Gulf Recruitment Process
Recruiting for jobs in the Gulf region (UAE, Saudi Arabia, Qatar, Kuwait, Oman, Bahrain) follows a structured process to ensure legal compliance and successful hiring.
1. Client Requirements & Job Order
Employer Submission: Gulf employers provide detailed job orders specifying positions, qualifications, experience, and salary packages.
Agency Verification: Recruitment agencies in the source country receive and validate these requirements for feasibility.
2. Candidate Sourcing & Screening
Sourcing Channels: Job portals (e.g., Bayt, NaukriGulf), social media (LinkedIn), recruitment agencies, and local advertisements.
Screening: Rigorous shortlisting based on qualifications, experience, and employer-specific criteria.
3. Initial Interviews & Skills Testing
Recruiter Interviews: Preliminary assessments by recruitment teams.
Technical Evaluation: Trade tests for roles in construction, healthcare, IT, etc. Language (English/Arabic) and soft skills assessments.
4. Employer Interviews & Final Selection
Final Interviews: Conducted by Gulf employers via video call or in-person at agency offices.
Selection: Employers choose candidates based on technical fit and cultural alignment.
5. Medical Examination
GAMCA Approval: Mandatory tests at Gulf-approved medical centers to check for infectious diseases (HIV, Hepatitis, TB) and general fitness.
Validity: Medical reports typically valid for 3 months.
6. Visa Processing & Documentation
Visa Types: Work visa (Iqama in KSA, Employment Visa in UAE), residency permits.
Documentation: Passport, attested educational certificates, employment contract, and biometric data submission.
7. Pre-Departure Orientation
PDOS Seminar: Covers Gulf work culture, labor laws, rights, and responsibilities.
Logistics: Flight bookings, accommodation arrangements, and airport pickup coordination.
8. Deployment & Job Placement
Onboarding: Employer assists with residency permits, medical insurance, and workplace integration.
Accommodation: Provided by employer (often shared housing for labor roles).
9. Post-Deployment Support
Agency Follow-up: 3–6 months of support to address contract issues, workplace conflicts, or cultural challenges.
Compliance: Ensures adherence to Gulf labor laws (e.g., wage protection systems).