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Aloha

Due to a successful high-profile placement previously, MCG Talent were again selected by this business to secure a CEO for their Hong Kong operation.

Finding a leader in a uniquely challenging marketplace

Electrifying professionals needed to supercharge global digital media agency.

Jolt Digital

When a car subscription app needed high volume tech talent across various briefs, job functions and geographies, MCG Talent was the obvious choice.

Need for speed for venture-backed tech company

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If you’re driven, confident, and ambitious, we want to speak to you.​

Looking to partner with an experienced recruitment agency in Saudi Arabia? – you've come to the right place. We are the go-to talent specialists across Marketing, Creative, Communications and Technology. With an established office in Riyadh, we connect the best talent with the most exciting businesses in Saudi Arabia.

Welcome to our newest location in Colombo! We're the prime talent specialists across Marketing, Creative, Communications, and Digital. Our established hub in Colombo is the epicenter for 'Talent Sourced,' our premier outsourcing product. Here, we connect top-tier talent with the most dynamic businesses across the world.

Looking to partner with an experienced recruitment agency in Dubai? – you've come to the right place. For over a decade we’ve worked with brands and businesses, of all shapes and sizes, helping them relocate incredible talent to this diverse and exciting location. We specialise across PR &amp; communications, marketing, creative, engineering, product, data and cyber security at all levels.

Even experienced professionals can get jittery before interviews, but there&rsquo;s a simple way to calm those nerves: preparation. No matter how many interviews you've been through, personalising your approach for each one increases your chances of landing the job. The journey to interview success doesn't start in the interview room or in a virtual call; it begins way before that. Here are some straightforward tips to help you get ready.
Research the company:&nbsp;Before your interview do a deep dive into the company. Having a comprehensive understanding of the company not only boosts your confidence in answering questions about your interest in the role, but also positions you as a well-prepared candidate. Social media channels are a great way to get insights on the most current projects the company are working on, also check out the company&rsquo;s website or do a Google search to see if they have recently featured in any news articles.
Align your CV with the job description:&nbsp;Looking for ways your CV aligns with the job description is a strategic move that will help you feel prepared going into your interview. Demonstrating this alignment through specific examples not only bolsters your credibility but also presents a strong case for your suitability for the role. If, for instance, the job description shows that budget management is a key responsibility, be ready to provide an example of how you have successfully overseen budgets in previous roles. These type of tangible demonstrations of your capabilities showcases your ability to fulfill the role's requirements
Prepare some questions:&nbsp;This one is really crucial, you should aim to prepare 5-10 questions to ask at your interview. To account for the possibility of your prepared questions being addressed during the interview, it's wise to have a diverse selection of questions at the ready. The quality and depth of the questions you ask serve as a direct reflection of your enthusiasm, eagerness, and perceptiveness, so take some time to prepare some thoughtful questions.
Research the interviewer:&nbsp;Attempt to find out who your interviewers are in advance. The interview invitation email might contain this detail. Use LinkedIn and the 'About Us' section on the company's website to delve into their professional backgrounds. This can help you to establish a connection with the interviewers.
Have your answers ready for the common questions:&nbsp;Some of the most common questions you get asked at an interview are sometimes the most difficult to answer. You should prepare in advance to answer questions like &ndash; &lsquo;why do you want to work for this company?&rsquo;, &lsquo;what are your salary expectations?&rsquo; and &lsquo;why are you looking for a new role?&rsquo; Preparing for common interview questions will help you feel more ready to showcase your best self. &nbsp;
Plan for your interview environment:&nbsp;For virtual interviews, ensure familiarity with the required technology and pre-download any necessary tools, find a quiet and comfortable place to do the interview from. For in-person meetings, plan your route and navigation to evade unnecessary stress on the interview day. Though seemingly straightforward, neglecting these preparations can lead to an anxious interview experience.
Remember, even pros can feel nervous before interviews. But you can turn that around with preparation. Tailor your approach for each interview to give yourself the best chance of success. The journey to success starts before the interview&mdash;try these six tips for your best shot. You've got this!

6 tips to help you prepare for your next interview

Dubai offers an unparalleled experience that entices individuals from around the globe. The city is so much more than its awe-inspiring skyline and luxurious lifestyle; it boasts a huge range of perks and culture, that make it an ideal destination for expats seeking a fulfilling and rewarding life. From exceptional career opportunities to a vibrant culture and thriving expat community, Dubai truly has something for everyone.
<h2 class="MsoNormal">Limitless Career Opportunities</h2>
With its booming economy and worldwide impact, the city is a hotbed of diverse job opportunities. Whether you're a seasoned professional or an ambitious newcomer, Dubai offers an array of sectors including <a href="../../../../../../sectors/communications/">Communications</a>, <a href="../../../../../../sectors/creative/">Creative</a>, <a href="../../../../../../sectors/digital-marketing/">Digital Marketing</a> and <a href="../../../../../../sectors/technology/">Technology</a> to thrive in. The city's constant growth means there's always room for advancement and honing your professional skills. Dubai is a place where ambition and innovation thrive, making it the perfect spot to supercharge your career.
<h2 class="MsoNormal">Safety and Security</h2>
Dubai is renowned for its commitment to safety and security, creating an environment where residents can enjoy peace of mind. With low crime rates and stringent laws, the city provides a safe haven for families, professionals, and individuals alike. Whether you're walking the bustling streets or exploring the tranquil beaches, Dubai's unwavering dedication to safety ensures a worry-free lifestyle, and means it must be one of the only cities in the world where you can leave your door unlocked or put your phone down to reserve a table without a second thought.
<h2 class="MsoNormal">Tax benefits&nbsp;</h2>
One of the major perks of working in Dubai is the attractive tax benefits for employees. The city operates on a tax-free salary system, which means you get to keep 100% of your hard-earned income. That's right, no income tax deductions eating into your paycheck! This tax-free environment allows you to enjoy a higher disposable income and save more for your future. Whether you're looking to boost your savings, invest in your dreams, or simply enjoy a higher standard of living, Dubai's tax benefits make it a financially rewarding place to work.
<h2 class="MsoNormal">Active and Outdoor Lifestyle</h2>
The city offers&nbsp;an extremely diverse range recreational activities. If you like adrenaline sports imagine wakeboarding in the Arabian Gulf with the stunning city skyline as your backdrop, or sandboarding down massive sand dunes in the desert. If the great outdoors is more your thing, Dubai has you covered - hiking, biking, golfing, horseback riding, or even skydiving are all common hobbies in the city. Dubai has a huge focus on health and wellness and is home to a huge number of world class gyms and wellness facilities. So, whether you are looking to get your heart racing or relax you will have a choice of activities in the city. 
<h2 class="MsoNormal">Rich Culture and Dining Scene</h2>
Dubai is a melting pot of cultures, blending traditions from all corners of the globe. The city celebrates diversity and has a real love for art, music, and heritage. You can dive into Dubai's captivating history at the Dubai Museum or catch mind-blowing performances at the famous Dubai Opera House. And let's talk about food! Dubai's culinary scene is a foodie's paradise. Whether you're craving high-end dining at Michelin-starred restaurants or&nbsp;want something more relaxed, Dubai serves up an array of global cuisines that satisfy every craving.
<h2 class="MsoNormal">Thriving Expat Community</h2>
Dubai's allure as an expat destination lies in its thriving and inclusive expatriate community. The city attracts professionals from all corners of the globe, fostering a diverse and cosmopolitan environment. Expats find support and camaraderie through various community groups, clubs, and social networks. Whether you're attending cultural events, joining sports teams, or participating in networking opportunities, Dubai offers ample avenues to forge lasting friendships and professional connections.
<h2 class="MsoNormal">Location, Location, Location</h2>
Being at the crossroads of Europe, Asia, and Africa means Dubai is your gateway to the world. You can easily hop on a short flight and dive into the markets of Istanbul, wander through the historical streets of Cairo, or soak up the sun on the dreamy beaches of the Maldives. With Dubai's central position, you have endless opportunities for adventures and unforgettable memories.
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So, are you ready to take on your next adventure? At MCG Talent we have an experienced team of recruiters who can support you to find the right opportunity in Dubai, <a href="../../../../../contact/">contact us</a> today to find out how we can help.

Dubai: A World of Opportunities Await You

Chances are you've come across the term Employee Value Proposition (EVP) &ndash; it's becoming a common topic in workplaces and on platforms like LinkedIn. But EVP isn't just another trend; it's a crucial factor that shapes how potential employees see and engage with your organisation &ndash; and you must get it right.
So, what exactly is EVP, and why does it matter so much?
EVP encompasses the unique blend of benefits, opportunities, culture, and overall experience that an organisation offers to its employees. It's the promise a company makes to its workforce, outlining what employees can expect in return for their time, skills, and commitment. Think of it as the magnet that attracts and retains top talent, while also reflecting the company's values and culture.
If your company boasts incredible benefits and opportunities but isn't translating them into an EVP, you're missing out big time. Think of an EVP as your secret weapon&mdash;a guide that helps you attract and keep talent based on the real perks of working for your company.
What's the difference between EVP and employer brand? Employer brand turns your EVP into an appealing external message, sometimes causing the terms to be used interchangeably. Think of EVP as the commitment to employees, while the employer brand is how you showcase your values, business approach, and work environment to the world. You can use your EVP to inform your employer branding and show the world what you've got and win over top talent.
Benefits of a strong EVP:
Talent Attraction:&nbsp;In a competitive job market, EVP can be the distinctive factor that draws candidates to your organisation. According to studies by LinkedIn, 75% of job seekers consider an organisation's reputation and employer brand before even applying.
Employee Engagement:&nbsp;A strong EVP nurtures a sense of belonging and purpose among employees, leading to increased engagement levels. Research by Gallup reveals that engaged employees are 21% more productive and 87% less likely to leave.
Retention Power:&nbsp;When employees feel valued and connected, they are more likely to stay loyal to the company. A study by Glassdoor found that organisations with a robust EVP experience 22% lower turnover rates.
Cultural Harmony:&nbsp;EVP aligns the expectations of employees with the company's culture and values. When there's a match, employees tend to be happier, creating a positive work environment.
Financial Benefits:&nbsp;According to a study by Harvard Business Review, organisations with a robust EVP can reduce compensation premiums by up to 50%, as employees are attracted to more than just salary.
Sounds great right?, so how do you leverage the EVP?
Here's some example of how you can use your EVP:
Recruitment Messaging: Incorporate your EVP into job descriptions, recruitment advertisements, and career pages. Highlight the unique benefits and culture your organisation offers to attract the right candidates.
Interviews and Onboarding:&nbsp;During interviews, discuss how your EVP aligns with the candidate's aspirations. Use it to set expectations and excite potential hires. Once hired, ensure the onboarding process reflects the promised EVP.
Employer Branding: Showcase your EVP on your company's website, social media, and marketing materials. Consistent branding reinforces the positive image you're presenting to potential candidates.
Employee Engagement: Continuously communicate your EVP to employees through internal channels. Regularly remind them of the benefits and opportunities they can access within the organisation.
Market Differentiation: Highlight your EVP in comparison to competitors to demonstrate why your organisation is the preferred choice for talent.
An effective EVP not only attracts talent but also ensures promises are upheld throughout the employee journey. It's a dynamic tool that strengthens your employer brand, improves employee satisfaction, and fuels company growth. Central to this success is clear and strategic communication. By conveying your EVP's value and actively involving employees, you drive your organisation towards success in talent attraction and retention.
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Are you looking to build your team? <a href="../../../../../../forms/submit-a-vacancy/">Contact us</a> today to speak to one our recruitment specialists.

Employee Value Proposition (EVP) - Your key to attracting and engaging top talent

For decades governments across the Middle East have encouraged initiatives designed to promote the recruitment of nationals to desirable job roles in the private sectors. For Saudi Arabia and the UAE, these initiatives have been mildly successful if slow going. In Saudi Arabia several sectors, notably finance, mining, and education, have achieved parity, with headcounts of <a href="https://www.arabnews.com/node/1890971/saudi-arabia">50% or more Saudi nationals</a> and the rate across the private sector as a whole is increasing. Certain sectors, such as finance, have experienced success at exceptional rates. In Q3 2022 it was reported that capital market institutions reached a rate of <a href="https://www.arabnews.com/node/2228601/business-economy">77%</a> &lsquo;Saudization&rsquo; overall, and some companies maintain rates of 95-100% Saudi nationals employed.
Likewise, the UAE has launched <a href="https://www.thenationalnews.com/uae/government/2021/09/12/50-projects-latest-plans-for-uae-unveiled-in-abu-dhabi/">several new incentives</a> designed to empower Emiratis in the workforce with the stated aim of ensuring all private sector employers in the UAE should have a workforce that is at least <a href="https://www.thenationalnews.com/opinion/comment/2022/02/11/the-benefits-of-welcoming-more-emiratis-into-the-workforce/">10%</a> Emirati by 2025. A big jump from previous requirements of 2%. Nor are the UAE and KSA alone. Kuwait, Qatar, Oman, Bahrain and many other Middle Eastern states have percentage targets of national employees for businesses operating there.
For many employers however nationalization efforts can present a real struggle when it comes to attracting and retaining talent. The local talent pool can be small or, in the case of KSA, large but relatively under skilled, niche skills are in high demand and competition for national employees with the right expertise is fierce. Forcing employers to look abroad for the skills they need.
<h2 class="p1">Diversity and national talent quotas </h2>
Nationalization targets can also affect wider diversity drives for employers. Women are highly sought after in diversity drives in the Middle East. <a href="https://www.pwc.com/m1/en/publications/women-in-work-index.html">PWC&rsquo;s report</a> &lsquo;Women in Work:
Insights from Middle East and North Africa&rsquo; found that there is evidence &lsquo;the gender-equality agenda is progressing despite challenges including lack of support after a career break, deep-seated social norms, and gender stereotypes and bias.&rsquo; The same report found that 66% of women working across MENA supported government targets for gender diversity in the private sector.
Nevertheless, the pool of skilled female talent in the Middle East is small. In Saudi Arabia, women make up just <a href="https://data.worldbank.org/indicator/SL.TLF.CACT.FE.ZS?locations=SA">31%</a> of the overall labour force and it can be difficult for foreign women to be awarded work visas. This can make it difficult for employers to meet nationality percentages in the workforce who also want to hire diversely to meet internal ED&amp;I targets.
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<h2 class="p1">How to develop national talent pipelines that support diverse hiring</h2>
For employers who want to develop robust national talent pipelines and meet inclusive hiring targets, MCG Talent can help. We are often tasked by businesses to help them attract new local talent in the Middle East and retain crucial skills, and to help organisations source expat labour in the face of increased competition.
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<h3 class="p1">1. Develop an attractive Employee Value Proposition (EVP)</h3>
Businesses are increasingly aware of the importance of their employer brand when it comes to developing a talent pipeline that attracts and retains critical skills and expertise. A key part of your brand as an employer is the EVP. Your EVP is everything that you offer a potential employee in exchange for their skills and effort beyond salary and compensation.
That means your EVP needs to showcase your company beliefs, mission and culture. The core values of your business. For example, if a core business value is work-life balance you may choose to build flexibility and remote working into your EVP. By aligning your EVP with your core business values you will attract and retain employees who share those values and create a cohesive working environment.
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<h3 class="p3">2. Offer better benefits to encourage retention</h3>
Given the competition for local talent many young professionals choose to move positions on average every 2-3 years. As opportunities increase but talent pools remain static this frequency may likely increase as employers try to tempt talent with higher salaries.
But by offering better all-round benefits such as greater autonomy, flexible ways of working and attractive, clearly outlined career paths, employers can encourage professionals to stick with their organisation for the long-term. Reducing the reliance on foreign nationals, lowering recruitment costs, and strengthening employee morale.&nbsp;
Better benefits can also help you hire more diversely. Improving your package of benefits around flexible working, healthcare and family care can support employees from many different backgrounds and make it easier to attract and retain diverse talent.
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<h3 class="p3">3. Do not ignore the power of professional development</h3>
Hiring for potential is a fantastic strategy to help you meet nationalization targets and develop crucial skills that may not be readily available in the current labour market. Identifying and hiring nationals who are ambitious and who will benefit from rigorous training can help combat skills gaps, ensure best practice, and reduce hiring costs.
Training opportunities can also drive retention so its important to ensure that the training and development you offer is well thought out and globally recognised.
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<h3 class="p3">4. Use mentorship schemes to funnel nationals into leadership roles</h3>
Much has been done by governments in the Middle East to encourage nationals into studying sought-after skills and this has led to an increase of nationals entering the workforce at junior level. However more needs to be done to support nationals into senior roles especially in multinational businesses. This is especially true for women. For example, while <a href="https://oxfordbusinessgroup.com/articles-interviews/how-the-uae-and-saudi-arabia-are-expanding-the-representation-of-women-in-the-workplace-2">38%</a> of STEM graduates in KSA are women only <a href="https://www.arabianbusiness.com/jobs/middle-east-businesses-have-less-female-leaders-compared-to-global-average-report">3%</a> of leaders in the region are female, trailing the global average of 7%. Mentorship can be a valuable tool to help prepare nationals for leadership and encourage them to aim high. Mentorship schemes can be particularly helpful for women returning to work after a career break, giving them the support and performance management tools to succeed.&nbsp;
<h2 class="p3">Attract and retain exceptional talent across the Middle East and Asia with MCG Talent</h2>
MCG Talent is experienced in ensuring businesses access critical skills and experience and can meet the challenges of finding national talent. Our experience of the market, industry knowledge and commitment to your goals can help you find the best people for your organisation, whilst representing your brand with integrity and respect.
Thanks to offices in Dubai, Hong Kong and Singapore, and soon to open in Riyadh, we offer unique insight into the trends shaping recruitment in the region and can provide tailored advice and services that make sure your business can access the talent and skills you need.
Contact MCG Talent and connect with a consultant today!

Fostering a culture of inclusion and attracting national talent in the Middle East 

Hong Kong has been facing talent shortages in recent years, leading to concerns about its ability to maintain its status as a global business hub. However, there are encouraging signs of a positive shift in the talent market as professionals begin to return to the city, drawn by the numerous advantages of working in Hong Kong.
The Talent Shortage Challenge:&nbsp;According to the Talent Shortage Survey 2023 conducted by the Hong Kong General Chamber of Commerce, a significant 74% of employers in Hong Kong have been grappling with talent shortages. This issue has persisted for up to three years for 61% of the surveyed employers. The survey highlights that junior-level management positions experience the most significant talent shortages, while senior management positions face the least shortage.
Factors Behind Talent Shortages:&nbsp;The survey respondents identified several factors contributing to the talent shortages. The desire for higher pay was cited as the leading factor, with 79% of employers acknowledging its influence. Emigration was another significant reason, with 70% attributing talent shortages to professionals leaving the city in search of better opportunities elsewhere. Other factors included the pursuit of better work-life balance, aspirations for more senior positions, shifting to different career fields, and accepting overseas job offers.
Resurgence of Talent in Hong Kong:&nbsp;Despite the challenges, there is now a positive trend of professionals returning to Hong Kong. The median pay increase in the city has rebounded to pre-pandemic levels at 4.5%, indicating growing opportunities and incentives for professionals. This resurgence in salaries has led to companies competing to offer higher wages to retain and attract skilled individuals.
The Appeal of Hong Kong:&nbsp;Hong Kong continues to hold its appeal as a prominent financial and business hub in Asia. Hong Kong's strategic geographical location and close connection to mainland China make it an attractive destination for businesses and professionals seeking opportunities in the region. Its resilience in overcoming challenges, such as border closures and economic contractions, showcases its adaptability and capacity to recover. In addition to its competitive edge in wealth management, Hong Kong's proximity to mainland China and its large capital market make it an ideal choice for businesses looking to expand their reach in the region. The city's global reputation and multicultural environment also enhance its appeal to professionals from around the world.
Thinking of making the move? Here&rsquo;s some of the things we love about Hong Kong:
With its iconic skyline, vibrant culture, and remarkable natural beauty, Hong Kong stands as a world-class metropolis like no other. From stunning panoramic views to a unique blend of urban and literal jungle, the city offers an unparalleled experience. Hong Kong's urban landscape is a fascinating amalgamation of towering skyscrapers and serene nature. Surrounded by ancient mountains, deep oceans, and picturesque harbors, only a quarter of Hong Kong's land area is inhabited, making it feel like a thriving city nestled within a lush jungle. This unique combination allows for moments of absolute stillness amidst the fast-paced city life, providing opportunities for reflection and gratitude.
The city that never sleeps, Hong Kong's vibrant nightlife is world-renowned. Its nightlife is not confined to weekends alone; it remains lively throughout the week, offering a plethora of options for night owls to enjoy. Beyond its urban attractions, Hong Kong's real jewels lie in its pristine beaches and abundant nature. With numerous protected areas, country parks, and hiking trails, the city offers an escape into nature just moments away from the bustling streets.
Convenience is deeply ingrained in Hong Kong's DNA, boasting an efficient public transportation system that eliminates the need for personal cars. The compact size of the city allows easy access to various attractions, making it a convenient and well-connected place to live.
The weather in Hong Kong is known for its dynamism, with dramatic changes creating stunning photography opportunities and adding an element of excitement to daily life.
In conclusion, Hong Kong is a city that embodies the best of both worlds&mdash;a captivating metropolis harmoniously coexisting with the serenity of nature. Its convenience, safety, vibrant culture, and unique character make it a truly special place to live and experience.
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Hong Kong Talent Market Witnesses Positive Shift as Professionals Return

Amidst a climate of economic uncertainty, the <a href="https://www.weforum.org/agenda/2023/01/the-outlook-for-2023-is-uncertain-but-here-s-what-we-know-about-the-global-labour-market-davos23/">World Economic Forum</a> reveals that there is a global decline in hiring, leading to the balance of power shifting towards employers.
The MENA region's rapid economic and technological growth has intensified competition in the job market. To stay ahead of the curve amidst emerging trends, widening skills gaps, and candidate demands, recruiters in the MENA region have acted by streamlining their hiring processes, as highlighted in the insightful&nbsp;<a href="https://www.arabadonline.com/en/details/news-in-brief/86-of-Recruiters-Expect-Remote-Hiring-to-Increase-in-2022">'Recruitment Practices in the MENA Poll 2022'</a>. By adopting cutting-edge technologies such as AI-powered SaaS recruiting platforms, organisations can better streamline their talent acquisition process. This enables them to efficiently identify, engage, and hire top-notch candidates, eliminating the risk of missing out on exceptional talent and making it even more essential that your application stands out.
Similarly, in the APAC region, the competition is fierce. Although countries in this region have seen unemployment drop to below pre-pandemic levels and vacancies increase, including in Singapore&nbsp;<a href="https://www2.staffingindustry.com/row/Editorial/Daily-News/Asia-Pacific-Unemployment-for-APAC-countries-dips-to-pre-pandemic-levels-while-job-vacancies-surge-62250">(127%)</a>, the employment landscape is still extremely volatile. Not to mention, in the APAC region, <a href="https://ones.software/blog/2022/10/19/why-hybrid-working-is-the-winner-in-the-apac-region-experts-explain/#:~:text=Referring%20to%20the%20latest%20report,and%20allowing%20hybrid%20work%20arrangements.">85%</a> of organisations are now promoting hybrid working, and <a href="https://www.flexos.work/apac-essential-hybrid-work-statistics/">7 in 10 organisation</a>s are proactively seeking out global talent and embracing remote working arrangements. As employers look to access overseas talent pools, candidates now face intense competition.
When you consider that&nbsp;<a href="https://www.bangkokpost.com/business/2379986/the-great-resignation-is-set-to-continue?utm_campaign=Article&amp;utm_source=article_suggestion_business&amp;utm_medium=reccommended&amp;utm_content=suggestion-article.%20View%20our%20policies%20at%20http://goo.gl/9HgTd%20and%20http://goo.gl/ou6Ip.%20%C2%A9%20Bangkok%20Post%20PCL.%20All%20rights%20reserved.">one in five employees</a> in the APAC region intend to switch to a new employer in the next 12 months and how unpredictable the market is, candidates need to prepare and adopt strategies that help them stand out against the rising competition.
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Tailor your CV and profile for the job you want
To truly shine among other job applicants, it's essential to customise your CV for every job you apply for. This involves delving into the company and job description, identifying the specific skills and experiences they're looking for, and highlighting them prominently. Simply submitting a generic CV will not suffice.
For example, if you're applying for a marketing role, name the specific campaigns you were involved in and the marketing software you have expertise in, whether that&rsquo;s Adobe Creative Suite or marketing automation tools such as MailChimp or HubSpot.&nbsp; With a staggering <a href="https://thetalentpoint.com/talent-tips-the-biggest-struggles-when-looking-for-jobs-in-dubai/">92% of recruiting firms</a> in Dubai using sites including LinkedIn and Facebook to recruit candidates, it&rsquo;s essential that you also tailor your social media to the role if it&rsquo;s used as a professional profile.&nbsp;
&nbsp;
Be specific
Employers are impressed by specifics in your CV and profile. Quantify your accomplishments using numbers and percentages to showcase your impact in previous roles. For example, instead of stating "increased sales," use "increased sales by 20% within the first year." Specifics create a stronger picture of your achievements and provide evidence that support your claims, allowing employers to grasp what you can offer their organisation.
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Consider the company's culture and values
Research a company's culture and values before applying for a job. Ensure your professional profile reflects your alignment with them if they align with your own short and long-term goals. Employers seek candidates who share their values and fit with their company culture as it indicates more longevity in the employer-employee relationship.
To research a company's culture, start by reviewing their website, social media accounts, and employee reviews on sites like Glassdoor. Look for indications of the company's mission, values, and work culture, such as how they treat their employees or how they approach customer service. For example, if a company highlights some of their perks to be free therapy session, mental health days, and wellness allowances, it&rsquo;s a great indication that the company prioritises their employee's well-being and happiness.
&nbsp;
Consider the tone of voice and image you present online
In today's digital age, it's crucial to be mindful of the tone of voice and image you project online. Your social media, personal websites, and blogs are an extension of your professional persona, and potential employers are likely to review them before making a hiring decision. It's therefore essential to ensure that your online content accurately represents your expertise in your field and is appropriate for the public domain.
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Do your research
It's essential to conduct thorough research on the company, the position, and the industry before applying for a job. This will give you a comprehensive understanding of the employer's expectations, which will enable you to tailor your CV and profile to meet their specific needs. Moreover, it will help you prepare for the interview and demonstrate your knowledge and enthusiasm for the company and the industry. For instance, if you are applying for a marketing role in a tech company, understanding the latest digital marketing trends and the company's target audience will give you a competitive edge during the hiring process.
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Show off creativity
From creating a unique CV design and a portfolio of your best work, to a video that introduces yourself, showcasing your creativity through innovative ways can help differentiate you from other candidates. However, be mindful not to overdo it and ensure that any creative elements you include are appropriate for the job you're applying for. For example, a graphic designer may create an eye-catching and visually appealing CV to showcase their design skills, while a social media manager may use their social media profiles as their portfolio to demonstrate their content creation abilities. By incorporating creative elements, you not only grab the employer's attention but also demonstrate your skills and suitability for the role.
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Time for a change? We&rsquo;ve got your next role waiting&nbsp;
Having placed candidates in 14 countries across the globe, we know our stuff! By getting to know you, our experts will help you excel in your career, whether it&rsquo;s entry level, mid-senior, or c-suite roles you&rsquo;re looking for.
We&rsquo;ve done the work, so you don&rsquo;t have to, developing long-standing relationships and cultivated bases in the Middle East and Asia &ndash; it's what gives us an edge that others struggle to match. With careers in digital, marketing, and technology, from big name brands to &ldquo;new kids on the block&rdquo; start-ups, it is an exciting time to explore opportunities. Contact MCG Talent and benefit from a unique service, tailored to suit you. Let us help you find your next role.
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How to stand out from rival candidates when competition is fierce

More than two years since the World Health Organization declared COVID-19 a global pandemic, remote and hybrid working is here to stay. At first, the sudden shift posed challenges for many employees but thanks to advancements in technology, new and innovative ways of working have emerged and leading organisations recognise that introducing hybrid working yields numerous positive and lasting benefits. Organisations cannot ignore that jobseekers now place a top priority on whether a company offers hybrid and remote working.
That said, in the UAE, businesses are adopting hybrid work models at an impressive rate, with <a href="https://www.cisco.com/c/dam/m/en_us/solutions/global-hybrid-work-study/reports/cisco-global-hybrid-work-study-2022.pdf" target="_blank" rel="noopener">90%</a> of employees currently working remotely or to a hybrid model. Similarly, in the Asian Pacific (APAC) region, <a href="https://ones.software/blog/2022/10/19/why-hybrid-working-is-the-winner-in-the-apac-region-experts-explain/#:~:text=Referring%20to%20the%20latest%20report,and%20allowing%20hybrid%20work%20arrangements." target="_blank" rel="noopener">85% of organisations</a> are actively promoting hybrid working, and <a href="https://www.flexos.work/apac-essential-hybrid-work-statistics/" target="_blank" rel="noopener">7 in 10 organisations</a> are recruiting talent from locations worldwide with this in mind.&nbsp;
When it comes to winning the war on talent this trend shows no signs of slowing down. Especially when you consider that globally the volume of job searches using the &ldquo;remote&rdquo; filter on LinkedIn has increased by<a href="https://business.linkedin.com/talent-solutions/recruiting-tips/thinkinsights/is-remote-work-here-to-stay" target="_blank" rel="noopener"> 60%</a> since the start of March 2020. Businesses that embrace this new model of working have a competitive edge in attracting and retaining top talent. It allows for more flexibility, improved work-life balance, and increased productivity. With the infrastructure and policies in place to support it, hybrid work is a win-win situation for both employers and employees.
&nbsp;
Why offer flexibility?
In today's job market, offering flexibility has become a top priority for employees, especially with the rise of "The Great Resignation." One study shows that almost half of employees (47%) would actively seek new job opportunities if their current employer did not offer a hybrid working model. In the battle for great talent, providing flexibility can be a significant differentiator in attracting and retaining the best professionals, particularly for freelance creative individuals.
The geographical freedom that comes with remote work allows organisations to rethink hiring and provide new opportunities for quality candidates who may not have been eligible for a role due to geographical constraints. For example, expanding the search for remote candidates through the &ldquo;remote&rdquo; filter on LinkedIn or including it in the job description can help employers tap into a wider talent pool.
Offering flexibility not only eliminates the need for a long commute but also allows employees to work in an environment that suits them best. This improvement to work-life balance results in employees feeling happier and more engaged, boosting employee retention, acquisition, and productivity. It also mitigates travel expenses, which is highly valued by employees during the current cost-of-living crisis.
However, to successfully navigate the implementation of hybrid working, companies must implement certain strategies to reap all the benefits. This includes ensuring that employees have access to the right collaborative technology solutions, setting clear communication expectations, and fostering a culture of trust and accountability.
&nbsp;
How to navigate the future of hybrid working?
To successfully navigate the reality of hybrid working and ensure they win the war on talent, companies need to be prepared to make some changes. Here are 5 key strategies to consider:
&nbsp;
1. Establish clear policies and guidelines
Clear policies and guidelines should outline expectations for both employees and managers, and address key areas such as communication, availability, and accountability. For example, a company may set expectations that employees are available for virtual meetings during certain hours or establish protocols for communicating urgent issues outside of traditional office hours. By clearly defining expectations and providing structure, companies can ensure that their hybrid work policies are successful and meet the needs of both employees and the organisation.
&nbsp;
2. Invest in technology
With more and more employees working remotely, it is important to have the right tools and resources to facilitate collaboration, communication, and productivity. This includes hardware such as laptops and mobile devices, software for communication and project management, and cybersecurity tools to ensure data protection.
For example, investing in in cloud-based collaboration platforms allows employees to work together seamlessly regardless of their location. Video conferencing tools like Zoom or Microsoft Teams can help facilitate face-to-face meetings and build team cohesion. Investing in cybersecurity tools like VPNs or multi-factor authentication can protect against data breaches and keep sensitive information secure.
&nbsp;
3. Create a culture of trust
Creating a culture of trust involves empowering employees to work independently, setting clear expectations, and providing support and resources to help them achieve their goals. Managers should focus on outcomes rather than micromanaging and trust their team to deliver results. For example, flexible schedules and clear communication channels can help build trust and promote a sense of autonomy among employees. When employees feel trusted and supported, they are more likely to be engaged and productive, leading to a more successful and efficient hybrid work environment.
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4. Offer training and development opportunities
Companies should invest in training on communication skills, time management, and remote work best practices to help employees develop the skills they need to work effectively in a hybrid setting. For example, providing online training courses or webinars on how to use the newly introduced collaborative tools can help employees stay engaged. As a result, employees are more likely to feel valued, supported, and confident in their ability to perform their jobs, leading to higher levels of productivity and job satisfaction.
&nbsp;
5. Maintain communication
Maintaining open lines of communication is critical to ensuring employees feel supported and connected to their colleagues, even when working remotely. Regular check-ins, team meetings, and virtual social events can help foster a sense of community and promote collaboration. For employee retention it&rsquo;s vital that employees feel part of a team, despite not being physically present in the office. Clear and consistent communication can also help prevent misunderstandings and ensure that everyone is working towards the same goals.
&nbsp;
Looking for the best-in-class remote creative talent? You&rsquo;ve come to the right place
Having placed over 125,000 candidates in 14 countries across 4 continents, we know what we&rsquo;re talking about. Our no-nonsense strategic consultancy service combined with our extensive sector expertise and keen cultural and geographic knowledge will ensure you receive the best-in-class remote creative talent across the Middle East and Asia. Submit your vacancy or get in touch today.

Navigating the reality of hybrid working in the creative sectors to win the war for talent

The technology landscape in the MENA region is constantly changing. Whether it&rsquo;s AI and machine learning, cloud technologies or blockchain, organisations in the region are taking advantage of these emerging technologies. The result? New innovative ways of operating business, long-term business growth, and tech leaders having more influence over overall business strategy.
By embracing digital transformation, countries in the MENA region can diversify their economies and move away from being so heavily reliant on oil and gas production and exports. As governments in the region prepare to regulate emerging technologies, tech organisations are well positioned to gain more control over the digital economy.
For the most part, it&rsquo;s an incredibly exciting time for the technology industry. New technologies mean organisations - big and small - can gain a competitive advantage, streamline the user experience, and deliver business operations more effectively - and at scale! However, embracing digital transformation could be a challenge. Tech leaders may be forced to reconsider their priorities if they are to succeed in this new era of digital transformation.
That said, we&rsquo;ve put together 6 top tech trends of 2023 that technology and IT leaders should capitalise on.
&nbsp;
Advanced Cloud Technologies/ Cloud Implementation
Now more than ever Cloud computing is shaping the future of the technology sector in the Middle East, whether that&rsquo;s because of hybrid working or enterprise applications rapidly moving to the Cloud to enable a distributed and secure workforce.
According to the <a href="https://www.zawya.com/en/press-release/research-and-studies/smes-and-startups-in-uae-could-see-171bln-boost-from-hyperscale-cloud-computing-report-rt7s86ku">Impact of Hyperscale Cloud on UAE SMEs and Start-ups</a> report, by 2030 hyperscale Cloud computing is expected to create a staggering 133,000 direct and indirect jobs in the UAE. Equinix&rsquo;s <a href="https://www.equinix.co.uk/resources/infopapers/equinix-tech-trends-survey?ls=Public%252520Relations&amp;lsd=22q4__--_/resources/infopapers/equinix-tech-trends-survey/_pr-equinix_pr-newswire_press-release__gb-en_EMEA_GTTS-2022-tech-skills_awareness&amp;utm_campaign=gb-en__press-release_GTTS-2022-tech-skills_pr-equinix&amp;utm_source=&amp;utm_medium=press-release&amp;utm_content=--_">Global Tech Trends Survey</a> also highlighted the most in-demand tech employees include Cloud computing specialists (26%).
That said, if tech leaders are to remain agile, resilient, and overcome any long-term skill gaps, they will need to fast-forward their digital transformation and formulate a cohesive strategy with the Cloud at its core.
&nbsp;
AI and Machine Learning
By 2030, Middle Eastern countries hope to place AI technology at the centre of all national economic strategies. According to a report by IBM, AI&rsquo;s significant positive impact on Middle East DGP indicates its contribution to be more than USD 300 billion by 2031.
When it comes to customer engagement, AI and machine learning are at the forefront of its transformation. New algorithms allow organisations to gather customer data and identify new opportunities, whilst tailoring experience to suit individual preferences.
However, despite Equinix&rsquo;s <a href="https://www.equinix.co.uk/resources/infopapers/equinix-tech-trends-survey?ls=Public%252520Relations&amp;lsd=22q4__--_/resources/infopapers/equinix-tech-trends-survey/_pr-equinix_pr-newswire_press-release__gb-en_EMEA_GTTS-2022-tech-skills_awareness&amp;utm_campaign=gb-en__press-release_GTTS-2022-tech-skills_pr-equinix&amp;utm_source=&amp;utm_medium=press-release&amp;utm_content=--_">Global Tech Trends Survey</a> highlighting AI and Machine Learning as one of the most in-demand tech employee skills (26%), IT leaders anticipate the gaps in AI and ML tech skills will become even more prominent in the future.
&nbsp;
Improved customer-facing technology&nbsp;
The spike in demand for improved customer-facing technology comes as no surprise, when you consider that a staggering <a href="https://www.arabianbusiness.com/industries/retail/mena-region-sees-91-population-make-online-purchases-in-2022-report">91% of the MENA population made an online purchase in 2022</a>. Accelerated by the pandemic, better customer-facing technology is crucial for organisations to remain competitive, with customers now expecting engagement at every touchpoint, as well as 24/7 customer service and identity management.
However, not all organisations have the budget to invest in advanced customer-facing technology. That&rsquo;s why it&rsquo;s not only important to choose your tech wisely to ensure return on investment (ROI) but to ensure you have invested resources into training and recruiting staff to address any talent gaps when it comes to this technology.
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Blockchain, quantum computing and robotics.
Across the MENA region, countries are adopting blockchain and moving towards new and innovative economic models. This comes at a time where organisations continue to face increasing challenges, and the only way to overcome some of them and stay competitive may be to build tech strategies and deploy emerging technologies including blockchain, quantum computing and robotics across the value chain.
Although these emerging technologies all remain in the initial stages, they are still driving positive transformation and strategic decision making. CIOs and tech leaders will have to keep a close eye on their development&nbsp; this year, as they are bound to have a hugely transformative impact on business.
&nbsp;
The Internet of Things (IoT)
Throughout the MENA region, the demand for Internet of Things (IoT) technologies continues to grow. Whether it&rsquo;s because of increasing digital transformation and datafication or the disruption caused by the pandemic, IoT continues to accelerate innovation and renewed economic growth.
According to <a href="https://www.vodafone.com/business/news-and-insights/blog/gigabit-thinking/iot-is-driving-digital-transformation-in-the-middle-east">research by Vodafone</a>, adoption is rapidly increasing, with over a third of organisations across the region embracing the opportunities it has to offer.&nbsp; Businesses across the tech sector that can adopt IoT and deploy Industry 4.0 at scale will not only drive efficiency and growth across their operations but be able to overcome the toughest challenges of today and tomorrow.
&nbsp;
Enhanced employee technology&nbsp;
The MENA region is witnessing a huge shift in the talent landscape. In today's climate, keeping up to date with employee management technology will be essential to attracting and retaining talent as well as achieving your company goals.
Employee expectations have rapidly changed, particularly during the &lsquo;Great Resignation&rsquo; phenomenon. Investing in the latest tech to maximise employee experience will be essential. Not to mention, collaborative technology is becoming a vital component for any organisation practising remote working, whether it&rsquo;s wide-scale adoption of Microsoft Teams, SharePoint, or OneDrive. After all, having an engaged and productive workforce made up of the best tech and IT talent will be your organisation's biggest competitive advantage.
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Are you struggling to find the tech and IT talent you need? Then let&rsquo;s talk!
So, what should technology-oriented companies prioritise to overcome these challenges? Recruit the best tech and IT talent in the market! That&rsquo;s where we come in. 
MCG Talent is committed to finding the best people for your organisation, whilst representing your brand with integrity and respect. With over 12+ years of success, it&rsquo;s no wonder we&rsquo;ve been able to build an unmatched network of recruiters that always deliver &ndash; whether it&rsquo;s contingent, retained, or project-based; both with fast-growing start-ups, as well as industry giants.
Contact MCG Talent and benefit from a unique service, tailored to suit you. Let&rsquo;s talk!

Preparing for the new digital era: Trends that will shape the future of the technology sector in the Middle East 

The need for employees to future-proof their careers has never been greater. According to the &lsquo;How will automation impact jobs?&rsquo; report by PwC, by the mid-2030s, an alarming 30% of all employment will be at risk of being automated. As the threat of increased digitalisation looms over us, particularly AI enabling greater automation, and workplace trends like the &lsquo;Great Resignation&rsquo; and &lsquo;Quiet Quitting&rsquo; continue to cause uncertainty in the market, companies are increasing efforts into upskilling their existing employees rather than hire new talent.
From targeted training programmes to incentives for continuous learning, the benefits of upskilling your technology employees cannot be overstated. Companies that take proactive measures to invest in the growth and development of their existing workforce could see cost reductions and better retention of their top performers.
The Middle East and North Africa (MENA) and Asia-Pacific (APAC) is no exception. Although the Middle East region is pioneering with global technological advancements, reskilling is becoming imperative as organisations aim to mitigate the ongoing global war for top tech talent and combat the ever-growing skills gap. <a href="https://www.thenationalnews.com/business/money/2022/11/24/majority-of-employees-in-uae-plan-to-change-jobs-in-2023/">Market research</a> showed that 76% of employees in the UAE have either changed jobs in the past year or are planning to in the next 12 months, with 43% stating professional development and skills growth as the reason.
In Hong Kong, one <a href="https://www.humanresourcesonline.net/3-employee-training-trends-to-note-for-hong-kong-employers%255D">study</a> showed that 47% of the organisations involved thought it was very important to upskill employees, with reducing skill gaps (55%), promoting talent retention (65%) and preparing for organisational growth (82%) seen as the top 3 benefits. Additionally, in Singapore it is <a href="https://hrsea.economictimes.indiatimes.com/news/learning-and-development/increased-digitalisation-intensifies-digital-upskilling-in-hong-kong-singapore/89133658?redirect=1">reported</a> 97% of organisations felt concerned about employee retention, with 77% of those surveyed saying that they had started using learning opportunities to improve employee retention.
In this article, we&rsquo;ll outline how to develop a comprehensive upskilling strategy that aligns with your company's goals and your employees' career aspirations, so that your organisation can create a more engaged and motivated team, reduce talent costs, and retain your top performers.
&nbsp;
Identify skill gaps in your team
According to <a href="https://www.intelligentcio.com/apac/2022/11/10/more-than-85-of-asia-pacific-businesses-are-reskilling-it-workers-in-response-to-the-growing-tech-skills-gap/">research</a> by Equinix, IT leaders in the APAC region have serious concerns about staff retention and recruitment, with more than 85% of businesses reskilling IT employees in response to the growing tech skills gap. As well as <a href="https://www.intelligentcio.com/apac/2022/11/10/more-than-85-of-asia-pacific-businesses-are-reskilling-it-workers-in-response-to-the-growing-tech-skills-gap/">42%</a> of companies in the MENA region reported &lsquo;encouraging reselling and continuous learning&rsquo; as very important&rsquo;.
That said, if organisations are to effectively accelerate their reskilling strategy to stay ahead of the curve, first they need to identify the skills gaps within the organisation. Without a clear understanding of your team's strengths and weaknesses, it's impossible to build an effective upskilling programme. By conducting thorough performance reviews, assessments, and discussions with team members, you can gain valuable insights into what skills and knowledge your team lacks. This information can then be used to create a targeted training programme, ensuring that your employees receive the training they need to excel in their roles whilst also promoting a culture of continuous learning in your organisation.
&nbsp;
Showcase salary increases and equity raises for upskilling&nbsp;
When you consider that a staggering <a href="https://www2.staffingindustry.com/row/Editorial/Daily-News/Asia-Pacific-Most-employers-have-had-to-increase-salaries-in-the-last-year-to-retain-staff-64625">54%</a> of employers in Hong Kong and <a href="https://www2.staffingindustry.com/row/Editorial/Daily-News/Asia-Pacific-Most-employers-have-had-to-increase-salaries-in-the-last-year-to-retain-staff-64625">61%</a> of employers in Singapore have had to increase salaries to retain existing employees in the last 12 months, it&rsquo;s apparent that simply offering training programmes may not be enough to motivate employees to engage in upskilling.
One powerful way to drive the upskilling process is to offer financial incentives for those willing to learn in the form of salary increases, bonuses, promotions and equity raises. Not only does this provide employees with a tangible reward for investing their time and effort, but it also demonstrates a company's commitment to its employees' growth and development. By incentivising upskilling, companies can build a more skilled workforce, which can lead to improved productivity, innovation, and better bottom-line results.
&nbsp;
Tailor your training programme
Creating a training programme that meets the diverse learning styles and preferences of your team members is essential for its success. Some employees may learn best through hands-on training, while others may prefer online courses or workshops. By catering to different learning styles, you can ensure that your team members receive training that resonates with them and enhances their understanding.
Additionally, establishing clear objectives and goals for the training programme through effective communication is crucial. This helps employees understand what is expected of them and motivates them to work towards specific outcomes. All the above can help create a training programme that is engaging, impactful, and contributes to the overall success of your team.
&nbsp;
Provide hands-on experience
Gaining hands-on experience is a crucial component of any upskilling programme. It not only provides employees the chance to apply newly acquired skills to a real-life setting, but it helps solidify the training, making it more likely to be retained in the long-term. From working on projects to collaborating with other teams, employees can gain practical experience, learn from their mistakes, build confidence in their new abilities.
Furthermore, providing opportunities for employees to apply what they have learned can have a positive impact on job satisfaction and motivation, as employees feel valued and supported in their professional development.
&nbsp;
Measure success and adjust training programme as needed
Whether it&rsquo;s through surveys, feedback sessions or performance reviews, measuring the success of your upskilling programme is crucial for improving its success and identifying the impact on employee retention, job satisfaction, and productivity.
You may also want to consider incorporating new technologies or tools into the training programme to ensure that your employees up to date with the latest trends and developments in their field. By regularly assessing the programme's effectiveness and making necessary adjustments, you can create a training programme that is both effective and innovative whilst also ensuring your team has the skills and knowledge they need to succeed and drive the success of your company.
&nbsp;
How can MCG help find the best-in-class technology&nbsp;talent for your organisation
A business is only as strong as its people. So, if you&rsquo;re looking to fill individual roles due to tech skills gaps, business changes or team expansions, our extensive sector expertise and keen cultural and geographic knowledge will ensure we can work fast to find you what you are looking for.
Our no-nonsense strategic consultancy service will ensure you receive the best-in-class technology talent across the Middle East and Asia. With over 12+ years of success, it&rsquo;s no wonder we&rsquo;ve been able to build an unmatched network of recruiters that always deliver &ndash; whether it&rsquo;s contingent, retained, or project-based; both with fast-growing tech start-ups, as well as industry giants.

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