The Hiring Culture Shock: A Tale of Recruitment Practices of UAE
- wilmarelloso13
- Jun 16, 2024
- 3 min read
Let's talk about the hiring process in my home country compared to the hiring process here in the UAE. In my country, the hiring process consists of several phases.
The first phase, there's the initial interview, where an HR person takes the initiative to do the first screening. The most important part of this screening is proficiency in communication, whether in English or our native language.
The second phase is the face-to-face interview, where the applicant is interviewed by a supervisor or the team leader. This interview phase filters out the most qualified applicants for the job by asking technical interview related questions.
The third phase is a knowledge test. This phase assesses the applicant's knowledge of specific applications, communication and behavioral assessment. It filters out a significant number of applicants to find the best fit for the job.
The final phase is the operations interview. In this phase, the operations manager or hiring manager interviews the applicants who have been identified as the best fit for the job. This crucial phase allows the hiring manager to choose the best candidate for the position. Applicants should give their best effort to highlight and sell themselves and build a professional relationship with the hiring manager. Most of the conversation will be about surface-level personal life, such as how you are as a person and as an employee. This provides an opportunity to show your character and highlight what kind of person you are at work.
This hierarchy has always been my standard when applying for a job. However, when I came to the UAE, I was shocked to find that these best practices are not followed at all.
Most companies in the UAE rely heavily on Applicant Tracking Systems (ATS) for recruitment. While this tool helps filter out many candidates, it does not necessarily ensure that the most qualified individual will be selected. This underscores the importance of the screening phases mentioned earlier, as they are crucial for finding the best-suited candidate for your business. Otherwise, the company may end up hiring low-budget employees which most of them do so.
In my most recent interview, there were only two phases. The first phase was the initial interview, where the HR personnel had a very positive attitude towards me.
The second phase was with the hiring manager, who showed no interest during the interview. He asked about my previous experience and my role in the job, and I explained it thoroughly, following best practices. At the end of the interview, I asked for feedback, as I usually do. They told me they would give feedback within the day but never did. Meanwhile, another candidate told me that the manager was very enthusiastic with her and even told her she would start the trial the next day.
It has been stressful here, considering that most companies lack standards in the hiring process, and some hiring managers struggle to communicate effectively.
Also, when you are an applicant on a Visit Visa, be careful about the employers that are going to use your visa and promise you to provide one after the 1 or 2 months trial. Considering that there are no exams included during the hiring process. This will not guarantee the employers that you are the "RIGHT FIT," giving them unsecured talent. You know yourself more than anyone else, the trial should last 3 - 5 days to show what you got. If the employer doesn't process your visa application within 1 - 2 days after your trial, that employer is RED FLAG!
I trust that these insights will assist you in navigating your path to finding a job that aligns with your personality. Let's maintain a positive attitude even in the face of rejections during our job search.
"There is no need to worry because God always provides us with the best things in life."
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