Sarah Arnold: What are the major trends you’re seeing in the MENA region?    

Mariam Maalouf: In the MENA region, several prominent trends are shaping the landscape of recruitment. There is a noticeable shift towards digital transformation, with organisations increasingly adopting AI-driven candidate sourcing and assessment tools. This move enhances recruitment efficiency and expands the reach of talent acquisition efforts.

Additionally, the COVID-19 pandemic has accelerated the acceptance of remote and flexible work arrangements, prompting employers to offer more flexible options to attract talent cross borders and accommodate changing workforce preferences. Skills-based hiring is gaining prominence, with employers focusing on adaptable skills relevant to digital transformation, such as data analysis and cybersecurity, over traditional credentials. Moreover, diversity, equity, and inclusion (DEI) initiatives are becoming integral to recruitment strategies, aiming to foster inclusive workplaces that reflect the region’s diverse demographics, including people of determination. Lastly, there is a heightened emphasis on employer branding and candidate experience, as organizations recognize the impact of positive recruitment experiences on their reputation and ability to retain top talent. These trends illustrate the MENA region’s dynamic evolution in recruitment practices, driven by technological advancements, evolving workforce dynamics, and shifting employer priorities.  

SA: What key criteria do you individually look out for when judging submissions?   

MM: When judging candidates for these awards, I focus on several key criteria. Firstly, I look for innovation and creativity in talent acquisition strategies, including the best use of technology, diversity and inclusion (D&I) initiatives, and employer branding. Strong submissions should be supported by evidence and examples, demonstrating how specific practices or strategies have been effectively implemented or their impact measured.

Additionally, critical thinking is key, submissions should show the ability to critically evaluate recruitment processes, consider alternative perspectives, and propose informed recommendations. I assess how effectively the team has implemented unique approaches to attract and retain talent while enhancing the candidate experience. Secondly, I evaluate the impact of these strategies on organizational success. Have they resulted in measurable improvements in recruitment metrics or employee satisfaction? Lastly, I consider the scalability and sustainability of the initiatives. Are these strategies adaptable to different contexts, and can they be maintained over the long term? These criteria collectively highlight a team’s ability to drive meaningful change and deliver exceptional results in talent acquisition.
 

“Effective use of technology is a key criterion. Submissions should demonstrate innovative approaches, such as AI-powered candidate assessment.”
 

SA: Can you share any standout submissions from past or current awards? Why did they stand out?    

MM: While I haven’t had the opportunity to be part of last year’s judging panel and have yet to review this year’s submissions for the TA awards, I am eagerly anticipating the chance to see standout examples from organisations across the region.

I look forward to witnessing impressive submissions that showcase innovative strategies in talent acquisition, such as the effective use of AI and machine learning in candidate assessment, as well as creative employer branding initiatives that enhance candidate experience and attract top talent. These submissions not only highlight organizations’ adaptability in adopting new technologies but also underscore their commitment to staying ahead in a rapidly evolving industry landscape. I am excited to learn from this year’s submissions and gain insights into how organizations in our region are setting benchmarks for excellence in recruitment practices. 

SA: What are common mistakes or pitfalls in submissions that entrants should avoid?   

MM: Entrants should be aware of common mistakes or pitfalls in their submissions to enhance their chances of success. Firstly, clarity and relevance are crucial. Submissions should clearly address the given criteria or prompt without ambiguity or vagueness. It’s essential to provide sufficient evidence to support statements, using concrete examples, data, or outcomes to substantiate the effectiveness of strategies. Following submission guidelines meticulously, including adhering to formatting, word limits, and deadlines, is imperative to avoid penalties or disqualification. Using clear and concise language is paramount; overly complex terminology can obscure key points and hinder comprehension.

Originality is also important; submissions should offer fresh perspectives and innovative approaches rather than recycling generic ideas. Moreover, emphasizing the impact of initiatives is crucial, entries should clearly articulate how strategies have contributed to organizational goals or improved outcomes. Planning for sustainability is another critical aspect; proposed strategies should be feasible for long-term maintenance and scalability. Lastly, thorough proofreading to eliminate errors demonstrates professionalism and attention to detail, enhancing the overall quality of the submission. By addressing these pitfalls, entrants can present compelling submissions that stand out in talent acquisition and recruitment initiatives. 

“Evidence matters. Submissions should showcase effective DEI practices.”

SA: What are your predictions for the industry in the next 5 years?  

MM: Over the next five years, significant transformations are anticipated in the MENA region’s recruitment industry. The increasing adoption of digital technologies such as AI, machine learning, and data analytics will streamline processes from candidate sourcing to assessment. The normalisation of remote work, accelerated by the COVID-19 pandemic, will continue shaping recruitment strategies, fostering a more flexible and globally accessible workforce. Diversity and inclusion initiatives will rise in prominence, reflecting the region’s diverse demographics and societal shifts, ensuring that individuals with disabilities have opportunities to showcase their skills and contribute meaningfully to society. 

Additionally, nationalisation empowerment efforts will play a critical role in developing local talent pools and reducing dependency on expatriate labour, impacting recruitment practices across various sectors. Skills-based hiring will prioritise adaptable skills crucial for digital transformation and emerging industries, benefiting both experienced professionals and graduate students entering the job market. The growing gig economy will offer flexible employment options appealing to those seeking autonomy. Employer branding will become increasingly vital as organizations strive to attract top talent by highlighting their values and workplace culture. Regulatory reforms and economic diversification efforts will further influence hiring practices across sectors like technology, healthcare, renewable energy, and education.

Addressing talent shortages and skills gaps will remain a challenge, necessitating continued investments in education and upskilling initiatives. Adaptation to these evolving trends will be essential for organisations seeking success in the dynamic recruitment landscape of the MENA region. 

“The growing gig economy will offer flexible employment options appealing to those seeking autonomy.”  

SA: How do you think the role of the MENA awards contributes to the industry’s growth and development?   

MM: The MENA awards are pivotal in driving industry growth and development by celebrating innovation and excellence in recruitment and HR practices. They serve as a platform to showcase successful strategies, inspiring organizations to improve and innovate. Awards spotlight the hard work and innovation of the team, showcasing the incredible work they do in talent acquisition and resourcing.

“It is not only about celebrating achievements but also about inspiring continuous improvement in attracting and retaining top talent.”

Winning awards enhances organisational reputation and attracts top talent, while knowledge sharing among industry leaders promotes best practices and raises standards. These awards foster a collaborative community, encouraging networking and professional development, contributing to the advancement of the recruitment and HR landscape in the MENA region. 

Mariam Maalouf’s expertise sheds light on the MENA region’s recruitment landscape. As organizations embrace digital transformation, prioritize diversity, and enhance candidate experiences, the industry evolves. The TIARA awards for the MENA region serve as beacons, celebrating innovation and inspiring excellence. With AI, remote work, and inclusion at the forefront, the future promises exciting possibilities for talent acquisition across the region. 

There’s still time to enter our TIARA MENA awards before 16^th August, contributing to setting a new standard of excellence for the staffing community in the region.

Join our campaign to recognise exemplary growth, innovation and leadership here.