15% of GCC firms said to lack talent to achieve 2017 goals

70% of respondents considered flexible working when considering a new role, says Hays report
15% of GCC firms said to lack talent to achieve 2017 goals
Image for illustrative purpose only.
By Staff writer
Mon 12 Dec 2016 01:53 PM

Nearly 15 percent of employers in the Gulf Cooperation Council (GCC) region do not have the talent to achieve their 2017 objectives, according to a report by Hays Recruiting.

Lack of suitable candidates, unrealistic salary expectations and competition from other employers were the top three challenges organisations cited when looking to hire resource, London-based recruiting group said in its salary survey of 2,800 professionals conducted in the fourth quarter 2016.

“While it is not easy, particularly during more challenging market conditions, organisations must review their approach to both talent attraction and retention. They need to understand how their offerings compare to others in the market and identify what they can do to stand out from the crowd” said Chris Greaves, managing director, Hays Gulf Region.

The survey found career development, benefits package, organisational culture, work-life balance and job security to be of relatively equal and increasingly significant importance to employees when considering employment.

Furthermore, another Hays report for top trends for 2017 found 70 percent of survey respondents considered flexible working - active desking and working from home - an important factor when considering a new role.

“There has been a visible increase in the number of learning and development professionals being recruited by organisations, particularly towards the second half of 2016. These professionals are being recruited to upskill workforces, to develop a sense of loyalty from employees and to increase overall resource capability. A win-win situation for both employer and employee” said Greaves.

With regards to career development, 55 percent of GCC professionals said there was no scope to progress in their current organisation while the same number anticipated moving employers within 2017.

“Career development is clearly an important factor yet only one consideration for acquiring and enabling top talent. The relatively high mobility of labour in the GCC region, coupled with increased organisational competition from new market entrants requires employers to be innovative with their talent management techniques, identifying realistic yet distinguishing factors that will attract and retain the very best talent in order to meet objectives for 2017 and beyond” Greaves said.

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