en

Jobs

Let our industry specialists listen to your aspirations and present your story to the most esteemed organizations in the Middle East, as we collaborate to write the next chapter of your successful career.

See all jobs

Exclusive Recruitment Partners

Explore the opportunities from a range of organisations that exclusively partner with Robert Walters for their hiring needs.

Learn more
Jobs

Let our industry specialists listen to your aspirations and present your story to the most esteemed organizations in the Middle East, as we collaborate to write the next chapter of your successful career.

See all jobs

Exclusive Recruitment Partners

Explore the opportunities from a range of organisations that exclusively partner with Robert Walters for their hiring needs.

Learn more
Candidates

Together, we’ll map out career-defining, life-changing pathways to achieve your career ambitions. Browse our range of services, advice, and resources.

Learn more
Services

The Middle East’s leading employers trust us to deliver fast, efficient hiring solutions that are tailored to their exact requirements. Browse our range of bespoke services and resources.

Read more
Insights

Whether you’re seeking to hire talent or seeking a new career move for yourself, we have the latest facts, trends and inspiration you need.

See all resources
About Robert Walters Middle East

We always put the interests of our clients and candidates first and aim to find the best fit for the employer and job seeker.

Learn more

Work for us

Our people are the difference. Hear stories from our people to learn more about a career at Robert Walters Middle East.

Learn more

7 ways to create a stand-out recruitment experience

Recruiting top talent can be challenging, but it’s also an essential part of developing your business and meeting its long-term goals.

Improving the way you hire will not only maintain the smooth operation of your business, but also ensure you attract the best talent on the market. To help you hire more effectively, we’ve asked two of our experts for their tips on how to create a stand-out recruitment process.

Write a strong job description

“When crafting the job description, you need to consider what will motivate the applicant to click the ‘apply here’ button,” says Nicholas Jones, senior manager at Robert Walters Dubai. As he explains, a job description should not only make the role stand out but should also be effective in communicating the function and responsibility of the role. “Start with an engaging overview of the role’s major functions written in a language that speaks directly to your ideal candidate,” he adds. “Using advertising platforms can also help in this process, ensuring your adverts are accessible, inclusive and unbiased.”

Take advantage of technology

“Using the latest technology can help revolutionise your hiring process, but don’t just apply new tech for the sake of it,” warns Jonathan Berry, senior manager of Robert Walters. As he explains, many candidates expect a seamless application on a mobile device, from submitting their application to being offered the position. “Every stage of the process should be mobile-friendly, accessible and easy to use. Larger companies could also include self-scheduling interview technology that lets recruitment agencies and candidates schedule interviews at their own convenience.”

Screen effectively

“Screening is an essential procedure in any successful recruitment process, but the correct way of doing it will largely depend on your company, location and the industry you work in,” notes Jonathan. In candidate-short markets and locations where the exact skill set required might not be readily on offer, he says, a more nuanced screening process, in which your recruiter hires for potential, should be employed. “However, if you’re receiving hundreds of applications for every position, you may wish to use pioneering AI chatbot technology, which can rank applicants on their knowledge, skills and experience helping your recruiters identify the best applicants in the shortest time frames.”

Make sure it's impartial

“As human beings we all have biases and, while we may not be able to eradicate these fully, they can be minimised by combining best practice approaches and technology.” According to Jonathan, technological solutions help address the problem of bias by assessing candidates based purely on merit, hiding applicants’ names and gender. “It’s also important to study your own practices and identify where there is bias in your business so you can pinpoint areas to focus impartiality training on,” he adds.

Keep candidates up to date

“No candidate wants to feel like they’re being ignored by a potential employer or that their application has disappeared into a black hole, so communication is key throughout the hiring process,” explains Jonathan. Although there are plenty of application tracking services available these days, Jonathan explains that keeping candidates well-informed doesn’t necessarily need to depend on the latest technology. “While some larger employers will prefer a branded candidate portal with real-time status data, for other companies, a simple call, email or text message with feedback, next steps and timeframes can work just as well.”

Don't keep candidates waiting

“A common mistake made when recruiting new staff is to take too long to make a decision on the preferred candidate,” warns Nicholas. He argues that, after three rounds of interviews, hiring managers should be able to decide on their preferred choice and not leave a candidate waiting. “Although it may depend on how many candidates are still in the process, I would recommend that, at the final interview stage, a decision should be made and the successful candidate informed within two to four days. It’s important to move fast to avoid losing out on top talent and to also ensure your preferred candidate feels valued.”

Find the right recruiter

“A professional recruitment consultant can bring a wealth of industry knowledge and market insight to your hiring process,” Nicholas adds. Candidates will be pre-screened, he explains, ensuring only suitable candidates for the advertised position are introduced to the hiring manager. “A recruitment consultant will also have an extended reach in terms of talent pool, and be able to access high quality, passive candidates who may be more selective or less willing to respond to traditional job adverts.”

Share this article

Related content

Submit a Vacancy
Salary Survey
Hiring Advice
Get in touch

Find out more by contacting one of our specialist recruitment consultants

Related content

View All

Tech tools to help run a smooth remote hiring process

The remote hiring process provides you with an opportunity to present your employer brand in an engaging way and if managed effectively will create a positive impact on your prospective employees. Whilst face to face contact is almost always the preference, right now it isn’t possible, and tech is t

Read More

Tomorrow’s most in demand skills

The global pandemic has disrupted global markets and changed the face of some industries. At the same time, prompted employers to look at the capabilities their workforces will require in the years ahead. That’s particularly timely, given that the World Economic Forum announced in January that “The

Read More

Download the Robert Walters Guide to Remote Onboarding

Is your organisation geared to onboard staff remotely? Experts at Robert Walters have devised a guide to onboarding your staff from home, to ensure your new recruits can add value and be embedded into your organisation from the get-go. Download the e-guide to learn: Why businesses are continuing to

Read More

I'm Robert Walters Are you?

Come join our global team of creative thinkers, problem solvers and game changers. We offer accelerated career progression, a dynamic culture and expert training.