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<h1>Insights</h1>

<p class="whitespace-pre-wrap break-words">Before we delve into the topic, have you previously collaborated with an executive search firm on a retained search basis? If not, this article will provide valuable insights into why a retained search partnership can significantly benefit your organisation.</p>
<p class="whitespace-pre-wrap break-words">It's crucial to distinguish between someone who claims to be a headhunter offering contingent search services with active candidates in the market, and a professional who will systematically identify the best talent based on a comprehensive brief provided to a search consultant.</p>
<h3 class="text-xl font-bold text-text-100 mt-1 -mb-0.5">What is Retained Search and Why Use It?</h3>
<p class="whitespace-pre-wrap break-words">A true retained search represents a partnership between company and search consultant. The search consultant is typically supported by a dedicated research team who works according to a specific brief, targeting potential candidates in similar roles from relevant industries.</p>
<p class="whitespace-pre-wrap break-words">Often, the direct competition may not be the optimal source for the solution your organisation seeks. At Hintel Middle East, our search consultants and research teams collaborate with our client partners to look beyond obvious talent pools, aligning required skill sets that could be fulfilled by individuals with transferable skills from adjacent sectors.</p>
<p class="whitespace-pre-wrap break-words">As a specialised executive search and staffing firm focused on the Middle East region, Hintel Middle East maintains a dedicated data and research team that works in partnership with our consultants to identify not only direct competitors but also exceptional individuals from complementary fields when appropriate.</p>
<p class="whitespace-pre-wrap break-words">Let me share a recent case that illustrates this point. Last quarter, we partnered with one of the region's fastest-growing property developers who had struggled for months to fill a critical Chief Development Officer position. Rather than limiting our search to the obvious local real estate sector, our team identified an exceptional candidate from the hospitality development space who brought fresh perspective and complementary experience. Six months into the role, this executive has already transformed their development pipeline and approach to project delivery.</p>
<h3 class="text-xl font-bold text-text-100 mt-1 -mb-0.5">Retained vs. Contingent Search</h3>
<p class="whitespace-pre-wrap break-words">When discussing retained search with organisations for the first time, we frequently hear that companies want to "cast the widest net possible" to gather numerous candidates. Logically, this seems sensible &ndash; more recruiters working on the position means more candidates submitted and more options for the hiring manager.</p>
<p class="whitespace-pre-wrap break-words">However, contingent searches can introduce potential risks:</p>
<ul class="[&amp;:not(:last-child)_ul]:pb-1 [&amp;:not(:last-child)_ol]:pb-1 list-disc space-y-1.5 pl-7">
<li class="whitespace-normal break-words">Candidates being contacted multiple times by different recruiters</li>
<li class="whitespace-normal break-words">Inconsistent messaging about the company and employer value proposition (EVP)</li>
<li class="whitespace-normal break-words">Market confusion that can actually make positions harder to fill due to rumours about the company's approach to hiring</li>
</ul>
<h3 class="text-lg font-bold text-text-100 mt-1 -mb-1.5">Factors to consider when contemplating contingent recruitment:</h3>
<ul class="[&amp;:not(:last-child)_ul]:pb-1 [&amp;:not(:last-child)_ol]:pb-1 list-disc space-y-1.5 pl-7">
<li class="whitespace-normal break-words">What is the source of these candidates &ndash; are they merely from job postings?</li>
<li class="whitespace-normal break-words">Does the search firm have exclusive relationships with these individuals?</li>
<li class="whitespace-normal break-words">Are these candidates merely "on" the market or truly the best "in" the market?</li>
<li class="whitespace-normal break-words">How was your company and the position represented?</li>
<li class="whitespace-normal break-words">Did the consultant truly understand your organisational culture?</li>
<li class="whitespace-normal break-words">How motivated are they to exceed expectations rather than simply earn a fee?</li>
<li class="whitespace-normal break-words">What experience does the consultant have in managing complex hiring processes?</li>
</ul>
<p class="whitespace-pre-wrap break-words">There are numerous additional questions to consider when comparing retained versus contingent approaches, but these begin to illustrate the quality difference between methodologies.</p>
<h3 class="text-xl font-bold text-text-100 mt-1 -mb-0.5">Retained search for all organisational levels</h3>
<p class="whitespace-pre-wrap break-words">Retained search isn't exclusively for C-suite positions &ndash; it can deliver substantial benefits for junior and mid-management searches as well. These talent pools often comprise individuals still advancing their careers who may have less conviction when committing to a new position. They are frequently more susceptible to counteroffers and require additional guidance through the resignation process, which can be intimidating for many professionals.</p>
<p class="whitespace-pre-wrap break-words">Such searches demand time and attention to ensure candidates remain fully engaged throughout the hiring process. Having a committed search partner significantly increases your ability to secure ideal candidates while managing the time and costs associated with hiring.</p>
<h3 class="text-xl font-bold text-text-100 mt-1 -mb-0.5">The investment in retained search</h3>
<p class="whitespace-pre-wrap break-words">This is your opportunity to evaluate whether Hintel Middle East is the right partner and to assess our market knowledge and expertise!</p>
<p class="whitespace-pre-wrap break-words">Many assume retained search is more expensive, but it need not cost more than contingent recruitment. Organisations typically find that working with a single search firm reduces time spent responding to multiple recruiters or arranging interviews with numerous candidates.</p>
<p class="whitespace-pre-wrap break-words">Hintel Middle East exists to simplify your talent acquisition process and identify the optimal professionals for your organisation.</p>
<p class="whitespace-pre-wrap break-words">How you engage with your chosen search firm will directly impact your return on investment.</p>
<p class="whitespace-pre-wrap break-words">At Hintel Middle East, I consistently discuss ROI with my teams. If we can deliver superior service for the same investment through increased commitment, we provide significantly better quality at a lower overall cost to our clients in terms of both financial investment and time.</p>
<p class="whitespace-pre-wrap break-words">During a recent engagement with a Saudi logistics company, we demonstrated this value proposition perfectly. They had previously worked with three contingent recruiters simultaneously on a Group HR Director search for four months without success. Within six weeks of engaging Hintel Middle East on a retained basis, we presented a shortlist of five exceptionally qualified candidates, all of whom were employed and not actively seeking new roles. The successful hire has now been with the company for over a year and has transformed their HR function.</p>
<h3 class="text-xl font-bold text-text-100 mt-1 -mb-0.5">Benefits of retained search:</h3>
<ul class="[&amp;:not(:last-child)_ul]:pb-1 [&amp;:not(:last-child)_ol]:pb-1 list-disc space-y-1.5 pl-7">
<li class="whitespace-normal break-words">Access to the best candidates <strong>in</strong> the market, not just those <strong>on</strong> the market</li>
<li class="whitespace-normal break-words">Exceptionally high success rates in securing preferred candidates</li>
<li class="whitespace-normal break-words">Enhanced engagement with prospective candidates and clients</li>
<li class="whitespace-normal break-words">Streamlined communication and visibility between all parties</li>
<li class="whitespace-normal break-words">Consistent assessment and presentation of candidates</li>
<li class="whitespace-normal break-words">Uniform messaging about your organisation, culture, and EVP</li>
<li class="whitespace-normal break-words">Heightened confidentiality for both candidates and clients</li>
<li class="whitespace-normal break-words">Single point of contact throughout the process</li>
<li class="whitespace-normal break-words">No public advertising or knowledge of the search</li>
<li class="whitespace-normal break-words">No time wasted determining which recruiter submitted which CV first</li>
<li class="whitespace-normal break-words">Signals the importance and investment in the position</li>
<li class="whitespace-normal break-words">Positive market perception without multiple firms discussing the position with varying descriptions</li>
<li class="whitespace-normal break-words"><strong>MOST IMPORTANTLY</strong>: you can focus on your core responsibilities with confidence</li>
</ul>
<p class="whitespace-pre-wrap break-words">Not every retained search needs to target C-level executives. Retained searches establish a partnership between two organisations with a shared goal: finding the ideal person for the position. When Hintel Middle East provides this service, we are fully dedicated and working on behalf of our client to secure the optimal candidate.</p>
<p class="whitespace-pre-wrap break-words">Hintel Middle East has established an outstanding track record with a near-perfect success rate in delivering retained searches, partnering with our clients to source the best professionals in the market.</p>
<p class="whitespace-pre-wrap break-words">Another compelling example comes from our work with a regional financial services firm seeking to establish a new procurement division. Through our retained search process, we not only secured their Chief Procurement Officer but also helped structure the entire leadership team. What impressed our client most was how we managed the entire process confidentially, preventing market speculation whilst still accessing top-tier talent who weren't actively seeking new opportunities.</p>
<p class="whitespace-pre-wrap break-words">Even in challenging economic environments that may leave many professionals unemployed, retained searches continue to identify the best talent in the market. Your search team will work more diligently than ever to secure exceptional individuals who can drive your organisation forward.</p>
<p class="whitespace-pre-wrap break-words">I welcome the opportunity to discuss how Hintel Middle East can support your executive search requirements. Please contact me directly at <a class="underline" href="mailto:tom.brooks@hintelme.com">tom.brooks@hintelme.com</a> to arrange a conversation.</p>
<p class="whitespace-pre-wrap break-words"><strong>About Tom Brooks</strong></p>
<p class="whitespace-pre-wrap break-words"><em><span style="font-size: 11.0pt; font-family: Arial; mso-ascii-font-family: Arial; mso-fareast-font-family: +mn-ea; mso-bidi-font-family: Arial; mso-fareast-theme-font: minor-fareast; color: white; mso-color-index: 1; mso-font-kerning: 12.0pt; language: en-GB; mso-style-textfill-type: solid; mso-style-textfill-fill-themecolor: text1; mso-style-textfill-fill-color: white; mso-style-textfill-fill-alpha: 100.0%;">Tom Brooks is a seasoned executive with over 15 years of experience in the GCC region, specialising in strategic leadership and business development across the Middle East. Currently serving as the Director, Country Lead for Saudi Arabia at Hintel, part of the deverellsmith group, Tom plays a pivotal role in driving the company&rsquo;s expansion and operations in one of the region&rsquo;s most dynamic markets.</span></em></p>

The value of retained Executive Search: A partnership approach

The value of retained Executive Search: A partnership approach 1

<h3 id="Building-High-Performance-Teams:-Leveraging-insights-from-Hintel&rsquo;s-roundtable" class="wp-block-heading">Creating high-performance teams is crucial for any organisation&rsquo;s success. The Hintel Roundtable presentation by David Young (acclaimed Sports Psychologist who has worked with England Cricket and an iconic Premier League club) uncovered how to enhance relationships and harness strength for maximum output.</h3>
<p><em>David is a spotlight accredited practitioner by&nbsp;<a href="https://mindflick.co.uk/">Mindflick</a>; Hintel and the entire deverellsmith group benefited from Mindflick by having the leadership team&rsquo;s profiles individually mapped.</em></p>
<p>This article provides valuable insights into team dynamics, emphasising a strengths-based approach exploring how to build high-performance teams using key takeaways from the presentation.</p>
<h4 id="1.-Understanding-Groups-vs.-Teams" class="wp-block-heading">1.&nbsp;<strong>Understanding Groups vs. Teams</strong></h4>
<p><strong>Insight</strong>: Groups and teams function differently; understanding this distinction is critical.</p>
<p><strong>Application</strong>:</p>
<ul class="wp-block-list">
<li><strong>Groups</strong>: Typically share information, provide updates, work independently, and engage in transactional interactions.</li>
<li><strong>Teams</strong>: Aim for sustained high performance, offer support and challenge, provide feedback, and come together under pressure.</li>
</ul>
<p>Encourage team members to support and challenge each other, fostering a collaborative environment where feedback is regularly exchanged.</p>
<h4 id="2.-Perception" class="wp-block-heading">2.&nbsp;<strong>Perception</strong></h4>
<p><strong>Insight</strong>: Our perception shapes our interactions, and acknowledging different viewpoints is essential for team growth.</p>
<p><strong>Application</strong>:</p>
<ul class="wp-block-list">
<li><strong>Humility</strong>: Recognise that others may view the world differently. This openness can lead to better understanding and collaboration.</li>
<li><strong>Curiosity</strong>: Encourage team members to explore different viewpoints and learn from each other.</li>
<li><strong>Tolerance</strong>: Value and amplify differences to build agile and adaptable teams.</li>
</ul>
<p>Fostering an environment where diverse perspectives are appreciated helps in building a more innovative and resilient team.</p>
<h4 id="3.-Leveraging-Super-Strengths" class="wp-block-heading">3.&nbsp;<strong>Leveraging Super-Strengths</strong></h4>
<p><strong>Insight</strong>: Every team member has unique strengths that, when harnessed correctly, can enhance team performance.</p>
<p><strong>Application</strong>:</p>
<ul class="wp-block-list">
<li><strong>Identify Strengths</strong>: Have team members identify and share their personal strengths, using prompts like &ldquo;When have you felt most successful?&rdquo; and &ldquo;What energizes you?&rdquo;</li>
<li><strong>Sweet Spot</strong>: Understand that each strength has a &lsquo;sweet spot&rsquo; where it is most effective. Overplaying strengths can turn them into weaknesses.</li>
<li><strong>Leeway</strong>: Allow team members the freedom to express their strengths while also providing leeway for growth and adjustment.</li>
</ul>
<p>Encourage self-awareness and mutual respect for each other&rsquo;s strengths and weaknesses, creating a balanced and effective team.</p>
<h4 id="4.-Balancing-Challenge-and-Support" class="wp-block-heading">4.&nbsp;<strong>Balancing Challenge and Support</strong></h4>
<p><strong>Insight</strong>: High-performance teams require a balance of challenge and support.</p>
<p><strong>Application</strong>:</p>
<ul class="wp-block-list">
<li><strong>Performance Zone</strong>: Aim for high support and high challenge to foster awareness, confidence, and fast learning.</li>
<li><strong>Avoid Extremes</strong>: Be mindful of the &ldquo;Relentless Zone&rdquo; (high challenge, low support) which leads to burnout, and the &ldquo;Comfort Zone&rdquo; (high support, low challenge) which leads to stagnation.</li>
</ul>
<p>Create an environment where team members feel supported yet challenged, promoting continuous improvement and high performance.</p>
<p>In 2016, Young completed a study that uncovered the positive environment the &lsquo;high support, high challenge&rsquo; environment creates titled&nbsp;<a href="https://www.researchgate.net/publication/301663825_Transformational_Leadership_in_Elite_Sport_A_Qualitative_Analysis_of_Effective_Leadership_Behaviors_in_Cricket">Transformational Leadership in Cricket</a>.</p>
<h4 id="5.-Principles-of-Strengths" class="wp-block-heading">5.&nbsp;<strong>Principles of Strengths</strong></h4>
<p><strong>Insight</strong>: There are key principles to managing strengths effectively within a team.</p>
<p><strong>Application</strong>:</p>
<ul class="wp-block-list">
<li><strong>Sweet Spot</strong>: Recognise and operate within the sweet spot of each strength.</li>
<li><strong>Context Matters</strong>: Be cautious about overplaying strengths or using them in the wrong context, as this can turn them into weaknesses.</li>
<li><strong>Leeway for Expression</strong>: Provide the necessary leeway for strengths to be expressed fully.</li>
<li><strong>Counterbalance</strong>: Ensure that strengths are counter-weighted to maintain balance.</li>
<li><strong>Value Underused Strengths</strong>: Pay attention to undervalued strengths and ensure they are not underutilized.</li>
</ul>
<p>Implementing these principles helps in maximizing the potential of each team member, leading to a more cohesive and high-performing team.</p>
<p>By integrating these insights from the Hintel Roundtable presentation, organisations can create teams that are not only high-performing but also adaptive, resilient, and innovative. These teams are better equipped to navigate challenges, leverage diverse strengths, and drive sustained success.</p>

David Young: How to leverage a team's super strengths

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<p id="viewer-vfebf42" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-"><strong>Riyadh, Saudi Arabia &mdash; November 6, 2024</strong>&nbsp;&mdash; Andrew Deverell-Smith, Group CEO and Founder of Hintel, is set to lead two prominent discussions at Cityscape Global 2024, aimed at shaping the future of the real estate industry through talent development and international cooperation.</span></p>
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<figcaption class="ch2rA">Deverell-Smith moderating the Spring 2024 Banking on the Future panel</figcaption>
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<p id="viewer-5b8lc45" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-"><strong>Future of Living Summit: Empowering Tomorrow&rsquo;s Workforce</strong>Deverell-Smith will moderate a panel featuring esteemed speakers including Mariya Gabriel, Former Deputy Prime Minister of Bulgaria and Former European Commissioner for Innovation, Research, Culture, Education and Youth; Mazen Abdulrahman Hashim, Chief Human Capital Officer at NHC; and Dr. Ahmed bin Abdullah Al-Zahrani, Deputy Minister for Skills and Training at the Ministry of Human Resources and Social Development, Kingdom of Saudi Arabia.</span></p>
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<p id="viewer-q9r5848" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">"This is a pivotal moment for our industry," Deverell-Smith stated. "By nurturing talent and fostering inclusivity, we are not just preparing the workforce of tomorrow, but also paving the way for innovative leadership that reflects the diversity of our global community."</span></p>
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<p id="viewer-ersvo50" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-"><strong>Design &amp; Architecture Stage: Fireside Chat on Global Talent Networks</strong>On November 13th, Deverell-Smith will also host a fireside chat with Adina David, Founder of Ladies in Real Estate, and Sherif Saleh, CEO of Portfolio at Mountain View. This session will explore the critical theme of building sustainable global talent networks.</span></p>
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<p id="viewer-5haty53" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">"When we connect top property professionals across borders, we unlock immense potential for collaboration and growth," he added. "The questions we&rsquo;ll tackle are essential: How can organizations build strong employer brands? What strategies can help us thrive in emerging markets? Together, we can drive sustainable development in our projects."</span></p>
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<p id="viewer-2ihvx55" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-"><strong>About Cityscape Global</strong></span></p>
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<p id="viewer-ddyh7185" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">Cityscape Global is one of the largest and most influential real estate investment and development events in the Middle East, bringing together industry leaders, innovators, and decision-makers to discuss the future of real estate.</span></p>
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<p id="viewer-30cx758" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">Join us as we explore these critical topics that shape the landscape of real estate in our rapidly changing world.</span></p>
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<p id="viewer-z4r6d60" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">For more information about Cityscape Global 2025 and to register, please visit Cityscape&nbsp;Global&nbsp;Website.</span></p>
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Hintel to moderate two key panels at Cityscape Global 2024 in Saudi Arabia: Focusing on talent and global collaboration in Real Estate

<h5 class="wp-block-heading"><em>The office will specialise as a talent consultancy, services include executive search, talent advisory, and outsourced project recruitment exclusively for property, real estate and construction sectors.</em></h5>
<p>The business will operate under&nbsp;<a href="https://www.hintel.ae/" target="_blank" rel="noreferrer noopener">Hintel</a>&nbsp;which launched in 2021 as the sister company to the group&rsquo;s specialist recruitment firm, deverellsmith, with a prime focus on a holistic approach to talent attraction by providing tailored strategic solutions to clients.</p>
<p>The deverellsmith group&rsquo;s London office has established itself as supplying high quality talent who offer long-term value to its clients with excellent customer service.</p>
<p>The Middle East branch will follow the same mission, values, and principles to shape the team&rsquo;s offering whilst being rooted by unique talent solutions provided by the Hintel brand.</p>
<p>Andrew Deverell-Smith, Founder &amp; Group CEO, will spearhead the launch focusing on driving optimal results and growth for businesses. With his extensive market knowledge and experience, he&rsquo;ll lead the Middle East team to source elite Real Estate leaders and high performers from across the globe.</p>
<p>The Saudi Arabian real estate market is projected to grow from USD 64 billion in 2023 to around USD 94 billion by 2028, at a CAGR of 7.89 percent during the forecast period. It was, therefore, natural to create a specialist function that meets those needs specifically.</p>
<p>&lsquo;We&rsquo;re excited to announce a significant expansion of our group&rsquo;s global footprint with the opening of a new office in the Middle East,&rsquo; comments Andrew Deverell-Smith, CEO and Founder of The deverellsmith group.</p>
<p>&ldquo;We are not just opening an office; we are establishing a commitment to growth, innovation, and lasting partnerships in a region of tremendous opportunity. This expansion reflects our dedication to better serve our clients, create new job opportunities, and contribute to the vibrant business landscape of the Gulf Cooperation Council.&rdquo;</p>
<p>Our consultants will provide even more responsive and tailored support, fostering stronger partnerships.</p>
<p>Explore our services now:&nbsp;<a href="https://gbr01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.hintel.ae%2F&amp;data=05%7C02%7Claura.croggon%40deverellsmith.com%7C49ffa0edcfd74ec9eef808dc394dad89%7C59259442f70d469ba5fe7c1f241881ed%7C1%7C0%7C638448253013198134%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C0%7C%7C%7C&amp;sdata=wnMpJIaqFoBD0%2FjFcJAstcdoEQkMQZBty3LHd0m6eVM%3D&amp;reserved=0" target="_blank" rel="noreferrer noopener">https://www.hintel.ae/</a></p>

The deverellsmith group announce new location serving across the Middle East

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<p id="viewer-foo" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">In a recent report on the MENA economy by <a class="Be0di _89jR0" href="https://www.emirintelligence.com/" target="_blank" rel="noopener noreferrer" data-hook="web-link"><u>EMIR</u></a>, an examination of the labour markets in Saudi Arabia (KSA) and the United Arab Emirates (UAE) reveals contrasting trends in talent attraction and labour force participation. </span></p>
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<p id="viewer-iq3in38" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-"><strong>The challenge of talent attraction in Saudi Arabia</strong></span></p>
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<p id="viewer-b5omh72" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">One of the key findings of the report is that Saudi Arabia faces notable challenges in attracting top foreign talent. Despite its ambitious Vision 2030 initiative aimed at diversifying the economy, the Kingdom's labour market is marked by a relatively low participation rate among foreign professionals. This limitation could hinder KSA's ability to innovate and adapt to a rapidly changing global economic landscape.</span></p>
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<p id="viewer-exrmn41" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-"><strong>Several factors contribute to this challenge:</strong></span></p>
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<p id="viewer-3qwe445" class="HliLS rWHrn ypcKa _3wSyn" dir=""><span class="BF1L-">Regulatory barriers: Stringent labour laws and visa regulations can deter foreign talent from seeking opportunities in Saudi Arabia. This is particularly evident in job roles requiring specialised skills, such as architects, engineers, and real estate developers, who are critical to large-scale real estate projects.</span></p>
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<p id="viewer-rts3548" class="HliLS rWHrn ypcKa _3wSyn" dir=""><span class="BF1L-">Cultural factors: Perceptions of cultural differences and the work environment may also influence decisions by expatriates considering a move to KSA.</span></p>
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<p id="viewer-pupwa51" class="HliLS rWHrn ypcKa _3wSyn" dir=""><span class="BF1L-">Economic diversification: While KSA is investing in various sectors, the current talent pool does not adequately meet the demands of these evolving industries.</span></p>
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<p id="viewer-pxyde53" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">Hintel conducted a survey named &lsquo;<strong>Working in KSA</strong>&rsquo; of over 500 expatriates who have either previously lived or are currently residing in the Kingdom of Saudi Arabia. The findings revealed that 77% of respondents stayed longer than they initially intended, highlighting a strong positive sentiment and numerous reasons for extended residency in the region.</span></p>
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<h3 id="viewer-294n757" class="hBahk KmcSt ypcKa _3wSyn" dir="auto"><span class="Xiplu"><strong><em>&ldquo;My wife was adamant she would never move &ndash; now she&rsquo;s here she loves it!&rdquo;</em></strong></span></h3>
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<p id="viewer-e1wcy59" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-"><strong>Working in KSA anonymous survey respondent.</strong></span></p>
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<p id="viewer-ahqou61" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-"><strong>UAE: A hub for high talent attraction</strong></span></p>
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<p id="viewer-2f58h686" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">In contrast, the UAE has established itself as a magnet for top-tier foreign talent. The country&rsquo;s strategic initiatives and favorable business environment have led to a significant influx of skilled professionals across various sectors. Key factors contributing to this success include:</span></p>
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<p id="viewer-1c59b66" class="HliLS rWHrn ypcKa _3wSyn" dir=""><span class="BF1L-">Open labour policies: The UAE&rsquo;s relatively flexible labor regulations and visa processes make it easier for foreign workers to settle and contribute to the economy.</span></p>
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<p id="viewer-dgcjz69" class="HliLS rWHrn ypcKa _3wSyn" dir=""><span class="BF1L-">Quality of life: With its cosmopolitan lifestyle, advanced infrastructure, and robust safety measures, the UAE offers an attractive living environment for expatriates.</span></p>
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<p id="viewer-dsw7272" class="HliLS rWHrn ypcKa _3wSyn" dir=""><span class="BF1L-">Innovation and technology: The UAE&rsquo;s commitment to innovation has positioned it as a leader in attracting skilled professionals eager to be part of cutting-edge Real Estate developments.</span></p>
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<p id="viewer-pfykb74" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-"><strong>Implications for economic growth</strong></span></p>
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<p id="viewer-lafsi188" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">The disparities in talent attraction and labour force participation between KSA and the UAE may have implications for economic growth in the region.</span></p>
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<p id="viewer-lg33s77" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">For Saudi Arabia: The challenge of limited foreign talent could slow down the Kingdom&rsquo;s efforts to diversify its economy and drive innovation. Addressing regulatory barriers and enhancing the overall appeal of the labour market will be crucial for attracting the expertise needed for sustainable development.</span></p>
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<p id="viewer-8xmq079" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">Contrary to market perception, Hintel's "<strong>Working in KSA</strong>" survey found that 92% of participants rated team inclusivity at 3 or higher. This is notable given the diversity in nationalities and experience levels within the teams, with the majority of respondents expressing a positive outlook on both the work ethic and inclusiveness of their teams.</span></p>
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<h3 id="viewer-hpyld83" class="hBahk KmcSt ypcKa _3wSyn" dir="auto"><span class="Xiplu"><strong><em>&ldquo;The Saudi companies and workforce are all very inclusive, welcoming and friendly&rdquo;</em></strong></span></h3>
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<p id="viewer-4k8lq85" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-"><strong>Working in KSA anonymous survey respondent.</strong></span></p>
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<p id="viewer-0593l87" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">For the UAE: The continued influx of skilled professionals is likely to reinforce the UAE&rsquo;s position as a regional hub for innovation and investment. This could lead to further economic diversification and resilience, ensuring sustained growth in a competitive global landscape.</span></p>
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<p id="viewer-c7zmv89" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">The contrasting labor market dynamics in Saudi Arabia and the UAE highlight the critical role that talent attraction plays in economic development. As MENA countries navigate the complexities of globalisation and economic diversification, fostering an environment conducive to attracting and retaining top foreign talent will be essential. </span></p>
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<p id="viewer-sf9d091" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">Tom Brooks, Country Lead (KSA), commented: &ldquo;I agree that Saudi Arabia's got some work to do when it comes to attracting foreign talent.</span></p>
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<p id="viewer-46id693" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">The regulatory hurdles and cultural factors make it tougher, especially for niche roles in real estate, which we&rsquo;ve seen firsthand.</span></p>
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<p id="viewer-zkz9495" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">That said, the fact that expats are sticking around longer than expected is a good sign once they&rsquo;re settled.</span></p>
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<p id="viewer-cw7jx97" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">As for the UAE, no surprises there &ndash; it&rsquo;s clearly ahead of the game. With its open labour policies and great quality of life, it&rsquo;s a magnet for talent, especially in real estate. They&rsquo;re in a strong position to keep driving growth.</span></p>
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<p id="viewer-sey1099" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">Overall, Saudi will need to ease up on some of the regulations if they want to compete with the UAE on talent attraction.</span></p>
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<p id="viewer-g9rhv101" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">We&rsquo;ve got the expertise to help navigate that, though, and there&rsquo;s room for us to support them in getting the right people on board.&rdquo;</span></p>
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<p id="viewer-io7lo921" class="HliLS rWHrn ypcKa _3wSyn" dir="auto"><span class="BF1L-">Hintel is a talent consultancy, recruitment outsourcing and executive search partner exclusively for Real Estate and Construction, helping your business build and sell the best properties in the world, through the best people. Speak confidently to one of our expert consultants on how to to recruit across the GCC today.</span></p>
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Talent Dynamics in the Middle East: A comparative analysis of Saudi Arabia and the UAE

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