How to Source IT Industry Talent in MEA
The Middle East and Africa (MEA) region is experiencing a rapid expansion of the digital economy. MEA is becoming increasingly digital. As a result, the demand for IT industry talent is on the rise. This rise of IT industry talent in the MEA is also attributed to the substantial financial burden that new technologies are placing on companies. Nevertheless, the region needs additional technical professionals who possess more advanced degrees. In the present digital era, it can be challenging for companies to retain and source top-tier IT talent, as they must remain competitive.
Today’s post explores how to source IT talent in MEA and outlines strategies for recruiting and sourcing tech professionals. Let’s find out how to stay fiercely competitive in the technology sector.
IT Industry Talent Demand in MEA
In the Middle East, there is a rapid growth in digital transformation. Businesses from all sectors are making significant investments in emerging technologies to improve consumer engagement and optimize operations. Blockchain, AI, and cloud computing are some of the technologies that are becoming crucial parts of businesses. The need for IT industry talent is growing tremendously as more and more firms go digital. There’s a shortage of skilled tech staff in the area despite the increased demand for software engineers, data scientists, and Al specialists.
Businesses prioritize retraining and upskilling their current personnel in new technologies to enhance digital capabilities. Educational institutions are likewise expanding their STEM offerings to foster domestic IT skills. However, hiring and retaining top tech talent is an ongoing challenge.
Reasons for talent shortage in MEA
Some of the reasons for the talent shortage in MEA are:
Skill gap: Specialized skill sets are required for positions in corporate environments. The majority of the population must undergo training before they can secure employment, as these professions are relatively new. Numerous industries that were previously obscure now play a significant role in the Middle Eastern ecology.
Untapped female potential: Although many companies in the Middle East support women’s empowerment, there is still a lot of untapped female talent.
Geographical aspects: When selecting an opportunity, it is also crucial to consider the preferable job location. The majority of individuals are interested in the potential for increased opportunities in industrialized countries. This could lead to a workforce shortage for businesses that are situated in less desirable regions.
Preference for experienced candidates: It requires time to instruct applicants on the necessary skills. The majority of recruiters prioritize individuals with experience, as certain organizations are expanding swiftly and necessitate immediate filling of positions.
Strategies to Source IT Talent
Here are some of the effective strategies to attract and source IT industry talent in MEA:
1. Craft attractive job descriptions
Attracting the most talented technology professionals to your organization necessitates the development of compelling job descriptions. Develop job descriptions that are both informative and compelling and that clearly define the tasks and opportunities for advancement to captivate the interest of potential IT professionals.
Here is a method for modifying your job descriptions to attract the most talented individuals:
– Select an appropriate employment title to facilitate the understanding of the position by potential candidates
– Outline the reasons why the position is an exceptional opportunity for the candidates, with a particular emphasis on the company’s culture and growth prospects
– Draw the attention of tech-savvy professionals by emphasizing innovative tools and platforms
– Define the roles’ expectations and responsibilities in a clear manner
– Focus on the opportunities for professional growth, benefits, and perks
– Don’t forget to mention the salary range
2. Use talent scouting
Gamification in talent hunting motivates and engages both candidates and recruiting teams. Utilize talent scouting through online gaming communities, as this strategy allows businesses to identify IT industry talent with strong problem-solving and collaborative abilities rather than conducting traditional interviews and skill evaluations.
3. Optimize the hiring process with technology
The IT industry is no exception to technology’s transformation of recruiting methods, which has impacted both HR professionals and companies. Through AI-powered recruiting platforms, businesses can expedite their talent acquisition process and access a global pool of competent experts. These platforms employ robust algorithms and data analytics to facilitate the automation of applicant procurement, screening, and matching, thereby ensuring the hiring of high-quality candidates and reducing costs and time.
Ingenuity and a propensity to experiment with innovative methods are essential for attracting the best tech talent in MEA. Companies that employ these distinctive strategies can distinguish themselves in the highly competitive IT market and recruit the most talented individuals.
4. Offer flexible work arrangement
72% of candidates believe that work-life balance is essential when selecting a job. Remote work and flexible schedules may be attractive to IT professionals who seek work-life balance. Additionally, it enhances productivity and job satisfaction among technical personnel. Moreover, it can also assist in expanding your talent pool by incorporating individuals who are not geographically accessible for traditional office-based employment.
5. Invest in branding
In order to attract IT industry talent, it is imperative to establish a strong employer brand. Companies should actively promote their brands on platforms such as LinkedIn and Glassdoor, with a focus on the opportunities, impact, and ethos of the organization. Additionally, the visibility of the brand is enhanced by sponsoring or participating in local tech and development events. One of the most effective strategies for acquiring new talent is word-of-mouth referrals from current employees.
The Middle East is experiencing increased competition for competent IT industry talent. By following these best practices, businesses can source, hire, and retain the talent they need to prosper in the digital age. Companies will promote themselves as the top locations for ambitious tech people looking to improve their careers by focusing on pay, growth, culture, work, and branding.
Conclusion
The digital transformation in the Middle East is progressing rapidly. It will be imperative to establish a consistent pipeline of local and international IT industry talent in order to encourage the widespread adoption and innovation of technology in the region. In the current digital environment, organizations that are capable of recruiting and retaining top-tier technology professionals will possess a competitive edge. The Middle East has experienced a significant increase in the demand for technical skills due to the rapid expansion of tech start-ups and the ongoing digital transformation of traditional companies. Software engineers, data scientists, UX designers, and IT professionals are in high demand; however, the availability of qualified candidates is restricted.
Arthur Lawrence acknowledges MEA’s accelerated expansion, particularly in the digital sectors, and collaborates as a strategic partner to assist our clients in expediting their digital transformation efforts. Our talent network of over one million management and technology consultants is expanding rapidly, enabling businesses in a variety of sectors to cultivate a competitive workforce for the new economy. Reach out to us for more information.