The Gulf region is seeing an unprecedented demand for hospital and medical services due to an enormous increase of population, huge healthcare budgets and heavy investments in the sector.
Among the GCC countries, the UAE plays certainly a crucial role. Its healthcare market is projected to reach $19.5 billion (Dh71.56 billion) by 2020 and the country is likely to see an increase in demand for the number of hospital beds at nearly 3 per cent every year, according to recent figures released by Alpen Capital’s GCC Healthcare Industry report.
But in spite of the many positive steps taken to continually upgrade and meet the international standards, the industry is set to face a number of daunting challenges in the upcoming years. In particular, the dearth of local supply calls for innovative strategies and renewed efforts addressing both the recruitment and retention process to attract national talents and keep them on-board. Here three ways that can help you hire (and retain) top talent in the healthcare sector of the UAE.
The fact that the young generations of today will be the leaders of tomorrow is nothing new. Indeed, much has been said on how to bridge the university system with the corporate world and address the younger generations. But is reaching a young audience that easy? For sure, it requires a well-designed strategy and multi-faceted approach. A great move to succeed in that, gain attention and raise interest among youth is sending representatives of your healthcare company to talk to students. In this way, you can describe ins and outs of the industry and draw career prospects offered by your company.
Bayt.com provides you with a series of shortcuts to save time, and recruiting costs, too. CV Search is a tool specifically designed to speed up your research and make well-informed decisions, opening up a window of qualification criteria – including age and location – to best narrow down your pool of young talents. To further deepen your research, you may want to get a stronger sense of what your potential hires are actually able to do and what their skills really are. Then, what will give you a leg up is Bayt.com Test, a virtual platform where you can have candidates fill out questionnaires or scored tests as part of the application process for quick assessment.
Employer branding has recently grown in popularity as an immediate way to reflect the company culture and a powerful self-selection tool of quality candidates. Yet the vast majority of healthcare organizations fall short on accomplishing this task as they tend to overlook its potential in terms of attracting top talents. But there are some easy steps you can take today to make an impact tomorrow, and your recruitment department will thank you for that. Evaluate your current employer branding, do an honest assessment of your organization, make your own market research and write down a few action points. What does your company stand for? What are your missions and values? What makes working at your company that special? Starting from these simple questions you will be able to build a powerful employer brand. Once you have a clear picture in mind, Bayt.com Premium Company Profile will help you make it real in a very easy and cost-effective way, showcasing what makes your organization relevant to your target hires from A to Z.
Bayt.com Career Development in the Middle East and North Africa survey, January 2016, highlights a gap between development opportunities offered in companies in the Middle East and the needs of professionals. Overall, 85% of respondents claim that career development is very important to them. Going forward, the survey shows how necessary is for employers to recognize the importance of fostering an environment of growth and putting continuous learning at the forefront of their organization to bring out the best in their employees. Companies in the healthcare sector, too, can retain their top talents by committing energies and budget to learning and development through the implementation of key career advancement opportunities: in-house training departments, allies with special training institutions and universities, external training programs, internal rotational programs and overseas assignments, and many more creative initiatives.
