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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

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Networking is one of the most crucial aspects of professional development, and LinkedIn provides an excellent platform for connecting with your peers, industry leaders and prospective employers. It has become a very powerful tool to help expand your network and build on your career so here&rsquo;s how you can optimise it to help you grow.&nbsp;
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Define Your Goals&nbsp;&nbsp;
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Before diving into LinkedIn networking, it's essential to define your objectives. Are you seeking new job opportunities, industry insights, or perhaps collaborations? Understanding your goals will help you tailor your approach and target the right connections.&nbsp;
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Optimise Your Profile&nbsp;&nbsp;
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Your LinkedIn profile is your virtual business card, so ensure it's polished and up-to-date. Include a professional headshot, a compelling summary, and a comprehensive overview of your work experience, skills, and accomplishments. A well-crafted profile will make you more discoverable and credible to potential connections.&nbsp;
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Join Relevant Groups&nbsp;&nbsp;
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LinkedIn groups are excellent forums for engaging with like-minded professionals, sharing insights, and staying abreast of industry trends. Identify and join groups related to your field or areas of interest, and participate actively by contributing valuable content and engaging in discussions.&nbsp;
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Leverage Your Existing Connections&nbsp;&nbsp;
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Your existing connections can serve as a gateway to new opportunities. Reach out to former colleagues, classmates, or acquaintances and request introductions to individuals within their networks who align with your goals. A warm introduction can go a long way in establishing new, meaningful connections.&nbsp;
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Engage and Add Value&nbsp;&nbsp;
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Networking isn't just about amassing connections. Engage with your connections' updates, share insightful content, and offer your expertise when appropriate. Adding value to your network will establish yourself as a trusted and respected professional.&nbsp;
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Attend Virtual Events&nbsp;&nbsp;
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LinkedIn hosts a wide range of virtual events, from webinars and conferences to industry-specific gatherings. Participate in these events to expand your knowledge, connect with like-minded individuals, and potentially uncover new opportunities.&nbsp;
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Remember, effective networking on LinkedIn is a continuous process that requires consistency, authenticity, and a genuine interest in building relationships. By following these steps, you'll be well on your way to expanding your professional network and unlocking new possibilities for growth and success.&nbsp;
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How to Network on LinkedIn 

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;
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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.
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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.
&nbsp;
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.
&nbsp;

How to stand out from rival candidates when competition is fierce

Your CV is your key marketing document when applying for jobs, so ensuring it's perfectly polished is crucial. You may have gone through many how to guides on the internet and it is important to research just what your niche in the market wants CVs to look like and how you can further fine-tune it to suit specific requirements. Here are some fundamentals that you need to check your CV against.
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<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Be honest and provide evidence -&nbsp; Never lie or exaggerate on your CV, but back up any claims with specific examples that demonstrate your skills, qualifications and experience.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Tailor it to the role -&nbsp; Before you start writing, identify the key criteria for the jobs you're applying for and ensure your CV showcases how you fit it.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Keep it professional&nbsp; - Avoid anything too personal like political affiliations, marital status or humour. Let your professional achievements do the talking.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Use clear, concise writing -&nbsp; Stick to simple language, short punchy sentences and phrases starting with verbs.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Focus on recent, relevant experience - Don't list every job - concentrate on your current/recent positions and responsibilities relevant to the role.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Quantify your achievements&nbsp; - Don't just state duties - use facts, figures and examples to demonstrate the impacts you made.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Pay attention to formatting&nbsp; - Keep consistent spacing, readable fonts, clear headings and a neat organised layout. Use formatting like bold and italics sparingly.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Check thoroughly for errors&nbsp; - Spelling and grammar mistakes are unacceptable. Proofread very carefully yourself and get someone else to check too.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Print professionally&nbsp; - Use good quality white A4 paper and an appropriate font size of 11 or 12. Include your name in the footer.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Be selective with what you include&nbsp; - Leave out negatives like low grades, reasons for leaving jobs, and unnecessary personal details like height and weight.</li>
</ol>
Your perfectly crafted CV is what will get your foot in the door, so take the time to get it right. With a focused, achievements-based, neatly presented document, you'll be putting your best self forward. From then on, let your personality do the talking. Good luck!

How to Write the Perfect CV

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OpenAI, over the last week, has introduced Sora: which is being called the future of video creation. This purportedly groundbreaking generative video model can transform text descriptions into detailed, high-definition video clips up to a minute long, marking a significant advancement in text-to-video generation technology.&nbsp;
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A Glimpse into the Future&nbsp;
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Before its official unveiling, OpenAI provided a sneak peek of Sora's capabilities with four sample videos from MIT Technology Review. These videos demonstrate Sora's ability to understand complex interactions and generate highly detailed scenes. One video showcases a bustling Tokyo street scene with 3D objects and realistic movement, while another features a papercraft underwater scene, highlighting Sora's ability to maintain a consistent style and handle occlusion effectively.&nbsp;
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Pushing the Boundaries&nbsp;
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Sora builds on earlier generative video models but takes it to the next level. While previous models could only produce short, grainy clips, Sora can generate high-definition videos up to a minute long. This advancement is achieved by combining a diffusion model, similar to the one used in OpenAI's text-to-image model DALL-E 3, with a transformer neural network. This unique combination allows Sora to process video data in chunks, similar to how a transformer processes words in a block of text.&nbsp;
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Challenges and Considerations&nbsp;
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Despite its technical achievements, Sora is not without its challenges. One of the primary concerns is the potential misuse of fake yet photorealistic videos. To address this, OpenAI is taking a cautious approach by sharing the model with third-party safety testers and seeking feedback from video makers and artists to ensure responsible use.&nbsp;
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Looking Ahead&nbsp;
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Despite these challenges, OpenAI is optimistic about Sora's future. The company sees Sora as a glimpse into the future of AI-generated content, with the potential to revolutionise how we create and consume video. While there is still work to be done to address concerns about misuse, OpenAI is committed to ensuring that Sora is used responsibly and ethically.&nbsp;
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OpenAI has revealed that Sora can create videos based on still images or extend existing footage with new material. The company has provided access to Sora to a select group of researchers and video creators to test its capabilities. OpenAI is taking steps to prevent misuse of the technology by limiting access and implementing filters to block requests for violent, sexual, or hateful content.&nbsp;
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OpenAI's Sora represents a significant step forward in AI-generated video creation. With its ability to transform text descriptions into detailed, high-definition video clips, Sora has the potential to revolutionise the video creation process. While there are challenges to overcome, OpenAI is committed to ensuring that Sora is used responsibly and ethically, paving the way for a future where AI plays a key role in creative endeavours.&nbsp;
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Sources:&nbsp;&nbsp;
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<a class="Hyperlink SCXW199654182 BCX0" href="https://www.technologyreview.com/2024/02/15/1088401/openai-amazing-new-generative-ai-video-model-sora/" target="_blank" rel="noreferrer noopener">https://www.technologyreview.com/2024/02/15/1088401/openai-amazing-new-generative-ai-video-model-sora/</a>&nbsp;
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<a class="Hyperlink SCXW199654182 BCX0" href="https://www.theguardian.com/technology/2024/feb/15/openai-sora-ai-model-video" target="_blank" rel="noreferrer noopener">https://www.theguardian.com/technology/2024/feb/15/openai-sora-ai-model-video</a>&nbsp;&nbsp;
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Is This The Future of Video Creation? OpenAI's Sora 

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AI is shaking things up in a big way across workplaces in Asia-Pacific. From making operations more efficient to boosting how much workers can get done, AI is pushing both employers and employees to adapt to a workforce that's more dynamic and collaborative than ever before. Amazon Web Services (AWS) recently commissioned a global research firm, Access Partnership, to conduct a survey of almost 15,000 employees and 5,000 employers across the Asia-Pacific region. According to the survey, most Asia-Pacific employers reckon they'll be using AI solutions and tools by 2028. (It could happen faster!)&nbsp;
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AI Skills = Higher Pay Cheques&nbsp;
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Having AI skills is looking like a major payoff for workers. The study found employers are willing to pay IT staff with AI know-how a whopping 44% more on average across nine Asia-Pacific countries. But it's not just techies - employers are dangling higher salaries for AI-savvy workers in areas like research, sales, marketing, operations, finance, legal and HR.&nbsp;
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Want a Career Boost? Learn AI&nbsp;
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With the potential AI has, it's no surprise that four out of five Asia-Pacific workers want to get upskilled in AI to fast-track their careers. This want for AI skills spans generations - significant numbers of Gen Z, millennials, Gen X and even baby boomers are keen as mustard to learn AI. Overall, 93% of workers reckon having AI skills will mean good things for their careers like higher productivity, more job satisfaction and swifter promotions.&nbsp;
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The Productivity Payoff&nbsp;
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When workers start using AI tools, a serious productivity bump is on the cards for Asia-Pacific organisations. Employers expect a 51% spike as AI automates repetitive tasks, streamlines workflows and improves outcomes. Workers agree, thinking AI could crank up their productivity levels by as much as 50%.&nbsp;
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Generative AI is The Future&nbsp;
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Generative AI, which can whip up new content and ideas at rapid speed, is set to transform how we work. A staggering 93% of Asia-Pacific employers and 90% of workers anticipate using generative AI tools on the job within five years. Better innovation, less manual tasks, smarter outcomes and faster learning are the top benefits employers see.&nbsp;
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Plugging the AI Skills Gap&nbsp;
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While the potential of AI is massive, the study uncovered a significant skills shortage in Asia-Pacific. A whopping 79% of employers are prioritising hiring AI talent, but 75% are really struggling to find the AI brainboxes they need. There's also a training awareness gap - 79% of employers are clueless about implementing AI workforce training. At the same time, workers lack know-how on what training is available and which career paths need AI skills.&nbsp;
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Readying the Workforce for AI&nbsp;
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To make the most of AI and keep Asia-Pacific prospering, governments, industries and educators need to team up. Programs like AWS's 'AI Ready' offering free courses in AI and generative AI are paving the way to upskill workers. By giving employees, the right AI skills and steering them into fitting roles, the Asia-Pacific region can unleash the full potential of AI and cultivate a culture of innovation and higher productivity.&nbsp;&nbsp;
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To hear from the experts in the field, await MCG Talent&rsquo;s comprehensive guide to recruitment trends, tech and talent coming soon.&nbsp;&nbsp;
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If you would like to read the full report: <a class="Hyperlink SCXW15417112 BCX0" href="https://resources.awscloud.com/ai-skills/2024-aws-study-on-ai-skills-in-asia-pacific" target="_blank" rel="noreferrer noopener">https://resources.awscloud.com/ai-skills/2024-aws-study-on-ai-skills-in-asia-pacific</a>&nbsp;&nbsp;
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Resources: <a class="Hyperlink SCXW15417112 BCX0" href="https://www.aboutamazon.sg/news/aws/new-report-ai-skills-could-boost-salaries-and-accelerate-career-growth-for-asia-pacific-workers" target="_blank" rel="noreferrer noopener">https://www.aboutamazon.sg/news/aws/new-report-ai-skills-could-boost-salaries-and-accelerate-career-growth-for-asia-pacific-workers</a>&nbsp;&nbsp;
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Navigating the AI Wave: Opportunities & Challenges in Asia-Pacific 

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.
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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.
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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.
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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.
&nbsp;
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.
&nbsp;
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.

Reskilling revolution: Reduce talent costs and retain your top performers by upskilling your tech team

In recent years, the idea of moving to Saudi Arabia has increasingly captured the attention of people around the world. Driven by ambitious reforms and a vision for the future, Saudi Arabia has embarked on a transformative journey that has attracted attention worldwide. Under the leadership of Crown Prince Mohammed bin Salman, the country has implemented an array of initiatives aimed at diversifying its economy and fostering a welcoming environment for international residents. This newfound openness has sparked curiosity and intrigue among individuals seeking new opportunities and experiences.&nbsp;
&nbsp;
<h2 class="reader-text-block__paragraph">Why is Saudi Arabia a growing destination for relocation?</h2>
Working in Saudi Arabia offers a&nbsp;huge range&nbsp;of opportunities and unique advantages that make it an enticing prospect for&nbsp;people seeking professional growth and development. The country's ambitious Vision 2030 initiative has set in motion a transformative agenda,&nbsp;offering opportunities as a result. The&nbsp;kingdom&rsquo;s&nbsp;favorable tax policies and generous remuneration packages make working in Saudi Arabia financially rewarding, with 0% income tax being an enticing incentive for expats.&nbsp;Working in Saudi Arabia not only offers the chance to contribute to the country's rapid development but also provides a unique cultural immersion experience, allowing&nbsp;you&nbsp;to gain a deeper understanding of the rich traditions and customs that shape the nation.
&nbsp;
<h2 class="reader-text-block__paragraph">What sectors are becoming more prevalent in Saudi Arabia?</h2>
Technology and Innovation: Saudi Arabia has been making significant investments in the technology and innovation sectors. Initiatives such as NEOM, a futuristic city being developed in the northwest, and the Saudi Vision 2030 plan, aim to transform the country into a hub for innovation and technology-driven industries.
Entertainment and Tourism:&nbsp;The Saudi government has been actively promoting the entertainment and tourism sectors to diversify the economy.&nbsp;The&nbsp;organisation of various cultural events and festivals have created opportunities for growth in areas such as event management, and tourism-related services.
Marketing and Advertising:&nbsp;With the increased focus on tourism and attracting foreign investment, marketing and advertising have become crucial in promoting Saudi Arabia as a global destination. As a result, the demand for marketing agencies, digital marketing specialists, and creative professionals has been rising.
Creative Industries:&nbsp;The creative sector, including design, media, arts, and entertainment, is witnessing growth in Saudi Arabia. There is an increasing demand for graphic designers, web designers, content creators, and other creative professionals as the country fosters a vibrant cultural scene.
&nbsp;
<h2 class="reader-text-block__paragraph">Can working in Saudi Arabia positively impact your career progression and personal development?</h2>
There are lots of opportunities for expats in Saudi Arabia which can often lead to career progression, especially in sectors experiencing rapid growth. Companies are looking for professionals with international experience and diverse perspectives to take on leadership roles and contribute to the development of the organisation.&nbsp;Working in Saudi Arabia provides expats with the opportunity to immerse themselves in a rich cultural experience. Interacting with local colleagues and experiencing the country's traditions and customs can broaden one's perspective and enhance cross-cultural understanding, which can be valuable for personal and professional growth. There is also a unique opportunity for expats to build a diverse professional network, working in Saudi Arabia gives you an opportunity to work with colleagues from across the world. Collaborating with local and international colleagues can lead to valuable connections, future career opportunities, and access to global business networks.
<hr class="reader-divider-block">
Ready to make your next career move?
Let us help you find your next role. <a href="../../../../../contact/">Contact MCG Talent</a>.

Saudi Arabia: your next exciting career destination

From accessing larger talent pools to diversifying company markets, attracting overseas top-tier talent to your company could be a game-changer. This is especially true for companies with offices in the highly competitive Middle East and North Africa (MENA) and Asia-Pacific (APAC) regions, who are known for attracting the best talent from around the world.
Ranking as the sixth best <a href="https://www.topmba.com/jobs/career-trends/top-10-asia-pacific-countries-relocate-after-business-school">country</a> for expatriates to live and work, the UAE has established itself as an attractive destination for expats offering a diverse and growing economy, competitive salaries, and a high quality of life. Singapore, as Southeast Asia's financial and technology hub, offers a dynamic and innovative job market for senior roles and is also known for its strong business environment and political stability. Whereas Hong Kong's position as a global financial centre makes it a hub for finance and business, drawing professionals from all over the world who are looking for challenging and rewarding career opportunities in a fast-paced, international environment.
Although many destinations across the MENA and APAC region offer a unique blend of economic, cultural, and lifestyle benefits that make them popular choices for employees, companies need to do more. A competitive salary alone is no longer enough to attract the best candidates, and businesses must look at offering an all-encompassing relocation package to set themselves apart.
From family visas and relocation agents to offering a comprehensive schooling allowance, in this article, we will explore five easy-to-implement tips that will help your company create a relocation package that will entice top-tier talent to stay ahead of the competition and improve long-term success.
&nbsp;
Cover the basics: flights, accommodation, and family medical/visa
Offering support for flights, accommodation, and family medical/visa is the backbone of any successful relocation package as it goes beyond only providing a competitive salary.
Accommodation assistance is crucial for candidates who may be unfamiliar with the local rental market or unsure of the best neighbourhoods for their needs. For example, approximately <a href="https://www.expatarrivals.com/asia-pacific/singapore/accommodation-singapore">80% of Singaporeans</a> reside in public Housing and Development Board (HDB) housing. Although expats are permitted to rent HDB accommodation, the existence of non-citizen quotas limits their availability.
Offering support with family medical and visas can be one of the most significant benefits of a relocation package. Navigating the often-complicated process of obtaining visas and work permits can be overwhelming, particularly in countries with complex immigration systems. In terms of medical treatment, expats in Dubai may find the basic DHA compliant medical plan inadequate and must opt for costly private healthcare. Providing employees with comprehensive medical insurance can help mitigate unexpected expenses and ensure quality healthcare.
In Short, including them in your relocation package not only helps to take away the significant stress of handling these logistical matters but also shows that the company values their employees' success.
&nbsp;
Schooling allowance
When it comes to relocating, parents often prioritise the quality of education for their children, which can be a significant factor in their decision-making process. This concern is especially crucial in regions like Dubai and Hong Kong, where private schools are prevalent, and tuition fees can be a significant expense for parents.
All children aged 6-18, including expats, are required to attend school in Dubai. While Emirati nationals can attend government schools for free, expats must pay for both public and private schools. Arabic is the primary language of instruction in public schools, but English is taught as a second language with a significant emphasis. With over <a href="https://www.william-russell.com/blog/hong-kong-schools-what-expats-need-to-know/">50 international schools</a> offering more than <a href="https://www.william-russell.com/blog/hong-kong-schools-what-expats-need-to-know/">10 different curriculums</a>, Hong Kong has one of the most highly regarded education systems in the world, giving expat parents the assurance of quality education for their children.
That said, providing a schooling allowance to cover the cost of tuition fees, textbooks, or other educational expenses can have a significant impact on a family's decision to relocate. Not only does it alleviate the financial burden on parents, but it also shows that the company values and cares about their employees' family well-being.
&nbsp;
Relocation agent
Relocating to a new country can be a challenging experience that can impact both personal and professional aspects of an individual's life. The agent acts as a single point of contact, providing information about local culture and customs, finding a suitable home, assisting with practical matters such as setting up utilities, opening bank accounts, and obtaining necessary documents like visas and work permits.
By offering this valuable resource, employers can demonstrate their commitment to supporting their employees during the transition and attract top talent who may be hesitant about relocating due to concerns about the process.
&nbsp;
Cultural training
Offering cultural training can make a significant impact in mitigating culture shock for employees moving to a new country. This type of training provides candidates with a comprehensive understanding of local customs, traditions, and values and can include language classes and cultural orientation sessions.
For example, named as one of the most densely populated cities in the world with a population of over <a href="https://www.william-russell.com/blog/hong-kong-culture-and-customs-guide-expats/">7 million,</a> Hong Kong is a daunting place to relocate. Expats in Hong Kong should keep in mind the concept of "face" when engaging with locals. "Face" refers to an individual's reputation and dignity, and can be gained, given, or lost, making it an important aspect of social interaction. In Singapore, great respect is shown to the elderly, and the highest position in business is revered. The oldest or most senior person in a group assumes a leadership position, and it's crucial to introduce the most important members of your business first. Whereas, in Dubai the Islamic religion and traditional Arab culture significantly influence Dubai's arts and culture, with a prominent influence on the city's architecture, music, dress, cuisine, and lifestyle.
Ultimately, cultural training can help employees and their families integrate into their new surroundings and build relationships with the local community. By providing this type of training, employers can equip their employees with the knowledge and skills they need to navigate their new environment, whilst also promoting a workplace culture of diversity, inclusion and equity.
&nbsp;
Offer unique perks
Offering unique perks can be a game-changer in setting your relocation package apart from the competition. While basic benefits such as housing and travel expenses are necessary, perks like language classes, a relocation allowance, and gym memberships can make your package truly stand out.
Language classes can help expats adapt to their new environment and communicate more effectively with locals, while a relocation allowance can help them experience the local culture and attractions. Additional perks such as gym memberships and car services can significantly improve the quality of life for expats and their families, making the relocation process more enjoyable.
By providing unique benefits that demonstrate your investment in their success and well-being, you can attract and retain top talent, increase job satisfaction, and ensure successful relocation.
&nbsp;
Having worked with organisations in 14 countries across 2 continents, we know our stuff! 
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.
We are committed to finding the best overseas employees 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

Tempting top tier talent into your backyard: 5 easy to implement tips

The current landscape of the job market has given rise to what is being dubbed the "age of the counteroffer". Despite employers willing to negotiate in a bid to retain their employees, <a href="https://www.recruitment-software.co.uk/7-counter-offer-statistics-every-recruiter-needs-know/">9 out of 10 candidates</a> who accept them still leave within 12 months. Not only that, but <a href="https://www.recruitment-software.co.uk/7-counter-offer-statistics-every-recruiter-needs-know/">50% of candidates </a>who accept counteroffers are actively looking for a new role within 60 days.
When you consider that counteroffers don&rsquo;t offer a long-term solution for many employees, organisations need to take proactive measures to retain their existing team and stop them from looking for a new role. Especially when replacing a senior executive could cost your organisation as much as <a href="https://www.recruitment-software.co.uk/7-counter-offer-statistics-every-recruiter-needs-know/">213% of their annual salary</a>.
In fact, <a href="https://hr.economictimes.indiatimes.com/news/workplace-4-0/employee-wellbeing/employers-in-apac-to-revamp-their-employee-benefits-strategy/86859467?redirect=1">one study</a> has shown that 69% of employers in the APAC region plan to revamp their employee benefits strategy, with 57% citing the growing war for talent as a factor. In addition, <a href="https://fastcompanyme.com/work-life/what-can-middle-east-employers-do-to-prevent-quiet-quitting/">research</a> in the MENA region has highlighted that 87% of HR professionals consider employee retention as a major concern, as well as 70% of professionals are willing to leave their jobs because of lack of flexible working.
From offering competitive social benefits to prioritising employee wellbeing, investing in these initiatives could not only help your organisation avoid losing top talent to competitors, but also mitigate the costly process of replacing them. So, don&rsquo;t wait until it&rsquo;s too late, start taking the necessary steps today!
&nbsp;
Social benefits and wellbeing
According to a <a href="https://www.gallup.com/workplace/350360/middle-east-north-africa-workplace-trends.aspx">World Poll</a>, MENA employees are among the most unhappy in the world. Employees in the region reported the world&rsquo;s highest rates of sadness (35%) and 50% said they were stressed &ldquo;a lot&rdquo; during the previous day. When you consider these alarming statistics, it comes as no surprise that employees in the region are now prioritising their mental health and well-being over anything else, with 56% saying there needs to be more emphasis on employee wellness and work-life balance. Furthermore, <a href="https://hr.economictimes.indiatimes.com/news/workplace-4-0/employee-wellbeing/employers-in-apac-to-revamp-their-employee-benefits-strategy/86859467?redirect=1">a study</a> conducted in the APAC region also showed that employers are now prioritising employee wellbeing, with physical wellbeing (59%) and social wellbeing (45%) among the top concerns.
Through initiatives such as free mental health support and screening or simply raising mental health awareness in the workplace, organisations can demonstrate their commitment to their employees' wellbeing. In fact, studies show that when companies engage in recognition-led wellness programmes, employees are <a href="https://www.workhuman.com/blog/workplace-wellness-statistics/">10 times</a> more likely to strongly agree that they belong at their organisation. Not only that but investing in the social and mental health of employees could lead to increased productivity, higher morale, and lower turnover rates.
&nbsp;
Upskilling
The post-pandemic world has shifted employee preferences in the MENA region, with well-being, purpose, and learning becoming the key differentiators. By failing to focus on upskilling as a unique employer value proposition, companies could see high employee attrition rates.
For example, <a href="https://www.peoplemanagement.co.uk/article/1799487/two-five-planning-leave-jobs-within-year-majority-citing-lack-career-prospects-survey-finds">one survey</a> has found that two in five employees could leave their workplace in the next 6 to 12 months, with the majority citing lack of available career prospects. Not only that, but only <a href="https://www.lorman.com/blog/post/39-statistics-that-prove-the-value-of-employee-training">29% of employees</a> are "very satisfied" with the current career advancement opportunities available within their organisation.
Investing in the professional development of employees could be essential for retaining top talent. From offering training and development programs to mentorship opportunities, these types of initiatives have been shown to improve job satisfaction and increase employee engagement, ultimately leading to higher productivity and better performance. Not to mention, your organisation will benefit from a more skilled and competitive workforce.
&nbsp;
Flexible working arrangements
Spurred by the pandemic, businesses in the MENA region are embracing flexible workforce models and utilising independent consultants to cut costs in response to the global shift towards remote work. By incorporating remote workers into their teams, these companies access skilled talent worldwide and cutting expenses. Whilst <a href="https://hr.economictimes.indiatimes.com/news/workplace-4-0/employee-wellbeing/employers-in-apac-to-revamp-their-employee-benefits-strategy/86859467?redirect=1">one study</a> highlighted that 85% of APAC organisations are promoting hybrid working, and 70% are now recruiting talent from all locations. Not only that, but 74% of employees in the region reported being more productive with flexible work arrangements.
When it comes to improving employee retention, studies have shown that employees with a good work-life balance said they were <a href="https://www.flexjobs.com/employer-blog/work-life-balance-vital-employee-retention/">12%</a> more likely to stay with their employers. In addition, <a href="https://hubblehq.com/blog/flexible-work-hours-productivity">one study</a> found that flexible workers on average work 1.4 more days every month than traditional office workers - that&rsquo;s a staggering 16.8 more days of productivity every year.
From hybrid-working to flexitime, organisations could improve employee productivity, morale and engagement and creates a more supportive and accommodating workplace that benefits the employees and organisation as a whole.
&nbsp;
Financial rewards
According to <a href="https://fastcompanyme.com/news/why-53-of-workers-want-to-make-a-career-change-in-mena-a-new-survey/">one study</a>, 80% of professionals in the MENA region want to make a career change for a promotion or pay increase.
Financial benefits play a critical role in retaining staff and staying competitive in the job market. Providing employees with a competitive salary, bonuses, and other financial incentives could not only improve their overall quality of life but also increase their job satisfaction and long term loyalty to the organisation.
Other employee benefits could include: health insurance, retirement plans, and paid time off which could also play a significant role in retaining top talent. Therefore, offering financial benefits that go beyond the standard expectations helps companies stand out and stay ahead of their competitors.
&nbsp;
Key takeaways
The age of the counteroffer is a growing challenge for businesses, who must continually adapt, to retain their top performers and attract new talent. To prevent employees from seeking job opportunities elsewhere, companies must prioritise preventative measures and processes that focus on employee engagement, loyalty, and overall satisfaction.
Moreover, companies must stay informed about market trends and the factors that are important to job seekers. By being aware, companies can create a workplace culture that attracts and retains the best talent and ultimately avoid an environment where counteroffers can foster.
&nbsp;
Looking for a partnership that operates differently? You&rsquo;ve found it!
Our dedication to sourcing the most suitable individuals for your company, who share in its long-term objectives and embody your brand values with professionalism and dignity, has earned us a reputation for excellence with over a dozen years of proven success. Our unparalleled network of recruiters consistently deliver outstanding results, regardless of the recruitment method - contingent, retained, or project-based - and across a diverse range of organizations, from rapidly growing start-ups to established industry leaders.

The age of the counteroffer: Taking preventative steps for employee retention

A combination of inflation and talent shortages is causing many firms to offer new hires above market starting salaries, particularly in industries such as the technology sector. A survey by software firm, Capterra, found that <a href="https://www.capterra.com/resources/new-hire-pay-research/">65%</a> of hiring managers are currently offering higher than usual starting salary packages. While this can be an effective method of attracting sought after, skilled talent it can have a knock-on effect on employee satisfaction, morale, and productivity. The same survey found that 68% of hiring managers had one or more of their employees ask for a raise or threaten to quit because of salary disparity with new hires. 
&nbsp;
What are the long-term business impacts of salary disparity?&nbsp;
If you have found yourself needing to offer higher than average starting salaries for new hires, it&rsquo;s important to understand what effect this can have on your current employees, retention and how each impact long-term business success.&nbsp;
Poor employee satisfaction can lead to:&nbsp;
<ol>
<li>Lower productivity: Employees who feel underappreciated at work are <a href="https://warwick.ac.uk/newsandevents/pressreleases/new_study_shows/">12%</a> less productive and one study found that happier employees are up to <a href="https://www.forbes.com/sites/forbescoachescouncil/2017/12/13/promoting-employee-happiness-benefits-everyone/?sh=49012e0c581a">20%</a> more productive.</li>
<li>Higher staff turnover and increased recruitment costs: <a href="https://www.pwc.com/m1/en/issues/upskilling/hopes-and-fears-2022.html">35%</a> of workers in the Middle East would consider moving roles if they were unhappy at work</li>
<li>Loss of valuable knowledge and skills: when established staff leave, they take with them valuable internal knowledge and skills that can be hard to replace</li>
<li>Poor customer service and a loss of reputation: high turnover can cause your service to slip causing customers to become dissatisfied. A poor reputation can also make it harder to attract new hires.&nbsp;</li>
<li>Huge differences in compensation levels between new hires and old hands can cause resentment and ultimately mean you struggle to retain valuable employees.&nbsp;</li>
</ol>
&nbsp;
Go beyond salary with these 4 solutions to drive retention and employee satisfaction&nbsp;
At MCG Talent we have faced this issue with multiple client partners and while every business is unique, there are several ways you can ensure salary isn't the main driver of employee satisfaction and improve retention throughout the entire employee lifecycle.&nbsp; &nbsp; When we talk about the employee lifecycle we mean every stage of an employee&rsquo;s time interacting with your organisation. That is, every interaction you have from the moment they first encounter your job description to the day they leave the company.&nbsp;
Here are our favourite strategies to help improve employee attraction and retention:&nbsp;
&nbsp;
Diversify and highlight other aspects of your compensation packages&nbsp;
In a time of tightened budgets and increasing costs, it&rsquo;s not always possible to offer existing employees raises that match the salaries for new hires. Indeed, it may not be possible for your business to match the salaries offered to new hires by your competitors. However, salary is not the only way to attract and retain talented employees.&nbsp;
Looking at the other benefits you can offer can be a great way to give employees what they want. PWC found that <a href="https://www.pwc.com/m1/en/issues/upskilling/hopes-and-fears-2022.html">25%</a> of employees in the MENA region would prefer greater flexibility in how and where they work, this number is higher for younger workers, 43% of which would prefer remote or hybrid working. There is also an increased preference for health, wellbeing, and social benefits.&nbsp;
Try surveying your current workforce to get an idea of what benefits they would prefer and what your compensation packages could look like to increase employee retention.&nbsp;&nbsp;
&nbsp;
Invest in the training and development of your staff &nbsp;
<a href="https://www.pwc.com/m1/en/issues/upskilling/hopes-and-fears-2022.html">35%</a> of employees in the Middle East believe that career advancement is important to their happiness at work, 13% more than the rest of the world. Showing your commitment to invest in the development of your employees is a great way to improve satisfaction and reduce turnover - with the added benefit that it can help you address skills gaps.&nbsp;
Provide new and existing employees with clear career goals and paths to advancement and offer training opportunities in key skills and areas of expertise. &nbsp;
&nbsp;
Sharpen up your employer branding 
Your employer brand is a crucial way of attracting and retaining staff. How you are perceived by your current, former and potential employees can go a long way to helping you keep skilled employees around for longer.&nbsp;
Good employer branding brings together your organisations values, people management and workplace culture into one marketable, compelling package that lays out why you are a great place to work.&nbsp;
Step one of building an attractive employer brand is defining your company&rsquo;s values and goals as an employer. Then you can build those values into your recruitment, onboarding and day-to-day processes. Once these are in place, leverage your employees as part of your recruitment marketing and streamline your recruitment processes to make it easier for candidates to apply. Above all shout about what makes you a fantastic employer!
&nbsp;
Take steps to build a stronger company culture &nbsp;
On that note, it&rsquo;s important to build a company culture that not only reflects your values as an organisation but offers employees a chance to gain recognition and allows their voices to be heard when it comes to offering concerns, suggestions, and feedback.&nbsp;
<a href="https://www.pwc.com/m1/en/issues/upskilling/hopes-and-fears-2022.html">43%</a> of employees in the region feel that being able to be open and honest at work allows them to build better relationships with their colleagues and 36% believe that this creates a more inclusive working environment.&nbsp;
As an employer you can develop robust onboarding, feedback and review processes that facilitate this and enable employees to understand the expectations and norms of your workplace culture. Ensure employees feel valued by recognising their achievements both as individuals and as a team.&nbsp;
&nbsp;
Attract and retain exceptional talent across the Middle East and Asia with MCG Talent&nbsp; &nbsp; 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. &nbsp;
With offices in Dubai, Hong Kong and Singapore and soon opening 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.&nbsp;
Contact MCG Talent and connect with a consultant today!&nbsp;

The impact of new hire salary disparity on current talent and how to combat it 

When considering leaving your current position, it's not uncommon for your employer to make a counteroffer to keep you on board. In fact, only <a href="https://hire.trakstar.com/blog/should-you-make-that-counter-offer">38%</a> of hiring managers reported not making counteroffers at all. From retaining top performers to avoiding the costly process of recruiting, there are many reasons why companies may opt for this route.
So, why shouldn&rsquo;t you accept an employer&rsquo;s counteroffer? We explore the reasons you may want to think twice about before deciding:&nbsp;
&nbsp;
Your loyalty will be questioned 
Trust and loyalty are essential for any professional relationship. However, accepting a counteroffer after initially submitting your resignation may break the initial trust that was once there.
Despite the employer's willingness to make you a counteroffer, it&rsquo;s likely that they will still view your decision to leave as a lack of commitment. This could result in a damaged relationship, making it difficult to advance your career within the company. Not only that, but your employer may be sceptical about your long-term commitment and whether you will entertain other job offers in the future.
&nbsp;
Your current employer may not follow through on their promises
While it's natural to hope that your employer will follow through on their promises, it's important to be realistic. Your employer may not be able to deliver on what they had outlined in the counteroffer, or they may make changes that are not in your best interest. Therefore, it&rsquo;s essential to get any changes you expect to see clearly outlined before deciding.
&nbsp;
Underlying issues may not be addressed
<a href="https://www.forbes.com/sites/lizryan/2015/01/28/the-truth-about-counter-offers/?sh=7cfa584646b4">According to research</a>, 80% of candidates who accept a counteroffer from their current employer end up leaving within 6 months. This comes as no surprise when you consider that <a href="https://www.forbes.com/sites/davidsturt/2018/03/08/10-shocking-workplace-stats-you-need-to-know/?sh=140e979af3af">89% of bosses</a> think that money rather than workplace culture issues drive their employees to quit. This means a counteroffer may be solely revolved around salary or promotion, rather than addressing the conditions that prompted you to look for a new job.
Whether it&rsquo;s a difficult boss, poor management, limited opportunities for career progression, or simply not liking the job in general, it&rsquo;s unlikely that a counteroffer will address these problems long-term.
&nbsp;
Missed opportunities
It&rsquo;s not uncommon for candidates to miss out on a great opportunity if they decide to remain with their current employer. In fact, many employees accept counteroffers based on financial gain and to avoid the hassle that comes with starting a new job.
Ultimately, they may have turned down a role that&rsquo;s more suited to their long-term goals. Therefore, it&rsquo;s essential to carefully weigh up the pros and cons of both opportunities based on how they align with your personal needs and values, and not feel pressured to stick with your existing employer.&nbsp;
&nbsp;
It could create uncertainty in your existing role
When accepting a counteroffer, it&rsquo;s essential to consider the longevity of both job offers. Especially if a counteroffer is tempting because it involves a higher salary, it could put your position in the existing company at risk.
Whether it&rsquo;s finding a candidate who is more committed or aligns better with the workplace culture, it&rsquo;s not uncommon for an employer to begin searching for a replacement if an employee decides to stay.&nbsp;
&nbsp;
Should I tell my new employer about a counteroffer?
Although it may seem like a good idea, there are several reasons why it may not be advisable to tell your new employer about a counteroffer - like how it would impact your existing role, it could damage your reputation and long-term prospects in addition to making your new employer less willing to negotiate. However, each situation is unique, and it depends on your individual circumstances and the nature of your relationships with both companies.
&nbsp;
Conclusion
Ultimately, whether you accept a counteroffer will come down to personal circumstances. However, it&rsquo;s important to consider all the potential drawbacks that have been outlined before you decide. If you do decide to accept, be sure to address any underlying issues that led you to look for a new job in the first place and make sure that your employer is committed to addressing them.
&nbsp;
Time for a change? We&rsquo;ve got you covered 
Having placed candidates in 14 countries across the globe, we know our stuff! 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&nbsp;and benefit from a unique service, tailored to suit you. Let us help you find your next role. &nbsp;
&nbsp;

The pitfalls of accepting a counteroffer: Why it may not always be the best idea

The crypto industry has been characterised by its dynamic nature, constantly adapting to changing regulations, market conditions, and investor preferences. In recent years, a notable trend has emerged, with crypto companies and talent moving from Singapore, a prominent global fintech hub, to the thriving crypto ecosystems of Hong Kong and Dubai. 
In this article, we explore the factors behind this shift, the advantages offered by Hong Kong and Dubai, and the implications for the evolving crypto landscape in Asia and the Middle East.
<h2 class="MsoNormal">Regulatory Environment and Clarity</h2>
Singapore has long been regarded as a pioneer in creating a favourable regulatory environment for blockchain and cryptocurrencies. The city-state established clear guidelines for Initial Coin Offerings (ICOs) and has fostered innovation through sandbox programs. However, regulatory changes and uncertainties have compelled some crypto companies to seek alternative jurisdictions.
<h3 class="MsoNormal">Hong Kong: Regulatory Certainty and Market Access</h3>
Hong Kong has emerged as a destination of choice for crypto companies leaving Singapore. The city's Securities and Futures Commission (SFC) has implemented comprehensive regulations for digital assets and exchanges, providing a clear legal framework and regulatory certainty. This stability has instilled confidence in businesses seeking to operate within a regulated environment while accessing the vast market opportunities in Hong Kong and neighbouring China.
<h3 class="MsoNormal">Dubai: A Proactive Approach to Blockchain</h3>
Dubai's forward-thinking approach to blockchain technology and cryptocurrencies has positioned it as an attractive alternative to Singapore. The Dubai Multi-Commodity Centre (DMCC) has introduced progressive regulations to facilitate the growth of crypto businesses. The government's initiatives, such as the Dubai Blockchain Strategy and the Dubai International Financial Centre's (DIFC) Innovation License, have created a supportive ecosystem for crypto companies to thrive.
<h2 class="MsoNormal">Access to Vast Markets and Investor Networks</h2>
Singapore's strategic location and reputation as a financial and technological hub have made it an ideal gateway to Southeast Asia. However, Hong Kong and Dubai offer unique advantages when it comes to market access and investor networks.
<h3 class="MsoNormal">Hong Kong: Proximity to the Chinese Market</h3>
Hong Kong's proximity to mainland China grants crypto companies direct access to one of the largest crypto markets in the world. While China has imposed regulatory restrictions on cryptocurrencies, Hong Kong serves as a bridge for companies seeking to tap into the immense potential of the Chinese market. This proximity to a tech-savvy population and a growing middle class makes Hong Kong an attractive hub for crypto-related businesses.
<h3 class="MsoNormal">Dubai: Emerging Middle Eastern Market</h3>
Dubai's strategic location in the Middle East provides access to a region experiencing a surge in interest and adoption of cryptocurrencies. The city's growing crypto ecosystem and investor networks are attracting businesses seeking to capitalize on this untapped market. Additionally, Dubai's strong ties with neighbouring countries in the Gulf Cooperation Council (GCC) region offer further opportunities for expansion and collaboration.
<h2 class="MsoNormal">What does this shifting crypto landscape mean?</h2>
The movement of crypto companies and talent from Singapore to Hong Kong and Dubai reflects the ever-evolving nature of the industry. While Singapore has been a frontrunner in creating a favourable regulatory environment, Hong Kong and Dubai have emerged as competitive alternatives. The regulatory clarity, market access, and investor networks provided by Hong Kong and Dubai are drawing companies seeking new opportunities and growth. As these hubs continue to evolve and foster innovation, the global crypto landscape stands to benefit from their emergence as significant players in the industry.
MCG Talent has offices in Dubai, Hong Kong and Singapore, placing us in a position to seamlessly support this shifting landscape. We have extensive exposure of working with Crypto and Digital asset providers, both scale up and established FinTech&rsquo;s grow their presence across the SE Asia / MENA corridor.&nbsp;
We have a large network of both tech and commercial talent, and can support businesses with our understanding of the complexities of &nbsp;navigating such an important transition.&nbsp;
<a href="../../../../../contact/">Contact us today</a> to find out how we can support your business.&nbsp;
&nbsp;

The shifting crypto landscape: Singapore to Hong Kong and Dubai

In the ever-evolving landscape of business, it is crucial for companies to keep on top of the latest hiring trends to remain competitive. In the Middle East and Asia-Pacific (APAC) region, where economic growth and digital transformation are on the rise, the need for agile and innovative talent strategies are more important than ever to keep up with candidate expectations.
Three key hiring trends have emerged as game-changers in the region: flexible working, technology innovations, and diversity. These trends are not only shaping the way companies recruit and retain talent but also disrupting traditional approaches to workforce management.
&nbsp;
Flexible working
As the world becomes more connected, the way we work is changing. In the Middle East and Asia-Pacific regions, the rise of &lsquo;working from home&rsquo; culture has disrupted traditional talent strategies, forcing companies to adapt to meet the expectations of top talent.&nbsp; Changing workforce policies in the Middle East The UAE has recognised the need for flexible working arrangements. In a large survey conducted by the <a href="https://www.pwc.com/m1/en/issues/upskilling/hopes-and-fears-2022.html#overview">PwC Middle East</a> across 44 countries, it was also found that young people in particular have a strong preference for fully remote or flexible roles.&nbsp; Factors affecting the job market: &nbsp; &bull; &nbsp; &nbsp;In the UAE 70% of companies have embraced hybrid work culture &bull; &nbsp; &nbsp;<a href="https://www.pwc.com/m1/en/issues/upskilling/hopes-and-fears-2022.html#overview">43%</a> of Gen Zs across the Middle East prefer remote or hybrid working roles &bull; &nbsp; &nbsp;<a href="https://www.pwc.com/m1/en/issues/upskilling/hopes-and-fears-2022.html#overview">63%</a> of employees across the Middle East claim they were able to work remotely Covid and developing technologies have dramatically changed working policies in the Middle East and this continues to surge with the positive economic trends in the region.
New APAC work policies post COVID
The benefits of remote work arrangements in the APAC countries have become more apparent during the pandemic as employees have proven that they can still be productive regardless of their work location. As a result, candidates are expected to seek more flexible work arrangements as employer policies change to adapt to the recruitment market.
Factors affecting the job market: &bull; &nbsp; &nbsp;<a href="https://www.flexos.work/apac-essential-hybrid-work-statistics/">65%</a> of employees across the Association of Southeast Asian Nations (ASEAN) believed working hybrid has improved the quality of their work &bull; &nbsp; &nbsp;70% of APAC workers want greater location flexibility &bull; &nbsp; &nbsp;71% of APAC workers want greater time flexibility
Companies that think expansively about location opportunities will be more attractive employers in the future. Apple is already moving roughly five percent of its iPhone 14 production to India, while other manufacturers are expanding operations in Vietnam as an alternative to China.&nbsp;
 Technology
The rise of technology has been a major trend in recent years, and nowhere is this more evident than in the Middle East and APAC regions. From blockchain to artificial intelligence, companies are increasingly turning to technology to drive growth and gain a competitive edge. Leading Middle East tech innovations.
The UAE is leading digital innovation with various initiatives, including a focus on becoming a global metaverse hub and increasing the number of blockchain companies in the region. These initiatives are expected to create more than&nbsp;40,000 virtual jobs by 2030, with a surge of hiring activity expected in 2023.
The technology industry in the UAE is already experiencing strong demand for talent, shown by the 10% year-on-year salary increase seen in the sector. Data-driven recruitment is also gaining momentum in the UAE, as HR professionals increasingly rely on data to make efficient and unbiased hiring decisions. We are also seeing artificial intelligence playing an increasingly significant role in recruitment, with automation transforming the hiring process to improve ease and efficiency.&nbsp;
APAC adopts more digital practices
Similarly in APAC, digital skills have become extremely relevant for candidates, as many work remotely and rely on productivity tools like Zoom, Trello, and Slack. As a result, companies are increasingly seeking digitally-competent personnel.&nbsp; Cloud adoption is another area of growth, leading to an increased demand for cybersecurity services. Malaysia, for example, has set a target of having 20,000 cybersecurity professionals by 2025, filling roles in security analysis, cyber threat intelligence, and security architecture.
 Diversity
With an increase in globalisation and legislation changes comes a more diverse approach to hiring. The UAE and APAC regions include over 50 countries with various industries and diverse talent pools. Spurred by remote working trends, organisations are forced to consider the cultural dynamic of their work force and sourcing international talent.&nbsp;
 The Middle East and employment legislation
In recent years, the UAE has seen a wave of changes in employment legislation, resulting in a more diverse and competitive job market. One of the most significant changes is the introduction of the job seeker visa, which allows individuals to enter the country and search for employment opportunities before securing a job.
There are also new social security employment initiatives which launched this year providing compensation for employees who lost their job for up to three months.
APAC employee attitudes towards diversity
In the Asia Pacific APAC region, organisations are embracing diversity and inclusion initiatives. Studies show that diverse and inclusive teams make better decisions&nbsp;<a href="https://www.kornferry.com/insights/featured-topics/talent-recruitment/4-talent-trends-driving-new-hiring-opportunities-in-apac">87%</a> of the time and bring products to the market faster <a href="https://www.kornferry.com/insights/featured-topics/talent-recruitment/4-talent-trends-driving-new-hiring-opportunities-in-apac">75%</a> of the time. <a href="https://www.marketing-interactive.com/fleishmanhillard-study-apac-companies-inclusion">90%</a> of employees expect companies to act and communicate about diversity, equality, and inclusivity in their place of work.&nbsp;
&nbsp;
So what&rsquo;s the forecast for recruiting in these regions?
The job market in the Middle East has been on the rise in recent years with its buoyant economy, this is expected to continue in 2023 and beyond. The United Arab Emirates is one of the big regions to look out for in terms of recruitment &nbsp;potential, being recognised as having some of the <a href="https://www.zawya.com/en/economy/gcc/uae-public-transport-fare-ranks-among-the-cheapest-in-the-world-says-new-study-rxqrlltz">cheapest public transport in the world</a> and recently expanding their logistics market with a new <a href="https://www.cips.org/supply-management/news/2023/march/uae-logistics-market-to-be-worth-119bn-as-rail-freight-network-opens/">$11.9 billion rail freight network</a>.
The APAC region is not far behind in terms of economic activity, accounting for about 37% of the world&rsquo;s GDP with expectations to rise to&nbsp;<a href="https://www.spglobal.com/marketintelligence/en/mi/research-analysis/ascent-of-apac-in-the-global-economy.html#:~:text=The%20total%20GDP%20of%20the,around%2042%25%20of%20world%20GDP.">42% by 2040</a>. This is marked by new developments with countries like India, surpassing the UK GDP in 2021, with growth in its service and start up sectors. ASEAN countries are also a source of growth in the region with growing domestic and export markets.
As these economies and technology continues to develop, we will see increasing demand for skilled talent to fill new job opportunities and changes in the way companies hire. Remote work, technology and diversity are some of the biggest of many considerations. For expert support for your recruitment needs, check us out here. [CTA to site]&nbsp;

Top 3 hiring trends disrupting talent strategies in the Middle East and APAC

As the digital age marches on, many creative industries continue to thrive as they benefit from digitisation. We are seeing the effects of this particularly in the Middle East and Asia, countries who continue to invest in their creative industries and exhibit high amounts of internet usage amongst their populations. In order to be attractive to businesses, creatives must consider the trends shaping the employment market, especially with regards to technology and digital media.
Considering the dynamic nature of digital media and its many platforms, more employers are looking for candidates with a broader range of skills and experience. This includes not only skills on an operational and creative design level, but strategic skills as well. &nbsp;
 Different regions and countries have varied economic landscapes, which means certain professions are more desired depending on where you look. While it is important to be aware of the employment trends in the area you wish to work, it is also important to be aware of the opportunities available in different countries and economic climates and keep you skills transferable.&nbsp;
&nbsp;
What are some of the most sought-after skills for professionals? &nbsp;
&nbsp;
1. Product development and design
Middle Eastern countries make up two of the five countries (Saudi Arabia and the UAE) with the&nbsp;<a href="https://www.statista.com/statistics/227082/countries-with-the-highest-internet-penetration-rate/#:~:text=As%20of%20January%202023%2C%20Ireland,July%202022%20was%2064.4%20percent.">most internet penetration</a>, as of January 2023.&nbsp; With increased internet access comes a lot of opportunities for creatives, especially concerning developing internet resources, content and digital assets. These three areas alone encompass a huge variety of skills which candidates may use to give their portfolio or resume a competitive edge.&nbsp;&nbsp;
 2. Front-end development
Front-end development is the process of creating the front-facing code that generates what displays on a web page. Front-end developers are responsible for creating the look and feel of websites, apps and other digital products.&nbsp; A large market for this is games, especially mobile games which are projected to reach a market size of <a href="https://www.statista.com/outlook/dmo/digital-media/video-games/mobile-games/worldwide#:~:text=Revenue%20in%20the%20Mobile%20Games,to%20hit%2029.2%25%20by%202027.">$315 billion</a> in 2023. Asia and the pacific regions have led the market in this area, opening up opportunities for not only programmers and software engineers, but front-end designers. &nbsp;
 3. User experience design
User experience design is the process of enhancing user satisfaction by improving product usability and accessibility during interaction. This involves a variety of skills which include research, planning, testing and prototyping. All digital products integrate a form UX design procedure to ensure their product is optimised and desirable before entering the market.&nbsp; UX design skills are a great addition to a creative portfolio, especially with the high number of tech startups in Asia in the Middle East, with India for example being the third largest tech-startup ecosystem in the world with nearly <a href="https://economictimes.indiatimes.com/tech/startups/india-now-has-nearly-27000-active-tech-startups-adds-1300-last-year/articleshow/97940297.cms?from=mdr">27,000 companies</a>.&nbsp;
 4. Technical creativity
For those creative professionals who lean more towards technical skills, you can provide tremendous value to businesses with a front facing content function with digital design capabilities. Creatives more content orientated are not by any means left behind by the newer opportunities being introduced with technical innovations. With content being more important than ever, companies and countries around the world are investing in their creative output and communications. &nbsp; Asia has always led in this area with the International Labour Organization (ILO) estimating that in 2019 Asia and the Pacific accounted <a href="https://www.ilo.org/wcmsp5/groups/public/---ed_dialogue/---sector/documents/publication/wcms_865323.pdf">52% of global media</a> and cultural employment, the largest share on the globe.&nbsp;
 5. Digital design
We are seeing increased investment into design ventures in the Middle East, a notable example being the UEA&rsquo;s commitment to &nbsp;Dubai Design week for the last four years. The art and design scene in the UAE grows every year and with it comes demand for digital designers.&nbsp; Digital content is especially important considering the Middle East&rsquo;s enormous tourism and travel sector, forecasted to contribute <a href="https://www.statista.com/statistics/878304/middle-east-contribution-of-travel-and-tourism-to-gdp/">486.1 billion</a> to the regions GDP by 2028. This creates opportunities for professions with skills in graphic design and photography.&nbsp;
 6. Animation
Animation has quickly gained popularity on a global scale and demand for this is led by Asian countries. It can be created using a variety of techniques and technologies and has been used to create various types of media, from simple cartoons to feature-length films.&nbsp; Japan, in particular, is recognised for its animated productions and has traditionally been an export-oriented subcontracting market when sourcing talent. This talent usually comes from other studios across Asia the Pacific.&nbsp; More recently we are seeing Chinese and South Korean domestic animation hubs rising from demand for <a href="https://www.asiapacific.ca/blog/new-players-asian-animation-industry-growth-china-and-south">locally produced animation products</a>. This is bolstered by new talent entering the professional market and strategic state level investment.&nbsp; Animation is not only used for entertainment and television but has become an extremely popular medium for advertising and marketing. Creative and artistic professionals with some animation skills are seen as extremely valuable to Middle Eastern, Asian and Pacific business functions.
&nbsp;
How can you find great opportunities to show off your creative skills? 
If you want to get ahead in the creative industry, it's important that your skills are up to date with what employers are looking for. The global pandemic accelerated industry demand for more digital and technology focused creative skillsets, as more consumers adopted internet-based behaviours.&nbsp; Interested in new and exciting creative opportunities in the Middle East and Asia? <a href="../../../../../../contact/">Get in touch with us today </a>and take the next step in your professional journey.&nbsp;
&nbsp;

What are the most sought-after skills for creative professionals across the Middle East and Asia?

Through a mixture of infrastructure, education and access to essential markets, the Middle East has a lot to offer creative talent both locally and from across the globe. The appetite for creative growth has led to government commitments in increasing their support for these industries. An example of this is the <a href="https://u.ae/en/about-the-uae/strategies-initiatives-and-awards/strategies-plans-and-visions/finance-and-economy/national-strategy-for-the-cultural-and-creative-industries#:~:text=Launched%20in%202021%2C%20the%20UAE's,the%20national%20GDP%20by%202031.">Dubai Creative Economy Strategy</a> which is committed to increase creative industry GDP contribution from 2.6% in 2020 to 5% by 2025. The UAE are just one of the areas throughout the Middle East that is embracing the &lsquo;creative economy&rsquo;.
Despite this, the Middle East is still developing and has a&nbsp;<a href="https://eiuperspectives.economist.com/sites/default/files/eiu-fb-media-agency-report.pdf">limited domestic pool of talent</a>. In addition, they aren&rsquo;t the only market globally pushing for top creative talent. The United States have a well developed creative economy with arts and cultural economic activity accounting for <a href="https://www.bea.gov/news/2023/arts-and-cultural-production-satellite-account-us-and-states-2021">$1.02 trillion in 2021</a> and employment in the sector growing by <a href="https://www.bea.gov/news/2023/arts-and-cultural-production-satellite-account-us-and-states-2021">5%</a> in the same year. What can you do to make sure you don&rsquo;t miss out on the top creative talent available?
<h2>Expectations of creative talent from employers in the Middle East</h2>
Creativity can&rsquo;t be formed in a vacuum. Instead, it needs the right environment to help nurture and cultivate the creative process &ndash; helping creatives push boundaries. Cities, such as Dubai, help cultivate this through being&nbsp;<a href="https://www.mullenlowegroup.com/news/creativity-in-the-middle-east/">&ldquo;modern, beautiful, and progressive&rdquo;</a> as described by MullenLowe MENA CEO <a href="https://mena.mullenlowe.com/team/mounir-harfouche/">Mounir Harfouche</a>. However, this approach is also required on a cultural level within organisations.
The demanded skillset for creatives in the Middle East has been impacted by the rapid growth in industries such as the technology and communications sectors. Dubbed&nbsp;<a href="https://eiuperspectives.economist.com/sites/default/files/eiu-fb-media-agency-report.pdf">&ldquo;creative technologists&rdquo;</a> there has been an expectation on creatives to also deliver on more technical aspects of work, such as data analytics. This additional demand has seen a rise in hours worked by creative professionals in the Middle East leading to burnout. Fishbowl reports figures as high as <a href="https://www.fishbowlapp.com/insights/2019/10/29/58-percent-employees-suffer-from-burnout/">65%</a> of advertising and public relations professionals have suffered from burnout. So how can this be mitigated to better meet the demands of creative talent?
<h3>Organisational culture</h3>
Company culture is a key factor for many creatives who are seeking an inclusive and collaborative environment. Bringing together talent from different regions is a great way to provide new and exciting ideas but can also come with&nbsp;<a href="https://www.changeboard.com/article-details/13974/how-to-attract-the-best-talent-in-the-middle-east/">HR challenges</a>. Ensuring that diversity is embraced throughout the organisation and is entrenched in the company culture can be a large draw for creatives looking to work in this way.
A similar stance on supporting social and environmental causes has also been shown to be attractive with&nbsp;<a href="https://impact.economist.com/perspectives/sites/default/files/eiu-fb-media-agency-report.pdf">72%</a> of millennials citing a positive social impact as an important reason they work for their organisation.
A strong culture, and brand image that personifies this culture, can be used to attract creative talent that will fit your organisation. For this, the right messaging and communications channels are required to develop this awareness with prospective employees.
<h3>Benefits</h3>
Benefits are also a crucial factor in high attracting creative professionals and differentiating your offer from competitors. A study by Zurich in 2022 found that&nbsp;<a href="https://www.zurich.ae/-/media/project/zwp/middle-east/documents/magazine/powering-the-future-of-work-2022.pdf">89%</a> of employees would switch job for the same salary if better benefits were available. In the same study, they also found that 45% of those surveyed cited benefits as the strongest pillar in their relationship with an employer besides salary.
Ensuring that the benefit offering is understood by prospective and current employees can ensure that creatives join and stay with your organisation. This follows a growing trend in the region with&nbsp;<a href="https://www.wtwco.com/en-JO/insights/2020/02/new-trends-in-middle-east-employee-benefits-and-what-they-mean-for-your-company">58%</a> of Middle East employers increasing their focus on online portals and mobile apps to better communicate their employee benefits.
<h3>Health</h3>
Mental health has been a large focus for employers since 2020. A recent global study showed that the Middle Eastern region suffers from some of the&nbsp;<a href="https://www.middleeastmedicalportal.com/mental-health-in-the-middle-east/">highest rates</a> of depression, anxiety disorders, and Post Traumatic Stress Disorder. Having an open and honest HR policy around mental health which can be demonstrated through the company culture to prospective employees can improve the chance of securing candidates who are high quality but require this additional support.
<h2>How to start attracting creative talent</h2>
The Middle Eastern region has a lot to offer creatives both regionally and from across the globe. However, there are still challenges that you as an employer might face in trying to differentiate your offering in a market that is large and still growing.
We have touched on a small number of factors to consider when trying to attract the highest quality creative talent for your business. As experts in recruitment for marketing, communications and technology sectors, we can provide a comprehensive strategy to make sure your business stands out from the crowd.
To start your improved recruitment journey today, check us out&nbsp;<a href="../../../../../../hire-talent/">here</a>.

What can you do to attract top creative talent in Asia and the Middle East?

The West is currently facing wide-spread economic uncertainty due to the long-lasting impact of the pandemic, war between Russia and Ukraine, supply chain disruptions and more all leading to debt, inflation and high cost of living. This has led to uncertainty for many of the industries around the world reliant on Western demand and investment. &nbsp;
During this time, the Middle East has strengthened their global standing by having many industries and increasing economic diversity. Considering the positive performance of many economies in the UAE and GCC, many experts predict that the Middle East is more than prepared to withstand the economic turbulence in the West.
Indeed, many industries are thriving and experiencing increased investment from overseas backers, creating increased demands and opportunities for skilled professionals.&nbsp;
<h2>What are some of the potential opportunities facing the Middle East?&nbsp;</h2>
<h3>Alternative Supply Chains</h3>
The pandemic and Russia-Ukraine conflict have both contributed to a rise in costs across various sectors. Many organisations are looking for alternative supply chain partners and the UAE has been a long-standing hub of global trade.&nbsp;
<h3>Private Sector Credit Accessibility</h3>
UAE banks are not as exposed to the turbulence arising from Russian and Ukrainian financial fall out. Access to credit in the private sector will ensure industry in the Middle East sustains its current level of macroeconomic growth.&nbsp;
<h3>Attracting Investments</h3>
Due to its strategic location and growing economies, the Middle East has received a lot of recent investment. The UAE has also made it legal for non-resident investors to own up to 100% of the total shareholding in any UAE company. This presents a favourable alternative to riskier investments in Western economies.&nbsp;
<h3>Growth Of Technology Sector</h3>
The Middle East is beginning to diversify its economy away from oil and gas, with MENA startups in the region bringing in&nbsp;<a href="https://www.zawya.com/en/smes/finance/mena-startups-raise-324mln-in-june-ieqlmc9w">$1.73 billion</a> of investment in the first half of 2022 alone. These startups encompass AgriTech, Proptech and FinTech industries.
<h3>Real Estate</h3>
Dubai saw a&nbsp;<a href="https://www.arabianbusiness.com/opinion/will-the-middle-east-be-shielded-from-economic-recession-in-the-west">$4 billion</a> surge in real estate investment and Abu Dhabi achieved record property sales of 3 billion in 2022&rsquo;s Q1. The property market in the region continues to grow, independent of international factors.
The UAE&rsquo;s drive to diversify its economy has resulted in a strengthening of the economic position of many Middle Eastern countries, with various industries receiving investment and large foreign organisations expanding into the region.
With increased investment comes a surge of demand for highly-skilled professionals to deliver the region&rsquo;s ambitions maintain its position as an international hub of commerce, tourism, and strategic investment.
We are seeing opportunities becoming available across a variety of industries for both employers and candidates alike as the Middle East&rsquo;s private and public sectors continue to develop and expand operations amidst Western economic uncertainty.&nbsp;
<h2>Which markets are currently seeing the most recruitment demand across the region?</h2>
<h3>Construction Industry</h3>
With the increased levels of real estate investment in Dubai and Abu Dhabi last year, there has become a demand for skilled workers in the construction industry. This is also bolstered by the UAE making Visa applications easier.
<h3>Finance and Accounting</h3>
With increased start up investment and growing economies comes a demand for finance and accounting professionals.&nbsp; Healthcare: Healthcare in the Middle East is considered well developed, with Turkey especially being renowned for its medical tourism. The MEA MedTech market is also projected to grow by 2027 with a <a href="https://pharmaboardroom.com/articles/five-key-trends-in-mea-medtech/">CAGR of 3.6</a>.&nbsp;
<h3>Technology</h3>
The Middle East is following the worldwide trend of technology development and investment, reflected by increased demand from professionals in areas like software development, data science and cybersecurity.
<h2>What are some of the challenges facing employers in the Middle East?</h2>
Thriving industry and investment in the GCC, ME and UAE are promising indications of a professional infrastructural development. However, as is the case with all regions, the opportunities are not consistent across all sectors and demographics with various areas still under development.
Successful economic policymaking includes the controlling of government deficit and debt levels while maintaining low inflation and stable interest rates. While the UAE and GCC perform well, several countries in the surrounding region, including Egypt, Jordan and Lebanon are ranked as some of the most indebted countries in the world. There is also pressure for the continual building of human capital in the region, requiring meaningful investment in traditionally marginalised demographics.
Macroeconomic stability is notoriously difficult to maintain amongst oil export countries working against boom-and-bust commodity cycles. This is mitigated with the more recent drives towards economic diversity, however, there are still financial strains left over from the 2014 oil price crash.&nbsp;
<h3> Conclusion</h3>
Even amongst these challenges, the Middle East region has become the subject of attention for many investors and professionals seeking to expand their global footprint. While the IMF forecasts a third of the world&rsquo;s economies will enter a recession in 2023, many Middle Eastern economies, especially GCC members, are looking to buck these incoming global trends with their low inflation levels and consistent growth levels.&nbsp; Professionals who &lsquo;internationalise&rsquo; their CVs will be positioned strongly in the coming years, especially with rapid changes to flexible working policy. Employers who seek to leverage the opportunities presented by turbulence in the West should look to create robust recruiting strategies now.
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