Recruitment Trends Archives - Yaqoot Manpower Services

15Mar

Recruitment Agencies and Seasonal Hiring: Why Businesses in Saudi Arabia Need Both

Running a business in Saudi Arabia is exciting—but also comes with some big challenges, especially during busy seasons like Hajj, Ramadan, and the peak tourism months. During these times, the demand for extra workers rises fast, and finding the right people quickly can be tough. That’s where recruitment agencies and seasonal hiring come in. When used together, they can help your business succeed, stay efficient, and grow.

In this blog post, we’ll explain what seasonal hiring is, what recruitment agencies do, and why using both is a smart choice for businesses in Saudi Arabia.

What is Seasonal Hiring?

Seasonal hiring means bringing in extra workers during certain times of the year when business activity increases. These workers help support your permanent team and handle the surge in customers, services, or operations.

When is Seasonal Hiring Needed in Saudi Arabia?

In Saudi Arabia, seasonal hiring often happens during:

Hajj and Umrah Seasons – Millions of visitors arrive for religious pilgrimages, especially in Makkah and Madinah.
Ramadan – Businesses, especially in retail and hospitality, see a big rise in customers.
Summer and Holiday Seasons – Travel, tourism, and entertainment businesses get busier.
Agricultural Seasons – Farms and plantations may need more laborers for harvest or planting times.

Seasonal hiring is temporary, but it plays a very important role in keeping operations smooth.

What is a Recruitment Agency?

A recruitment agency is a company that helps businesses find the right people for their jobs. They are experts in searching, interviewing, and shortlisting candidates. Whether you need someone for a full-time position or a temporary seasonal role, a recruitment agency makes the process easier and faster.

What Do Recruitment Agencies Offer?

Access to Talent Pools – They have large databases of job seekers ready to work.
Pre-Screening Services – They check qualifications, experience, and background.
Time-Saving – Instead of searching on your own, you let the agency do the hard work.
Compliance Help – They ensure hiring follows Saudi labor laws and regulations.

Why Do Saudi Businesses Need Both Seasonal Hiring and Recruitment Agencies?

Let’s explore why using both seasonal hiring and recruitment agencies is not just helpful—but essential.

1. Quick Access to Workers

During peak seasons, time is critical. Businesses can’t afford to delay operations because they don’t have enough staff. Recruitment agencies already have a list of qualified seasonal workers. This means:

You get staff quickly.
You don’t waste time with ads, interviews, and paperwork.
You focus on running your business, not recruiting.

2. Flexibility Without Long-Term Commitment

Seasonal workers help you grow your team when needed—and scale down when things slow. Recruitment agencies make this even easier by handling:

Short-term contracts
Temporary staffing
On-demand hiring

This flexibility is especially important in industries like hospitality, retail, events, and logistics.

3. Higher Quality of Seasonal Hires

When you hire seasonal staff on your own, it’s easy to miss red flags—especially when hiring fast. Recruitment agencies use strong screening methods to ensure:

Workers are skilled and experienced.
They show up on time.
They understand what’s expected of them.

A better seasonal team means better customer service, smoother operations, and fewer problems.

4. Compliance with Labor Laws

Saudi Arabia has strict labor regulations. Hiring seasonal or temporary staff means you must:

Follow visa rules
Provide fair wages
Ensure proper working conditions

Recruitment agencies understand local and international laws. They help your business stay legal, avoiding fines or delays.

5. Industry-Specific Expertise

Not every job is the same. A hotel in Makkah needs different seasonal staff than a farm in Al-Qassim. Recruitment agencies often specialize in:

Hospitality and tourism
Construction
Retail
Healthcare
Agriculture
Events and entertainment

They understand what skills are needed and match the right people to the right roles.

Real-Life Example

Let’s say you run a hotel in Madinah. Every year during Hajj, your rooms fill up. Guests expect top service—quick check-ins, clean rooms, tasty food, and friendly staff.

Hiring seasonal workers like receptionists, cleaners, chefs, and waiters is a must. But searching for them on your own would take weeks.

With a recruitment agency:

You tell them how many staff you need, what skills they should have, and for how long.
They send you pre-screened, ready-to-work professionals.
Your guests are happy, your business runs smoothly, and you stay focused on your core operations.

That’s the power of combining seasonal hiring with a recruitment agency.

Common Mistakes to Avoid

To get the most out of this strategy, avoid these common mistakes:

Waiting too long to hire – Plan early for seasonal spikes.
Choosing a random agency – Pick one with a good reputation and industry experience.
Ignoring contracts – Always have clear agreements with seasonal staff.
Not training seasonal workers – A short training session goes a long way in performance.

Tips for Successful Seasonal Hiring with a Recruitment Agency

1. Start Planning Early – Contact agencies before the busy season begins.

2. Be Clear About Your Needs – Share exact job roles, shifts, skills, and contract durations.

3. Ask About Their Screening Process – Make sure they check backgrounds and experience.

4. Offer Basic Training – Even for short-term roles, a small orientation helps.

5. Create a Positive Work Culture – Treat seasonal workers well, and they’ll perform better.

Conclusion

Seasonal hiring and recruitment agencies are like two strong partners that help businesses thrive—especially in a fast-moving place like Saudi Arabia. Whether it’s Hajj season, Ramadan, or any other peak period, having the right people at the right time can make all the difference.

By using recruitment agencies to support your seasonal hiring needs, you save time, ensure quality, stay compliant with the law, and boost your overall business performance.

If you’re a business owner in Saudi Arabia looking to prepare for the next busy season, don’t wait until the last minute. Partner with a trusted recruitment agency today and build your dream seasonal team with confidence.

13Mar

Top Recruitment Trends Shaping the Saudi Job Market in 2025

Saudi Arabia is changing fast. With Vision 2030 guiding the country’s goals, the job market is growing, evolving, and opening up new doors for people. Companies are hiring in new ways, looking for different kinds of workers, and using smarter tools to find the right talent.

If you’re wondering what the future of jobs looks like in Saudi Arabia, this blog will help you understand the top recruitment trends shaping the market in 2025.

Let’s dive in.

1. More Jobs for Saudi Nationals (Saudization)

One of the biggest trends in 2025 is Saudization—a national plan to give more job opportunities to Saudi citizens. The government wants local talent to play a bigger role in building the country’s future.

Many companies now must hire a certain number of Saudis, especially in sectors like retail, healthcare, hospitality, finance, and engineering. As a result:

Employers are investing in training local workers.
Job fairs and career events for Saudis are becoming more common.
Companies offering growth and development programs are attracting more local talent.

This means more chances for young Saudis to find good jobs close to home.

2. Tech Is Changing How Companies Hire

Recruitment in Saudi Arabia is becoming more high-tech. In 2025, technology plays a big role in how companies find and choose employees.

Some of the tech tools being used include:

AI-powered software to scan and rank resumes.
Online video interviews to save time.
Recruitment apps that match candidates to jobs quickly.
Data analytics to track hiring success and predict future hiring needs.

This makes the hiring process faster, smarter, and more accurate.

3. Remote Work Is Here to Stay

Before COVID-19, most jobs in Saudi Arabia were done at the office. But now, many people are working from home or doing part-time remote work.

In 2025:

More companies offer hybrid work options (a mix of office and remote work).
Jobs in IT, marketing, customer support, and education are more likely to be remote-friendly.
Employees now ask for flexible schedules and better work-life balance when job hunting.

Recruiters who offer remote or hybrid roles are finding it easier to attract top talent.

4. Mega Projects Are Creating New Opportunities

Saudi Arabia is building some of the world’s biggest projects—like NEOM, The Red Sea Project, Qiddiya, and AMAALA. These projects are not only exciting, but they also create thousands of jobs in construction, engineering, hospitality, tourism, and technology.

Recruiters now focus on:

Finding skilled workers for short- and long-term contracts.
Hiring multinational teams who can bring global experience.
Partnering with manpower agencies to meet demand quickly.

These mega projects will continue to shape the job market well beyond 2025.

5. A Bigger Role for Women in the Workforce

More women in Saudi Arabia are now joining the workforce than ever before. In 2025, this trend is growing stronger.

Thanks to new laws and policies:

Companies are encouraged to hire more women, especially in healthcare, education, banking, and retail.
There are better maternity benefits and workplace facilities for women.
Remote jobs and flexible hours make it easier for women to work.

Recruitment teams now create diversity plans to include more women in leadership and entry-level roles alike.

6. Hiring for Skills, Not Just Degrees

In the past, having a university degree was very important to get a good job. But now, more companies in Saudi Arabia are focusing on skills over certifications.

In 2025:

Employers want people who can do the job well, whether they learned it in school or not.
There’s a rise in online courses, bootcamps, and training programs that help people gain the skills they need fast.
Jobs in tech, customer service, logistics, and creative fields are open to skilled workers without formal degrees.

This trend makes it easier for young people, career changers, and non-traditional learners to get hired.

7. Green Jobs Are on the Rise

Saudi Arabia is focusing more on sustainability and protecting the environment. This means new types of jobs are becoming popular—often called green jobs.

These include:

Solar energy technicians
Environmental engineers
Waste management experts
Green building specialists

Recruiters are now looking for people who understand clean energy, recycling, and sustainable practices. As Saudi Arabia invests more in its Green Initiative, this trend will grow even stronger.

8. More Focus on Soft Skills

It’s not just technical skills that matter anymore. In 2025, employers want people who are:

Good at communicating
Great at problem-solving
Able to work in a team
Strong in time management

These are called soft skills, and they are just as important as knowing how to use software or machinery.

Recruiters often ask questions during interviews to check for soft skills—and even give small tests or group activities to see how candidates behave.

9. Faster, More Personalized Hiring Process

Nobody likes waiting weeks to hear back from a job interview. In 2025, speed matters.

Recruitment teams are:

Responding faster to job applications.
Giving feedback earlier.
Offering personalized messages instead of copy-paste emails.

Many companies in Saudi Arabia now focus on giving a better candidate experience—because a happy candidate is more likely to accept a job offer and speak positively about the company.

10. Recruitment Agencies Are More Important Than Ever

With all these changes, recruitment agencies are playing a bigger role in helping companies find the right people.

In 2025, top agencies in Saudi Arabia:

Use modern tech tools to find talent faster.
Understand local rules and Saudization requirements.
Provide staffing solutions for both permanent and temporary needs.
Help international companies hire workers for mega projects.

Employers trust agencies to save time, reduce hiring costs, and find talent that fits the company culture.

Final Thoughts

The Saudi job market in 2025 is dynamic, digital, and full of potential. As Vision 2030 brings massive changes to the economy, hiring practices are evolving to keep up.

From Saudization to smart hiring tools, from green jobs to soft skills—recruitment in Saudi Arabia is all about finding the right people, in the right way, for the right roles.

If you’re a job seeker, now is a great time to build your skills and explore new opportunities.

And if you’re an employer or recruiter, staying on top of these trends will help you attract and retain the best talent in this exciting new era.

28Feb

Local vs. Expat Workers in Saudi Arabia: Which Is Better for Your Business?

Hiring the right employees is one of the most critical decisions for any business in Saudi Arabia. Companies often face the choice between hiring local Saudi talent or bringing in expatriate workers. Both options come with their own set of benefits and challenges, and the best choice depends on various factors, including industry needs, budget, regulations, and long-term business goals.

In this detailed and informative blog article, we will explore the pros and cons of hiring local and expatriate workers in Saudi Arabia, key considerations for employers, and how businesses can strike the right balance for optimal workforce management.

Understanding Local Workers and Expat Workers

Local Workers

Local workers are Saudi nationals who are native to the country. They are familiar with the culture, language, and business environment of the Kingdom and are often preferred due to government initiatives promoting Saudization (Nitaqat program).

Expat Workers

Expatriate (expat) workers are individuals who relocate from their home country to work in Saudi Arabia. Companies often hire expats for specialized roles that require unique expertise or for positions where local talent is scarce.

Advantages of Hiring Local Workers in Saudi Arabia

1. Compliance with Saudization Policies

The Saudi government has strict labor laws that prioritize the employment of local talent. Companies that hire more Saudi employees benefit from incentives, including easier business operations and compliance with Saudization quotas, while failing to meet these quotas can result in penalties and restrictions on work permits.

2. Cost-Effectiveness

Hiring Saudi nationals can be more cost-effective than hiring expats. Employers do not have to bear the costs of work visas, relocation, housing, and other expatriate benefits. Additionally, certain government subsidies and incentives are available for companies that meet Saudization targets.

3. Familiarity with Local Market and Culture

Saudi workers have deep knowledge of the Kingdom’s culture, business practices, and customer preferences. This can be highly beneficial for companies operating in industries such as retail, banking, and customer service, where understanding local consumer behavior is crucial.

4. Stronger Community and Customer Relations

Employing local talent enhances a company’s reputation and fosters better relationships with Saudi customers, clients, and regulatory authorities.

5. Long-Term Stability and Employee Retention

Local employees are more likely to stay with a company for the long term, as they do not face visa or relocation challenges. This can reduce turnover rates and improve business continuity.

Challenges of Hiring Local Workers in Saudi Arabia

1. Skills Gap in Certain Sectors

Certain industries, such as oil & gas, engineering, and IT, still face a shortage of highly skilled local workers. In such cases, businesses must rely on expatriates to fill technical roles.

2. Salary Expectations and Employment Benefits

Saudi professionals often expect competitive salaries, benefits, and career growth opportunities, which can increase payroll costs for businesses.

3. Adaptability to International Work Cultures

Some local employees may require additional training to align with global work standards, especially in multinational companies operating in Saudi Arabia.

Advantages of Hiring Expat Workers in Saudi Arabia

1. Specialized Expertise and Global Experience

Expat workers often bring international experience, specialized knowledge, and technical skills that may not be readily available in the Saudi labor market. Industries such as healthcare, construction, finance, and engineering benefit greatly from expatriate talent.

2. Knowledge Transfer and Workforce Development

Hiring experienced expatriates allows local employees to gain valuable knowledge and expertise. This knowledge transfer can help develop the skills of Saudi workers and contribute to long-term workforce development.

3. Flexibility in Workforce Management

Many expatriates are open to short-term contracts, making them a flexible option for project-based roles and temporary staffing needs.

4. Exposure to International Business Practices

Expats bring insights into global best practices, innovation, and business strategies, helping companies remain competitive in international markets.

5. Filling Immediate Skill Gaps

When skilled Saudi workers are not available, expats provide a solution by filling key roles and ensuring business operations continue without disruption.

Challenges of Hiring Expat Workers in Saudi Arabia

1. High Costs and Additional Expenses

Hiring expats involves significant costs, including visa processing, work permits, housing, healthcare, and relocation expenses. These additional expenses can be a burden, especially for small and medium-sized enterprises (SMEs).

2. Saudization Requirements and Government Regulations

The Saudi government is increasingly enforcing labor laws that limit the hiring of foreign workers and encourage the employment of locals. Businesses must carefully manage their workforce to ensure compliance with Saudization policies.

3. Cultural and Language Barriers

Expats may face difficulties adapting to Saudi culture, business etiquette, and language barriers, which can impact collaboration with local employees and customers.

4. Visa and Residency Complexities

Employers must navigate complex visa and work permit requirements, which can be time-consuming and costly. Any non-compliance can result in fines, visa cancellations, and operational disruptions.

5. Workforce Instability

Expat workers may not stay in Saudi Arabia for long periods, leading to high turnover rates and workforce instability. Businesses must have succession plans to address this issue.

Striking the Right Balance: A Hybrid Workforce Approach

Rather than choosing between local and expat workers, businesses should aim for a balanced workforce that leverages the strengths of both. Here are some strategies to achieve an optimal workforce mix in Saudi Arabia:

Workforce Planning – Assess your company’s needs and determine where local talent can be developed and where expatriates are essential.
Training and Development Programs – Invest in training programs to upskill Saudi employees and reduce reliance on expatriates over time.
Diversity and Inclusion Initiatives – Foster an inclusive workplace culture where local and expat employees collaborate effectively.
Knowledge Transfer Programs – Encourage expatriates to mentor and train local employees to build a self-sustaining workforce.
Monitor Labor Market Trends – Stay updated on Saudi labor regulations and industry trends to adapt hiring strategies accordingly.

Conclusion

There is no one-size-fits-all answer to whether local or expatriate workers are better for businesses in Saudi Arabia. The decision depends on factors such as industry demands, budget constraints, Saudization policies, and long-term business objectives.

Businesses that strategically integrate both local and expatriate talent can gain a competitive edge by leveraging the expertise of expatriates while strengthening the capabilities of the Saudi workforce. The key lies in strategic workforce planning, investing in employee development, and fostering a collaborative and efficient work environment.

By making informed hiring decisions, companies can optimize productivity, enhance business performance, and contribute to the Kingdom’s vision of a strong and sustainable workforce.

Get in touch with Yaqoot Manpower Services in Saudi Arbia if you’re looking to find and hire both local or expatriate workers for your business in the kingdom.

26Feb

The Future of Work: Trends in Manpower Supply in Saudi Arabia

Introduction

Saudi Arabia’s workforce landscape is evolving rapidly, driven by economic diversification, technological advancements, and government initiatives like Vision 2030. The future of work in the Kingdom is shaped by shifting labor market trends, increasing demand for specialized skills, and changes in employment models. Understanding these trends is crucial for businesses and job seekers looking to stay competitive in a dynamic environment.

In this detailed blog post, we will explore the key trends shaping manpower supply in Saudi Arabia and how businesses can adapt to these changes.

1. Digital Transformation and Automation

The Trend

Saudi Arabia is embracing digital transformation across industries, increasing the demand for technology-driven solutions. Automation and artificial intelligence (AI) are reshaping job roles, requiring workers to develop digital skills to remain relevant.

Impact on Manpower Supply

Jobs in IT, cybersecurity, AI, and data analytics are in high demand.
Traditional roles in manufacturing and logistics are being automated, reducing the need for manual labor but increasing demand for tech-savvy employees.
Companies are investing in digital training programs to upskill their workforce.

How Businesses Can Adapt?

Encourage employees to participate in continuous learning programs.
Partner with educational institutions to create talent pipelines.
Leverage AI and automation to enhance productivity while ensuring employees are trained to work alongside emerging technologies.

2. Growth of the Gig Economy and Flexible Work Arrangements

The Trend

Freelancing, remote work, and project-based employment are becoming more common in Saudi Arabia, especially in industries like IT, marketing, and consulting. Businesses are increasingly relying on flexible work models to optimize costs and attract top talent.

Impact on Manpower Supply

More professionals are opting for freelance and contract-based roles instead of traditional full-time employment.
Companies are diversifying their workforce strategies by hiring remote talent.
Government regulations are adapting to support freelancers and independent contractors.

How Businesses Can Adapt?

Offer hybrid work models to attract skilled professionals.
Utilize digital platforms to hire freelancers and remote workers.
Develop HR policies that support flexible work arrangements while maintaining productivity.

3. Emphasis on Saudization (Nitaqat Program)

The Trend

The Saudi government continues to implement the Nitaqat program, which requires businesses to prioritize hiring Saudi nationals in various sectors.

Impact on Manpower Supply

Companies are required to meet specific quotas for employing Saudi citizens.
Demand for skilled local professionals is increasing, particularly in finance, IT, and engineering.
Businesses must balance hiring expatriates with developing local talent.

How Businesses Can Adap?t

Invest in training programs to develop local talent for specialized roles.
Offer competitive salaries and career growth opportunities to attract and retain Saudi employees.
Partner with universities and vocational institutions to source qualified Saudi professionals.

4. Increased Demand for Skilled Labor

The Trend

As Saudi Arabia diversifies its economy, sectors like renewable energy, healthcare, logistics, and tourism are experiencing rapid growth. These industries require specialized skill sets that are currently in short supply.

Impact on Manpower Supply

High demand for engineers, healthcare professionals, supply chain specialists, and hospitality experts.
Companies are looking internationally to fill skill gaps while also training the local workforce.
The government is investing in vocational training programs to bridge the skills gap.

How Businesses Can Adapt?

Develop internal training programs to upskill employees.
Collaborate with international recruitment agencies to access specialized talent.
Implement mentorship programs to accelerate knowledge transfer.

5. Rise of Women in the Workforce

The Trend

Saudi Arabia has made significant progress in increasing female workforce participation, with more women entering industries such as finance, healthcare, and technology.

Impact on Manpower Supply

More women are taking on leadership and technical roles.
Businesses are implementing policies to create inclusive workplaces.
The labor market is becoming more diverse, fostering innovation and growth.

How Businesses Can Adapt?

Implement diversity and inclusion initiatives.
Offer flexible work arrangements to support work-life balance.
Encourage mentorship and leadership development programs for women.

6. Focus on Employee Well-being and Work-Life Balance

The Trend

Companies in Saudi Arabia are increasingly prioritizing employee well-being, recognizing that a satisfied workforce leads to higher productivity and retention.

Impact on Manpower Supply

Employees are seeking workplaces that promote mental health, wellness, and work-life balance.
Businesses are offering more benefits such as wellness programs, mental health support, and flexible work schedules.
A strong focus on workplace culture is influencing hiring decisions.

How Businesses Can Adapt?

Create a positive work environment with employee engagement initiatives.
Offer wellness programs and mental health resources.
Encourage open communication and feedback to improve workplace satisfaction.

Conclusion

The future of work in Saudi Arabia is undergoing a transformation, influenced by digitalization, evolving employment models, and government policies. Companies must adapt by embracing technological advancements, developing local talent, and offering flexible work arrangements. By staying ahead of these trends, businesses can build a resilient workforce that drives economic growth and innovation in the Kingdom.

For companies looking to navigate these changes effectively, partnering with a professional manpower agency in Saudi Arabia can provide expert guidance and access to top talent in a competitive market.