Quantcast
Channel: Employer Corner – Bayt.com Blog
Viewing all 42 articles
Browse latest View live

In the Company of Stars: Seven Ways to Engage and Retain Top Talent

0
0

You have possibly stood on your head, somersaulted, cartwheeled, improvised, innovated and jumped through hoops of fire to source and attract the very exact top talent you want to your organization and then spent a fortune on orientation, induction and training activities. Now the question is how do you ensure these coveted gems remain on your headcount and do not become coveted by other organizations any time soon.

A recent poll by Bayt.com, Work Satisfaction in the Middle East and North Africa, shows that 77% of professionals consider themselves very loyal to their company and 72% actually like the company they work in.  But only 58% are actually satisfied with their job.  Below are a few reminders from the Bayt.com HR experts on what it takes to retain your stars and keep them engaged and satisfied.

1. Keep communication channels open

Communicating frequently, openly and honestly is one of our key values at Bayt.com and every effort is made to keep communication channels across the firm healthy, robust, creative and unhampered.  Companies can encourage open communications in a myriad ways ranging from open plan office spaces to open door policies, structured internal communications and regular meetings at all staff levels to communicate vision and mission and articulate progress.  According to a recent poll by Bayt.com, Work Satisfaction in the Middle East and North Africa, 36% of professionals feel communication channels in their own organisation are open “but not enough”, and 30% indicate they are not open.

2. Incorporate CSR elements into your mission

Professionals in corporations with the highest employee satisfaction and retention levels often cite they feel they are part of an important greater mission and are proud that what they do impacts the greater community positively.  CSR can play a key role in making your employees feel part of a larger picture and find more meaning, pleasure, pride and satisfaction in their work and employer’s brand.  According to Bayt.com’s Work Satisfaction in the Middle East and North Africa poll, 78% of professionals find their job “very meaningful” and 62% are very proud of their employer’s brand.

3. Compensate fairly

Unfair or uncompetitive compensation levels are often cited as the main reason professionals are in the market for another job. The proliferation of data on MENA salaries gleaned from leading jobsites and specialized salaries platforms such Salaries by Bayt.com have made salaries very transparent and empowered jobseekers in all roles and industries to compare their salaries with their peers.  Remember you can be creative with compensation and complement basic salaries with performance bonuses and extra perks and benefits that can include anything from gym memberships to free parking to special allowances for housing, schooling, travel, training and commuting, to flexible provisions for work-hours including extra time off for extended weekends, compressed work weeks, flexi-time, part-time and telecommuting.  32% of professionals polled in Bayt.com’s Work Satisfaction in the Middle East and North Africa poll cite what they would most like to change about their current job is salary.

4. Recognize and reward

Professionals crave and expect reward and recognition.  The best managers recognize and reward their top performers publicly and often.  Performance appraisals should not be an annual event associated with much fear and trepidation; make constructive appraising and feedback part of the daily fabric and culture of your organisation.

5. Invest in training and development

20% of professionals polled in Bayt.com’s Work Satisfaction in the Middle East and North Africa poll cite what they would most like to change about heir job is their training and development path.  Today’s professionals have for the most part espoused the life-long learning path and seek companies who will generously and proactively invest in their training and development.

6. Provide adequate career planning

Visibility, consistency, fairness and transparency are essential when it comes to career planning and employers are well advised to establish formal frameworks for this whereby every employee is aware of the path they are on and versed in the skills they need and milestones that must be reached to progress to the next rungs up the career ladder.  39% of professionals polled by Bayt.com in the Work Satisfaction in the Middle East and North Africa poll cite there are no opportunities for advancement and promotion in their company and 14% cite they feel they are not growing and learning on the job.

7. Keep it challenging

Another reason cited by many ambitious professionals for leaving jobs is they find their job unchallenging. The good news is that as per Bayt.com’s Work Satisfaction in the Middle East and North Africa poll, 58% of professionals are very challenged in their job and 26% are somewhat challenged with only 17% claiming they are unchallenged. Don’t be afraid to raise the bar and take risks to encourage growth, innovation and creativity and to keep top talent at all times poised, enabled and empowered to learn and accomplish more.


Interview with Sayed Haggag, Director of Talent Acquisition, Marriott International Middle East & Africa, UAE

0
0

Sayed Haggag is the Director of Talent Acquisition at Marriott International Middle East & Africa. Sayed holds a Bachelor degree in Foreign Trade and Business Administration from Helwan University in Egypt. He spent most of his career with Marriott International, and has an experience that spans over more than a decade in the area of Human Resource Management (HRM). Sayed’s expertise lies in several areas which include competency management, succession planning, and leadership development. Here’s how our interview with Sayed went.

1. How do you like living and working in the UAE?

Dubai is a perfect city to live in; it is a cosmopolitan city with a thriving cultural diversity. Despite the increasingly diverse nationalities working and living in the city, I found Dubai to be upholding its Arabic tradition very strongly. I feel comfortable raising my children in such an environment and cherish the chance to interact with a multinational workforce.

2. What is your average day at work like?

I think the question is no longer relevant; things have changed a lot with today’s technologies, so that one doesn’t really disconnect.  With the internet and smartphones, my weeks are truly 24/7. But, if you mean my days at the office, then it is an average of 10 hours a day. I do my best to keep weekend for family activities.

3. What is the biggest challenge you face in hiring talent?

Finding the right talent is a challenge; it is how you match the available talent with the candidate profile for the job.  Working conditions and the aggressive business demands require getting the right fit first time, second chances are no longer viable. Businesses cannot afford rapid turnover, as it generates an unstable environment and a lack of performance consistency.

Customer expectations make it even more challenging. I think that the level of service quality within the industry has dropped lately, but within Marriott and The Ritz-Carlton hotels we do not tolerate any compromise when it comes to guest satisfaction, as we believe that there is no second chance. We strive to find the right talent who can fit in our culture and truly deliver the company promise.

4. What is your advice to someone looking to start their career in the hospitality industry?

I would say two things are very important; the 2Ps of Presentation and Persistence. Job seekers should know how to present themselves whether on paper or during an interview. My advice to all job seekers is to know your strengths and dwell on them, polish them and sell them. Remember that nobody is perfect – you are as strong as others, just know your strengths.

5. What has been the highlight of your career?

The opening of three Marriott properties in Doha – Renaissance Hotel, Courtyard By Marriott, and Marriott Executive Apartments Doha City Center – helped me gain significant professional development. I also gained a brand new perspective in international talent acquisition.

6. What do you read to keep abreast of industry developments?

I read many publications that keep me updated with developments in my field of work such as Hotelier Middle East, Caterer, and People Management Magazine, in addition to a number of other industry-related websites.

7. How do you think the Middle East has evolved when it comes to HR policies and practices?

The HR function in the Middle East has evolved a lot and has taken a wide step comparing to a few years back due to the current political and economic situation in the region. HR professionals now recognize the importance of having transparent employee relation practices and thus design competitive retention policies. We have seen some markets decline in certain locations while others are flourishing. This fact mandates employers to maintain effective retention strategies so that they are not trimmed out of their best talent who might leave for other more flourishing markets.

8. Anything else you would like to share with our Bayt.com community?

I would like to thank Bayt.com for the opportunity to share my views with fellow HR professionals. Bayt.com is definitely the site which we should all support as the leading website of its kind in the Middle East and North Africa. At Marriott International, we believe that our partnership with Bayt.com it is a true win-win relationship.

“Companies should do good and stay strong through uncertain times,” says Yousef Tuqan of Flip Media

0
0

Who’s Yousef Tuqan?

Yousef Tuqan Tuqan is one of the region’s most experienced and respected digital marketing experts, with a diverse agency career in the UAE that spans over 15 years. Throughout this time Yousef has led the digital strategy and delivery of some of the Middle East’s most iconic brands, including twofour54, Dubai Shopping Festival, and Majid Al-Futtaim Malls. Yousef is the most outspoken and visible evangelist for the role of digital marketing in the region. He is a regular university guest lecturer and keynote speaker, and is a frequent contributor to regional and international publications on digital marketing in the Middle East.

As CEO of Flip Media – the region’s largest digital agency – Yousef has been at the forefront of the region’s most successful online initiatives, leading a global team of 120 staff across four offices worldwide.

Yousef is an avid marathon runner, a member of MENSA and the international branding think-thank, Medinge, as well as a Board Member of the International Advertising Association’s UAE Chapter. He is also a Goodwill Ambassador for the charity Gulf For Good. Want to know more? Read our interview with Yousef.

1. How do you like living and working in the UAE?

I love it. I have lived and worked in Dubai since 1996, and I consider it my hometown. Dubai’s got it all. It’s a great place to do business and a wonderful place to live. It’s got the best of nearly everything – from sports to shopping to great food. And whenever my wife and I need a change of view, it’s easy to hop on a direct flight to nearly anywhere in the world.

2. What is your average day at work like?

Much of my time is spent developing new business relationships, and I’m very lucky to have an amazing management team in the office, and so I spend very little time in the office during the week. You’ll often find me on FZ001 to Doha by 07:30, or driving to and from Abu Dhabi. However, when I’m in the office, I’m always in by 9:00, and I usually try to bring different groups of people together for short 15-minute meetings, be it a quick catch-up on finance or an update on HR.

3. What is the most important thing Flip Media looks for in new hires?

A passion for the web. We work in an emerging industry, and almost none of us has a degree in “digital marketing.” Flippers have come to our agency through a lot of career paths, including fashion design, accounting, and even zoology. Provided they are willing to learn and believe in what we’re trying to achieve at Flip, they can make a success of it.

4. What is the biggest challenge you face in hiring talent?

We work in a young industry with a limited talent pool, so it’s very hard to find people with mature skills in the local market, and we generally prefer not to hire from overseas. Also, given the scarcity of experienced digital people, their salary expectations sometimes are significantly beyond what we would consider reasonable. We invest a lot of effort in training and developing our staff, and we honestly consider them to be the best in the business.

5. What is your advice to someone looking to start their career in advertising?

I would advise them to use every summer during their college education to perform internships in agencies; it’s a great way for them to develop their network. I would also advise them to try different roles within agencies, as it shows future employers that they are experienced and truly committed to working in advertising. Many of our staff began their relationship with us as interns, and they have turned out to be some of our most committed and passionate hires.

6. What has been the highlight of your career?

I am so proud of everything we have achieved at Flip to date. We have grown to one of the largest agencies in the Middle East, we were able to weather the financial storm of 2008, and we have always set the benchmark for digital agencies in the region. However, our landmark moment was the acquisition of the agency by The Publicis Group in February 2012. It took a lot of hard work to get us there, but it will provide us with the knowledge, the network and the clients to take Flip to the next level.

7. What do you read to keep abreast of industry developments?

Thanks to the web, it’s very easy to stay up to date with everything happening in real-time. I also spend a lot of time in conferences and industry events, both locally and internationally. It’s a great way to share knowledge and see things from a different perspective.

8. How do you think the Middle East has evolved when it comes to HR policies and practices?

The Middle East has definitely evolved when it comes to HR policies and practices. Employers, especially service-oriented businesses like us, live and die by the quality of their people. In a competitive market like ours, it has pushed all to put more effort into how we train, develop and grow our talent.

9. Anything else you’d like to share with the community of Bayt.com Employers?

I think it’s very important to be a responsible business. From pro bono work with nonprofits to recycling and energy management, there are hundreds of things we can do to benefit the communities around us without hurting our bottom-line, and employees are increasingly attracted to companies that do good. Do good; it’s easier than you think.

“In the new digital media field, you have to instruct clients as well as develop bespoke solutions,” says Dawser Al Hadidi of beeWeb

0
0

Who’s Dawser Al Hadidi ?

Dawser Al Hadidi is a leading expert in online media. Dawser has over 14 years of experience and industry research in online media and web technologies. She has accumulated top academic certifications and awards in web intelligence, web analytics and social media marketing from a number of prestigious institutions. With a proven track record in advising leading businesses on how to succeed online, Dawser has taken leading positions in major corporations, such as EmiratesNBD Bank and Dubai World Trade Center, where she has taken executive roles to lead the online presence and advancement of these companies.

Dawser started her entrepreneurship journey in 2008, when she co-founded stylendubai.com with her sister and partner, Dara. Dawser has also founded beeWeb, a digital media and online publishing company specialized in providing interactive services and producing digital content in areas of lifestyle.

Dawser blogs at dawseralhadidi.com, a blog that aims at educating businesses and influencing the direction of new media in the Middle East, to help it reach its full potential. Want to know more about Dawser? Read our full interview here.

1. What is the best thing about living and working in the UAE?

I lived in Dubai for 13 years and seen the changes it went through over the years. There was a serious effort invested into making Dubai a business capital. Dubai is a service-oriented city, from personal to business; the city is equipped with a solid infrastructure allowing sustainable growth and progression.

2. Take us through your average day at work…

I make sure to wake up early. First, I review my to-do list then sort out all my emails before starting off any scheduled meetings, which I make sure to always schedule between 10am and 1pm. I leave the early morning time to clear out communication, and afternoon for operational activities and planning. Being organized is key to handling pressure of work, so I have established this system in order manage my time and deal with the work load. Prioritizing daily tasks and staying away from time wasters is very critical to me.

3. How did you stumble upon your business idea?

At first, my sister and I started our own business by providing interactive services. Later, we launched our project stylendubai.com which provides luxury fashion consumers with a comprehensive online guide for what is latest in stores, trends, news, style advice, etc. Luxury retail has grown massively in the last few years, and Dubai hosts a large amount of international luxury fashion and jewelry brands. We saw the need to provide reliable information to support this growing industry and help shoppers find the brands and items they are looking for.

As for beeWeb, the main company, it came up from my long years of experience in the digital media field. In 14 years I gained the practical and corporate experience, understood clients’ needs and market dynamics, and reached a point where I was fully ready to venture on my own and influence the direction of this emerging industry. I was preparing for this step for a while until the time has come to finally step up and do it. The idea itself is not new, there are plenty of digital agencies out there, but what makes our approach truly unique is the fact that we simplify technology solutions and truly customize web products to meet our clients’ needs. We also make sure clients are aware of the latest technologies and tools available out there.

4. What is the main hurdle you have faced in growing your business?

As any startup, our first hurdle was cash flow. Our business is self-funded, and therefore depends on cash flows. Other challenges include clients in the region who are still not prepared to invest in the latest technologies that can help them automate their business processes, so we spend lots of time and effort in raising awareness among existing and potential clients.

5. What are the three things you think it takes to be a successful entrepreneur?

Patience, Persistence and Perseverance – are really the three main qualities you need to keep up with all the challenges and march steadily through them.

6. What is the one most important thing you look for in new hires?

We look for skilled individuals. We know very well that in our field quality is the most important aspect, so we make sure to look for skilled people.

I believe that we live in a fast moving world and the technology is massively changing and growing. Individuals need to be always geared up to learn new skills and sharpen their existing skills. There is a huge responsibility on individuals to develop themselves in order fit in this very competitive environment.

7. What is the biggest challenge you face in hiring talent?

Finding the right qualities and skills in a person is by itself challenging. We can’t afford to go wrong with hiring as it means money for us, so we try hard to evaluate new hirers carefully. It may be easier to evaluate skills – especially technical ones – but personality and competencies are the hard ones; they are only revealed with time and practical situations individuals undergo. You can’t really tell if someone is proactive and committed; you can only judge with time.

8. What is the primary piece of advice you would give aspiring entrepreneurs?

Entrepreneurship is hard work; it’s no joke. Therefore, it’s important to understand what you need to ensure you are ready for the journey.

It’s true that you will have no boss – which is a relief to some extent – but being your own boss can be tougher; your self-critic is always switched on, your expectations of yourself and your product becomes higher and sharper. Always believe in yourself and your abilities.

Entrepreneurship comes with a change of life style; you need to maintain your health and exercise to beat up the pressure and stress coming from work. You also need to know your financials; you have to understand how – regardless of any hardships – you can operate, sustain and grow your business.

Finally, surround yourself with positive people! Network with entrepreneurs like yourself and business owners – eventually it will all rub on you.

“UAE is a world-class market to work in and prosper,” says David Ross, Senior VP of FedEx MEIA

0
0

Who’s David Ross?

David J. Ross is the Senior Vice President of FedEx Express, Middle East, Indian Subcontinent and Africa operations since August 2011.

Based in Dubai, David Ross manages over 9,500 team members and is responsible for the overall planning and implementation of corporate strategies and operations for FedEx in the Middle East, Indian Subcontinent and Africa region. The region Mr. Ross handles encompasses some of the world’s fastest growing economies, including India, UAE, Saudi Arabia, Turkey and South Africa. Here’s how our interview with Mr. Ross went…

1. How do you like living and working in the UAE?

This is my second round living in the Middle East. I first moved to the region in 1977 for 6 years, working in Bahrain, Saudi Arabia and Egypt, while traveling to the UAE on numerous occasions. In 2011 I relocated to the UAE and was amazed at the changes.

The UAE is a world-class market to work in, one that has a great deal of opportunity. The diversification of the local economy has been vital to the country’s growth and success.

The recent Arab Spring has reinforced UAE’s position as one of the safest and most stable economies in the region, providing world-class infrastructure and opportunities for foreign and local investors.

In addition to the dynamic work environment, the UAE’s cultural diversity and friendly atmosphere makes it a home for more than 200 different nationalities, an ideal country for individuals and families to prosper.

2. What is your average day at work like?

My work day starts at home. At around 5:00am clearing emails. I then go for a workout before getting ready to head to the office.

What I love about my job is that there is never an average day at FedEx. Although based in Dubai, our company is global, and my working day exists across a variety of time zones. Preparation is definitely key to hitting my goals.

Handling a large geographic area, I spend a lot of time travelling between countries ensuring operations are running smoothly. We work in an extremely fast-paced industry, with a significant responsibility towards our customers, so it is critical that we make sure our high standards of service are maintained at all times.

When I’m not traveling I try my best to be home by 7:00pm and spend time with my family. A work-life balance is very important in creating and maintaining a healthy environment.

3. What is the most important thing you look for in new hires?

FedEx believes in investing in and growing their team members; and encourages promotion from within. Passion and integrity are strong qualities in our people at FedEx. We generally look for candidates who are self-motivated, demonstrate an eagerness for the service industry, and understand what FedEx Express is about. They also have to maintain the right competencies for the job.

During an interview, it is important to ensure that the candidate knows the company they are applying to. Research and preparation can be one of the simplest ways to impress a prospective employer.

Personally, when I talk to potential candidates, I try to understand from them how they would fit into the organization and its culture, as well as their capability to do the job being sought.

4. What is the biggest challenge you face in hiring talent?

Every company has a specific culture and their own DNA, finding a suitable candidate that fits an organization’s philosophy and culture is sometimes a challenge.

At FedEx we’ve been quite successful in finding the right match, thanks to our well-established hiring practices, which enable us to select candidates who don’t just fill the position, but also are capable of larger responsibilities.

5. What is your advice to someone looking to start their career at FedEx?

I would advise them to come with an open mind; the opportunities can be endless.

They should be open to accepting ideas, information and feedback, while also providing the same to their colleagues.

Having a view of one’s self is a very important trait that FedEx looks for in all new hires. They should be able to identify their areas of improvement and work on them proactively.

At FedEx, we always put people first. Our People-Service-Profit philosophy has always been the cornerstone of our success as an organization. Just like how we ask our team members to be customer or people oriented, we also believe in continuously developing and growing our own people. All new hires must be prepared to work their way up through the organization. Many of our officers and senior managers have started their careers in FedEx at junior level positions, such as package handlers or couriers, and then moved up the ladder.

6. What has been the highlight of your career?

There have been many, but I would have to say living and learning in many different and diverse countries around the world is something few people get to experience during their lives.

7. What do you read to keep abreast of industry developments?

The evolution of the world wide web has made it much easier and quicker to keep in touch with not only industry updates but also global events and news as it happens.

8. How do you think the Middle East has evolved when it comes to HR policies and practices?

Human Resources is an important role in any organization, regardless of the geography. It is not standalone, but part of an overall business process.

In the Middle East, like in other parts of the world, policies and practices evolve with the environment and challenges.

At FedEx, our policies are developed keeping our people at the center of everything we do as part of our People-Service-Profit philosophy, making FedEx proudly the award winner of this year’s UAE Great Places to Work® survey.

“Dedication, friendliness and a customer-centric attitude is what Aramex truly values in new hires,” says Iyad Kamal, COO

0
0

Who’s Iyad Kamal?

Iyad Kamal is the Chief Operating Officer at Aramex, one of the leading logistics and transportation companies in the Middle East and South Asia, and the first company from the Arab world to go public on the NASDAQ stock exchange. Since he joined Aramex in 1991, Mr. Kamal has considerably contributed to the company’s logistics and transportation operations’ growth.

Iyad serves on the Advisory Committee of the Mousab Khorma Youth Empowerment Fund, part of a regional, private sector-led community empowerment initiative that helps disadvantaged communities overcome marginalization through youth activism, civic engagement, and education. He is also the president of Al Riyadi Club, a prominent basketball and sports organization in Jordan.

Iyad earned a Bachelor of Science in Business Administration, from the University of Jordan in 1989, and in 1991 he received his Masters of Arts degree in Economics from Bowling Green State University, in the USA. Here’s how our interview with Iyad went…

1. How do you like living and working in Jordan?

Jordan is a wonderful place to live in and it is home to me. However, speaking from a business perspective, it has one of the smallest economies in the Arab region and therefore one doesn’t see the level of business activity, development and growth like one does in the GCC countries. But apart from this drawback, I truly believe that we have a large pool of talent in this part of the world and I enjoy working here.

2. What is your average day at work like?

My work day is fairly typical and routine. I arrive at work early, have a packed day, spend some quality time with my family, and manage to find the time to play sports about three times week.

3. What is the most important thing Aramex looks for in new hires?

As a globally diverse company, with an expanding international presence, I think the most important thing we look for in a potential candidate is their drive and potential to grow in addition to their dedication, friendliness and customer-centric attitude. This is keeping in line with the company’s unique entrepreneurial culture and beginnings. In addition, we frequently hire fresh graduates because we believe in fostering young potential and creating an engaging work environment where they can flourish as the company grows.

4. What is the biggest challenge you face in hiring talent?

In general, I think a challenge most companies face in this part of the world is the discrepancy between their valuation of a potential candidate’s cost and the salary expectation of that individual. This is something that I believe can be attributed to the rapidly rising cost of living in the Middle East. Apart from that I think retention of high calibre personnel is always a challenge for employers here.

5. How would you describe Aramex’s work culture?

Aramex is one of the most well-known entrepreneurial successes of the region and its work culture is a reflection of this. We encourage entrepreneurial thinking, innovation and ideas from all employees, across the board.

6. What has been the highlight of your career?

Working with Aramex since 1991, I’ve experienced and contributed to the dynamic growth of a great company. There have been numerous highlights in my career at the company but being a part of it has been the true highlight of my career.

7. What do you read to keep abreast of industry developments?

I keep up with logistics and business in the Middle East by reading regional newspapers and magazines, including Arabian Supply Chain and Financial Times.

8. How do you think the Middle East has evolved when it comes to HR policies and practices?

The Middle East I believe presents an interesting HR landscape that combines traditional and modern elements. In the wealthier countries the emphasis is clearly on a more strategic management style of HR as a result of a large number of multinationals present there and a growing number of home-grown world-class companies who are making efforts to achieve levels of efficiency and performance similar to those of their global competitors. In other parts of the Middle East, the focus of HR tends to be more on payroll and traditional personnel management issues. Naturally, HR policies and practices are reflective of the level of advancement in the country, but I think we are seeing the gap get narrower. More companies are getting more transparent in their practices overall and are also adopting fairer and more competitive policies.

9. Anything else you’d like to share with the community of Bayt.com Employers?

Yes, as a global employer (13,300 people, a network that spans 353 locations in 60 countries), Aramex has always wanted to genuinely support and nurture the communities it operates in. We are strong advocates of education, youth empowerment and entrepreneurship and extensive private sector involvement in helping communities thrive. Whether it’s something personal like mentoring, coaching, training or more general like internships, short-term opportunities, and job placements – the private sector is uniquely placed to help communities due to its resources and business acumen. I believe that more employers should look into giving back more to the communities they work in.

“An entrepreneur is a fighter; if I gave up every time I failed, MODE Marketing & PR wouldn’t be here today,” says Zayna Al-Hamarneh

0
0

In a very charming setting, Bayt.com had the chance to talk to one of the most creative female entrepreneurs in Jordan. Her name is Zayna Al-Hamarneh, she is Co-founder of MODE Marketing & PR, and this is how our interview with her went.

Who’s Zayna Al-Hamarneh?

Zayna Al-Hamarneh is a 26 year old entrepreneur from Amman, Jordan. She holds a BA in Marketing from the University of Jordan. Along with her business partner, Zayna established MODE Marketing & PR in 2010 with less than $1,000. She started out from her own bedroom at home to cut costs. Two years and three months later, Zayna had her own office, three full timers, two part timers, and more than 30 projects and clients in her portfolio.

Passionate about life, madly in love with marketing and full of energy, this charming workaholic has embarked on a magical journey with more than a trick in her hat…

1. What is the best thing about living and working in Jordan?

For me, Jordan is home. I was born and raised in this beautiful country. I grew up knowing my way around it and created a lot of connections during the course of my working experiences. The best thing about it is that you always know someone somewhere; the close-knit society comes to our advantage when it is business related.

2. Take us through your average day at work…

I usually wake up around 7 or 8 am. The first thing I do before getting out of bed is check my emails and all my clients’ social media accounts. I get up, brush my teeth have my coffee and start making my daily phone calls. I hit the road and I either go to the office or to my meetings. During the day, I usually spend my time in meetings with my already existing clients and potential ones. I get back home around 7pm and I either hang out with my friends or family, work, or watch television. My days end on average at 1 am. I prepare my team’s to do lists and mine before going back to bed, work on proposals and finalize my paperwork.

3. How did you stumble upon your business idea?

For some time,  I did a lot of consultancy. I was working as a consultant for a number of companies. My major problem was not having a registered company of my own. A friend of mine, who is now one of my business partners, came up with the idea of registering this startup of ours… and this is how MODE Marketing & PR was established!

4. What is the main hurdle you have faced in growing your business?

My age. People usually underestimate the level of professionalism and experience someone in my age has.

5. What are the three things you think it takes to be a successful entrepreneur?

1. Stay focused. Make sure to focus on building a great team and a good reputation.

2. Always be involved. Even if your team becomes bigger, supervise, monitor and make sure that you are always on top of things.

3. Never give up. An entrepreneur is a fighter. If I gave up every time I failed or something bad happened, MODE wouldn’t be here today and celebrating its 3rd anniversary in February!

6. What is the one most important thing you look for in new hires?

Passion, dedication, responsibility, and being eager to learn and improve.

7. What is the biggest challenge you face in hiring talent?

Naturally, it’s finding the most qualified individual for the job in the right time. So I would say, having the right person for the right position at the right time.

8. What is the primary piece of advice you would give aspiring entrepreneurs?

Do not start something only for the sake of being called an entrepreneur! Find your passion and make it happen.

“The most important factor in producing quality work is to believe in what you do,” says Adel Maymoon of Tawasul

0
0

Bayt.com recently met with one of Bahrain’s hidden gems. He was among the first believers in the power of social media in empowering people and businesses in the region. Read our interview with Adel Maymoon, founder and CEO of Tawasul.

Who’s Adel Maymoon?

Adel Maymoon is a GCC-based entrepreneur, speaker and visionary in digital media and social media marketing. Born and raised in Manama, Adel is a certified PR Consultant with multiple degrees in PR, media and communication. He’s the founder and CEO of Tawasul, a social media agency based in Bahrain that helps companies around the region connect to their customers through social media.

Adel worked at Bahrain’s E-Government Authority and is a member of the Social Media Club Bahrain and Bahrain Internet Society. He is also engaged in many other social media projects in Bahrain.

Adel received many awards in recognition of his work. He was awarded the GOYS National Youth Award in 2006 and the Social Media Days’ Online Social Networking Award. Adel also received Marketing@Bahrain’s 2011 Outstanding Contribution Award for his efforts in promoting best usage of social media in Bahrain.

On a personal level, Adel describes himself as reader, leader, listener, traveler, and wisdom seeker. Here’s how our interview with Adel went…

1. What is the best thing about living and working in Bahrain?

Bahrain is one of the most liberal countries in the region. It is home not only for Bahrainis but also for many other nationalities that chose to live and work in this tiny – but prospering – island.

A leader in education, industry, banking and ICT, Bahrain is full of opportunities. Here you can get the best education, land your dream job, build a successful business and grow in the entire region. Bahrain offers you a high quality, close-knit society, where everyone knows everyone.

2. Take us through your average day at work…

I’m a morning person so I wake up before sunrise. My average day starts with: praying, reading books in marketing and social media, a 60-minute workout, writing down my 10 most important tasks for the day, checking my appointments, and planning my day. I’m at work by 8am. I work for 7 straight hours until 4pm. In the evening, I calmly follow up with clients and meet associates for tea or coffee. My day usually ends with some bedtime reading.

3. How did you stumble upon your business idea?

My business idea was a culmination of what I like to do best, which is helping people find solutions to their problems. My business is based on a vision that aims at benefiting my clients, their customers and the public in general. So you can say that my business idea was an extension of my personal ideology.

4. What is the main hurdle you have faced in growing your business?

Bureaucracy! And it is something I have experienced all across the region.

5. What are the three things you think it takes to be a successful entrepreneur?

Time management: You need to manage your time well and prioritize your tasks. We only have 24 hours in a day, and entrepreneurs need to understand this fact well and plan their days between work, rest, and spending time with their loved ones.

Hard work: You don’t need to be working 12 or 14 hours a day to be called a hard worker! All what you need is to work really hard for 6 or 7 hours per day and it will pay off. The overnight success term is a myth. You have to spend months and sometimes years working hard to achieve your goals.

Dream, and dream big: The best thing about being an entrepreneur is the ability to achieve your own dreams. Just keep your motivation and spirits high and you will achieve anything you want.

6. What is the one most important thing you look for in new hires?

Their ability to solve problems! When I’m looking to hire someone for any post, I rarely check their previous job experiences or educational degrees. What is most important to me as a business owner is that my employees are able to solve problems and come up with creative solutions that will add value to the work we do.

7. What is the biggest challenge you face in hiring talent?

I think the biggest challenge would be the lack of determination and ability to get things done. I always ask my team and new hires to be determined; to believe in what they do, as it’s the most important factor in producing quality work from my point of view.

8. What is the primary piece of advice you would give aspiring entrepreneurs?

Just do it! When you feel the ability to do it for yourself, then go for it; don’t wait.

Another advice would be to keep your expenses to a minimum and not spend your money on unnecessary things. For example, I’ve created a wish list and combined it with my goals. So, when I achieve my goals I can purchase the things I’ve wished for. This helps me get a sense of reward and appreciation for my achievements. And, it doesn’t take much time to finish this list and start a new one.


“Recruiters cannot help you choose a career; driving your career is your responsibility,” says Ghassan Samman of Halliburton

0
0

Bayt.com met with Ghassan Samman, Senior Recruiter for the Southern Gulf region at Halliburton. Ghassan talked to us about his views on talent sourcing and recruitment in the region. More in our interview…

Who’s Ghassan Samman?

Ghassan Samman is a Senior Recruiter for the Southern Gulf region at Halliburton. With an impressive track record in talent management and recruitment, Ghassan has recruited candidates in Saudi, Kuwait, Yemen, Oman, Pakistan, Iraq, Libya, UAE, and Egypt. Ghassan joined Halliburton in 2010. He is involved in setting recruitment strategies and has partnered with several business units in order to adopt a proactive approach to devising talent acquisition strategies for Halliburton.

1. How do you like living and working in the UAE?

UAE is a great country to live in, as social and entertainment locations are everywhere. Aspects such as stability, safety and cultural diversity are causing high demand from candidates to come and live in this country.

2. What is your average day at work like?

I work mainly with hiring managers in the southern gulf area, so I make sure I am in direct contact with them starting from early morning each day. We discuss matters related to their recruiting requirements in order to understand their business needs and challenges they face. I also have my own recruiting team, which consists of in-house recruiters in each country in the MENA region, with whom I discuss progress, achievement, and challenges faced on a daily basis.

3. What is the most important thing Halliburton looks for in new hires?

At Halliburton, we look for the ability to perform the job. We also look for integrity, which is one of Halliburton’s core values, and one of the main aspects we look at. Strong technical skills and knowledge are other things we look for in a new hire. Behavioral aspects are something we take very seriously; all our selection interviews involve behavioral questions.

4. What is the biggest challenge you face in hiring talent?

We have a very strong recruiting team, who follows a well-structured recruiting process and selection tools. However, there are some positions that might be difficult to source especially when we are targeting candidates with relevant industry experience.

5. How would you describe Halliburton’s work culture?

At Halliburton we respect and acknowledge differences. This has resulted in enriching our workforce potential, global communities and competitive edge while sustaining good business results. We have the best people, technologies and solutions – it is something we are known for. Our employees represent over 120 countries, and we do business in approximately 80 countries around the globe. At Halliburton, innovation is not only encouraged, it is expected.

6. Any advice you can offer for young professionals looking to start their career in the Oil & Gas industry in this region?

Whether you’re a new graduate or an experienced professional, we have fantastic career opportunities across our organization;

Global Business Units: Our divisions supply the expertise, advanced technologies and innovative solutions to help our customers drill, evaluate, access, produce, and maintain their oil and natural gas wells in an economical and environmentally friendly way.

Support Services: From IT, to marketing, to manufacturing, to finance Halliburton’s Support Services groups provide a variety of services that help to enhance and grow our business.

7. What do you read to keep abreast of industry developments?

We have our very own Halliburton Newsletter that gives us day-to-day information on our company, competitors and clients. I also read online oil and gas related sites and professional career sites, as well as articles that are related to my industry and profession.

8. How do you think the Middle East has evolved when it comes to HR policies and practices?

Multinational companies like Halliburton are transferring HR practices to each location they operate in. Also, and in light of globalization, HR policies and practices have evolved from merely supporting operations to liaising as strategic business partners. More and more, we can see changes in the different practices either at Halliburton or other companies in the Middle East.

9. Anything else you’d like to share with the community of Bayt.com jobseekers?

As a jobseeker, your first step is to read and understand the business. If you want to work for Halliburton, read about the company, understand what we do, visit our career site, try to understand where you can fit. Recruiters cannot help you choose a career; driving your career is your responsibility.

“Sales is a career which requires a strong desire to influence people,” says Dana Masoud of Effective Measure

0
0

With a career that spans over 9 years, Dana Masoud is an accomplished professional who has a wealth of advice to give aspiring salespeople in the region. Read our interview with Dana to know more…

Who’s Dana Masoud?

Dana Masoud is Regional Manager, Levant at Effective Measure Intl., a digital audience measurement and research company that enjoys an extensive global reach and offers media planning solutions to premium publishers, ad agencies, ad networks, advertisers, and researchers. In her current position, Dana works closely with online media experts in Jordan and Lebanon to help create transparent online markets to industry stakeholders.

Dana holds a Bachelor’s degree in Rehabilitation Science from the University of Jordan. Throughout her extended working experience, Dana has handled several sales and managerial roles with key regional and international organizations. Her main areas of expertise lie in business development, sales management, and team building.

1. How do you like living and working in Jordan?

I believe that one of the wisest decisions my parents took back in 1992 was to relocate to Jordan. I would not have developed the same way I did if I was raised somewhere else. The environment here helped me grow independently, and showed me what “working hard” really means. Personally, I love Jordan and enjoy the lifestyle it offers. There are dozens of reasons that underlie my attachment to this country: Jordan has a lovely weather in all seasons, especially during the summer season. The nature here is irreplaceable and perfectly matches my love for outdoor activities; the Dead Sea is of course my favorite relaxing spot. People here are simple, yet authentic and genuine. We are one big family living peacefully together in a beautiful country.

On a professional level, I think that the Jordanian market, though hard to penetrate, is promising and has a lot to offer. Working in Jordan might be tough compared to other countries in the region, but my working experience and the learning I gained throughout the years have helped me cope. Additionally, Jordan is well-reputed as a great source of talent almost in all sectors, but especially in technology. Indeed, young Jordanians have strongly marked their presence on the entrepreneurship scene; this is mainly why Jordan could be well considered the next “Silicon Valley”, or the “Silicon Valley” of the Middle East.

2. What is your average day at work like?

I am a morning person, so typically my day starts very early with either a 30-minute run or swim to boost up my energy levels (and mood). I am very strict when it comes to my diet, so I don’t skip a meal and pay extra attention to my breakfast, and amounts of water I drink per day. As for work, there’s no fixed pattern for the day but there are fixed ingredients for any sales professional, these are: dressing Up, conducting follow-up calls/emails/meetings, but also prospecting, reporting, and most importantly staying motivated, and smiling!

3. What do you read to keep abreast of industry developments?

Digital media is a very dynamic industry, especially with the countless social media channels that help us learn a great deal these days. However, relying only on social media might get you confused and overwhelmed with the tons of information people share every day. Therefore I try to stick to few valuable resources like books and whatever is shared and recommended by my superiors. I also believe that meetings with industry professionals are great learning opportunities, in addition to attending events and training workshops.

4. What is the most important thing you look for in new hires?

I learned through experience to look for happy people. Happy people emit positivity and have the ability to adjust to whatever challenge they might face. These people also manage to stay anxiety-free and have the ability to make valuable connections whether internally or externally. Second, I look for people who have willingness and passion for sales. Sales is not a job; it’s a career which requires a strong desire to influence people. Being a good salesperson also requires having skills to handle rejections and to stay motivated at all times. I believe hiring for sales demands smart recruiters who should give an extra attention to the candidate’s personality, attitude and thoughts more than anything else.

5. What is the biggest challenge you face in hiring talent?

Hiring talent is very similar to conducting sales calls. A salesperson with great skills, a great product, and a great approach will end up closing more deals than any other average salesperson. The same applies to hiring sales people; a great recruiter/hiring manager with great interviewing and probing skills will end up attracting the greatest talents. We can’t put all the blame on the lack of talent. Talent is there; it is the organization’s ability to attract and retain good talent that’s required.

6. What has been the highlight of your career?

Careers are like journeys where you go through different stations, and each station has its own impact on our lives in general, and on our careers specifically. Of all the stations I have been through so far, what touches me the most is whenever I meet someone I have either hired or managed (or both), and they acknowledge a positive thing I’ve done for them.

7. What is your advice to someone looking to start their career in sales?

First, they have to ensure that they’re joining sales out of passion, and not because of external pressure, i.e. being unemployed for a while. Second, they have to choose wisely the organization or the brand they will be associated with, as it’s going to have a high impact on their desire to grown in their career now and in the future. Finally, after being accepted they shouldn’t be afraid to ask questions, leanr or even shadow their manager; they need to ensure they will get all the tools and support required to succeed in sales as well as being able to generate good money!

Success is removing roadblocks and jumping hurdles, according to Alawi Alsaqqaf of Al Qudra Sports Management

0
0

Bayt.com recently met with one of the pioneers of the HR industry in the Middle East region. He shares highlights of his career – the ups and downs – and tells us what he thinks of the latest developments in the HR industry in the region. Meet Alawi Alsaqqaf, Manager of HR, PR and Admin at Al Qudra Sports Management.

Who is Alawi Alsaqqaf?

Alawi Alsaqqaf was born in Saudi Arabia. He completed his college education in the US and has been the HR manager of Al Qudra Sports Management since 2008.  Mr. Alsaqqaf has over 15 years of experience in the field of Human Resources Management, and has worked in a variety of industries and organizations both internationally and in the UAE.

In his current position, Mr. Alsaqqaf oversees all aspects of the HR, Administrative and Public Relations departments at Al Qudra Sports Management, and is responsible for a team of over 1400 employees. He is also the Chairman of Al Qudra Holding HRnet / ERP Committee. In his spare hours Mr. Alsaqqaf likes to spend time with his family and living his passions which include cooking and poetry.

1. How do you like living and working in your UAE?

UAE in general, and Dubai and Abu Dhabi in particular, are becoming among the liveliest cosmopolitan cities in the world more and more each day. My family and I enjoy living in the UAE. Working here is also a joy as I have to deal with a highly diverse workplace of various ethnicities that enjoy mutual respect and appreciation.

2. What is your average day at work like?

I like to plan my day ahead of time. I manage three divisions: HR, PR and Admin.  Every day I have to ensure business is running smooth in all three departments. I make sure I give needed directions, support and motivation to staff members to help them accomplish their daily tasks. I must also be prepared to step in whenever it is required from me to do so. However, and despite daily planning, things may go out of plan and you have to do quick midcourse adjustments to keep things running smoothly. My experience in the UAE has helped me develop the adaptation skills needed to make sure there are contingency plans to be used whenever needed.

3. What is the most important thing your organization looks for in new hires?

Quality. We receive many applications from virtually all over the world.  In order for my company to serve its clients with the best quality service, we have to pick the best the labor market can offer and this involves an innovative recruitment process, starting from  CV screening, to testing and interviewing, and ending up with hiring.

4. What is the biggest challenge you face in hiring talent?

I think the biggest challenge is sourcing talent and devising rapid ways to reach and hire them while staying within the perimeters of the labor and immigrations laws and procedures.

5. What has been the highlight of your career?

In my industry roadblocks, hurdles or speed bumps are commonly expected. What you need to do in order to succeed is to remove the roadblocks, go around or jump the hurdles, and slowdown at speed bumps. This agility and flexibility is an acquired talent which I believe I have developed here in the UAE.

6. What do you read to keep abreast of industry developments?

I keep myself updated with the latest developments by reading news about HR, recruitment, and the laws and regulations that affect employment and the labor market in the region. I’m fascinated by the new IT-based solutions, so I try to keep myself updated in that field, too. I’m also a member of the Society for Human Resource Management (SHRM).

7. How do you think the Middle East has evolved when it comes to HR policies and practices?

The Middle East in general and the UAE in particular are growing very fast. HR policies and practices are also evolving to achieve the required balance for both employers and employees. Fortunately, these policies and practices are focusing more and more on empowering and motivating employees – which is the new global trend.

8. Anything else you’d like to share with our Bayt.com community?

I would like to thank Bayt.com who gave me the opportunity to share my experience with the Bayt.com community of employers and jobseekers. This blog has indeed become a shared knowledge platform we all benefit from.

How to keep your best employees

0
0

Today’s employees are harder to retain, or at least this is what Bayt.com’s ‘Employee Retention in the MENA Workplace’ (February 2013) poll revealed. In fact, 60.2% of those who took part in the poll said that compared to previous generations, employee retention now is lower. Similarly, 76% of respondents said that employee turnover in their company is high, with 44.7% saying that it is ‘very’ high.

Figures above should worry anyone working in the recruitment industry, especially if we take into consideration that 54.7% of MENA professionals are considering leaving their jobs ‘immediately’. Why? Well, mostly because of poor pay (45.2% of employees in the MENA region left their last job because they weren’t paid enough).

As an employer, a resignation is a hard pill to swallow especially when it comes from one of your best employees. As devastating as this can be, most companies will have to face it at some point. So, what can you do to make sure that you don’t lose your best employees? Here are five ways to make sure your best employees stay around as long as possible:

1. Work is important, but it is not everything

Companies can’t ignore the fact that maintaining a work-life balance has become increasingly important in today’s workplace. In terms of motivation, a good work-life balance was identified by Bayt.com’s ‘Employee Motivation in the MENA Workplace’ (January 2013) survey as the top motivating factor for professionals in MENA.

Achieving a good work-life balance for your employees could be as simple as altering your work arrangements by including flexible hours, part-time and telecommuting, in addition to sabbaticals for long-serving personnel and extended leave periods for new parents. In fact, 22.7% of respondents in Bayt.com’s ‘Work-Life Balance in the MENA Region’ (September 2012) poll said a flexitime arrangement with same total hours would be most appealing to them at work, while 10.4% opted for a work-from-home arrangement.

Make sure you are doing what it takes to respect and cater to your employees’ needs outside of the office – all within the boundaries of sound business practices, of course.

1. Pay competitively

The Bayt.com ‘Employee Retention in the MENA Workplace’ poll revealed that 26.6% of professionals in the MENA region see a competitive salary and benefits package as the most important factor for employee retention. Similarly, 31.6% of professionals in Bayt.com’s ‘Work Satisfaction in the MENA region’ (November 2012) poll said that what they would most like to change about their current job is the salary, while 16.1% of respondents who took part in Bayt.com’s ‘Work-Life Balance in the MENA Region’ poll mentioned poor pay as their primary source of stress.

If you have star employees that you don’t want to lose then you should start thinking of a better compensation strategy. You could give your best employees “golden handcuffs” by paying above market rates and providing incentives for them to be the highest paid employees in their field. If you pay the best, you can expect and achieve the best.

3. Listen

Listening to employees’ opinions and feedback is a surefire way to communicate your respect. Learn from them what they hope to contribute to the business, how they see the business moving and improving, and where they see themselves down the line. Having the opportunity to share their thoughts and ideas and the authority to take decisions that relate directly to their roles are great boosters for both self-esteem and job loyalty.

4. Acknowledge efforts

Regular positive feedback for key accomplishments and contributions is a key criterion for raising employee morale. In fact, 17.7% of respondents in Bayt.com’s ‘Employee Retention in the MENA Workplace’ poll mentioned ‘performance recognition’ as the most important factor for employee retention, while 47% of those who took part in Bayt.com’s ‘Employee Motivation in the MENA Workplace’ chose ‘recognition of my work and achievements’ as their key motivation driver.

The importance of giving regular and constructive feedback to encourage, motivate and guide cannot be overemphasized. A simple word of recognition for a job well done can do wonders for an employee’s morale.

Companies that recognize and reward their employees’ contributions routinely and systematically have already curtailed one of the main reasons for staff turnover. Really, try it.

5. Train

Employees tend to put more effort into their jobs when they feel valuable to their company. If you invest in your employees (through training courses, seminars, skill development, etc.) and cater to their professional needs, they’re most likely to invest right back in their jobs, thereby producing more and committing to their jobs even more.

I hope this blog post will help you reconsider ways of retaining your best talent, while boosting employee loyalty and morale and waving farewell to the unnecessary costs of new job postings, executive search firms and expensive interview, orientation and training of new employees – costs that are usually associated with high employee turnover.

If you have other tips for keeping top talent, please feel free to add them in the comment box below!

HR drills down to helping people realize their potential and dreams: Samer Jalal of Hikma

0
0

Founded in Amman in 1978, Hikma has steadily evolved as a leading multinational pharmaceutical company with operations and sales in four continents and a steadfast reputation for quality. Based in the Middle East and North Africa (MENA) region where it is a market leader, Hikma also caters to the United States and Europe, and is listed on the London Stock Exchange and NASDAQ Dubai. Hikma was the first Arab company to obtain a United States Food and Drug Administration (US FDA) approval. We met with Hikma’s Corporate HR Director, Samer Jalal, who shared with us how he works to extend Hikma’s corporate culture and values across its various divisions.

Who’s Samer Jalal?

Samer Jalal is the Corporate HR Director of Hikma Pharmaceuticals, the leading multi-national pharmaceuticals company dedicated to improving the health and wellbeing of people through the development, manufacturing and marketing of a broad range of pharmaceutical products.

Samer is a pioneer in Global HR Management with more than 15 years of experience in leading strategic Human Resources and organizational development interventions meant to improve organizational capability and competitiveness.

Equipped with multi-HR and business credentials along with a vast experience in different business sectors, Samer knows how to partner with business executives to align strategic HR perspectives with business strategy.

1. How do you like living and working in Jordan?

Living in Jordan provides one with different choices in terms of lifestyle. What’s great for a family living in Jordan is that it is considered a safe country and has a strong education system.

On a business level, Jordan has a strong talent pool in almost all business fields which helps in taking any business into the global perspective to be able to compete with other world-class companies.

2. What is your average day at work like?

Every day is different than the day before. I believe this is a result of the ever-changing business environment in which we operate these days, and such unique environments create intense and challenging objectives and mandate more alertness and proactivity.

3. What is the biggest challenge you face in hiring talent?

In my opinion, the biggest challenge is the engagement of talent after hiring rather than the hiring process itself. Engagement requires the organization to provide a suitable business environment that encourages talent to stay and add value to the work they do. In most of our organizations in the MENA region, this would require a culture shift and maturity in leadership. Different organizational interventions may be needed and require the management’s support and collaboration to create the right environment for talent to get engaged and provide the business with the utmost productivity.

4. What is your advice to someone looking to start their career in the human resources (HR) industry?

Anyone starting an HR career should always aim to understand a company’s business and find the HR value-added practices that can impact business results positively. This is necessary, as HR should be able to stand among the business community and prove its strategic value. Many successful leaders realized their business potential through their people and this was because such leaders acted as “HR” leaders; leaders who motivate talent to produce. The HR industry is not new; it’s rather being reinvented.

5. What has been the highlight of your career?

Different milestones have added value to my career growth and my eagerness to learn, change and adapt. Such milestones have made me more competent in facing challenges, and I’m still learning every day. As an HR professional, it all drills down to helping people realize their potential and dreams, and I feel proud whenever I touch people’s lives positively.

6. How do you think the Middle East has evolved when it comes to HR policies and practices?

I think that most of the HR practices have evolved in the Middle East because of globalization.

Many forces have led the HR transformation journey in our region; some companies have seen it coming before the others and this helped them in acquiring a better competitive edge.

Overall, HR in our region needs more efforts from all parties to propel it into world-class standards, and our HR champions still have a lot to do in this arena.

7. Anything else you would like to share with our Bayt.com community of employers and jobseekers?

For employers, finding the high potential talent requires more than recruitment personnel to search and select; it requires improving employment branding and more investment in the employment value proposition. I highly encourage employers to consider all aspects that could improve their brand and act as entrepreneur, in addition to living up to a set of values and being more socially responsible towards their communities.

For jobseekers, and in addition to having personalized career objectives, I encourage them to define and maintain a set of values and seek companies that have the same values. I also encourage jobseekers to always keep professional and open communication with their management and peers.

Empowerment is one of the best tools to improve the productivity and loyalty of your team: Faisal Al-Zahrani of Marafiq

0
0

Who’s Faisal Al-Zahrani?

Faisal Al-Zahrani is the Senior Head of Recruitment at Marafiq. Faisal is married and has three kids. He was born in 1965 and has worked in BAE Systems, the leading company in space and aviation industry, from 1997 to 2012. Faisal holds a Bachelor’s degree in Administrative Sciences from King Abdulaziz University. He graduated in 1993, and later obtained a Master’s Degree in Technology Management from the Arabian Gulf University in Bahrain, with a Minor in Total Quality Management (TQM).

Mr. Al-Zahrani received advanced training in recruitment and is a member of the Saudi Management Association (SMA) and the Chartered Institute of Personnel and Development (CIPD). He attended more than 50 training courses in different subjects, and presented over 20 training courses in HR, ER and recruitment. His experience in HR spans over 11 years, eight of which were in the recruitment field. Faisal shares his experience and views on HR and the recruitment profession in this interview with Bayt.com..

1. How do you like living and working in Saudi Arabia?

Saudi Arabia is my home country and living here is amazing. I live and work in Jubail, a city in the east of Saudi Arabia and one of the largest industrial cities in the world. Jubail is quiet and cozy, and enjoys a good infrastructure, a beautiful corniche and many parks and gardens where the children can play.

In Jubail there are many big factories. While most of them produce petrochemicals, the company I work for, Marafiq, specializes in producing the most important thing for people and industrial corporations – water and power.

I like working in Jubail; every day brings a new challenge and a new experience. Jubail is a city that is growing rapidly.

2. What is your average day at work like?

I believe that I cannot do my work without the full support of my team. I encourage them to give their best in the workplace and help them to overcome any work difficulties they could face. In my daily activities, I focus on doing the required tasks on time while applying the best practices in the HR field; it’s very important for me not only to serve my clients but also to please them. I usually advise my team members to always satisfy their clients and give them more than what they expect.

Regular meetings with my team and other parties are important to me. I meet with my guests if I have the time or I ask my assistant to do the necessary on my behalf. I think that empowerment is one of the best tools to improve the productivity and loyalty of your team.

Weekends for me are a time to spend with the family. On the weekends, I give my family time for recreation and take them to Jubail’s many parks or to the sea. I give my family the chance to decide whether to go on a picnic or visit relatives in Dammam. Sometimes we combine both by inviting our relatives and going with them for big family picnics where we bond and enjoy our time together.

3. What is the most important thing Marafiq looks for in new hires?

At Marafiq, we consider a bundle of criteria in new hires, but the most important thing for us is the applicant’s qualifications, which include the educational certificates and the training the applicant has received. This gives us a picture of what the applicant can bring to our company. After qualifications we look for relevant work experience. We also take into account the capabilities and competencies the applicant has.

On the other hand, we also understand that the labor market is now booming, and talented employees expect companies to provide them with the best offers. In this regard, we ask applicants about his current income and salary expectations to give us a clear picture of what to offer.

4. What is the biggest challenge your company faces in hiring talent?

From my experience, I see that there are two major challenges: the first one is finding the right talent for some of our vacant positions which can be very difficult, especially when we search for professionals in a new field or technology. The second challenge is presenting offers that do not meet the applicant’s expectations and handling their rejection. In order to overcome this last barrier we signed a contract with an international consultancy firm to research salaries provided in our industry and provide us with advice and recommendations.

5. How would you describe Marafiq’s work culture?

Marafiq’s work culture is one that is characterized with the continuous development of employees by training them either inside or outside Saudi Arabia. Marafiq is keen to develop leadership on both the managerial and employee levels. It has earned the Best Work Environment in Saudi Arabia for the year 2011 and King Khalid Prize for Accountable Competitiveness in 2010.

In Marafiq we stick to our core values: Customer Focus, Team Work, Accountability, Transparency, People and Social Responsibility. We make sure that these values are reflected in our day-to-day activities.

6. What has been the highlight of your career?

The highlight of my career happened very recently when, in quarters 3 and 4 from last year, Marafiq decided to invest in a number of projects with a capital of billions of Saudi Riyals (SAR). I see these projects as a challenge for me to recruit the best talent to ensure the viability of each and every project. In order for me to succeed in this challenging task I make sure to liaise with department managers to get a clear picture of who we need and when.

Moreover, I am a member of a team responsible for managing change in Marafiq. I am also a member of a team that liaises with department managers to minimize and optimize the cost of HR/manpower in Marafiq. So far, we’ve achieved a reduction by SAR 19 million in the total cost of HR.

7. How do you think the Middle East has evolved when it comes to HR policies and practices?

Frankly speaking, the Middle East companies only began to focus on the HR policies and practices in the early 2000s. The HR policies and practices we apply now is based on the “know-how” that was transferred to us by international companies that started operating in the region in the 1970s and 1980s. We learned from these companies the importance of HR and its practices and policies and consequently personnel departments changed their names to “HR” departments.

As we realized the importance of the new HR policies and practices, we also discovered a gap in understanding and applying the right practices. To fill this gap, I think we must train our employees on the modern and latest successful practices in HR. We should also encourage HR professionals to draft and develop their own HR policies.

8. What advice would you offer young professionals who are about to start their career in Saudi Arabia?

My advice for young professionals who are preparing themselves to start their career is to work hard to develop their capabilities and skills. Don’t wait for other people to train you or take you to the next step; be proactive by teaching and training yourself.

Look at the market and ask yourself what the most popular disciplines are, and then go study one of the specialties that are most in demand.

When you get the chance to be interviewed don’t panic or get nervous; speak confidently and openly, remember that you are trying to market and sell yourself to the company which invited you to the interview. Be a good marketer and convince the interviewing panel that you are the best candidate for the position.

Be sure and optimistic about your success in the interview, if you failed in the interview don’t consider it a failure; instead look at the matter as a lesson. When you receive a letter of regret after an interview don’t be angry, but act positively and send the contact person a nice email thanking them for their time and efforts and asking gently them about the reasons why you were not considered for the position, mentioning that you are inquiring in order for you to improve your skills in your interviews with other employers.

Today English is the primary business language, so do your best to learn this language. Also, learn how to be proficient in all MS programs and applications. It’s also important for you to be up-to-date with the latest in your industry. Keep abreast of the latest news and trends in your specialty and take the time to read.

9. Anything else you would like to share with our Bayt.com community?

I would like to thank Bayt.com for this chance to share my thoughts with readers from all over the world. I find it very fulfilling to share the experience I’ve gained throughout my life with the leading job site in the Middle East. I wish that what was mentioned here will be valuable and helpful for jobseekers and employers alike.

Twelve Useful Stats Every MENA Employer Should Know

0
0

1. It’s possible to alleviate employee stress by understanding it sources

The primary sources of stress for MENA professionals are poor pay (16.1%), poor management (15.6%), poor work environment (15%) and poor work/life balance (14.5%).

2. Flexibility is at a premium

22.7% of MENA employees would favor a flexi-time arrangement with same hours over any other arrangements, such as work-from-home arrangement (10.4%), a flextime arrangement with less hours (7.3%), a year-long sabbatical (6.1%), a few weeks of unpaid leave (4.4%) or a part-time work arrangement (0.7%).

3. Poor work-life balance results in unhappy, unhealthy employees

27% of MENA employees maintain that what has suffered most from their current work-life balance is their mental health and happiness.

4. Work-Life balance can tip the scale

88.3% of MENA professionals would consider changing their job for a better work-life balance.

5. Most MENA professionals enjoy their jobs

49.1% of MENA professionals say they enjoy their jobs “on most days” and a further 24.8% say they enjoy their job “but only on some days”.

6. You can retain your best talent

For 26.6% of MENA professionals ‘a competitive salary and benefits package’ tops the list among factors that influence employee-retention. Performance recognition (17.7%) and good manager-employee relationship (17.6%) come second/third on the list.

7. To keep your best team, make them feel more secure

An overwhelming 86.1% of MENA professionals say that if companies offered reasonable job security, it can positively influence retention from ‘some’ to a ‘very large extent’.

8. To find your talent match, post your vacancies where they are looking

32.5% of MENA professionals say that they found their last job through online job portals. By posting your vacancies on these mediums you can ensure that they get the maximum exposure. The landscape is just as encouraging in the case of senior professionals, 50.5% of MENA professionals say that they recruit senior executive talent online.

9. It’s essential to design and share a clear career path for your talent

39.2% of MENA professionals say that there are no clear opportunities for advancement and promotion in their company.

10. What professionals like most about their job is…

The top reasons given by MENA professionals for liking their current job include: 14% of professionals say it’s their work responsibilities, 13.5% say it’s the company’s work culture, 12.8% say it’s the work-life balance and 12.8% say it’s the management.

11. Reduced Absenteeism = Improved Productivity

It is understood that absenteeism is very crippling to an organization – 58.2% of MENA professionals agree it is very harmful and only 47% of MENA respondents think the absenteeism level in their company is low. Low job satisfaction (23%), lack of responsibility (23%), de-motivation (12%) and bad employee/manager relations (9%) are cited as the top reasons for absenteeism

12. To find top talent, train the recruiters to identify it

Interview training is not provided to all those involved in the recruitment process, according to 41.9% of MENA professionals. This vital training is important in helping direct managers and those involved in the recruitment process spot the real stars in the candidate pool.


Employers should look beyond traditional norms and invest in fresh and young talent: Rohin Thampi of Zomato

0
0

Based in India, Zomato is a restaurant discovery platform that provides in-depth information on restaurants in India, Sri Lanka, the UAE, the UK, Qatar, and the Philippines.

We met with Zomato’s Country Manager in the UAE, Rohin Thampi, an ambitious Keralite who shared his experience and insights into a very nascent market – the e-commerce industry.

Who’s Rohin Thampi?

Rohin Thampi is the Country Manager of Zomato in the UAE. He graduated with a B.Tech Degree in Mechanical Engineering in 2007 and went on to pursue a PGDM from IIM Ahmedabad in 2009.

Prior to joining Zomato, Rohin worked in multiple sectors such as FMCG and real estate. He has successfully handled and contributed to the growth of Zomato in Bangalore, India. In his current role, Rohin oversees all operations for Zomato at a national level in the UAE.

1. How do you like living and working in the UAE?

I grew up in Dubai and then moved out for a couple of years so it really feels like coming back home. I recently went for a walk from Karama to the creek with my school friends to relive old memories, and all the years away couldn’t dull the charm of that. Everything after the Emirates Towers down Sheikh Zayed road is a completely different city to me, but that just makes coming back that much more exciting.

Professionally, the UAE is an extremely exciting and constantly evolving market for us with a new adventure every day. Since our launch in Dubai in September, we have grown at a phenomenal pace in the UAE and have recently broken even with our operational costs.

When we entered the UAE we knew that there was a need for a product like ours in the market and that fact that we have been so well received has reinstalled our belief. The very high resident expat population, the high spending power of the resident and high transient population (tourists) makes for the perfect market for a product like ours. This keeps work extremely enjoyable and keeps us on our toes constantly.

2.   What is your average day at work like?

I am an early riser and prefer to start my day by clearing my inbox and aligning my tasks for the day in order of priority.  I then go for a 30 minute jog. It leaves my mind fresh as it gives me the perfect start to a long day.

I get into office before the team so I can then send them their tasks for the day or follow up on the meetings they have been to the day before. On most days I end up going for meetings with the Sales and Marketing team or on content collection drives with the content team to ensure that the content on the website is constantly updated.

I like to end the week with a weekly review meeting on Thursdays where we discuss the hits and misses of the week. As a startup it is essential that we constantly review what works for us in a new market and share what we’ve learned so we can create best practices.

3. What is the most important thing Zomato looks for in new hires?

I think it’s safe to say that all the 200+ people we have at Zomato globally have one thing in common: their passion for Zomato. Thus, the single most important thing I look for is the reason for which they apply to us. We look for someone who is actually passionate about the role that he/she wants to take up. We are a group of people who love our work, and that stems from the passion we have towards Zomato and also the joy we derive from what we do. Besides their passion for the company, we look for qualities like ethics, respect, attitude and skills – in that order.

4. What is the biggest challenge you face in hiring talent in this region?

Being a new entrant to the market, we are still identifying the best sources to find talent. While portals such as Bayt.com have helped to a large extent, we still need to bridge the gap that exists between the employer who is looking for good talent, and the talent pool looking for good jobs. We do not hire people only for their skill to do something, but are looking for the ones with a will to go over and above the conventional job description, and therefore require people who understand what we do and have developed a certain level of aspiration towards Zomato.

5. Can you describe the work culture at Zomato?

Zomato is a startup filled with enthusiastic, young and eager individuals. We believe in being quick on our feet, harboring grand visions of our community of food lovers and working with the best and brightest minds.

Like one of my colleagues said “Zomato is family!” At Zomato, the key concept that we all operate by is ownership. Zomato is more than just work and we are constantly trying to add value to what we do. We operate well outside traditional role boundaries and definitions. We all contribute across functions and that’s what keeps our teams close-knit and efficient. Every member of the Zomato family is a brand ambassador. Every sales interaction sends a message about what we are to the industry. Every phone call made to collect data creates an impression that defines Zomato to the restaurateur. Therefore, it is vital that we give everything we have and a little more to our work, but at the same time, being a very young organization, we have lots of fun on the way as well.

6. Any advice you can offer for young professionals looking to start their career in the e-commerce industry in this region?

The e-commerce industry is still largely at a nascent stage. Anyone looking to start their careers in this industry needs to understand that fact and also the corollary that there is immense potential for growth in the sector. Otherwise, all the advice that would be applicable for any other industry applies to Internet-based and e-commerce companies as well.

7. What do you read to keep abreast of industry developments?

I believe that our greatest source of market information is the market itself. Every meeting we have is a treasure-trove of information and insights. I also attend a lot of meetups and industry events; they are a great source of information and an excellent opportunity to network.

I normally read the news on my phone while I commute from one place to another. I also find that sites like TechCrunch, Mashable, TechGig, TheNextWeb and The Huffington Post have some interesting articles. However, there is no substitute to actually getting out there and talking to people from the industry.

8. Anything else you’d like to share with the community of Bayt.com employers?

As a global organization (Zomato has presence in 6 countries with offices in 14 cities), we have always focused on the overall development of our employees. At Zomato we believe that our employees are never too young to handle great responsibilities. We believe in empowering our people by encouraging high levels of ownership and inculcating a “never say die” attitude. We have managed to accomplish numerous feats with a small team of 200 employees, with the average age being 23 years of age.

I would like to encourage more employers to invest in fresher and younger talent. To look beyond traditional norms of hiring and bring on board more people with a passion for their organization and a desire to learn.

Five Essentials for Transitioning to a Management Role

0
0

Q. Hi, we have just promoted a fresh batch of young leaders to managerial roles. How can we make sure that this transition to management is smooth? – Safa A.

A. Hi Safa, thank you for your question. It’s good to know that you are one among the 42.2% of professionals who prefer promoting from within rather than hire new talent from outside the company.

Since you have hand-picked your young team of managers, that means you are well confident of their abilities, however it’s important to understand that to these professionals the roles and responsibilities of a manager are very new. Since most professionals do not get enough training in the art of management, here is a list of five things every new manager needs to know:

1.  Clearly communicated responsibilities and KPIs:

This seems obvious enough but for a lot of new managers, their Key Performance Indicators (KPIs) are not made clear. Discuss with them the factors that will be used to measure their performance and how often this will be done. According to Bayt.com’s ‘Work satisfaction in the MENA’ poll, more than a quarter of professionals in the MENA region feel that communication channels are not open in their organization.

2. Proper training:

Managing is a skill many professionals relatively lack, and management of subordinates does take a special set of skills and requires a good degree of empathy, discipline and emotional intelligence. Employers promoting professionals to the management track should invest in training them on the requirements of the new role and coaching them closely to avoid discontent and disloyalty spreading in the lower ranks. As per Bayt.com’s ‘Management Challenges in the MENA’ poll 31.1% of MENA professionals describe their manager as having ‘poor management skills’.

3. Feedback:

Getting timely and constructive feedback is very important for new managers to develop in their new role. Withholding criticism will only aggravate the problem on the long run.  A good idea would be to allocate a mentor to each of these new managers to guide them along the way. You could also hold monthly manager discussions to help new managers learn together, share their experiences, gain insight and get coaching from seasoned leaders on how to tackle tough situations.

4. Effective collaboration:

Finding the right resources needed to support the team is an important task these new managers will be dealing with. Make sure that you train the managers on how to act in scenarios where a team member is struggling, how to work most effectively with other departments, tools available to a manager in such situations etc.

5. Supportive company culture:

If you have an effective recruitment and induction process in place then you can be sure that your team members share the same corporate culture. Aim to promote a corporate culture where employees are aware of your company’s values, mission and vision statement. For your managers to be engaged in performing at maximum levels (and beyond) requires both strong people management skills, a consistent set of processes, and the right atmosphere for providing accurate, clear and constructive feedback on a regular basis.

“An entrepreneur is a fighter; if I gave up every time I failed, MODE Marketing & PR wouldn’t be here today,” says Zayna Al-Hamarneh

0
0

In a very charming setting, Bayt.com had the chance to talk to one of the most creative female entrepreneurs in Jordan. Her name is Zayna Al-Hamarneh, she is Co-founder of MODE Marketing & PR, and this is how our interview with her went.

Who’s Zayna Al-Hamarneh?

Zayna Al-Hamarneh is a 26 year old entrepreneur from Amman, Jordan. She holds a BA in Marketing from the University of Jordan. Along with her business partner, Zayna established MODE Marketing & PR in 2010 with less than $1,000. She started out from her own bedroom at home to cut costs. Two years and three months later, Zayna had her own office, three full timers, two part timers, and more than 30 projects and clients in her portfolio.

Passionate about life, madly in love with marketing and full of energy, this charming workaholic has embarked on a magical journey with more than a trick in her hat…

1. What is the best thing about living and working in Jordan?

For me, Jordan is home. I was born and raised in this beautiful country. I grew up knowing my way around it and created a lot of connections during the course of my working experiences. The best thing about it is that you always know someone somewhere; the close-knit society comes to our advantage when it is business related.

2. Take us through your average day at work…

I usually wake up around 7 or 8 am. The first thing I do before getting out of bed is check my emails and all my clients’ social media accounts. I get up, brush my teeth have my coffee and start making my daily phone calls. I hit the road and I either go to the office or to my meetings. During the day, I usually spend my time in meetings with my already existing clients and potential ones. I get back home around 7pm and I either hang out with my friends or family, work, or watch television. My days end on average at 1 am. I prepare my team’s to do lists and mine before going back to bed, work on proposals and finalize my paperwork.

3. How did you stumble upon your business idea?

For some time,  I did a lot of consultancy. I was working as a consultant for a number of companies. My major problem was not having a registered company of my own. A friend of mine, who is now one of my business partners, came up with the idea of registering this startup of ours… and this is how MODE Marketing & PR was established!

4. What is the main hurdle you have faced in growing your business?

My age. People usually underestimate the level of professionalism and experience someone in my age has.

5. What are the three things you think it takes to be a successful entrepreneur?

1. Stay focused. Make sure to focus on building a great team and a good reputation.

2. Always be involved. Even if your team becomes bigger, supervise, monitor and make sure that you are always on top of things.

3. Never give up. An entrepreneur is a fighter. If I gave up every time I failed or something bad happened, MODE wouldn’t be here today and celebrating its 3rd anniversary in February!

6. What is the one most important thing you look for in new hires?

Passion, dedication, responsibility, and being eager to learn and improve.

7. What is the biggest challenge you face in hiring talent?

Naturally, it’s finding the most qualified individual for the job in the right time. So I would say, having the right person for the right position at the right time.

8. What is the primary piece of advice you would give aspiring entrepreneurs?

Do not start something only for the sake of being called an entrepreneur! Find your passion and make it happen.

5-step guide on how to join Bayt.com’s HIRE Rewards Program

0
0

Bayt.com has recently announced the launch of its HIRE Rewards Program which encourages hiring by rewarding employers for every new hire.

As the first of its kind, the HIRE Rewards Program gives active employers free job postings that can then be used to hire even more people. The more points employers score, the more their chances are in earning special badges that will appear on their profiles on Bayt.com branding them as employers of choice.

In this blog we give you a 5-step guide on how to join the HIRE Rewards Program by Bayt.com.

1. Selecting CVs as “hired”

In order for you to benefit from Bayt.com’s HIRE Rewards Program, identify the CVs of the jobseekers you hired through Bayt.com. This is done by either copying or moving these CVs to the “HIRED” folder, as shown below.

2. Validating the hire

When you save a CV inside the “HIRED” folder, you will see the following message:

When you allow Bayt.com to contact the jobseekers you move to your “HIRED” folder, an email will be sent to these jobseekers requesting their confirmation on the hiring. If you choose not to allow Bayt.com to contact your hired employees, you will lose your chance to earn points for new hires.

3. Jobseeker’s approval

When you decide to allow Bayt.com to contact your hired employees, the following email will be sent to them:

If the jobseeker confirms that they have been hired by you through Bayt.com, they will be directed to a page on Bayt.com with a “Thank you” message and a link to share their Bayt.com success story for a chance to win a prize (see window below).

In case the jobseeker says “No“, they will be directed to another page on Bayt.com with a “Thank you” message, but without a link to share their success story.

4. Informing employers of the jobseeker’s response

When a jobseeker confirms the hiring process, an email will be sent to you confirming the points that you have earned. You will earn 10 points for each confirmed hire, and for every 50 points earned, you’ll be offered a free job posting.

5. Employer badges

Based on the number of points accumulated, you will be granted one of these three badges: Bronze, Silver or Gold.

- You will earn a Bronze Career Provider Badge when you will have accumulated at least 600 points.

- You will earn a Silver Career Provider Badge when you will have accumulated at least 1800 points.

- You will earn a Gold Career Provider Badge when you will have accumulated at least 5000 points.

Your badge will be displayed on your workspace on Bayt.com along with your points balance.

That’s pretty much it! Remember, the more employees you hire through Bayt.com the more points you get and the more your chances of being featured as an employer of choice.

For more information on Bayt.com’s HIRE Rewards Program, visit www.bayt.com/en/hire-program.

“To be successful, candidates have to be self-starters and self-learners,” says Nelly Boustany of SAP MENA

0
0

Nelly Boustany is the Head of HR at SAP Middle East and North Africa (SAP MENA). She oversees all HR functions in SAP MENA; from HR operations to talent acquisition and leadership development. In this interview with Bayt.com, Nelly shares her views on the development of the IT industry in the region, SAP’s growth in the last few years, and what it takes to succeed in today’s demanding job scene.

Who’s Nelly Boustany?

Nelly Boustany is the Head of HR at SAP MENA. She is responsible for managing HR business partners dedicated to supporting all business functions across SAP MENA. Nelly also oversees the wider HR team who supports talent acquisition, HR operations, talent and leadership development, as well as rewards and benefits. She has over 11 years of leadership experience overseeing human resources for companies during periods of strategic expansion.

Nelly joined SAP after spending more than four years with Nokia Siemens Networks MEA, where she most recently held the role of Talent, Leadership and Organizational Development Manager. Prior to this, Nelly was the Human Resources Manager for Siemens Middle East where she led the HR team for the Mobile Networks Division across the Middle East region.

Nelly received her Bachelor’s in Computer Science from Haigazian University in Beirut, Lebanon, as well as an MBA from Notre Dame University in Lebanon.

1. How do you like living and working in the UAE?

The UAE is a fabulous place to live and work. I have been living here since 2000 and have witnessed tremendous development and growth across the country. I am proud of being part of this development and admire the leadership of this country. The UAE is very cosmopolitan, offers a very good standard of living, and is a safe haven for families.

On a professional level, it is a regional hub for most multinational and big local conglomerates and, as such, provides endless opportunities for career development and growth. A good number of western universities have also opened campuses in the country, providing an innovative combination of academic certification with professional experience.

2. What is your average day at work like?

My average working day is around nine to ten hours long.

3.What is the most important thing SAP looks for in new hires?

SAP is looking for talent with the right skills, attitude and motivation. They have to fit the profile of the job we are hiring for, have a great potential to learn, and, most importantly, share a passion for what SAP is all about.

4. What is the biggest challenge you face in hiring talent?

SAP MENA has grown significantly over the last three years. To help us achieve this, we have launched a young professional program, transferred talent from elsewhere in SAP and recruited from the local market.  Although we have achieved our growth targets there are sometimes challenges in smaller markets to find employees with the right skillsets, but are combating this with world-class training initiatives.

5. How is SAP’s work culture like?

SAP has a highly engaged and enabled workforce, which is the foundation to help us achieve our long-term business goals.  We unlock potential, encourage development and foster a strong culture of teamwork. Respect for diversity, accountability and integrity are integral part of our day-to-day life. Our success is based on the fact that we trust each other and measure our success by our customers’ success

6. What do you read to keep abreast of industry developments?

I stay up-to-date by reading the relevant sections of the region’s tier-one newspapers, magazines, and websites. I also read international publications and am extremely active on social media, which can act as fantastic aggregators of the latest news and views.

7. How do you think the Middle East has evolved when it comes to HR policies and practices?

I believe there has been a significant development over the past few decades. While quality can still vary, there is definitely a high awareness of best-practice. More can be done, of course, but the level of progress is pleasing.

8. Any advice you can offer for young professionals looking to start their career in the IT industry in this region?

The IT industry is an innovative and fast-changing industry. To be successful, candidates have to be self-starters and self-learners. An ability to learn and stay up-to-date is very important. It is also important to understand that it is no longer about just selling our products and solutions – it is all about adding value for the customer.

9. Anything else you’d like to share with the community of Bayt.com Employers?

Today’s workforce must be highly agile, flexible, competent in terms of practical, technological, and leadership skills to drive innovation and business transformation within IT companies.

A career at SAP is a chance to make the world run better, from helping hospitals react in real-time and extending banking to the unbanked to powering cutting-edge smart grid technologies. 63% of the world’s transaction revenue touches a SAP system. This is an exciting time to be part of SAP in the Middle East & North Africa region as we continue to growth and hire to meet the market demands. I encourage young graduates and professionals to check out the latest available openings on bayt.com as well as our job portal on sap.com and apply to be part of our growth journey.

Viewing all 42 articles
Browse latest View live




Latest Images