The Recruitment in Companies in Saudi Arabia - Dissertation Example

The company also prides itself in managing to win the Prince Naif award for Saudization since 94 percent of its workforce consists of Saudi Arabians (Excellent Solutions, 2011).

According to a study conducted by Sadi and Al-Buraey (2009), it is key to first determine the management styles of the company with regards to recruiting and retaining their employees. The problem experienced by Excellent Solutions at the moment is that despite having been able to comply with the Saudization policy, the domestic workers working for the company do not stay for too long. This is a problem because eventually, the company would have to look toward employing expatriate workers again, especially since there is a limited pool of qualified and competent domestic workers. This consultancy project aims to find out how the employers and managers of Excellent Solutions can boost their recruitment strategy and retain their employees. It must be noted that it is not enough to simply recruit applicants. Recruitment would be to no avail if the applicants, once they become regular employees, leave in a short period of time. This would mean that the company does not have effective retention strategies, which in turn, could further hamper their recruitment rate in the future (Wood, 1998). This is precisely what I would like to suggest to Excellent Solutions to avoid.

Background

One of the biggest problems being faced by most, if not all Middle Eastern companies today is with regards to their workforce. Many locals complain that there is an imbalance in the job market, resulting in mass unemployment because of the influx of expatriates in the region. While this does not mean that the value of expatriates is being undermined, the fact that more jobs vacancies seem to be filled by the expatriates translates to a lot of local Saudi job applicants without the job that they want. Statistics have determined that at the moment, there are 448,000 Saudi locals who are without a job and are still on the search. Meanwhile, there are 8 million expatriate workers. Clearly, there is an imbalance. According to Labor Minister Adel Fakieh, there are new standards that have been employed in order to make sure that more Saudis would have a job and a job that they want at that. Companies placed in the “red category” have to comply with the new standards of employing more Saudis in their firms, or else, these companies run the risk of not being able to renew the working visas of their expatriate employees. Companies placed in the “green category” on the other hand, have the liberty of choosing their foreign workers, as long as they comply with the standards of the Ministry of Labor.