Saudi Arabia, an appealing destination for healthcare professionals, is experiencing a transformative shift with Saudi Vision 2030, unlocking enhanced opportunities in various private sectors, including healthcare. With a commitment to reduce the unemployment rate from 11.6% in 2016 to 7% by 2030, KSA envisions a dynamic workforce driving economic diversification. While public health organizations remain essential in KSA, there is a necessity to transition towards the private healthcare sector for sustained, long-term impact, offering substantial employment prospects for Saudi nationals and aligning with the broader vision of transforming the nation into a vibrant, knowledge-based economy.
Saudi’s substantial workforce and favorable employer tax environment make it a compelling prospect for global corporate expansion. Understanding Saudi labour laws, which prioritize employee protection, is crucial when building teams.
Top 4 things to know before you start hiring in Saudi Arabia:
1. Saudization/ Nitaqat: For businesses entering Saudi Arabia, understanding the Saudization initiative is crucial. This policy aims to increase employment opportunities for Saudi nationals in key roles. Nitaqat classifies companies according to sector, activities and number of employees, establishing that a certain number of employees must be Saudi nationals.
2. Employee Contract: Saudi labor law mandates individual contracts specifying position, salary, benefits, and termination conditions. A 90-day probationary period allows straightforward termination, with notice periods of 30 days for indefinite contracts and 60 days for fixed-term contracts.
3. Wages and Working Hours: The standard workweek is 40 to 48 hours, with overtime at 150 percent for exceeding 40 hours. Overtime pay applies on Fridays, holidays, and during Ramadan, with a reduced six-hour workday. Compensation includes a base salary and allowances. For Saudization quotas, employees must earn a minimum of 4,000 Saudi riyals monthly, with those earning 3,000 to 4,000 riyals counting as half a national citizen.
4. Anti-discrimination laws and other restrictions: Saudi Arabia prohibits workplace and hiring discrimination. Despite historical gender employment gaps, there have been increased opportunities for women, leading to a fall in the unemployment gap for women to 15.7%. In 2019, legislation removed restrictions, allowing women greater autonomy in obtaining passports, driving licenses, and official documents without male guardian consent.
Top 5 Benefits of hiring a healthcare agency for recruiting in Saudi Arabia
1. Knowledge of the Saudi job market and culture: Recruitment companies provide insights into the healthcare job market and ensure that the hiring process aligns with both regulations and cultural considerations. They provide insights into market dynamics, ensuring hiring aligns with the regulations and healthcare culture. This involves both legal compliance and assessing the candidate’s cultural fit. By prioritizing both aspects, these firms contribute to the formation of cohesive healthcare teams. They guide employers through the intricacies of the healthcare job market with precision.
2. Great candidate Search: Sometimes, an applicant might not be selected after participating in multiple healthcare interview rounds, making them struggle to understand what they need to do in such a situation to succeed. This is where healthcare recruiters come in. With their help, candidates can enhance their image and skillset to appeal to the best employers. Healthcare Recruitment companies look beyond qualifications, taking candidates through assessments, questionnaires, and interviews, leaving only the most qualified candidates for consideration. Additionally, healthcare recruitment agencies have access to a larger group of prospects.
3. Faster hiring process: Top recruiters and advanced tech in healthcare recruitment companies swiftly secure top candidates fit for the role within weeks. They save time by finding the most qualified prospects for the position. After successfully placing someone, these healthcare recruitment companies continue to provide support and valuable insights post-placement, ensuring that businesses stay informed.
4. In-Depth understanding: Healthcare recruitment companies seek to understand hiring requirements thoroughly. Their approach involves not only asking the right questions but also ensuring to inquire about crucial details in preparation for the role. As recruiters engage in weekly interviews, they’ve got practical experience that equips them to ask precise questions needed to identify the ideal candidate for the required position.
5. Streamlined hiring process: Recruitment agencies employ highly skilled recruiters and cutting-edge technology to streamline the hiring process. Their expertise enables swift transaction completion. In scenarios where a business organization urgently requires top-notch skills, recruitment agencies can accelerate the global hiring process, ensuring timely and appropriate hires within a matter of weeks.
Conclusion
If you are looking to hire healthcare employees in KSA, it’s important to understand the intricacies of local workforce dynamics, contractual arrangements, compensation frameworks, work permits and visa process, non-discrimination guidelines and adapt your hiring practices accordingly.
At Real Staffing, we possess extensive knowledge and a deeper understanding of the local dynamics, ensuring a seamless and effective recruitment process tailored to the Saudi market. As your healthcare recruitment partner in Saudi Arabia, we understand your professional, legal, and cultural requirements to match you with the ideal healthcare candidate, so that your business can thrive in this dynamic and promising environment.