Author: Aspire

In recent years, GCC countries have significantly increased defence expenditures. Focusing on Saudi Arabia and the UAE, we outline their respective defence strategies. The two countries have developed national industrialisation strategies for different reasons. Both are now driving forward ambitious programs to develop local capabilities and ultimately reduce dependence on foreign countries. Saudi Arabia and the UAE are keen to exploit technological leaps in the fourth industrial revolution to revolutionise defence manufacturing, communications, and data sharing. Aiming to create jobs for the local community, working with international firms, and combining local talent and international skills both countries have taken immediate action to support their efforts. The benefits of this are twofold: firstly, it will support the economy and create jobs for people in the local community; secondly, it will ensure that our defence capabilities are developed in a way that is sustainable and ensures that the country has skilled workforce ready to take up these roles.

The UAE and Saudi governments are This is particularly important for Saudi Arabia where its population is expected to double over the next 25 years, creating a large demand for jobs. In addition, both countries want to reduce their reliance on foreign defence imports, which currently account for more than 70%of total military spending.

Globally, defence spending has shrunk since the end of the Cold War, except for countries in the Gulf Cooperation Council (GCC). The GCC spends more than $130 billion annually on defence, 7.9 per cent of global expenditures and exceeding the combined defence budgets of France, the UK, and Italy. The region spent an average of 12 per cent of its government budget on military spending, which was higher than any other region.

According to data from SIPRI’s World Military Expenditure and Defence Transfers Database, between 2006 and 2018 Saudi Arabia increased its defence expenditures by over 300% while the UAE increased its spending by over 600%. These increases are also reflected in an increase in defence imports: between 2010 and 2020 Saudi Arabia doubled its defence imports while the UAE tripled theirs. High levels of defence imports in the UAE at the end of 2020 indicate that the trend will continue in the coming years.

For Saudi Arabia, the long-term vision is to develop its own defence industrial base. This includes developing and supporting local companies that can compete globally in the defence industry. The UAE has a shorter-term goal: it needs to have an effective defence force that can protect itself and its allies against threats. The UAE’s strategy is based on utilising foreign military equipment whilst they can develop their own technology and industrial base.

The two countries have developed national industrialisation strategies for different reasons.

In Saudi Arabia, the defence industry is considered a key part of the country’s economic diversification strategy. As mentioned previously, oil exports are a major source of revenue for the country and have contributed significantly to its economic well-being since the 1970s. However, in recent decades there has been an increasing desire for diversification away from oil production, creating new industries, employment opportunities and revenue streams.

It was therefore determined that developing its own defence industrial capacity would be one way forward for Saudi Arabia to reduce its dependence on foreign suppliers while strengthening its economy as well as military capabilities.

In contrast, while also focused on reducing dependence on overseas suppliers, the UAE has developed its own industrialisation strategy more specifically out of concern that relying too much on foreign-supplied systems could compromise national sovereignty.

Both are now driving forward ambitious defence industrialisation programs to develop local capabilities and ultimately reduce dependence on purchases from foreign countries.

They also want to develop expertise in managing complex projects efficiently, as well as gain access to advanced technology that could be used for commercial purposes in the future.

Saudi Arabia and the UAE are keen to exploit technological leaps in the fourth industrial revolution to revolutionise defence manufacturing, communications, and data sharing.

The rise in regional defence spending has also led to an increase in employment opportunities for locals living in countries like Saudi Arabia and UAE and international talent through joint ventures between local firms and international companies. Saudi Arabia’s defence industry is expected to create approximately 100,000 jobs by 2030.

The defence sector requires engineers and skilled workers in several specialisations. It also requires capital investments, capacity development capabilities and technological knowledge transfer between international partners and local entities. The UAE and Saudi have been taking major steps towards building a local defence industry. These include inviting international companies to invest in this sector; developing the necessary infrastructure; training Nationals to work in the sector; developing technology that can be used by local firms as well as others looking to partner with them; investing billions annually in research projects related to aerospace technologies and working closely with local universities so that they can develop curricula related specifically toward this end goal of creating native talent capable of contributing positively toward building an “international” industry at home.

The UAE has been able to attract an impressive array of international companies to invest in its defence industry. These companies include Lockheed Martin, Boeing, Raytheon, Thales, Saab, L3Harris and Northrop Grumman . They have all agreed to cooperate with local companies to establish joint ventures that will develop the country’s defence sector through collaborative innovation and technology development projects.

Saudi Arabia’s Vision 2030 aims at reducing its reliance on oil revenues by diversifying the economy through industrialisation and modernisation of its infrastructure as well as modernising its defence industry so that it can meet all its security needs domestically rather than relying on imports from abroad.

Both sectors have established national organisations to set priorities, lead programs and coordinate between government entities, armed forces, and industry players.

National industrialisation is now a key pillar in the country’s vision for the future.

The UAE and Saudi Arabia are leading the way in adopting a private-sector-led approach to defence. This approach is based on a clear understanding that local and international companies need to work together to develop and manufacture high-tech military equipment. In doing so, countries can create jobs for their young nationals while also attracting international talents who will contribute towards creating mutual collaboration.

The hybrid working model for cybersecurity professionals is a relatively new concept. The idea behind this type of arrangement is that team members can work remotely while they’re not physically present at their employer’s office but can also meet up in person when necessary. It’s a way of working that combines the best aspects of remote work and in-person collaboration, and it’s gaining momentum as an effective way to bring together teams with members who are spread across multiple locations.

Remote working allows employees to work from home, which can benefit employees with young children or other caring commitments. It also allows them to avoid excessive commuting time and expense by being able to live where they want as well as work where they want – both factors having been shown in studies not only improve productivity but also increase employee satisfaction and reduce stress.

As a cybersecurity professional, you are aware of the benefits that come with remote working. It gives you an edge in today’s globally connected world by creating opportunities for more time flexibility. As an industry leader, time is not just an important commodity to you, it is vital. Though remote working can deliver many advantages, there are also disadvantages that need to be acknowledged to make the right career move.

How To Employ Hybrid Workers In 2022

The advantages of hybrid working are clear—it allows workers to be more productive and efficient while making them feel less isolated. The key is that employers need to think about how they can create a structure that allows for this type of flexibility in the workplace. For example, one company is considering having an office space and allowing employees to work remotely. Another has set up an open-plan office where people can choose their own workstations based on what they need at the time: if they want privacy, they can find a corner; if they want interaction with colleagues, there’s plenty of room for that too.

For hybrid working to be successful, companies will need systems in place for hiring new talent and retaining existing workers who may prefer this type of arrangement over traditional offices or remote working arrangements. Here are some things to keep in mind:
1) You’ll need a solid plan for managing them. It’s not just about making sure that their work gets done—it’s about making sure that it gets done well. That means setting clear expectations for what kind of work they’ll be doing, what time frames they have for getting it done, and how you’ll communicate with them during their time working remotely.

2) Hire based on talent, not experience level or hours worked per week (unless you want someone who works 80+ hours per week). Hiring requires research into candidates’ skill sets, including those unrelated to their job description – it will give you valuable insight into how well they’ll perform in their current position and what other areas they might excel in when given the opportunity.

The isolated workforce and a lack of face-to-face communication are impacting well-being, with almost a third of the workforce feeling lonely every day.

The hybrid model of remote and office-based working is quickly becoming the norm, with a lack of face-to-face communication impacting well-being. Nearly one-third (29%) of workers feel lonely every day, and 42% feel more isolated when they work remotely than when they work in an office. The benefits of this are clear: people who work remotely report higher levels of job satisfaction than their office-based colleagues. Its flexibility also allows you to have a balance between work and life, which can be key for those looking to make their career more fulfilling.

The cybersecurity sector has historically been seen as male-dominated but in recent years there has been an increase in female employees joining the industry thanks to its flexible hours being beneficial for working parents. In fact, there are now over 1 million women working in IT globally – double what it was ten years ago!

Due to the sensitivity of the information handled by cybersecurity personnel, most employers might require a potential employee to be physically present at the workplace to pass a security clearance.

For a person or team to perform their duties, they need to be able to access sensitive data from their company’s networks from a physical location.

The main reason for this requirement is that most cybersecurity companies are required by law to have extremely high levels of security in place when dealing with data—and more importantly, that clients’ confidential information stays confidential. This means that only certain people will be given access to it (e.g., those who work in an office), and even then, only if they’ve passed certain types of background checks and other vetting procedures before being hired at all!

The employees who work on-site are not just more visible but have a greater chance of being promoted. They get recognized for their hard work and dedication, which may lead to promotions within the company or other opportunities within the organization itself.

If you’re working remotely, your manager may not always have an opportunity to see the work that you are doing. For example, if you are working in the office and another employee is working remotely for their entire time at a company, your manager has more opportunities to notice them and see what they’re doing. In this case, it will be easier for them to get promoted because their supervisor can observe what they’ve been working on.

According to the survey, conducted by Harvard Business Review, WFH employees had a 50% lower rate of promotion after 21 months compared to their office colleagues. The study found that the longer employees spent working from home, the more likely they were to be passed over for promotion because they are out of touch with their co-workers. Henceforth, it can be hard to pull off without disadvantaging people who work from home, while onsite workers can more easily cater to executives and win promotions.

Middle East: An Emerging Market for Fast-Track Career Progression

The Middle East is witnessing the emergence of new economies, which have transformed into mature economies like China and India in less than two decades. The region has been witnessing unprecedented growth in the past few years, with a surge in digital technologies and a rise in foreign direct investment (FDI). If you are looking for a career that is fast-paced and offers advancement opportunities, relocating for a cybersecurity job in the Middle East may be the right choice for you. The Middle East cybersecurity market is expected to grow from an estimated USD 20.3 billion in revenue in 2022 to USD 44.7 billion by 2027, growing at a Compound Annual Growth Rate (CAGR) of 17.1% over the forecast period.

This means more opportunities on offer than ever before, where demand continues to increase as businesses become more reliant on digital networks and mobile devices, and as cyberattacks become more sophisticated across heavy industries that result in financial and reputational losses.

As a result, many companies are focusing on expanding their presence in this region to take advantage of the business opportunities available here. The rapid growth has also led to an increase in demand for skilled professionals from all over the world who can help grow businesses in this rapidly evolving region. As a result, there are many opportunities available for people looking for careers in this part of the world.

The Middle East is an emerging market that offers tremendous opportunities for fast-track career progression, compared to other parts of the world where the traditional linear career path still prevails.

The common argument for a remote job is that the employee will have more freedom over their work, and in their life overall. While this is certainly true to some extent, there are many other factors that professionals fail to recognise as the downsides of remote jobs in cybersecurity. Overall, the benefits of remote working need to be balanced against the potentially negative impacts on salary negotiation, face-to-face communication, and professional development opportunities.

Incorporating technology and data in recruitment and selection is the way forward for employers who want to build a high-performing team. Recruiting trends in 2022 are focused on improving the candidate experience, optimising candidate sourcing strategies and improving diversity efforts. Here are some of those trends:

The end of the ‘one-size-fits-all’ candidate experience

The way we communicate with candidates is changing. At the heart of this shift is the fact that candidates have more choices than ever before when it comes to interacting with companies, which makes them more discerning. To get a better understanding of how they want to engage with recruiters, the Daxtra survey showed that 70% of candidates would be happy for recruiters to keep their data on file for up to two years if it led to a more personalized recruitment experience. They also expressed interest in being able to apply for jobs using multiple methods (43 %) and receiving a variety of communication channels from one company (40 %).

Companies that invest in the quality of their candidate hiring experience report a 70% improvement in the quality of hires.

The trend over the last few years showed an increase in candidate-friendly hiring tools such as online application forms, video interviews and resume scanning tools. These innovations reduced time spent on paperwork by making it easier for both sides of the equation. Next step? Make sure these new features are available across all channels so that applicants can choose how they want their application process handled—and so you can learn about their preferences as soon as possible.

Augmented and virtual reality recruitment

Recruiters and hiring managers alike have been increasingly using augmented reality (AR) and virtual reality (VR) technology to attract candidates in 2022. As an example, Jaguar luxury vehicles producer teamed up with Gorillaz to use their mixed reality app as an innovative recruitment tool. The app features a code-breaking challenge designed to test future talent in engineering. Those candidates who excel at Jaguar Land Rover’s recruitment process will be fast-tracked through the recruitment process. This global recruitment initiative aims to add more than 1,000 engineers to Jaguar Land Rover’s workforce via AR.

This means that your recruitment experience will be more interactive, immersive, engaging and fun. You’ll also get a better sense of what the company culture is like through VR tours. It’s a major change to how businesses look for talent that is revolutionizing the recruiting process and inspiring and attracting a diverse range of candidates.

BMW and Johnson & Johnson are two companies that have used virtual reality to simulate a prospective employee’s future working environment. This is especially helpful for organizations hiring remotely, which can allow candidates to feel like a part of the team before even meeting them in person, and the technology can also be used to assess skillsets as part of the recruitment process.

Using diversity and inclusion to drive recruitment efforts

Studies have shown that diverse teams are more innovative and productive. In fact, companies with a diverse workforce can be up to 35% more profitable than their peers. Research also indicates that employees who identify as diverse are better able to adapt and respond to changes in their environment.

For these reasons, diversity has become a key component of a company’s brand identity—and it’s not just about hiring individuals from underrepresented groups anymore; it’s about embracing changes in identity across the board, including academic and professional background, candidates with non-traditional career paths, physical abilities and disabilities, gender, age, and race.

As the world becomes more globalized, it’s important to recognize that what may seem like a barrier to entry for one person might be a non-issue for another. For example, if you’re a woman who grew up in an environment where female leadership was accepted and even encouraged, then taking on a leadership role at work will feel like second nature. On the other hand, if you’re a woman who grew up in an environment where female leaders were few and far between or even looked down upon by those around them, then taking on such an important role can feel daunting.

Companies should take advantage of this opportunity by taking concrete steps toward enhancing their internal culture with diversity initiatives such as employee resource groups or affinity networks; providing flexible office hours for remote workers; incorporating cultural competence training into performance reviews; hiring recruiters who understand how communities outside of traditional professional circles operate; partnering with non-profits working on behalf of marginalized communities where there might be mutual benefit resulting from collaboration between the two parties.

Artificial intelligence will power recruitment and selection

AI, or artificial intelligence, is a technology that will be used to power recruitment and selection in the coming years. It’s also something you’ve probably heard a lot about in the past years. With its rise in popularity, AI has become a buzzword that everyone uses without really understanding what it means.

In simplest terms: AI is software designed to mimic human thought processes and make decisions based on data inputted by humans. These programs are trained using large amounts of data sets (which can include anything from text-based information like resumes or job descriptions to video footage), allowing them to learn the characteristics associated with successful candidates and select those candidates who most closely match the ideal worker profile.

AI can be used for many different aspects of talent acquisition including screening applicants against pre-defined criteria, creating job descriptions based on company needs and requirements, automating parts of applicant tracking systems (ATS) such as resume filtering/sorting and scheduling interviews through an agent interface system (AIS). However, its most powerful application lies within automated decision-making during interviews – where AI can score candidate responses against pre-defined questions to measure their personality traits more accurately than any human could hope for.

Increased focus on soft skills and emotional intelligence

Soft skills are skills that are not easily measured. They include leadership, communication, and collaboration. This is because they are based on personal characteristics rather than technical ability or experience in a particular field. Emotional intelligence is the ability to understand and manage emotions, and it has been proven to make people more successful in their careers due to how it affects their interactions with others.

Often in technical roles like software development or data science where there is a high demand for technical expertise, it can be easy to overlook soft skills like emotional intelligence as unimportant or secondary to more technical abilities. But companies are increasingly recognizing that they need more than just people who know how to code – they need people who can communicate effectively with stakeholders from management down through the ranks of their teams; understand how to manage deadlines when things aren’t working out as expected; aren’t afraid of facing problems head-on; those who are passionate about their organizations’ missions, visions and values and are willing to challenge the status quo.

According to the research conducted by Harvard University, the Carnegie Foundation and Stanford Research Centre 85% of job success comes from having well‐developed soft and people skills, and only 15% of job success comes from technical skills and knowledge (hard skills).

Soft skills fall into two categories: interpersonal and intrapersonal. Interpersonal soft skills include communication, problem-solving, teamwork, leadership, and conflict management. Intrapersonal soft skills include self-awareness and emotional intelligence (EQ). EQ is critical for working with technology especially since many modern jobs require employees to use tools like Slack or Trello to communicate with one another—or even complete tasks using AI technology like IBM Watson or Microsoft Cortana.

Emerging roles for newly remote employees

Remote work is here to stay. While remote working has been a popular option for some time, it’s becoming even more widespread and popular, especially among employers looking to attract talent. Remote workers are often attracted by the flexibility and freedom that remote work affords them. It can be a good fit for many roles in both the tech industry and beyond – particularly those which don’t require face-to-face interaction regularly or are more suited to working independently.

Remote workers may also be drawn by geographic constraints: if you’re based in New York City but want to land a job in Sydney, Australia—and you value being able to support yourself financially while doing so—remote work might allow you to get closer than otherwise possible while still maintaining your independence as an expert who isn’t willing relocate full time from one place to another (or at least not willing yet).

The types of roles that are suitable for this type of work include:

• Software developers who work on large projects requiring collaboration with other developers around the world.
• Designers who create interactive experiences using UI/UX principles.
• Customer service reps who respond quickly while providing excellent customer service over chat or phone calls.
• Accountants who are responsible for overseeing financial transactions across several departments within an organization (e.g., payroll).
• Salespeople whose main responsibility is building relationships via email or phone calls rather than face-to-face interactions
• Highly skilled niche professionals that are hard to find, if you need someone with expertise in a particular field or industry (e.g., technical writer), then it may be difficult to find someone near the office who has all the desired skills. But if they live overseas or in another part of the country, they may be available to work from home.

Key Remote Work Statistics in 2022 show that 77% of workers say that they are more productive working from home.

The benefits of a sustainable work environment for recruitment

Employee retention is a hot topic in the HR world, and it’s something that every company can improve upon. The best way to retain talented employees is to offer them a sustainable work environment. Not only do they say that it attracts talent, but it also helps with employee satisfaction and engagement. A Gallup study found that 71% of workers would consider taking a job with a company they thought was environmentally friendly. Additionally, the cost of providing these benefits will be lower than if you didn’t offer them at all. Did we mention how sustainability can increase productivity too? It does.

Sustainable companies offer competitive salaries, but what makes them even more attractive is their wide range of perks, such as free health insurance, cafeteria food and gym memberships.

Companies will increasingly use data and technology to inform hiring and improve the employee experience.

The candidate experience: Companies will use data to inform hiring decisions, which should result in a better candidate experience. A company that uses data effectively will be able to give candidates a clear picture of where they are in the recruiting process, making it easier for them to decide whether they want to continue pursuing the role. This transparency can help alleviate some of the anxiety associated with waiting for an update on your candidacy or offer, which many job seekers find stressful.

The employer experience: You might think that employers only care about how you match up against other applicants for the job, but there’s much more than just skill sets at play here—they also want their employees (and potential future employees) to feel valued from start-to-finish when working with their company. This means providing feedback after interviews (even if they’re not successful) so that people know exactly what went wrong this time around instead of wondering why nothing came back after submitting applications online several times over several months.

The recruitment industry is at an exciting point in its development, with new technologies disrupting the way we advertise jobs and find candidates. Such developments mean that companies will be able to make better use of their time and resources when hiring new talent into roles that require specific skillsets; this will help them operate more efficiently and achieve higher levels of productivity within their teams. However, these changes also mean that there will be a growing need for trained professionals who can help organisations navigate through this changing landscape successfully: i.e., recruiters!

A step away from traditional oil and gas, a step towards the future.

Saudi Arabia has rightfully earned the reputation of being expertly innovative, eager to adapt, and highly progressive in recent years.

So it’ll come as no surprise that the Middle Eastern country is beginning to be viewed as a global hub for the latest, cutting-edge technology.

Like many countries, Saudi Arabia depended on oil and gas in the past, making the majority of its money through fossil-fuel-based energy. However, that picture is changing rapidly, and the country is now reducing its reliance on traditional energy sources by adopting an entirely new outlook on tech.

This blog post will walk you through the country’s shift away from fossil fuels, its move towards AI, the experimental city of Neom, and what you can do to be a part of Saudi Arabia’s dynamic future.

Known around the world for the record-breaking architecture, traditional souqs, and brunches, the UAE undeniably has a lot to offer both socialites and culture vultures alike. However, there is a whole lot more to consider as the newest expat in town!

In October 2021, the UAE was ranked the 4th best place in the world to live and work as part of the HSBC Explorer Survey.

A world leader in innovation, humanitarian aid and technology to name a few, Dubai is ranked number 23 in the Global Cities Report, up four places from 2020, showing clearly that there are no plans to slow down.

Internationally acclaimed, UAE infrastructure is developing year on year. In 2019 the UAE was ranked 1st regionally and 25th globally in the Global Competitiveness Report 2019. Focusing on the investment in transport infrastructure, EXPO 2020 has given an unparalleled boost to the development, resulting in one of the most advanced transport systems in the world. Combine this with the number one ranking in the following categories: stable macroeconomic environment, mobile-broadband subscriptions, low inflation, debt dynamics and credit gap. It is clear to see that the UAE is pressing forward with its aim to become a world leader across the board.

There is a certain amount of fear where AI and machine learning are concerned. Many employees look at the increasingly innovative abilities of these technologies and worry about their positions and the future of their careers. However, what many people don’t realise is that AI could simplify their daily duties and allow them to grow their careers in the direction they choose. 

The UAE is being fast-tracked to be the next big tech area in the world.

The UAE is being fast-tracked to be the next big tech area in the world.

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