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Ensuring Emiratisation quotas are met
Emiratisation
Here we explore the transformation of a leading financial institution as it navigates the evolving regulatory landscape of the UAE. In alignment with the national Emiratisation initiative, the organization sought to move beyond mere quota compliance, focusing instead on building a sustainable pipeline of high-caliber local talent.
Name of Company
Leading bank in the Middle EastSector
BankingLocation
United Arab EmiratesConsultant
Ahmed Jamal KhanThe Recruitment Challenges Faced
Beyond the quota
- Hard to fill roles: 14 challenging roles
- Target of 8% Emiratisation before 2026: Avoiding severe fines
- Stiff Competition: Intense competition for specialised UAE Nationals in the Banking & Tech
- Niche Skill Requirements: Needed specialists in Digital Banking; IT Risk & Audit Analysis & Digital Transformation
- High-Drop out rate: Internal talent team struggled to find the right candidates. Interviews were secured and offers sent but candidates were declining
Our Process: Resilience & Building Relationships
- Talent Mapping Mapped passive talent : Identify passive talent
- The "50% Rule”: Engaged with every candidate with at least 50% profile alignment to uncover "hidden gems" missed by automated systems.
- Commitment Mapping: Qualified candidate intent and motivations to ensure a "Yes" at the offer stage.
- Pipeline Resilience: Maintained a continuous stream of backup candidates for every role to mitigate risk if a lead candidate exited the process.
The Outcome
The recruitment of these specialists avoiding large monetary fines and provided the niche expertise, ranging from Digital Banking to IT Risk, required to accelerate the bank’s critical digital projects.
- 86% placement success rate
- 95% acceptance to joining rate
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