When contacting candidates in hopes of persuading them to make the move to Saudi Arabia, there’s a chance they’ll immediately recoil. If so, it’s hard to blame them; this hot, dry, semi-isolated country hasn’t received a lot of positive exposure in the mainstream press. Yet candidates may be surprised to learn that mega-corporations like Unilever, Siemens and Deloitte have relocated their regional headquarters to the Kingdom. It’s worth taking a closer look to understand why these leading companies have made the move, and why highly skilled talent may want to join them there.
From 2025 to 2028, Saudi Arabia plans to inject a staggering $175 billion annually to support the construction of large-scale projects whose total value approaches $1.3 trillion. Innovations within IT and industrialised construction will be key factors to enhance both project safety and cost cutting, even as the country’s construction labour force triples in size and an additional 150,000 engineers are brought in by the start of 2025.
If Saudi Arabia’s architectural wonders do not yet rival those of Dubai in the neighbouring UAE, that’s because its most impressive achievements are still being built — and the time for the world’s talent to join these efforts is during the construction phase, not after the big projects are already completed.
Saudi Arabia’s ability to attract global talent is already well known. Over the past year, the Kingdom shook the football world by bringing in high-calibre players like Cristiano Ronaldo, Riyad Mahrez, and Roberto Firmino. Of course, it was money that got players like Ronaldo through the door — but not every company has a chequebook quite as deep as Al Nassr Football Club. The question is, how else can your company attract the international talent it needs to succeed? Our 5 key suggestions are outlined below.
1. Highlight the country’s benefits
Most candidates have heard stories of strict social laws, but many who actually set foot in the Kingdom are surprised at the extent to which social reforms have softened regulations. It’s a good idea to update candidates’ expectations accordingly, while also promoting Saudi Arabia’s rich history and culture. You’ll want to emphasise the low cost and high standard of living, to make the move more appealing.
Potential hires will be pleased to learn about the diverse job market, and that labour and visa laws are now less strict than before. This means they can switch jobs more easily if necessary, and under the latest visa system, they can leave and re-enter the country without needing to ask for permission from their bosses. But the greatest draw for many is the tax-free income, which many candidates appreciate above all else.
2. Give as much support as possible
To garner further interest, it’s essential to ensure candidates that you’ll help out as much as possible, particularly with housing. Provide as much information as you can to ease the journey between arrival at the airport and the moment they set foot in their new homes.
If your new hire has a family, give them all the information they need about schooling. Lay out their options, while explaining that most international schools have a long waiting list, so contacting these schools should be a top priority to ensure placement. New hires will also appreciate your help regarding other things they need, like childcare support, medical treatment, health insurance, leisure, and even enrolling in language courses.
3. Talk plainly and honestly
Hiding facts about the country only leads to disgruntled employees and high turnover rates. To develop a trusting relationship, you’ll need to be honest about the challenges of living there. Despite some liberalisation in recent years, there remain a number of restrictions in the Kingdom, and Saudi law may seem harsh to many foreigners.
All potential recruits should be told that the sale of alcohol is banned, pre-marital sex is banned, same sex-marriage is a capital offence, and criticising or offending the King will only lead to a world of trouble. It’s important that your new hires acknowledge these realities and understand the consequences for violating them.
It doesn’t hurt to mention that cities like Jeddah are slightly more liberal than the Kingdom’s capital Riyadh. But strict dress code laws remain in place, where women have to wear an abaya, and they can only be on the street if accompanied by their husbands or families.
4. Offer attractive incentives
If you’re offering relocation packages, find out whether each hire wants part or all of their belongings shipped over. Saudi Arabia has lots of housing options, such as renting a place inclusive of furniture — and your hires will be glad to know that a range of options are made available to choose from.
If you provide a housing allowance, advise hires on how to choose their own housing, or suggest a few available options. Tell them that they can save their incentive money by taking advantage of the second-hand household equipment market. Other expats who are leaving the country often use social media to sell their slightly used household furniture for a fraction of the original cost.
Also, consider providing other benefits like childcare support to make your incentive packages more appealing to your new hires. The more you help them with their personal needs, the more they’ll consider your offer to work in Saudi Arabia.
5. Make it easy
Assist as much as you can with all sorts of administrative requirements, especially the critical employment visa, to allow your hire to get into the country with as little stress as possible. Also, I’d recommend they get an international driver’s licence prior to entering the country if they’re planning to drive around.
You’ll want to plan for their travel arrangements, so make sure all required documentation, tickets, health and vaccine requirements are prepared in advance. It’s best to give hires a clear and simple checklist of the travel requirements beforehand, to avoid any unwanted delays and issues in the long run.
Lastly, set up a transport service to deliver your new employee’s personal belongings to their new home. Use a reputable carrier or removal company with experience in shipping to Saudi Arabia, as they’ll be familiar with the customs laws, provide insurance, and include delivery or temporary storage options.
A unique experience
Sure there are social hurdles, but what country doesn’t have its own tradeoffs? The Kingdom is a land of tremendous growth, with a booming economy, a strong commitment to innovation, and some of the most exciting construction projects in the world.
By choosing to work in Saudi Arabia, candidates can do dynamic work that spans several industries, from technology and finance to healthcare and energy, all while enjoying a competitive salary, great benefits, and a tax-free income. Recruitment teams should emphasise these points, in the context of the Kingdom’s rapidly evolving job market, to show candidates that the time is right to help Saudi Arabia build a better future.
Need help finding the right talent for your mega project in Saudi? Get in touch with us today.
Author: Toby Ball, Managing Director, The Highfield Company
