Opportunity:
The GCC region is experiencing rapid economic growth, which often results in evolving job roles. New positions can be created, and responsibilities may expand based on the needs of the business. Candidates should be adaptable and ready to take on additional responsibilities or leadership opportunities as they arise.
Competition:
The GCC is a popular destination for international candidates and expats, making competition for roles, especially within top-tier companies, quite high. Candidates need to differentiate themselves by demonstrating expertise, adaptability, and an understanding of the region’s business culture.
National Hiring Programs:
There is an ongoing drive across the GCC to increase the number of local candidates employed in both public and private sectors (e.g., Saudization, Emiratization). This doesn’t mean expat hiring is no longer relevant, but organizations aim to balance hiring both local and foreign talent. Companies may prioritize expats who can contribute to developing local employees through mentorship and training.
Working Week and Hours:
In the UAE, the workweek for government and some private sector entities is Monday to Friday. In the rest of the GCC, the standard workweek is Sunday to Thursday, with Friday and Saturday as the weekend. Work hours are reduced during Ramadan, and there are numerous national and regional holidays throughout the year.
Hiring and Onboarding Processes Can Take Longer:
Recruitment and onboarding timelines in the GCC can be lengthier than in other regions due to factors like multiple approval layers, visa procedures, and holiday periods (e.g., Ramadan and national celebrations). Candidates should be patient and proactive with regular follow-ups.
Strong Employee Labour Law Protection:
Candidates moving to the GCC often focus heavily on the details of their employment contract, but it’s important to understand that national labour laws typically override company-specific policies. These laws provide significant protections to employees, such as end-of-service gratuity, regulated notice periods, and overtime compensation. Familiarizing yourself with the labour laws in your target country will help you understand your rights as an employee.
Proof of Current or Previous Salary:
Employers in the GCC commonly require proof of your current or previous salary, such as salary certificates, pay slips, or bank statements. This request is part of compliance and governance processes rather than a lack of trust. Be prepared for this as a standard step in the hiring process.
By being informed and prepared for these aspects of the job market, candidates can increase their chances of success when targeting a role in the GCC.