to ask about what they would be getting in return as well,” explains Campbell. Nationalisation is at the forefront of Qatar's employment initiatives. Does that really stop a multinational company from hiring the best talent available in this region? According to the Bayt.com `Nationalisationin the GCC' poll – April 2015, 13% of respondents said that their company does not plan on hiring more local talent in the next calendar year.
PMI's diverse global workforce of employees represents more than 100 different nationalities that speak more than 80 languages and come from all corners of the globe. “Diversity is our strength, it is at the core of who we are as an organization, for our aim is to attract, motivate and retain the best global talent,” says Demirbas.
Being originally from the UK, Campbell has been working for PwC in the GCC for the last 15 years. Eighty percent of the new hires last year were Arabic speakers and came from four continents along with 35 other nationalities. Broadly in the GCC region, PwC prides itself on employing 88 different nationalities among the 4000 people they currently have on board. employee that makes the PMI family across the globe. So I could count 82,000 factors that contributed to the success of our organization. In addition, PMI continues its efforts to develop new products; our huge investments in research and development and our commitment as a responsible company to lead the industry in community investment, environmental practices and sustainability, support the communities where our employees live and work. One of our principal goals, for example, is to be a socially responsible company, at both a local and global level.”
“'One firm' strategy in the GCC region and of course the investment in people contributes to our success story,” says Campbell. PwC also goes the extra mile for expats who have just arrived in the country to help them sort out their housing and school issues so employees can be 100 % productive at work. “We bring in fresh graduates every year; last September, 300 graduates were hired which was a 60% increase over the previous year and is a huge outcome that we are proud of; 250 employees were welcomed to the firm on one day. There is nothing like a PwC apprenticeship to work through your career.” New recruits are not just called candidates anymore but are recognized as talents that enter through the firm's door.
According to the Bayt.com `What Makes a Company an Attractive Place to Work?' poll, February 2014, nine of 10 professionals in the Middle East, research a company online before considering a job offer. A further 43% say that they'd love to see more information about a company when applying for a job, such as the company's milestones, latest news, client testimonials, awards, recent activities, and a corporate video. By sharing such successes, companies are able to build both brand association and loyalty among their stakeholders, including current employees and job seekers applying for jobs.
Speaking about Bayt.com's own legacy, Masri says, “We strive for a happy work environment that, in turn, generates productivity and helps us focus on delivering happiness to others. We spend a huge amount of time, effort, and passion, in hiring candidates that will display Bayt. com values who place more importance on ethics and positive value contribution than on productivity. All our managers are also involved in leading and delivering orientation training for all direct reports, and we have a department that produces, reviews, and optimizes training material.”
"Questions asked by a candidate should be well thought out; they should not be confined to a yes-no format, and the candidate should make sure that the questions they ask would give them insight and further information about the company."