As GCC nations increase their focus on nationalization goals, businesses across sectors face growing demands to meet compliance targets. For example, in the UAE, Emiratisation requirements are expected to rise to 10% by 2026, while Saudi Arabia has implemented Sauditization quotas reaching up to 100% for specific industries. This guide offers strategies for GCC businesses aiming to achieve nationalization targets and provides actionable insights for HR leaders focused on efficient, compliant recruitment solutions.
How To Meet Nationalization Targets in GCC?
1. Leveraging AI and Technology for Recruitment
Businesses facing high nationalization quotas and tight timelines can benefit from AI-powered recruitment platforms like Qureos, which assist in identifying talent with specific qualifications and eligibility for national roles. By using predictive algorithms, these platforms enable recruiters to filter candidates based on specific nationalization eligibility criteria, helping streamline compliance efforts without bias. Leveraging technology-driven recruitment solutions, not only speeds up the hiring process but also allows companies to focus on broader growth initiatives by automating initial screening and matching candidates to roles more efficiently.
2. Upskilling and Training Programs for Nationals
Governments across the GCC encourage companies to invest in training programs that equip local talent with in-demand skills. Programs such as the UAE’s Emirati Talent Competitiveness Council and Saudi Arabia’s Human Resources Development Fund (Hadaf) provide resources and subsidies to support this approach. These programs contribute to a skilled, compliant workforce while fostering the professional development of nationals, in line with broader economic goals.
3. Developing Partnerships with Local Educational Institutions
Businesses can partner with universities and vocational institutions to create career pathways for nationals. Many organizations are now establishing internships and entry-level opportunities aligned with academic programs, fostering talent development and aligning with compliance needs. These partnerships help businesses meet nationalization goals while supporting the education system and contributing to local community development.
4. Flexible Employment Models
To meet nationalization quotas, some companies are adopting flexible models, such as part-time roles and remote work, which offer nationals broader exposure across sectors while fulfilling compliance requirements. Flexible employment options enable businesses to attract diverse national talent and meet compliance targets without sacrificing the quality of their workforce.
Government Perspective on Nationalization Goals
The Saudi Ministry of Human Resources and Social Development has highlighted Saudization’s role in creating a “productive and stable work environment” that enhances citizen participation in the labour market and aligns with Vision 2030 goals to strengthen the economic system through localized talent.
By adopting a holistic approach that combines technology, training, educational partnerships, and flexible employment models, GCC businesses can meet nationalization quotas while simultaneously building a skilled and competitive workforce that supports the region’s economic vision.
