How to stay ahead in UAE job market CORONAVIRUS PANDEMIC
A LOOK AT HOW THINGS HAVE CHANGED AND WHAT SKILLS ARE IN HIGH DEMAND AT PRESENT
Assistant Editor
There’s no denying that the coronavirus pandemic is bringing about sweeping changes in the job market in the UAE and around the world. It is not only redefining the way we work, but also the skills that are required to stay competitive while seeking new opportunities.
In an exclusive interview with Gulf News, Rajai Al Khadem, Head of Public Sector at the employment platform LinkedIn (MENA), said, “A typically high-touch human process has suddenly shifted to virtual platforms. Teams are now required to conduct interviews, read tone and body language, and even on-board new hires online.”
Not just that. As Aws Esmail, general manager at the international recruitment firm Marc Ellis UAE, said, “The UAE has been reliant on skillsets from outside the country for a long time, and with the restrictions on travel, many employers are having to fill in the skills shortages by upskilling their current work force or looking at candidates inside the UAE, rather than continuing to bringing talent from outside. We believe now is the perfect time to develop new skills which are relevant to the market needs.”
A look at the new demands under the current circumstances from their points of view:
The LinkedIn perspective
According to Al Khadem, approximately 58 per cent of talent acquisition professionals concur that a major impact of Covid-19 is the transformation of in-person interviews to virtual ones.
“Many companies now have a virtual onboarding process that integrates videoconferencing software, videos, live sessions moderated by facilitators, as well as a new-hires page on company portals, among other digital solutions,” he said.
“In addition, a range of enabling software provides engineering hires with a mentor to take them through a multiweek onboarding process virtually.”
How prime candidates will be filtered out
Accordingly, platforms like LinkedIn have introduced new tools to help job seekers keep pace with new demands.
Its Video Introduction feature, for example, allows hiring managers to request a video introduction of the candidate, giving them a chance to stand out among other candidates with written applications.
“This process can help filter out prime candidates for a role,” said Al Khadem.
Practice sessions with feedback
He said in March 2020, professionals watched over four million hours of LinkedIn Learning content, reflecting a proactive approach by professionals in preparing for the uncertainty.
“We also released an AIpowered interview feedback to privately record a practice interview, following which instant feedback is shared to help refine their performance. This feature helps job seekers practise their interview answers and boosts confidence ahead of a real interview. Once the answers are recorded, the AI feedback will assess the answer delivery and point out words are used and sensitive phrases to avoid.”
Similarly, the Video Introduction feature provides a window into soft skills and mannerisms, and the Skills Assessment tool helps candidates define five extra skills on their profile pages, thereby enabling them to elevate their profiles to recruiters.
A typically hightouch human process has suddenly shifted to virtual platforms. Teams are now required to conduct interviews, read tone and body language, and even onboard new hires online.”
Rajai Al Khadem |
Head of Public Sector at LinkedIn
With the restrictions on travel, many employers are having to fill in the skills shortages by upskilling their current work force or looking at candidates inside the UAE.”
Aws Esmail | General manager at recruitment firm Marc Ellis