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

MCG Talent Hong Kong