Because we understand your needs as an employer and we know how hard it is to find the perfect match to a job vacancy, we decided to take our CV search to the next level. After months of work, it’s finally here: the new Bayt.com “CV Search.”

The redesigned Bayt.com CV Search offers enhanced capabilities that will help employers fill their job vacancies faster and easier. It was designed to make an employer’s job simpler by enabling a multitude of functionalities that include searching, sorting, and organizing through millions of CVs on Bayt.com. That’s not all. The revamped Bayt.com CV Search is now more customized to meet the needs of employers, and help them find the right candidates for their job vacancies.

Bayt.com’s new CV Search provides many advantages to companies that are looking for “spot-on” hires. Here are some of our favorite features:

1. Lightning-fast filters

With the Bayt.com CV Search, employers can control their results thanks to the new powerful and super-fast filters. From a candidate’s personal information and experience, to his skills and target salary; there’s everything an employer needs in these filters to help them find the talent they’re looking for.

2. Simple, easy-to-use design

The Bayt.com CV Search was designed to make it even easier for employers to use. Through this wonderfully powerful, yet simple design, employers can browse thousands of CVs with one click.

3. The ability to control searches

With the new Bayt.com CV Search employers can do a whole lot of things to the CVs they need: they can export, tag, print, or even move CVs to different folders.

4. The ability to narrow down skills

Since a CV alone reflects skills only to an extent, Specialties from Bayt.com was created to give a much wider perspective: with Specialties you can access a candidate’s conversations, recommendations, and activity ranks. You will know who’s truly a star in their area of expertise, to help you with your hiring decision.

The Bayt.com CV Search is our solution for employers to simplify the recruitment process by enabling companies to find the best candidates in the fastest and most cost efficient way.

Click to view the Bayt.com CV Search Demo!

(Photo by Andy Aldridge on Flickr)

Western educated, CIPD certified with strong communication and leadership skills, Rondah Khazma-Al Shab is the HR Manager (UAE and GULF) at Kamal Osman Jamjoom Group LLC. She is responsible for all employees across this region, providing guidance and support to all. We met Rondah in Dubai and had this interesting interview with her.

Who’s Rondah Khazma-Al Shab?

Rondah Khazma-Al Shab has been working in the retail industry for the last six years. She joined Kamal Osman Jamjoom (KOJ) in May 2012. Her career in the UAE started out as Azadea Group’s Employee Relations Manager, during which she handled over 3,000 staff. Among Rondah’s achievements at Azadea Group was reducing staff turnover from 35% down to 11% in just four years. Rondah specializes in Performance Management, Recruitment and Talent Acquisition. Her ability to motivate employees and proven track record in improving HR processes made her one of the most successful professionals in her field.

Rondah has completed her CIPD certification in HR, and intends on completing her Masters in HR later this year.

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

I was born and raised in Australia to Middle East parents. I always felt very Australian and never in a million years did I ever think I would live in this part of the world. I’ve been here for 6 years now, and while Australia will always be my home, I love living and working in the UAE; it has enriched my cultural experience and allowed me to be more humble in life. Dubai has a certain magic about it that makes me want to stay.

2. What is your average day at work like?

My average day at work is extremely busy and challenging, but at the same time very rewarding. You move from one project to another and time just seems to fly by. What you learn in 12 months in this part of the world, you won’t learn in 5 years working in another country. Coaching and guiding employees can take a lot of energy from you, so it’s important to exercise, and most importantly, have a laugh everyday

3. What is the most important thing Kamal Osman Jamjoom looks for in new hires?

We look for someone who has genuine passion for what they do. A happy nature also goes a long way. KOJ encourages development of all employees and we have a great sense of belonging. We actually always refer to the business as the KOJ family. It comes right from the chairman and cascades down through the business. We are all very appreciated and looked after. When I ask employees who have been in the business a long time why they continue to stay, they always reply that KOJ is a family, and you never leave your family.

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

There is a lot of talent here in the UAE, but we do face a lack of creative people. Our business has many unique in-house brands, so trying to find creative people has proven to be challenging. We’ve been lucky with retaining staff due to the company culture we provide our employees, so when selecting the right person, we also take into consideration how they will fit into their respective teams.

5. Can you describe the work culture at your organization?

We have a great work culture, when you walk around the office, you see many happy employees. It’s a very friendly atmosphere. We all live and breathe our company values which are: good people first; start and end with customer service; and profitability for all stakeholders.

6. What has been the highlight of your career?

There have been many highlights; HR can be a thankless job sometimes. What makes it all worthwhile is the people you help along the way. I still run into people I’ve worked with and they stop me to say how much I’ve impacted their lives. I’m always very humbled by this. Seeing employees you have worked with go on to be managers, or run their own businesses, is lovely to see.

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

HR is an ever changing field. Most of the key new best practices are generated outside of UAE so I have a lot of HR websites to which I’m subscribed. I’m also a member of CIPD UK. Having many HR colleagues also helps, and we get together from time to time to share our own views, achievements and challenges.

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

It’s always tough when you reach a point in your career and realize “this is not what I want to do”. It’s important to do checks on your lives and ask yourself “am I happy in my career”? Be passionate with all you do, it will take you a long way. Oh and one more thing, moving jobs every 12-18 months does not look good on your CV so think twice before you take a job.

“Would you like to go out and blog our first personalized client story?” asked Rabea Ataya, CEO of Bayt.com.

This question stemmed from an idea regarding change in the workplace. Change may ruffle a few feathers; but ultimately change is inevitable and almost always, change is good.

I viewed the question as yet another opportunity to digress from my work routine. As an HR professional human interaction is what I cherish the most and I saw this as a chance to learn more about the Bayt.com experience from an employer’s perspective.

I readily accepted.

This acceptance took me and my colleague Abdul to the corporate office of Daikin McQuay one lovely Sunday morning.

Walking into the offices of Daikin McQuay…

While skillfully balancing a phone on one shoulder, a smiling receptionist tactfully signaled for us to sign the visitor register and take our seats in the waiting area. This was while simultaneously dealing with a courier provider and another visitor. Impressive service I thought and told Abdul out loud.

In less than two minutes Mai Mostafa, the Recruitment Manager greeted us warmly and showed us to a meeting room.

Despite having gotten off a plane just a few hours earlier, Mai looked impeccable and well rested. She briefed us about her trip to Amman and apologized in advance for any interruptions we might face during her interview.

For those of you who have met Mai, I am sure you will agree that she creates an indelible first impression. Confident, yet poised in all her mannerisms.

“When I joined Daikin McQuay eleven months ago, we were dealing with several recruitment agencies. I was given the freedom to refine the existing recruitment process. I decided we needed a change! And for that, I needed a trusted recruitment partner. I am a perfectionist and like processes to be streamlined. When I make a decision, I ensure I make the decision for the right reasons. I’d been hearing about Bayt.com for a long time but never really used the website”.

Mai continued, “Being socially active on Twitter and LinkedIn, I have a huge network of professionals that I interact with. I spoke to several Recruitment Managers and HR Managers within the region and asked them to refer an established recruitment portal in the region. All of them named Bayt.com. I went a step further and sent out a survey to jobseekers to understand the websites they used to post CVs and search for jobs. Once again, Bayt.com!”

A recruitment expert, Mai Mostafa has nine years of recruitment experience under her belt. In spite of all challenges in the vicious circle of recruitment, she would not trade her career for anything else in the world and still gets an adrenaline rush when a candidate signs an offer.

More about Mai, our host…

Mai holds a Bachelor’s degree in Architecture from the Cairo University and a certificate in Human Resource Management from the American University of Cairo. An avid tweeter, she makes it her personal mission to assist jobseekers in the multifaceted world of recruitment.

She started her career as a recruitment specialist with Alkan Networks following which she worked with Talent2.com in Dubai, where her core skills as a recruiter were refined. She then moved back to Egypt as HR Resourcing Manager with Barclays Bank. During her stint with Barclays, she trained 250 managers and 30 Hiring Managers on the recruitment process.

“It was great! Competency-based interviews, mock interviews, do’s and don’ts, and much more, “she reminisces proudly.

After two amazingly successful years of dealing with the 54 Barclays’ branches across Egypt, Mai returned to the UAE and was hired at Daikin McQuay ME.

As Recruitment Manager, Mai manages the entire recruitment process from approval to on-boarding for Daikin McQuay across Middle East and Africa. She is also responsible for selecting and training recruitment partners in Jordan, Morocco, Egypt, KSA, and the UAE.

“It’s been a great 11 months,” Mai continued. “Challenging, yet fulfilling. I’ve been exposed to different cultures, learnt different labor laws and traveled to several new countries recruiting great talent. Bayt.com has made the journey easier”.

With a flourish, she pulled out her mobile calculator and with an elegant savoir-faire punched in the equation that reinforced this perspective. She showed us how the investment in a one-month Bayt.com package reduced costs drastically compared to traditional recruitment methods.

“I discussed this ROI with my manager, Marleen.” And together they decided to invest in an annual package with Bayt.com.

“I chose Bayt.com to serve Daikin McQuay”, she said with an aura of wisdom. “Bayt.com is not inexpensive, but the service you provide is definitely value for money.”

I listened intently and jotted down notes. I say intently because it took me a few seconds to realize that Mai was waiting for my next question.

How Bayt.com revolutionized recruitment at Daikin McQuay

I promptly asked her about the features she liked best about Bayt.com.

“The search filter”, she said without batting an eyelid. “I can be very selective and still get a huge pool of talent within minutes and all at the click of a few buttons. Not only that, I really like the diverse yet qualified pool of talent that Bayt.com provides. We recently hired Ugandan, Romanian, Algerian, and Lebanese nationals through Bayt.com”.

It dawned on me that the receptionist was one of the recent hires at Daikin McQuay and I confirmed the same with Mai. Obviously a great hire, Mai had done magic with her onboarding to have the new receptionist adjusted to the office culture in such a short period.

I asked her whether she would recommend Bayt.com to other employers.

“Absolutely, I already have. Ever since I hired the first candidate I have been tweeting about the benefits of using Bayt.com.” Bayt.com is also number 1 when it comes to the customer service provided. My interaction with Abdul and Patrick has been nothing but the best. Even when I call and message after office hours I get the response I need.”

I was beaming from ear to ear. Never one to overstay a visit, I quickly fired the last few questions:

Rapid Fire Questions:

What do you look for in an ideal hire?

Potential, skills and ambition.

What is your advice to fresh grads looking to join your company?

Have an open mind with a huge willingness to learn.

In three words, what is the culture of Daikin McQuay?

Dynamic, challenging and passionate!

If there is one document an HR professional should read, what is it?

Labor laws!

Our time was up. We thanked Mai profusely for her invaluable testimony.

Both Bayt.com and Mai had benefited from a minor change in the workplace. Bayt.com secured a loyal client and Mai hired the right candidates.

Have you got a Bayt Recruitment Story to share with us? Contact us on reemb@bayt.net.

Employees quit their job for many reasons: they follow spouses across the world, stay home with children, or go back to school. Those reasons are hard to address by an employer because they involve life events that are beyond an employer’s control.

Employees also leave for other more ‘controllable’ factors, such as higher salaries, shorter commutes, and better benefits. Most likely than not, your best performers are the ones most likely to leave. And when a top performer leaves, the impact can be disproportionate – and costly.

Low salaries: Main reason MENA professionals quit

The retention of talent has become a challenge for organizations. With the better opportunities and economic benefits offered by other employers, qualified people are constantly moving.

When looking at the reasons that push employees in the MENA region to quit their jobs, our research has always pointed in one direction: unsatisfactory compensation.

While compensation isn’t the only reason professionals stay in a job, unfair and uncompetitive compensation is often cited as the ‘top’ reason job seekers are in the market for a new role.  Compensation issues aren’t only the salary but also the composition of the compensation and the types and scale of benefits offered.

According to “The Bayt.com Work Satisfaction in the MENA” poll (November 2012), 60.8% of professionals do not feel well compensated in their current job, while 31.6% of professionals say that what they would most like to change about their current job is the salary.

On the other hand, 69% of MENA professionals indicate medium to low level of satisfaction towards their current pay, as revealed by “The Bayt.com Middle East Salary Survey 2012” (April 2012). According to the same survey, 63% of MENA professionals feel that their salary is lower than the industry standards in their region, while one in 10 respondents say that they have not received a pay raise in the last 12 months.

Another survey by Bayt.com, “The Bayt.com Middle East Consumer Confidence Index Survey” (March 2013), has also revealed that 46% are dissatisfied with their compensation and allowances.

Recognizing the ‘Human’ in Human Capital

Human capital is the most significant resource of any given business.

Studies have shown, time and time again, that employees who feel valued, recognized and appreciated are the most loyal. As a top employer, you must make sure formal mechanisms for evaluating and rewarding employees are in place, are competitive and are in-sync with industry norms. Do recognize outstanding performance and reward it on a periodic basis. Do set regular special initiatives that identify, celebrate, motivate and incentivize your star employees and promote their loyalty and retention.

Exploring Performance-related Pay

Although compensation is generally fixed for most roles, incorporating some aspect of a ‘bonus’ tied to performance for all roles (i.e. not just ‘sales’ roles) may incentivize employees. Although this strategy may appeal to a segment of your workforce, its implementation needs to be carefully assessed given the associated risks with the measure (lower morale stemming from employees not achieving targets).

Most of the reasons employees leave are because employers don’t think proactively about the steps necessary to make them choose to stay. In the workplace, you have to provide what employees need to do their jobs well – every time, and all the time. You also have to provide that important emotional connection – connecting the heart of the employee to the work, workplace, manager, and team.  If pay is one way of achieving it, then why not?

If you pay attention to employee behavior and overall happiness, you will reduce turnover and retain your most wanted employees. If not, you’ll be holding regular exit interviews and goodbye lunches. It’s expensive to recruit a new employee. Why not expend the effort necessary to retain the employees that you have already painfully recruited and hired?

Photo credit: evoo73 on Flickr

Member of the Jordanian House of Senate, Michael Nazzal is also a hotelier and owner of several tourism institutions in Jordan. With an experience in the hospitality sector that spans over 25 years, Michael Nazzal shares with Bayt.com valuable insights and advice for young professionals across the region.

Who’s Michael Nazzal?

Michael Nazzal was born in Amman in 1956. Michael is considered a leader in the hospitality industry in Jordan and around the region. He is a graduate of the renowned Ecole Hôtelière de Lausanne in Switzerland. Michael has been chairing the Jordan Hotel Association (JHA) since 1988 and the Federation of Tourism Associations since 2005. He is also the Vice Chairman of the Jordan Tourism Board (JTB), as well as the Founder and Member of the Board at the Jordanian Applied University. Michael is personally involved in education, energy, and environmental issues, and is very active on social media (you can follow him on Twitter at @MichaelNazzal).

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

Jordan is my home. I was born here, grew up in Amman, and started my career in a country that hasn’t ceased to grow economically ever since it was founded. Jordan lies in the center of the Middle East and with the vision of the Hashemite family and its people, the country will become the main hub of trade, tourism, and transport in the region. Calmness and peace are also main characteristics of the country.

2. What is your average day like?

I am a morning person and from the minute I wake up, I am on-the-go. I start my day by reading all the news specially those related to tourism, then checking my emails, and of course responding and posting on social media (Facebook and Twitter) to all my friends and followers.

I visit the Ammon complex (that houses the Jordan Applied College for Hospitality and tourism as well as the Hotel Association and the Tourism Board) then I go to meetings in the Senate or to other related activities.

In the afternoon, and after a get together with the family for lunch, I get on my computer to follow up on work issues followed by late afternoon meetings or events.

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

The hospitality industry is a people-oriented industry that is open 24 hours a day, 7 days a week. Some key skills below will contribute to the success of people working in the exciting and challenging field of hospitality:

1. Building relationships: Creating good working relationships with the people around you is critical to the success of being able to deliver a job, relying heavily on other stakeholders to succeed.

2. A good smile: If you want to work in the services industry, ensuring that your customers feel welcome is always a critical element of your role.

3. Communication skills: Communicating is important for services to run smoothly.

4. Can-do attitude: People who have a can-do attitude always stand out in a manager or director’s radar.

5. Multitasking: This is an industry where you need to be able to juggle multiple tasks.

6. Sound knowledge: Know your products and services, and be prepared for continued training.

7. Flexibility: Most jobs within this industry do not have the standard hours of 9 to 5; so you must be prepared to put in the hours.

8. Personal presentation: Putting your best foot forward is essential.

9. Lastly, the most important attribute is passion: Loving what you do is always the key to success.

4. What has been the highlight of your career?

The first project I dreamt of doing in Jordan was having a hotel in the Dead Sea. I asked for a parcel of land, and at that time the area was a closed military zone. It took me 6 years of continuous nagging before I was finally given the option to rent any parcel I choose. After inspecting the area and evaluating the hot spring area as an option, I chose the location of the current hotel zone which was the widest between the road and the beach.

I built the Dead Sea Spa Hotel and opened it in July 31, 1990. The Kuwait invasion happened a couple of days later and the business suffered for a few years. It was only ten years later, when more hotels opened, that the property started having a better flow of business.

Today, and after a major renovation and expansion, I am proud to have been the pioneer of the Dead Sea tourism.

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

As Chairman of the Jordan Hotel Association, I follow up through the International Hotel Association – which I am a member of – and other international institutions all the novelties of the industry.

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

Globalization and social media have changed the way both employees and employers find and keep their jobs. Free-flowing information can and does affect employees’ loyalty to their employer and the company. In addition, transparency is at its all time high and an employee’s quality of work ethics is easily measured.

In comparison to the West, the region can still improve in many basic work skills, such as accountability, time management, multi-tasking, and ‘thinking out of the box’.

7. As Senator and Chairman of the Jordan Hotel Association, what advice would you like to share with our community of Bayt.com job seekers?

Positive attitude toward finding a job

Winners do what they have to do and figure out how to make ends meet. You pick up the phone, and you go to work. Sitting there, thinking that you don’t want to do that job or “I’m too good to do that job” isn’t going to help.

Getting a job is a process. If you focus on the process, you don’t need to focus on the results. The process is as follows: have a CV that sells you, pick up the phone and call an employer who is in need for new hires, and make a quick, to-the-point presentation of yourself.
Words of wisdom: Never burn bridges. It’s important to respect and acknowledge your peers at all times.

Royal Jordanian’s role as Jordan’s national carrier has now long been established since 1963. Strategically located in Amman, Royal Jordanian’s central hub provides the ideal location through which Europe, Asia, Africa, and the Middle East can be easily reached.

Today, it has ascended from humble beginnings with three aircraft and four regional destinations, to become one of the elite members of a global alliance, a fleet comprising more than 30 aircraft, and a destination network of 60 global stops. In a very special interview, Bayt.com met with Royal Jordanian’s Recruitment Manager, Bashar Alqudah who told us more about his career at RJ and advice for job seekers in Jordan and across the region.

Who’s Bashar Alqudah?

Bashar Alqudah is the Recruitment Manager at Royal Jordanian Airlines.  Bashar has a BA in Accounting and a Master’s degree in Information Systems. Bashar has been the Recruitment Manager at Royal Jordanian Airlines (RJ) since 2012. Before that, Bashar was the Internal Audit Manager at RJ from 2006 until 2012.

1. How did you start out in the HR industry?

After 7 years in the Internal Audit department at Royal Jordanian Airlines (RJ), I was offered the opportunity to become RJ’s Recruitment Manager. RJ is one of the leading companies in Jordan; it offers its employees interdepartmental growth opportunities as long as they have the necessary skills and qualifications. My transition from internal Audit to HR was a step in that direction supported with a great deal of trust from the management.

2. Take us through your average day at work…

The recruitment manager position is a highly demanding job; there are a lot of tasks to perform and issues to handle. One a regular day I would meet applicants, answer inquiries, screen CVs, conduct interviews, follow-up the team’s work, handle internal and external communications, arrange for work plans – everything has to done be on time and with the best results possible.

3. What has been the secret of your success?

I believe that the process of acquiring qualifications and skills is a never-ending process. I also believe in hard work, surpassing expectations, building a good reputation in the workplace, being loyal to your company, having a healthy relationship with your co-workers and customers. If you make sure you do all of the above, then you will see chances coming your way.

4. What is the most amusing thing that happened to you in your HR career?

RJ is a Jordanian company with a global reach; we have employees from many nationalities and deal with various cultures. At RJ, we meet hundreds of applicants, talk with them about their background, education, experience, their future plans, discuss how they can fit into RJ’s profile and vacancies – it is all very interesting to me and can be extremely rewarding to meet new people every day and know about other cultures.

5. What advice do you have for companies wishing to retain top talent?

Talented and dedicated employees are hard to find, and retaining them requires employers to be aware of their specific needs.

Employers need to realize that employees need to feel valued, be able to demonstrate their potential in a supportive environment, contribute to something meaningful, and receive adequate compensation. Employees also need to be rewarded for their achievements and to have an overall satisfactory career.

6. Complete this sentence: “To succeed in one’s career, one must….”

Always be prepared for the next step, no matter how different this next step is from your current position.

7. Any advice for job seekers on how to stand out in their job search?

Job seekers should build CVs that don’t just list their past achievements, but also display their future career goals. I also encourage them to create online profiles on professional job sites, improve their written and verbal communications, and practice proper interviewing skills and techniques.

For the interview, always research the job and the company profile to prove their ability to handle the job responsibilities and to fit in the company’s culture.

Rania Musallam is the Operations Manager of Human Capital Reserve, a regional senior executive headhunting and recruitment company which provides high quality recruitment services. Human Capital Reserve is also a partner member of Taplow Group, an international executive search, interim management, and human capital solutions company. With its 200+ consultants working in 40 offices in 27 different countries, Taplow Group brings local expertise and international resources to projects across numerous industry sectors globally.

Who’s Rania Musallam?

In her current position, Rania Musallam works closely with senior executives in the MENA region who are active or passive about finding better job opportunities. Additionally, she supports Human Capital Reserve’s clients to find qualified talents.

Rania holds a Bachelor’s Degree in Information Technology from the University of Jordan and has recently obtained her Higher Diploma Certificate from Cambridge University in Human Resources Management. Her main areas of expertise are: Human Resources, Headhunting, Recruiting, Management, and Business Development.

Moreover, Rania is a board member of a local theater group called Meerab Production where she handles the HR functions of the group and is in charge of finding artistic talents and directing them to their right vocation. Rania believes in investing in talents and especially the young, local ones.

1. How did you start out in the HR industry?

It started when I got headhunted for my first job at Bayt.com. At that time, Human Resources (HR) was not a familiar industry as it was part of the administration department. However, it improved with time until it reached the stage it is enjoying today, and is still evolving. Also, and despite the fact that I started out as an e-recruitment consultant which is more into sales, I had the chance to get in contact with prominent HR professionals in Jordan as part of my job. This is how I got introduced to the HR field. My love for HR has grown with time and led me to master it; I’ve recently been certified as HR Manager from Cambridge University in the UK.

2. What are common mistakes professionals make in their job search?

- Jumping from one company to another for a higher salary without analyzing their career path or even the company that they are going to.

- Taking quick decisions while being angry and ending up looking for a better opportunity which could take months, sometimes even and years.

- Not employing different methods in finding jobs.

- Some professionals believe that nagging is the answer.

- Badly written CVs and cover letters.

- Lying about certain information in a job interview.

3. Any advice for candidates on how to really stand out in their job search?

These are usually my advices:

1. Ensure that you have a comprehensive, well- written and organized CV that gives a clear idea of who you are, what you did and how someone can reach you.

2. Use different methods in finding jobs such as online recruitment companies which are located in different countries, newspaper advertisements, professional headhunters, and specialized recruiting agencies.

3. Keep on checking social media for any opportunity that might arise.

4. Let your friends help you by letting you know in case of any job opening that would be suitable for you.

5. Be active, patient and professional.

4. Take us through your average day at work…

I am a dedicated and focused professional. I work around 8 hours a day. This is conditional of course; when I have a client that comes from abroad to conduct interviews I usually stay with them longer (sometimes even over the weekend!). I usually separate my personal life from work, so once I leave work I’m out of work, and once I’m at work then I’m totally focused on tasks at hand.

5. What is the biggest challenge your company faces in sourcing talent?

I believe the biggest challenge for most managers not only me is to find talents that are dedicated, devoted, passionate, honest, willing to learn, and with great charisma, self-confidence and the right attitude. Briefly, it is finding the exact fit for the position.

6. How would you advise candidates to optimize their Bayt.com experience?

My advice for job seekers is to stay active on Bayt.com and to consistently visit the site to refresh their CVs and apply for new jobs. For senior executives, it is highly recommended that they create a cover letter. Candidates need to be patient as sometimes it takes time to get the first interview.

When I first used Bayt.com – I was a fresh graduate looking for a job back then – I created three different CVs and each one focused on a different area, for e.g. one for sales, another one for IT, and the last one for PR. So. Depending on the job advertisement I used to choose the CV that focused on the skills required and applied for the job posting accordingly.

Usually if someone posted his CV on Bayt and never got a call although there are many job advertisements with the candidate’s qualifications, then there is a problem with the candidate’s CV which they need to review. Sometimes people miss basic information, such as writing the right telephone number or email address.

Spelling mistakes are also a major problem; employers dismiss any CV that has a spelling mistake.

7. Describe Bayt.com in just one sentence.

Bayt.com is my school, it taught me a lot. I owe Bayt.com a large part of what I know today.

Michael Dell is widely considered one of the mythic heroes of the PC industry, and is labeled the “the most innovative guy for marketing computers in the 1990s”. In 1992, at the age of 27, Michael Dell became the youngest CEO ever to head a Fortune 500 company; he was a billionaire at the age of 31. In the company’s early days, Michael spent a lot of his time with the engineers. He was said to be shy, but those who worked with him closely described him as a likable young man who was able to achieve a happy and efficient workforce that punched above its weight in its performance.¹

Michael Dell was a great manager.

But what makes a great manager?

Managers or not – this is a question that most of us had asked themselves. Bayt.com went on a hunt to find the answers. Based on a recent poll entitled “The Bayt.com Workplace Dynamics in the Middle East and North Africa”, June 2013, Bayt.com was able to identify which traits professionals in the Middle East and North Africa (MENA) region want most in a manager.

Generally speaking, great managers attract exceptional staff; they make the organization a preferred employer; they help to increase market share; add to profits and surpluses, and reduce costs. Their teams are engaged, committed and go the extra mile.

In terms of what professionals in MENA want most in a manager, our research indicates that respondents believe that the best managers are the ones who are good at mentoring and coaching (12.3%), who are leaders by action (11.3%), and true visionaries (10%).

Moreover, great manager – according to MENA professionals – are regular performance appraisers (8.4%), team players (5.4%), and democratic consensus builders (4.2%). These managers are strong, assertive commanders (3.6%). Meanwhile, 42.9% of respondents believe that a great manager should have all these qualities.

On the other hand, respondents are put off by managers who have a lack of vision (30%), a command and control style (30%), as well as poor mentorship and coaching skills, and poor communication skills (both at 11%).

What do YOU think are the characteristics of a great manager? Tell us what in your opinion makes a good or bad manager in the comment box below.

Photo courtesy: Oracle

¹ Thompson, A. A. & Strickland, A. J. (1999). Strategic Management. Boston: McGraw-Hill Irwin.

“I’m used to challenges and I face them with gusto all the time,” gushed Preeti Bhatia, regional HR advisor at Eaton Corporation, making a clean sweep in the air with her hands.

Walking into the offices of Eaton Corporation

We were sitting in the tastefully-furnished offices of Eaton Corporation – formerly Cooper Industries – on a hot Thursday afternoon. The two companies integrated in December 2012, making Eaton Corporation PLC a premier and diversified global manufacturer of electrical products. Looking around I was struck by the starkness of her desk, the precise arrangement of her files, the orderly stack of her stationery, and the designated mini-meeting corner with fresh flowers. It seemed there was perfect synergy between the exuberant HR professional and the driven power-management company.

Preeti took me down her memory lane to the time when she started off her career as a HR Assistant with HSBC Bank where she got a glimpse into the myriad world of HR and liked what she saw.

More about Preeti, our host

A perfectionist at heart, Preeti first equipped herself with a Master’s degree in Strategic HR Management (UOWD) and then plunged headlong into the labyrinthine world of HR.  As HR administrator at Barclays Bank, she was involved in all aspects of human resources and under the guidance of her able mentors, blossomed into a full-fledged HR professional. One treasured reference that Preeti glowingly remembers is ‘the human face of HR’.

Preeti worked with General Electric on a project before finally accepting a generalist role with Cooper Industries in 2011.

As the regional HR advisor, Preeti is the “go-to-person” for all HR functions in Qatar, Kuwait, Bahrain, Egypt, and the UAE. Having recently integrated with Eaton Corporation, she now works closely with her counterpart in Eaton Corporation to ensure a smooth transition in all areas.

“It’s been busy ever since the acquisition last year, so much happening all at once”, Preeti said whilst simultaneously explaining how there was a cross functional team that is managing and monitoring the smooth integration between Cooper Industries and Eaton Corp.

How Preeti discovered Bayt.com recruitment solutions

Recruitment was the first challenge given to her as regional HR advisor. The company had been using Bayt.com as well as recruitment agencies for their recruitment needs. However, it was her first exposure to Bayt.com as an employer.

A detailed demo of the Bayt.com products and services allayed Preeti’s initial fears of handling recruitment alone and instead confidence won over. She mastered the tips and tricks of the Bayt.com CV Search and was soon able to pull out qualified CVs from the huge reservoir of CVs offered by Bayt.com.

“The Bayt.com CV Search works like magic”, enthused Preeti animatedly.

For someone hiring sales engineers and sales managers 90% of the time, I asked her about what she looked for in her candidates.

“For a candidate seeking a career in sales, the sales pitch starts with the CV. That’s where Bayt.com helps me tremendously. Can you believe we get more than 3,000 applicants for some of our job postings?” she asked raising her eyebrows.

Preeti’s zest for her role is evident when she talks about her core responsibilities.

She explained how her company had detailed job descriptions and questionnaires for each position. Bayt.com’s keyword search proved to be a reliable accomplice and aided her in screening the right CVs for every position. For the occasional challenging positions thrown her way, refining her search almost always yielded desired results.

“One of the most valuable lessons I have learnt in recruitment is to never ignore your intuition as a recruiter. Once I have a good CV, I let my head and heart work in symphony to identify the best talent possible. When candidates clear the HR radar, they are recommended for further rounds with relevant hiring managers.”

I asked her whether Eaton Corporation had also been using Bayt.com for their recruitment needs.

She shook her head, but added with a smile, “Not now, but I intend to change that!”

The energy that seeps through from Preeti seems to color everything in a positive light. Having interacted with her, I can assure you that any new employee who walks into Eaton Corporation PLC is in good hands!

Rapid Fire Questions:

Work Culture at Eaton Corporation PLC

Business wise, the products and services of Cooper Industries thoroughly compliment the massive product range of Eaton Corporation.

Although we have numerous product lines headed by independent sales leaders, we each make it our personal mission to function in the most collaborative way of conducting business and, wherever possible, educate ourselves about every other line of business, and interact with employees from all divisions. We strive towards the ‘one Eaton’ theme.

Future of Recruitment

Definitely online. I also believe that human interaction is crucial to complete the formula for a successful hire.

Advice to job seekers in today’s competitive market

Research, apply and network. Check the job description before you put forth your candidature for any role.

A must-read for HR professionals

“The HR Answer Book” by Shawn Smith and Rebecca Mazin (Publisher: AMACOM). I see it as my ‘on-the-job companion’. I use it as a reference to respond to different scenarios in the business world.

A final insight into Eaton Corporation

“Success through People” is our motto.

We painstakingly hire the best. Hence, we at Eaton, wherever possible, channelize our resources in best possible way by deploying them into positions they are more cut out for.

An inspiring insight, no doubt! I never thought of ‘deployment’ as a positive term. Having heard it from Preeti, I will from now on.

Have you got a Bayt.com Recruitment Story to share with us? Contact Shobha Anne on sba@bayt.net.

As part of our weekly “Employer Spotlight”, the Bayt.com team met with one of the pioneers of the HR industry in the Middle East and North Africa, Mr. Abdelkader Chaabani, who is also HR Manager at Hilton Garden Inn Olaya, Riyadh. Read the rest of the interview to know more about the recruitment philosophy of Hilton Worldwide, Mr. Chaabani’s views on the HR trends in the region, and insights into the job market in Saudi Arabia specifically, and the Middle East in general.

Who’s Abdelkader Chaabani?

Abdelkader Chaabani is an HR professional with over 14 years of experience in the hospitality industry. Before joining Hilton Garden Inn Olaya Riyadh, he served as the Assistant Director of Human Resources at the Djibouti Palace Kempinski. Mr. Chaabani has also taught a number of quality management courses in hospitality and has given lectures in HR management.

Mr. Chaabani holds a Master’s degree in Tourism Economics and a Bachelor’s degree in HR Management. He is currently pursuing his certification at Hilton University and Ecornell in HR Business Partnering.

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

The Kingdom of Saudi Arabia continues to provide an attractive community. With one of the strongest economies in the Middle East, KSA is robust with career opportunities and a welcoming environment. Riyadh, in particular, draws increasing numbers of expats and Saudis interested in learning and understanding diverse work experiences and skills. Likewise, KSA is a place where international and local businesses can operate collectively and mutually benefit from the resources of the country. Hilton Worldwide, specifically, is enjoying the growth of KSA. As a longstanding operator in the Kingdom, we understand the country and its potential as a tourism destination. Ideally located, neighboring Qatar, UAE and Bahrain, we offer locals and visitors an array of leisure and cultural activities, corporate accommodations, and religious travel options that make it uniquely attractive to all.

2. What is your average day at work like?

My average workday starts with a morning briefing with the hotel team to discuss and review our daily and long-term goals, activities and priorities, as well as accomplishments and challenges. Collectively, we exam and assess issues that impact team members, services, products, revenue, community engagement and more. Most importantly, we examine guest satisfaction and team member satisfaction and work to develop plans that deliver the best experience for our guests and the best work environment for our team members.

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

Hilton Worldwide looks for enthusiastic and service-oriented team members. As leaders in the hospitality industry, we play a major role in setting standards for service and quality, therefore, we look for team members who are committed to hospitality and prepared to deliver their best, every day. Creating exceptional guest experience is the main role for each individual in the company.

In selecting new team members we are driven by our company values: Hospitality, Integrity, Leadership, Team work, Ownership and Now (H.I.L.T.O.N.).

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

MEA is an attractive region for expats and has a large number of candidates ready to relocate and work for Hilton.

In KSA, our challenges may include visa restrictions and finding candidates with travel and/or hotel experience or skills that are transferable to the hospitality industry. In addition, hospitality is still developing – especially amongst the youth – as a viable career option. Accordingly, we are actively educating potential candidates on the benefits of working in this industry.

With the current trends in nationalization we have to adapt our communication strategy and job offers to the local market and create a partnership with national organizations to attract job seekers to the exciting positions we have available within KSA currently, and in the few years to come.

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

Hilton Worldwide is a great company to work for. It creates a work environment where each team member has the chance to learn, develop skills, and grow a career.

Leadership and talent development are very important to the company as we want our team members to have the chance to grow based on their performance and willingness to learn something new. The company provides a variety of opportunities for career development courses via Hilton University where team members can enhance their skills in their present position or learn new skills for promotions and new roles. Because of our focus on developing talent from within, we have a large pool of high performing team members at all levels of the company. Lastly, we believe that good work deserves recognition; this is why we actively and regularly recognize and encourage all team members to go the extra mile in order to achieve the highest level of guest satisfaction.

6. What is the best advice you received in your career, can you share it with us?

When I joined Hilton in Riyadh I had a discussion with my then General Manager, Haakon Garder-Larsen, about the growth of the hospitality sector in KSA and the pioneering spirit of the people working in this industry. He simply told me: “Just do a good job, shine and grow with the company”. I have never forgotten that piece of advice, and it has served me well.

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

I make use of various resources to stay updated about hospitality results and trends, including the internet and specialized websites, which are very useful. I also love books and magazines; as I see it comforting to have a “hard copy” in my hand.

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

Middle Eastern companies are adopting global HR best practices and embedding relevant processes and procedures that compliment local HR policies and help fill many gaps in this area. Such new trends have made substantial positive changes in some practices due to local cultural specifications.

The Saudization process in KSA is motivating companies to review and adapt their recruitment, induction/orientation process, and training objectives to align company business to local employee’s backgrounds and career growth.

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

Hilton Worldwide is growing in KSA, and over the next year we are looking to recruit almost 10,000 team members. Our KSA management team is focusing on the Saudization process and on boarding local team members.

I am calling young Saudi job seekers on Bayt.com to consider working in the hospitality industry and joining Hilton Worldwide.  As I said, Hilton Worldwide offers a career – not just a job. Our learning and development programs are world-renowned and will enhance your skills and prepare you for management positions.

Tracy Chemali is the Group Recruitment Manager of Azadea. She joined Azadea 9 years ago as a Recruitment Specialist and is now responsible for designing the recruitment strategy and objectives in line with the HR direction and the company’s strategic objectives. Tracy develops and improves the recruitment and selection functions by selecting the right people.

With a Maîtrise (French for Master’s degree) in Psychology from Université Saint-Esprit de Kaslik, Tracy is also PHR and Level A&B certified professional. We recently met Tracy in Dubai where she shared her views on the HR industry, talked about what employers should do to attract and retain the best talent, and how Bayt.com has helped her employ top talent in the region.

1. How did you start out in the HR industry?

I initially studied Psychology and have always been interested in human behavior and interactions. The idea of meeting new people, working closely with different stakeholders and finding the best fit motivated me to join the HR industry.

2. What is your average day at work like?

Following-up on recruitment plans in different countries, evaluating steps towards strategic goals, interviewing, writing psychometric reports, providing needed support and coaching, etc.

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

As an Equal Opportunity Employer, we seek to select the best applicants in a fair and consistent manner, regardless of race, nationality, gender, marital status, sexual orientation, and religious beliefs. So we look for candidates who fit our culture, share our values (Teamwork, Integrity, Passion, and Accountability), match the role, and have potential to grow.

4. What is your favorite interview question?

“Do you have any questions?” – It leaves room for inquisitive candidates to take advantage of this opportunity by freely asking relevant questions, and it’s a good way to better know their priorities and interests.

5. Can you describe the work culture at Azadea?

Our culture is one of effectiveness, performance, openness and transparency. We offer a young, trendy and diverse environment, and maximize internal and external customers’ satisfaction.

We encourage employees to take initiative and develop them by offering a wide range of internal and external training programs. We also shape the company’s future leaders through a various set of leadership programs.

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

The HR Magazine, Business Week, Harvard Business Review…

7. What advice do you have for companies wishing to retain top talent?

I believe that companies retaining top talent are the ones that acknowledge the need of employees to feel rewarded, recognized and appreciated.

It is also important to provide employees with the required tools and training to do their jobs well, as well as offer them opportunities to grow in their careers.

8. Describe to us your experience of Bayt.com.

Bayt.com helps us source suitable profiles that match our requirements in a user-friendly way. It provides a broad pool of nationalities, industries and backgrounds for junior, mid-career and senior levels.

When Bayt.com launched Bayt.com Specialties over a month ago, it made a promise to empower professionals in the region with an open platform to express thought leadership and build professional visibility.

For job seekers, Bayt.com Specialties made it possible to grow their career by building a professional online presence. Job seekers can easily access Specialties anytime, anywhere to network with like-minded professionals, but also create meaningful content in their areas of expertise and showcase it to an audience that has the potential to impact their careers. Moreover, the proposed ranking system allows specialists to obtain specialty ranks (Bronze and Silver up to Gold and Platinum) and ascend the Top 10 Specialists list in their specialties, based on how other professionals vote up their questions and answers.

Here’s how Bayt.com Specialties can help employers find top talent faster and easier than ever before:

1. Find out who the top 10 specialists are

If you’re looking for the ‘best of the best’ in any given specialty, you can find the top 10 specialists for each specialty with one click.

2. Learn more about a candidate

Often, the classic markers of competence – such as work history, education, credentials, and the like – are not the only pointers to professional leadership. It is well thought-out, intelligent content related to areas of interest and expertise that can make candidates stand out. That’s what Bayt.com Specialties is all about: enabling professionals to tell the stories that go far beyond a CV, and helping YOU discover these stories.

3. Ask questions

Do you want to know more about how job seekers think? Ask them a question in your field of work. The more knowledgeable and driven professionals are, the more they will want to shine and truly dazzle you!

Finally, since a CV alone reflects skills only to an extent, Bayt.com Specialties was created to give a much wider perspective: with Specialties you can access a candidate’s conversations, recommendations, and activity ranks. You will know who’s truly a star in their area of expertise to help you with your hiring decision.

Visit http://www.bayt.com/en/specialties now to find your next super star!

Here’s an infographic that can tell you more about how Bayt.com Specialties can help you as an employer.

New Year’s Resolutions are not exclusive to individuals. Every year, companies set out goals that they aim to quickly achieve. One goal that every company shares is to spread its good name among the crowds and potential employees in order to attract top talent. With current-day professionals expecting more from their companies in terms of adequate work environment, recognition and rewards, a thriving culture and more, companies should be reconsidering their employer brand and how to push it in the positive direction. Simply listing a mission statement or a vacancy announcement is not enough to win the best talent; your company should also be perceived as an ideal place for work and that can be done through stellar employer branding.

In order to have a winning employer brand, you need to cater to what professionals expect. Bayt.com, the #1 Job Site in the Middle East, presents you with four things you can implement to become a more desired employer in 2017:

1.   Revise your brand identity

The oldest trick in the book is one of the most important; brand association. In order to create a brand that people associate positive things to, everything from logos and color schemes to fonts and mottos should be set and ready for the target audience. But beyond that, there are other things that you can take into consideration such as detailed and exciting descriptions of vacancies in job postings, the celebratory presentation of your staff on your website, and the harmonized vision, mission, values, and culture that are well articulated and supportive of your employer brand. One of the best ways you can do this is by signing up for a Bayt.com Premium Company Profile, which helps thousands of companies create a brand that stands out and attracts the right type of talent.

2.   Offer non-traditional perks

Millennials will soon constitute the majority of the global workforce. Their fresh perspectives and unprecedented technology savviness bring something new to the table. Even their priorities and expectations do not conform to yesterday’s methodologies. For instance, good work-life balance and training opportunities top the list of loyalty factors according to Bayt.com Millennials in the Middle East and North Africa Survey. Many of them are even willing to sacrifice more hours from their personal life to go up their career ladder.

This is why companies should keep up with such values and expectations when structuring their employer brand. While salary is important, professionals are also looking for other perks, such as training opportunities, wellness programs (such as gym subscriptions and nutrition counselling), entertainment at the office, flexible work schedules, and so on. Such perks help create the environment sought after and will make your company more desirable to work for.

3.   Digitize and humanize your branding

It’s no secret we live in the digital era. A single bad tweet can make or break your employer brand. Among the best ways to let people know about your work environment is by being active online and engaging with your audience. Humanizing the digital approach is essential to make potential employees as well as customers relate to your company. People want to reach out to you and be heard. According to the Bayt.com Social Recruiting in the Middle East and North Africa poll, 55% of the respondents feel that they are more likely to get hired if they engage with the company online.

Instead of utilizing your online presence only to pitch at your audience and market a product or a service, engage and spark conversations. Let your employees talk to your audience. It will bring back positive feedback to your employer brand.

4.   Create brand ambassadors

We’re not talking about hiring people and paying them to represent your employer brand. This approach lacks genuine fondness of your brand and only works at face value.

Instead, create a great working environment, plan an engaging and strong marketing plan, run your social media channels in a humanized manner, etc. By taking such actions, the satisfaction and loyalty of your employees will avail, and automatically your employees will spread a good word about the company; whether by actually talking about the company, or documenting their work environment online. Hence, your employees become the best brand ambassadors, as they speak about your company out of good experience. Even your customers, partners, suppliers, and all stakeholders can potentially become your brand ambassadors if you adopt these strategies.

Employees in all companies and organizations are interested in building reliable career trajectories through professional development. In order to do so, they depend on the employer for continuously providing opportunities that expand their knowledge, enhance their skills, and help them meet their goals. This sentiment is increasingly popular among professionals in the Middle East and North Africa (MENA) and it is becoming more vital for businesses and employers to address this matter in order to retain their talent.

According to the Bayt.com Career Development in the Middle East survey, a lack of career development prospects can make or break employee engagement and retention. In reality, many employees feel that their companies are failing to equip them with the learning and training opportunities needed to ensure their career growth. This consequently leaves the employee feeling disadvantaged in their jobs. In fact, more than three quarters of professionals say that they would leave their company for better training opportunities.

If you are still uncertain about the importance of talent development, Bayt.com, the Middle East’s #1 Job Site, has four more reasons that explain why you should  pay more attention to employee training and development this year:

1. It is not done sufficiently

Many companies aren’t fully aware of the essential training their employees need and would like to have. In fact, one in two professionals (47%) have not formally set any development plans with their manager in the MENA region. The great majority (95%) of those not having set any development plan would like to have one, according to the Bayt.com Career Development in the Middle East and North Africa survey. What may sound more alarming is that more than half (54%) of professionals in the region are prepared to move to another country, while 53% are prepared to move to another sector to develop their career and expand their skills. These figures show that many companies are not doing enough to develop their existing talent. The lack of promotional opportunities may indeed compel employees to abandon their jobs in 2017.

2. It is not done correctly

Professional development starts by listening to employees and finding out what their specific needs are and what skills they would like to acquire to improve their performance. Unfortunately, not all training and development opportunities in the past have reflected what employees actually need. According to the Bayt.com Career Development in the Middle East and North Africa survey, while considered relatively more important, a smaller proportion of MENA employees received training in management development, leadership, time management and foreign languages. If training is provided but is targeting the wrong skill sets or job requirements then it is entirely wasteful. Professional development must be based on what employees are lacking or need to obtain in order to succeed in their positions and contribute positively for their workplace.

3. It is not done cost-effectively

Training and talent development does not have to be an exorbitant cost to companies. With the proliferation of online learning and assessment tools, businesses in 2017 no longer have to shell out huge amounts of money for training their employees and expanding their skills and knowledge base. Companies and professionals who are looking for better career development opportunities and chances to learn and grow can now do so cost-effectively using learning platforms such as Bayt.com’s online courses and tests, many of which are free of charge. There are also numerous research reports and career support articles that are available on Bayt.com for all professionals in the MENA to make use of. Even more, if employees would like to autonomously manage their training, they can use many self-assessment tools that are available online.

4. It is not done equally

Career development is seen as one of the most important factors for employee retention, loyalty, and engagement. This applies to all career levels and all positions. It is no longer sufficient to empower senior management with the best training opportunities while excluding those in more junior positions. In fact, starting training and development with the most entry-level positions will help your new-joiners perform better and establish a solid career path at your company. According to the Bayt.com Fresh Graduates in the Middle East and North Africa Survey, the most important job attributes include opportunities for career progression (60%) and good training opportunities (58%). This shows that even fresh graduates highly value professional development that supports their career advancement from early on.

Training cannot be reserved for certain groups over others. For instance, despite the fact that nearly two thirds (63%) of women surveyed in the Bayt.com Working Women in the Middle East and North Africa survey agree that they work the same number of hours as male colleagues, less than half (48%) of women in MENA believe that their chance of being promoted depends entirely on job performance, with no regard to gender, and about a third of them cite the lack of sufficient job training and coaching as a major career challenge. It is critical that all employees are given the training they need to excel in their job, otherwise, their performance will be sub-par.

Job vacancies need to be filled efficiently and cost-effectively. Employers and recruiters have a big responsibility in making sure they find the right type of employees. Employees frequently move from company to company and from country to country. There are always new businesses hiring and new positions opening up. To keep up with such a dynamic process, employers need a reliable tool to help them in finding the right employees while keeping in mind their time and cost limitations.

Over 40,000 employers are benefiting from the Middle East’s largest online talent database to search for and hire their ideal employees. Bayt.com is home to nearly 27 million professionals. Through CV Search from Bayt.com, employers and recruiters are instantly accessing millions of potential employees. Not only can they search the candidate profiles, they can also conduct advanced and customized search and filtering to guarantee that they are finding the right talent for the jobs available.

CV Search has secured talent needs for thousands of employers. Here are some of most favored features that employers in the Middle East regularly use to find their employees:

CV Freshness

There is nothing worse than finding a great candidate and contacting them only to learn that their experience is no longer relevant or that they have moved in a separate direction. It is time-wasting for employers who are on a mission to find the right employee in the shortest time possible. But this issue is easily solved with Bayt.com CV Search. CV Freshness is a highly popular and useful filtering feature that Bayt.com offers. It automatically sorts results based on the most-recently updated CVs. Using this feature ensures that employers can find candidates with up-to-date and relevant experience for their available position.

Advanced Search Filters

Finding the right employee may require being extra specific with the job requirements. As a result, employers often need to perform an advanced search to find the most relevant job candidates. Fortunately, CV Search from Bayt.com allows employers to use a combination of keywords and Boolean search operators (‘and’, ‘or’, and ‘not’) to retrieve highly relevant CVs that precisely match the qualifications they’re looking for. For example, using Boolean Search employers may want to search for CVs that contain the phrase “project manager” OR the phrase “program manager” but NOT CVs that contain the word “construction”. Such specifications are now possible with CV Search.

Related Keywords

This feature is extremely useful when employers are not sure what keywords to use in order to find their ideal employees. Employers may have one or two keywords in mind but are not sure what other search commands to use. With Bayt.com CV Search, the related keywords function helps employers access a wider variety of CVs. The feature automatically finds job titles and positions related to specific words and terms the employer is searching for.

Nowadays, employers need to have access to a sophisticated search tool that allows them to perform advanced search and find their ideal employees. With CV search from Bayt.com, hundreds of thousands of employers across the Middle East and North Africa are finding it easier to find talent and hire them with minimum time and cost.

To learn more about CV Search and request a FREE demo, please visit this page.

Wait a minute, did I read that right? Employers can post jobs for free? In what world is there anything for free? In the world that I know, even birthday gifts come with some cost. Because you can’t just take gifts and not give them. So at the end of the year, you are most likely not gaining or losing a single dollar.

But hold that thought. How about a free job posting on a leading online job site with over 26 million registered professionals from all industries, locations, and career levels? Is this just a fantasy?

The simple answer is: No, it is not a fantasy. Free job postings for employers are a real deal.

Bayt.com, as the Middle East’s #1 Job Site, has a mission to empower people, provide them with the tools and information, and help them lead the lifestyle of their choice. Because of that very mission, Bayt.com enables all job seekers to register online, create a profile, view and apply for thousands of jobs for free. Job Seekers never have to pay to access and apply for your jobs.

But Bayt.com also wanted to help out the region’s startups, small and medium enterprises who are struggling to find the right hiring tools. With this in mind, Bayt.com created JobsLite, a free recruitment solution specifically designed for employers with limited budgets.

With JobsLite, Bayt.com empowers small and medium enterprises (SMEs) and startups to find and hire their ideal employees, all online and for free.

Although Jobslite does not have all the features that a premium account has, it does provide a great hiring solution for many employers with limited budgets as well as those who are still testing the water with online hiring. Why not post jobs for free and gain access to millions of high-caliber professionals who are looking for employment? You might like using Bayt.com so much and decide to upgrade for additional benefits. All hiring solutions from Bayt.com are designed to lower your cost and maximize your Return on Investment (ROI).

Over 40,000 employers are benefiting from Bayt.com’s talent database and hiring solutions. Job seekers, as a result, have daily access to over 10,000 jobs across the Middle East and North Africa.

Are you ready to join and post jobs for free? Here’s a quick guide on how it works:

Jobslite is extremely easy to use for posting jobs.

1. Register on Bayt.com as an employer,

2. Post your job for free, and give it 1-3 days to be verified by our team.

3. Our representative will contact you during the verification process. You can also make use of this call to better understand the platform and how to use the tools and gain the maximum benefit possible from your account.

4. There’s always the choice to upgrade to a premium job posting if you decide you want to choose this option. Paid postings of course do provide more benefits, such as more filtering criteria, further visibility and higher rankings.

Customer feedback is important for the success of any business, since it plays an important role in measuring customers’ satisfaction. It’s also an easy tool for identifying unhappy customers, malfunctions, and areas for improvement. Not to mention that it’s a way for differentiating a brand, which can help attract new customers from a competitive business environment.

As a Customer Empowerment Executive at Bayt.com, I handle all sort of feedback, from complaints to suggestions to bug reports. As the Middle East’s #1 Job Site, Bayt.com offers highly advanced products and technologies. Therefore, having a fully-prepared customer and technical support staff to resolve any issues as they occur is essential for us. It would be very difficult for a company to survive or grow without a dedicated customer service team who answer queries, analyze feedback, handle complaints, and turn all the input from customers into valuable information.

That being said, here are four reasons why you need to listen to your customers’ feedback, and why it is an important tool to measure their satisfaction:

1. Secure customer loyalty

If you want customers to be loyal to you, you must first become loyal to them! It is very important to show customers that you have a solution to any problem they are facing and that you can address their concerns as quickly as possible. This is not a one man show of course. If you don’t have a satisfying answer, connect the relevant department, or refer the customer to the correct contact in a professional manner. Your brand is an experience, and if your customers go through a smooth experience to find a solution, not only will they be satisfied and loyal, their positive word of mouth will also play a key role in increasing your brand awareness.

2. Help your business grow

When customers complain or send you some comments, the last thing you want to do is ignore them. That feedback, as well as any other information you’d gather from surveys or polls, is gold. It will help you measure your customer’s satisfaction levels and know exactly what you are doing right and what you are not getting correctly. When you receive feedback, use it, analyze it, find the solutions, and make your business more customer-oriented.

3. Enhance your marketing

Consider asking your customers how they found out about your brand. This information will help you pin point what aspect of your marketing plan is working best, and which needs more improvement, and that will help you better allocate your marketing budget. If you are naturally receiving many comments from customers, whether positive or negative, know that you are engaging your audience, which is a good thing. The trick is simply handling the feedback effectively to reflect positively on your brand and satisfy your customers.

4. Accept fresh opinions on your business

Being investedin your business’s day-today operations might not let you see where flaws are. Everything could be looking good from your perspective. But if you’re interested in being the best at what you do, then it is vital to seek an outsider’s perspective. That could be done by enabling customer feedback through email or live-chat, conducting surveys, contacting customers directly, and sometimes by seeking another professional’s opinion, such as a business consultant.

Customer feedback is an invaluable tool for business growth and improvement. Think of it as free consultation. Your customers care about you, which is why they give you feedback. What you need to do is handle it professionally and seriously, use it to improve your offerings, and focus on maximizing your customers’ satisfaction.

Are you hiring accountants?

Download this free job description template, and then post your job posting on Bayt.com, making it instantly accessible

Change is inevitable and every organization, big or small, goes through it. Promotions, new hires, budget cuts, geographical expansion, and many other possibilities that are likely to happen frequently. However, the response to change and the results thereof can vary greatly from company to company and from team to team.

While you, as a leader, might be ecstatic about change or simply accustomed to it, your employees might not be as enthusiastic. If you want to create a culture that not only accepts change but also thrives on it, then you must train, introduce change gradually, and create an atmosphere of safety for your staff.

According to the Bayt.com Career Experts, here is how you can create a company that welcomes change and successfully reaps its benefits:

1. Inform your employees in advance

Unless the change is completely unplanned, it’s always a good idea to take your employees beforehand through the entire process of change and outlining your plan in response. This can be made easier by passing on customized plans to various department heads who then explain it to their teams. The plan should also include a detailed description of how each department will transition into the change, gradually and in phases. A sudden change would most definitely increase anxiety. Therefore, you should mitigate the element of surprise whenever possible.

2. Reduce the fear of failure

Change always brings with it the fear of failing and getting out of one’s comfort zone. The need to learn new skills and be constantly alarmed brings a tense atmosphere to any team or department. As a result, managers must instill confidence in their employees that they would not be reprimanded for failure, especially during the transition stages. You must affirm to your employees that making mistakes during times of change will only lead to an increase in learning and an improvement of processes. Don’t allow change to be an excuse for complacency or for shying away from taking risks and trying out new techniques. On the contrary, empower your employees to experiment and strategize in order to adjust and grow.

3. Have policies on hand in case of emergencies

Change can be very unpredictable, especially when it comes to external and uncontrollable factors in the market and the economy. As such, it’s advisable for your company to prepare policies and cases for any sort of conceivable situations and likely trends. There are various types of trends such as hard trends (where the change is inevitable) and soft trends (where the change may or may not happen). Keeping this in mind, you must strategize with top managers on how to handle each type of trend and disseminate information to your staff so that they know how to act in case the change does take place.

4. Protect your employee’s status

Certain change, such as downsizing or restructuring, can cause your employees to become highly wary of their position and status in the company. They might be afraid that their status is threatened, and hence might not be very productive, or speak badly about the organization behind your back. It’s best to assure your employees that they will not be affected badly by the change, and will in fact benefit from it. If, in reality, the change necessitates terminating employment or re-staffing, then you must be honest and straightforward; explain to your employees what is happening and why. This will help you avoid bad publicity or harming your employer brand.

5. Train your employees

A great way for employees to accept and thrive on change is for them to be trained on the new the skill-sets that will be required after the change. Employees are often too comfortable in their daily routine and their work is habitual. It’s a good idea to ask managers to list down the skill-sets that employees might need in the future and suggest ways to fill in the gaps through internal or external training.

6. Adjust your talent acquisition strategy

Change will often impact the human element of your business. Whether you need to hire for your newly created positions, re-fill your old ones, or simply keep a talent pipeline for your predicted changes, you must have a good talent sourcing strategy in place. At first, you should widen your horizons by accessing larger and more diversified talent databases. For example, Bayt.com empowers recruiters and hiring managers by giving them access to over 27 million CVs. You can then easily move on to the next step of segmenting your talent needs, narrowing down your prospective employees, and identifying those who will be most fitting for your current and/or future openings. An array of powerful search, filtering, sorting, and organizing tools will make that step much smoother for you.

As a recruiter, a hiring manager, or an HR professional, looking for one or 500 new employees does not have to be a dreadful task. Take a step back. There is no need to stretch your muscles beyond their maximums, no need to break more sweats, or get lost between a million candidates and a thousand different search queries.

Technology is truly magical, and if you use Bayt.com for your talent sourcing and acquisition needs then you already know this much. Using CV Search from the Middle East’s #1 Job Site, not only are you able to access an abundance of CVs, you can also put the powerful tools to use and let the technology search, filter, navigate, sort, organize, share, save, print, or perform any other essential command you can think of.

If you don’t know all about CV search, then you should definitely request your free demo here! Don’t be late to the party.

But let’s get to it and address the challenge you are having right now (or maybe the one you’ve never anticipated running into.)

Time is precious. We all know that. But when you are working against deadlines, running hundreds of search queries, and trying to manage piles of applicants for different positions at your company things can get really messy.

This is why Bayt.com has even more solutions to help you find and hire talent as smoothly as possible. Check out the below super handy tools:

1. Saved Searches

Let’s suppose you want a candidate for a digital marketing position who is located in Dubai or Abu Dhabi, has three to five years of experience, is fluent in English and Arabic, is a citizen or holds a work permit in the UAE, has a bachelor’s in marketing or a related field, is less than 35 but older than 26 years old, and so and so.

Well, you might have a ton of specifications, which can first take you some time to input. But the great news are: A) you will be able to retrieve highly relevant results and find your ideal candidates. B) You can simply save your searches so you can save time and not have to re-enter the same criteria every time you are trying to fill that same position.

You can name your saved searches as you please and access them in one section a day later, a year later, or whenever you desire!

To save a particular search, specify your search criteria and simply click “Save Current Selection” as seen below:

2. Email Alerts

Not only can you save your search criteria and re-run it whenever you need, you can also choose to use Auto Search, where you start receiving emails whenever there are new CVs posted that match your saved criteria. You can choose the frequency of these emails: daily, weekly, monthly, or none.

You can adjust your email setting from the saved searches page you see below. From that page, you can also run, edit, or delete any saved search and the email alerts will be reflected accordingly.

3. CV Folders

You also have the option of using CV folders for organizing the search results. Using the CV search platform, you can export, mark, print, and save CVs into folders for later use. CV searches are smoothly saved into folders and can be re-accessed at any time. Employers have the option of creating the folders and sorting CVs based on position, relevance, or any other criteria. This can further simplify the process of selecting the right person to hire among many candidates.

Ready to hire? Get to it!