruitingblogs.com,2010-06-24:502551:BlogPost:9880622010-06-24T12:00:00.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
"The Women in the Middle East Workplace 2010" survey is a measure of women’s perceptions, attitudes, experiences and satisfaction with various elements of their role in the Middle Eastern workplace, particularly regarding their treatment relative to that received by their male counterparts.<br></br>
<br></br>
Data for the Women in the Middle East Workplace poll was collected online between the period of 26th April and 23rd May 2010 with a total of 2086 respondents, including locals, Arab expats,…
"The Women in the Middle East Workplace 2010" survey is a measure of women’s perceptions, attitudes, experiences and satisfaction with various elements of their role in the Middle Eastern workplace, particularly regarding their treatment relative to that received by their male counterparts.<br/>
<br/>
Data for the Women in the Middle East Workplace poll was collected online between the period of 26th April and 23rd May 2010 with a total of 2086 respondents, including locals, Arab expats, Western expats and Asian Expats residing in the UAE, KSA, Oman, Qatar, Kuwait, Bahrain, Jordan, Lebanon, Syria, Egypt, Algeria and Tunisia. The survey and other Middle East human resources research are available on <a href="http://www.bayt.com">http://www.bayt.com</a>.<br/>
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The main objectives of the" Women in the Middle East Workplace" survey are to:<br/>
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Shed light on the feelings of working women in the MENA vis-s-vis gender equality in terms of benefits and salaries<br/>
Shed light on the feelings of working women in the MENA vis-a-vis job recognition.<br/>
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Shed light on the feelings of working women in the MENA vis a vis existing facilities for them such as maternity leaves, family health insurance, training, etc...<br/>
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Highlight why women working in the Middle East choose to work.<div><br/></div>
<div>Download English version: <a href="http://img.b8cdn.com/images/uploads/article_docs/bayt_woman_workplace_may_2010_7782_EN.pdf">http://img.b8cdn.com/images/uploads/article_docs/bayt_woman_workplace_may_2010_7782_EN.pdf</a></div>
<div><br/></div>
<div><a href="http://img.b8cdn.com/images/uploads/article_docs/bayt_woman_workplace_may_2010_7782_EN.pdf"></a>Download Arabic version: <a href="http://img.b8cdn.com/images/uploads/article_docs/bayt_woman_workplace_may_2010_arabic_7782_AR.pdf">http://img.b8cdn.com/images/uploads/article_docs/bayt_woman_workplace_may_2010_arabic_7782_AR.pdf</a></div>
<div><br/>
Hiring? Visit: <a href="http://www.bayt.com/employers">www.bayt.com/employers</a></div>The Middle East Job Index | April 2010tag:recruitingblogs.com,2010-06-10:502551:BlogPost:9761302010-06-10T10:41:15.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
May 09, 2010<br />
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The Middle East Jobs Index Survey (JI) is conducted to gauge perceptions of job availability and hiring, to identify job trends and to provide an understanding of the key skill sets and qualifications required in the Middle East job market. This Jobs Index is the first Jobs Index of its kind in the Middle East & North Africa region and the region's definitive benchmark guide to who is hiring, when they are hiring and what positions employers are looking to fill over a 3 &…
May 09, 2010<br />
<br />
The Middle East Jobs Index Survey (JI) is conducted to gauge perceptions of job availability and hiring, to identify job trends and to provide an understanding of the key skill sets and qualifications required in the Middle East job market. This Jobs Index is the first Jobs Index of its kind in the Middle East & North Africa region and the region's definitive benchmark guide to who is hiring, when they are hiring and what positions employers are looking to fill over a 3 & 12 month time period.<br />
<br />
Data for the April 2010 Jobs Index was collected online between 30 March and 19 April 2010, with 3,300 executive managers/HR managers/senior officials from the UAE, KSA, Qatar, Oman, Kuwait, Bahrain, Syria, Jordan, Lebanon, Egypt, Morocco, Tunisia, Algeria and Pakistan. Males and females aged over 18 years old, of all nationalities, were included in the survey.<br />
<br />
Hiring? Visit: <a href="http://www.bayt.com/employers">www.bayt.com/employers</a><br />
<br />
Download Report | English: <a href="http://img.b8cdn.com/images/uploads/article_docs/bayt_jobs_">http://img.b8cdn.com/images/uploads/article_docs/bayt_jobs_</a><br />
index_april.pdf_20100507071721.pdf<br />
<br />
Download Report | Arabic: <a href="http://img.b8cdn.com/images/uploads/article_docs/bayt_jobs_index_april_arabic.pdf_ar_20100507071722.pdf">http://img.b8cdn.com/images/uploads/article_docs/bayt_jobs_index_april_arabic.pdf_ar_20100507071722.pdf</a>What to look for in a prospective employertag:recruitingblogs.com,2010-06-10:502551:BlogPost:9761232010-06-10T10:37:23.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
<b>Question from Job seeker</b><br></br>
<br></br>
I am soon to graduate with a MBA from one of the UAE’s Top academic institutions. I can confidently say I have attained an excellent education background, impeccable communication and analyzing skills backed with internship experiences at Top Multi National companies in the Middle East. I have already started applying to jobs in the UAE and have 2 to 3 offers waiting in line. I am not sure though, what is it that I must look at first when trying to…
<b>Question from Job seeker</b><br/>
<br/>
I am soon to graduate with a MBA from one of the UAE’s Top academic institutions. I can confidently say I have attained an excellent education background, impeccable communication and analyzing skills backed with internship experiences at Top Multi National companies in the Middle East. I have already started applying to jobs in the UAE and have 2 to 3 offers waiting in line. I am not sure though, what is it that I must look at first when trying to choose the right organization for me (keeping in mind what I am really seeking is a career path and not just a “job” at this stage). Any insights?<br/>
<br/><b><a href="http://www.bayt.com/employers">
Answer from Bayt HR Guru</a></b><br/>
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Employers today are demanding top credentials and are well positioned to source top candidates given the number of unemployed and under-employed A-players in the marketplace. You obviously do have the credentials, you know what you’re looking for (a solid career path) and you do classify yourself as an A-player. Our recommendation to you then is really simple: Ask yourself what company would satisfy your professional ambitions?<br/>
<br/>
Take the below into consideration:<br/>
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- A company with a vision: Target a company which involves its community and staff in its plans, a company you can relate to and where your individual objectives can correlate with the corporate strategic objectives.<br/>
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- A company with a healthy & positive corporate culture: A sense of belonging to the corporate culture- as per 31% of Middle Eastern professionals who have taken part in a Bayt.com survey- is a key motivation and driver for employees to commit to one specific job or company. Target an organization with sound values that you can personally respect and relate to. (Not easy to figure this out before joining? It’s always wise to interact with current employees while you are going through the interview process on the company’s premises. Insider information is priceless!)<br/>
<br/>
- A company which offers opportunities for career development: Look for an employer who is willing to invest in you and support you to advance both personally and professionally: 32% of professionals surveyed in a recent Bayt.com employee motivation survey have agreed that professional growth opportunities are a prime motivator when it comes to committing to a certain job or company. An employer willing to invest meaningfully in their employees is definitely an employer you would want to target.<br/>
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- A company that does not shun employee recognition: Look for a company with a meritocratic culture and clear reward and recognition schemes where you will receive a strong public and private boost for your efforts. A company that recognizes and acknowledges a job well done is a definitely a keeper.<br/>
<br/>
- A company that provides/ believes in mentor/apprentice relationships: Look for a company that invests the extra effort in turning its managers into mentors. A healthy, positive and mutually beneficial relationship between an employee and his line manager was deemed a key motivational factor by 32% of Middle Eastern professionals surveyed in Bayt.com’s recent motivation survey. You are a knowledge seeker, a career enthusiast and at this stage, you are in need of a mentor. Aim to work for a company that fosters these practices!<br/>
<br/>
Hiring? Visit: <a href="http://www.bayt.com/employers">www.bayt.com/employers</a>.<br/>
Or try our CV Search free trial: <a href="http://www.bayt.com/en/search-cv/">http://www.bayt.com/en/search-cv/</a>Women in the Middle East Workplace: Standing Talltag:recruitingblogs.com,2010-06-10:502551:BlogPost:9761202010-06-10T10:21:56.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
The latest HR research survey from Bayt.com and YouGov Siraj titled ‘’Women in the Middle East Workplace’’ indicates that woman across the region are standing tall, taking an active role in the workforce, climbing the organisational ranks in every industry and making a very active commitment to their careers.<br />
<br />
Several encouraging findings emerge from the survey. Women largely feel they are as ambitious or even more ambitious than their male colleagues, they largely plan to work to an equal or…
The latest HR research survey from Bayt.com and YouGov Siraj titled ‘’Women in the Middle East Workplace’’ indicates that woman across the region are standing tall, taking an active role in the workforce, climbing the organisational ranks in every industry and making a very active commitment to their careers.<br />
<br />
Several encouraging findings emerge from the survey. Women largely feel they are as ambitious or even more ambitious than their male colleagues, they largely plan to work to an equal or greater age than their male colleagues and the largest number of them (59%) feel they are ‘’treated fairly’’ at the workplace and receive ‘’equal treatment as their male colleagues’’ (as compared to 24% who feel they are treated ‘’unfairly’’ vis-à-vis male colleagues.) Moreover the largest number of women (51%) feel that appreciation in their companies is based on performance alone and not on gender (as compared to 15% who feel that ‘’male employees get better appreciation than female employees’’.<br />
<br />
And encouragingly, 75% of women indicated that there are currently already women in the senior ranks of their companies. Perhaps the best news of all is the extent to which women are participating in the regional workforce with 30% of respondents (the largest group) indicating that they perceive as many as 51-75% of women in their country to be actually working at present.<br />
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When it comes to the key issues of compensation and benefits however the survey shows that there is a lot of progress that can still be made to ensure a level playing field for women and men in the Middle East workforce. The largest groups of women indicate they earn less than their spouse/partner as well as their male counterparts at work.<br />
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Moreover 43% of women feel they have a lower chance of being promoted than men and 32% indicate they perceive they will have poor career growth in their current jobs. When asked what obstacles they face in advancing their career, most women cited the ‘’lack of flexible timing or option to work at home’’ as being a key obstacle followed by the perception that women in their respective companies ‘’are not able to progress beyond a certain level in the organisational structure.’’ 17% of women also felt that women in their companies do not get sufficient or appropriate training in skills required for career advancement.<br />
<br />
The vast majority of women agreed that if employers were to extend special benefits to women employees, the working lives of women would be prolonged ‘’to a large extent’’. Women felt these benefits were necessary mostly because ‘’women are responsible for the well-being of the children/family unit.’’<br />
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Learnings for employers from the survey are manifold not least of which is the fact that women professionals see themselves as a vital and permanent constituent of the Middle East professional workforce, and in order to tap into this vital resource pool employers are well advised to be sensitive to the specific requirements and circumstances of women employees in the region. Luckily these are well assessed in the survey which we see as being another landmark regional HR survey providing key insights to improve the lives of regional professionals and employers alike.<br />
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Hiring? Visit: <a href="http://www.bayt.com/employers">www.bayt.com/employers</a>The Middle East Consumer Confidence Index- March 2010tag:recruitingblogs.com,2010-04-22:502551:BlogPost:9296502010-04-22T05:19:21.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
April 11, 2010<br />
<br />
The goal of the Middle East Consumer Confidence Index analysis is to understand the perceptions and attitudes of Middle Eastern consumers regarding the economy of their countries, their personal financial and job situation, their likelihood to purchase and invest and the employment and jobs market in general. JobSeekers surveyed were spread across Dubai, Abu Dhabi, UAE, Kuwait, Qatar, Bahrain, Jordan, Lebanon, Egypt, Morocco and other Middle Eastern and North African…
April 11, 2010<br />
<br />
The goal of the Middle East Consumer Confidence Index analysis is to understand the perceptions and attitudes of Middle Eastern consumers regarding the economy of their countries, their personal financial and job situation, their likelihood to purchase and invest and the employment and jobs market in general. JobSeekers surveyed were spread across Dubai, Abu Dhabi, UAE, Kuwait, Qatar, Bahrain, Jordan, Lebanon, Egypt, Morocco and other Middle Eastern and North African countries.<br />
<br />
Based on surveys of Jobseeekers and professionals in all industries and across all career levels, jobs and salaries in Dubai, Abu Dhabi, Qatar, KSA, Kuwait, Bahrain, Jordan, Lebanon, Egypt, Morrocco, Tunisia and other countries in the Middle East and North Africa, our various consumer indices will be extrapolated from these findings on a regular quarterly basis for which the findings of this Middle East Consumer Confidence analysis serve as the 12th period (December 2009) after the base period in April 2007.<br />
<br />
These are the indices:<br />
<br />
* Consumer Confidence Index (CCI): a measure of consumer expectations and satisfaction of various elements of the economy including, i.e.: inflation, job opportunities, etc…<br />
<br />
* Consumer Expectation Index (CEI):): a measure of consumer expectations and level of optimism towards the future.<br />
<br />
* Propensity to Consume/Spend Index (PCI): a measure of consumer willingness to spend/ consume over a certain period of time.<br />
<br />
* Employee Confidence Index (ECI): a measure of people’s attitudes towards availability of jobs and salary satisfaction across the Middle East and North Africa.<br />
<br />
Respondents' Profile: Professionals holding jobs in Dubai, Abu Dhabi, Kuwait, KSA, Qatar, Bahrain, Jordan, Lebanon, Morocco and elsewhere in the Middle East and North Africa at all career levels and across all industries were included in this Middle East HR Research Survey including professionals holding jobs in banking, financial services, IT, engineering, architecture, human resources, media, advertising, marketing, sales, government, consulting, publishing and other key employment sectors in the Middle East.<br />
<br />
Download report:<br />
<br />
English:<br />
<a href="http://c1.bayt.com/images/uploads/article_docs/bayt_cci_03_2010.pdf_20100409085220.pdf">http://c1.bayt.com/images/uploads/article_docs/bayt_cci_03_2010.pdf_20100409085220.pdf</a><br />
<br />
Arabic:<br />
<a href="http://c1.bayt.com/images/uploads/article_docs/bayt_cci_03_2010_ar.pdf_ar_20100409085221.pdf">http://c1.bayt.com/images/uploads/article_docs/bayt_cci_03_2010_ar.pdf_ar_20100409085221.pdf</a><br />
<br />
Hiring? Visit: <a href="http://www.bayt.com/en/home-emp">http://www.bayt.com/en/home-emp</a>The Middle East Salary Survey 2010tag:recruitingblogs.com,2010-04-08:502551:BlogPost:9169902010-04-08T11:31:22.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
The annual Middle East Salary Survey is designed to look at current levels of salaries, wages and benefits across the GCC, Middle East and North Africa (ie. salaries in Dubai, Abu Dhabi, UAE, KSA, Kuwait, Qatar, Bahrain, Jordan, Lebanon, Egypt, Morrocco and other Middle Eastern and North African countries), and gauge employee opinion and employee satisfaction vis-a-vis their salaries, and how these have kept pace with inflation and the cost of living in the GCC, Middle East & North…
The annual Middle East Salary Survey is designed to look at current levels of salaries, wages and benefits across the GCC, Middle East and North Africa (ie. salaries in Dubai, Abu Dhabi, UAE, KSA, Kuwait, Qatar, Bahrain, Jordan, Lebanon, Egypt, Morrocco and other Middle Eastern and North African countries), and gauge employee opinion and employee satisfaction vis-a-vis their salaries, and how these have kept pace with inflation and the cost of living in the GCC, Middle East & North Africa.<br/>
<br/><a href="http://www.bayt.com/employers">
Bayt.com</a> & YouGov Siraj's Middle East Salary Survey 2010 sets out to measure the following across the GCC and greater Middle East and North Africa region:<br/>
<br/>
An indication of the average salaries across the Middle East and North Africa region with specific emphasis on salaries in Dubai, Abu Dhabi, Kuwait, KSA, Qatar, Bahrain, Lebanon, Jordan, Morrocco and other countries in the GCC and Middle East and North Africa region<br/>
The composition of the professional talent pool at the disposal of employers<br/>
The cost of living challenges that are perceived to be in place by employees and their action plan if any, to combat inflation and cost of living increases in the GCC/ Middle East.<br/>
Job and career cycles and trends including turnover, attrition and workplace volatility in the Middle East<br/>
<br/>
Respondents' Profile: Professionals holding jobs in Dubai, Abu Dhabi, Kuwait, KSA, Qatar, Bahrain, Jordan, Lebanon, Morocco and elsewhere in the Middle East and North Africa at all career levels and across all industries were included in this Middle East HR Research Survey including professionals holding jobs in banking, financial services, IT, engineering, architecture, human resources, media, advertising, marketing, sales, government, consulting, publishing and other key employment sectors in the Middle East. Of specific interest to this Survey are costs of living and salaries in UAE, KSA, Qatar, Bahrain, Kuwait as well as cost of living levels and salaries in Jordan, Lebanon and North Africa. The Survey also sheds interesting light on how current economic conditions are affecting professionals in the GCC and Middle East and what plans professionals in the GCC and Middle East have in the next 12 months vis-a-vis quality of life enhancements, such as changing jobs within the same industry to make a higher salary, switching industries, starting their own company, moving countries to find better jobs in the Middle East etc. Interesting findings beyond relative and absolute salary levels and actual salary raises across the Middle East for 2009-2010 also relate to savings rates across the Middle East, estimates of cost of living increases for 2010 and how professionals feel they are faring relative to their peers in their country of living.<br/>
<br/>
Download document:<br/>
<a href="http://c1.bayt.com/images/uploads/article_docs/bayt_salary_survey_2010_final.pdf_20100307083843.pdf">http://c1.bayt.com/images/uploads/article_docs/bayt_salary_survey_2010_final.pdf_20100307083843.pdf</a><br/>
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To start hiring visit: <a href="http://www.bayt.com/employers">www.bayt.com/employers</a>Raising your Recruitment ROItag:recruitingblogs.com,2010-03-29:502551:BlogPost:9101922010-03-29T11:57:14.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
What is even better than phenomenal value? Double it! <a href="http://www.bayt.com/en/home-emp/">Bayt.com</a> has done just that and doubled the value Bayt.com Employers and Recruiters can enjoy online! As of this month, <a href="http://www.bayt.com/en/ecom-purchase-multi-job-post/">Bayt.com job postings</a> are valid for 60 days rather than 30 days with no limit to the number of applications employers can receive online. What has historically been a phenomenal value investment for employers…
What is even better than phenomenal value? Double it! <a href="http://www.bayt.com/en/home-emp/">Bayt.com</a> has done just that and doubled the value Bayt.com Employers and Recruiters can enjoy online! As of this month, <a href="http://www.bayt.com/en/ecom-purchase-multi-job-post/">Bayt.com job postings</a> are valid for 60 days rather than 30 days with no limit to the number of applications employers can receive online. What has historically been a phenomenal value investment for employers across the industry spectrum has now become an even better investment promising even greater success and higher ROI.<br/>
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Bayt.com job postings have always stood apart by virtue of several factors:-<br/>
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Bayt.com is the highest trafficked jobsite in the region offering by far the greatest visibility for posted jobs. Over 4.25 Million professionals are registered on Bayt.com representing every industry, job role and career level.<br/><br/>
Bayt.com’s proprietary screening, filtering and workspace tools and technologies are the most advanced in the industry. Bayt.com’s local customer care teams are always on standby and available to advise and assist with any posting-related matters.<br/><br/>
Bayt.com’s consistently stellar 97% employer satisfaction rate (as audited by an independent Corporate Excellence unit) is probably the best indicator of the jobsite’s success in sourcing top talent for top employers quickly, easily and effectively! Now employers can enjoy even higher returns for all their recruitment activities by enjoying the 60 day job postings on Bayt.com! <br/><br/>Try it today – <a href="http://www.bayt.com/en/ecom-purchase-multi-job-post/">post your jobs online</a> and start receiving applicants in minutes of your posting being activated. Don’t just hire . . . hire the best professional talent available in the market today!<br/>
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Hiring? Visit:<br/>
<a href="http://www.bayt.com/employers">www.bayt.com/employers</a><br/><br/>Watch video how to post a job:<br/><a href="http://www.youtube.com/watch?v=1-oXYLI7gl0">http://www.youtube.com/watch?v=1-oXYLI7gl0</a>How active is the job market in the Middle East today?tag:recruitingblogs.com,2010-03-16:502551:BlogPost:9029372010-03-16T10:15:14.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
Question from Job Seeker:<br />
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I am currently pursuing a Masters degree in Engineering in Qatar and expecting to graduate in June 2010. However I’m starting to get worried about finding my first job.<br />
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A lot of people I know have waited until after graduation to start their job hunting and ended up not seizing a good opportunity before six months to 1 year! I don’t want this to happen to me, what shall I do, taken into account the fact (or rumor?) that the Middle Eastern employment market is not yet…
Question from Job Seeker:<br />
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I am currently pursuing a Masters degree in Engineering in Qatar and expecting to graduate in June 2010. However I’m starting to get worried about finding my first job.<br />
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A lot of people I know have waited until after graduation to start their job hunting and ended up not seizing a good opportunity before six months to 1 year! I don’t want this to happen to me, what shall I do, taken into account the fact (or rumor?) that the Middle Eastern employment market is not yet very active?<br />
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Answer from Bayt HR Guru:<br />
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Finding your “first job is” very often a nerve-racking exercise for job seekers, but the fact that you are already getting morally geared up to kick start your job-hunting process is good news! The sooner the better! Bear in mind that being proactive is a necessity during the job hunting process; in fact, it’s twice more vital now with the relatively large number of Middle Eastern professionals (and professionals in Qatar) looking for a new job. Don’t postpone: Start conducting your research and eying companies/ jobs in Qatar that you think would interest you, and most importantly perfect your cover letter and CV (in which you will state your expected graduation date). Shed light on your strengths and your accomplishments, and allot time to identify and then work on your areas of development. Treat the job hunting process as a full time job until you land the perfect job opportunity for you.<br />
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Stay positive, confident and focused and practice interviewing skills and techniques with professionals you trust to ensure that when you land those interviews you are able to translate them into solid job offers! Bayt.com has a wealth of articles and guides and self assessment tests related to the job search process and interviewing tools and techniques so make sure you also bring yourself upto speed on the latest in job search strategies online!<br />
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The good news is that a very healthy number of jobs in the Middle East exist for fresh college grads as per Bayt.com & YouGov Siraj’s “ Job Index Survey- January 2010”- which shows that 30% of Middle East employers are looking to fill in “Junior Executive” positions in the 3 months to come. Furthermore, the study shows that an overwhelming 70% of Qatar employers are planning to recruit in the 12 months, and 60% of Qatar employers perceive Qatar’s job market to be more attractive than job markets in its neighboring countries. You are obviously in one of the GCC’s hottest job markets right now and with the right kind of planning and an enthusiastic, pro-active attitude your job-hunting process should proceed smoothly.<br />
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Remember to post your CV on Bayt.com and complete all the required sections so you can access top job opportunities in Qatar and top job opportunities in the Middle East quickly, easily and absolutely free of charge. Best of luck!<br />
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Hiring? Try a CV Search:<br />
<a href="http://www.bayt.com/en/search-cv">http://www.bayt.com/en/search-cv</a>Salaries in the Middle East 2009-2010tag:recruitingblogs.com,2010-03-15:502551:BlogPost:9005542010-03-15T07:25:43.000ZMona Karaouihttps://recruitingblogs.com/profile/ClaudiaSchmidt
The 2010 GCC and Middle East Salary Survey is now out from Bayt.com and YouGov Siraj and professionals across the Middle East can now benchmark and compare their latest salary raises to their peers. Indeed despite the economic situation, based on the latest Middle East salary survey 54% of professionals across the Middle East region have indicated they received a raise in the last 12 months, with the average raise for the year registering at 7.3%. A reasonable degree of optimism is in the air…
The 2010 GCC and Middle East Salary Survey is now out from Bayt.com and YouGov Siraj and professionals across the Middle East can now benchmark and compare their latest salary raises to their peers. Indeed despite the economic situation, based on the latest Middle East salary survey 54% of professionals across the Middle East region have indicated they received a raise in the last 12 months, with the average raise for the year registering at 7.3%. A reasonable degree of optimism is in the air with respondents expecting raises for the next 12 months to be higher than last year to reach an average of 10.5%.<br />
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The cost of living meanwhile across the MENA countries is perceived to have risen by 23.5% in the past 12 months. Again there is the expectation that people’s financial situation will improve in the next 12 months and cost of living increases will slow down to 18% for the 2010 calendar year.<br />
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How have savings in the Middle East been impacted by the 2009 economic situation? A full 38% of professionals surveyed indicated they are unable to save any money at all. For professionals who are able to save, the average savings rate across the Middle East and North Africa registered at 10.48% of household income.<br />
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Despite the mismatch between salaries and cost of living increases in the past 12 months across the Middle East, a full 12% of the survey’s respondents feel they are ‘much better off’’ than people of a similar generation in their country and a further 28% feel they are ‘’somewhat better off’’. This is more than double the 16% of professionals surveyed who feel they are ‘’worse off’’ than their peers.<br />
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The Middle East salary survey which covers and analyzes salaries in the UAE, KSA, Kuwait, Bahrain, Qatar, Oman, Jordan, Lebanon, Morocco and elsewhere in the MENA region also highlighted that as many as 54% of the region’s professionals would consider moving to a higher paying industry a result of quality of living considerations in the next 12 months while 24% would consider moving to a different country in the region as an expat and 23% would change companies within the same industry. As many as 13% would consider moving to a different region altogether as an expat and 9% would consider returning to their home country.<br />
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An extremely interesting finding of the Survey is that the majority of professionals in places like the KSA, Kuwait, Qatar, Oman and Bahrain believe there are still skills shortages in their countries. In contrast, in Lebanon, Jordan, Algeria and Morrocco the reverse is true with professionals indicating there is excess supply of talent. Most skills shortages were reported in KSA and Qatar while the largest perceived surplus of talent was in Lebanon.<br />
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Perhaps the best news of the Survey is that the largest group of professionals across the Middle East (24%) think that their country’s salary and employment levels will not be affected beyond what we have already seen to date as a result of global salary and unemployment trends. Moreover 14% of respondents anticipate that salaries will continue to increase, the pace of hiring will be maintained at a very robust level and there will not be any lasting negative impact on local salary/employment trends.<br />
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Finally for employers in the Middle East looking to recruit and retain top talent in the current economic climate a very encouraging finding of the Survey is that very many drivers beside direct pay were seen to significantly influence loyalty to companies in the Middle East. These were led by ‘’opportunities for long term career progression’’ and also included factors such as quality of line and senior management as well as colleagues and work environment and the availability of training opportunities. Salary levels may be very important but the Bayt.com YouGov Siraj 2010 Middle East Salary Survey drove home once again that salaries alone do not determine loyalty or satisfaction levels of professionals in the Middle East vis-a-vis their companies.<br />
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