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The GCC, with Saudi Arabia at the forefront, is at a pivotal point of transformation. Ventures like NEOM, The Line, The Red Sea Project, and Qiddiya represent more than just infrastructural advancements, they symbolise the country’s commitment to a future shaped by innovation and technological progress.

For consulting firms, this spells a golden opportunity, which could remain a long time after Saudi 2030’s Vision has been realised. The demand for expertise in navigating these changes is substantial. Consulting companies can offer critical guidance in strategic planning, technology implementation, and operational efficiency, all essential in this large-scale transformation.

Whilst many parts of the world continue to go through slow to no growth, the GCC and Saudi provide the opportunity for driven consultants to achieve rapid career growth and exposure to a diverse range of cultures and thinking whilst achieving financial prosperity.

Why Saudi Arabia and Why Now?

Several factors make Saudi Arabia’s current environment ripe for consulting firms:

1. Economic Diversification:  As the Kingdom diversifies its economy, emerging sectors require specialised knowledge and experience, areas where consulting firms excel.
2. Technological Advancements: Projects like NEOM are propelling the country into a future driven by technology. This creates a high demand for technical consulting, especially in cybersecurity, an area where expertise is crucial yet scarce in the region.
3. Growing Market for Consulting Services: As the economy expands and diversifies, so does the need for consulting services across various sectors, creating an ideal market for both new and established consulting firms.

The Cybersecurity Edge

As we witness the rise of AI and cloud technologies in the digital landscape, their integration brings a heightened focus on cybersecurity. The adoption of these advanced technologies by organisations necessitates robust cybersecurity measures to protect against increasingly sophisticated threats. Consulting firms incorporating cybersecurity are crucial in this context. They provide essential services not only in advising and implementing security protocols for AI and cloud environments but also in continuously managing and adapting these measures. This ensures sustained protection in an evolving digital ecosystem, creating ongoing revenue streams and extending the scope of traditional consulting to meet the demands of the AI and cloud-driven era.

Statistics and Forecast for Credibility

According to recent studies, Saudi Arabia’s consulting market is experiencing rapid growth, with a forecasted increase of 12-15% annually over the next five years. Particularly, the cybersecurity sector is expected to grow exponentially, with estimates suggesting a market value of over $5 billion by 2025.

Welcoming New Entrants

Saudi Arabia’s market is not just lucrative for established players, but also for new/young consulting firms. The opportunity lies in specialising in niche areas or offering innovative consulting solutions tailored to the unique needs of the Saudi market.

Impact of Management and Tech Consulting

Consulting firms specialising in management and technology bring a multifaceted impact to the region’s business landscape. They serve as accelerators of digital transformation, guiding organisations in integrating advanced technologies into traditional industries. These firms are instrumental in enhancing operational efficiency, streamlining processes, and improving productivity, which are essential for the region’s new economic ventures.

Moreover, consulting firms play a pivotal role in cultivating a tech-savvy workforce by facilitating knowledge transfer and skills development. This is vital in building a local talent pool capable of driving innovation and entrepreneurship within established companies and among startups.

Additionally, consulting firms help businesses navigate the complex regulatory and cultural landscapes of the GCC, ensuring compliance and smooth operations in a region with unique business practices and regulatory requirements.

Ultimately, the activities of management and tech consulting firms contribute significantly to the region’s economic diversification goals. They bring fresh perspectives, innovative ideas, and the expertise needed to propel the region into the forefront of the global business arena.

Seizing the Moment

Saudi Arabia and the GCC region are presenting unique opportunities for consulting firms, especially in the backdrop of large-scale, tech-centric projects. The region’s shift towards a more diversified and technologically advanced economy creates a demand for expertise in various consulting domains, making this an opportune time for firms to enter or expand in this market

Europe has been making consistent progress in the fields of artificial intelligence (AI) and data science, with a focus on sustainable growth and ethical practices. Among the leading countries in this arena are the United Kingdom, France, Denmark, and Belgium. The following article explores the multifaceted landscape of AI and data science in Europe, delving into technological impacts, job market trends, and the all-important balance of regulation and innovation.

Leading Countries in European AI Innovation

The United Kingdom, Germany, and France have long been the giants in European AI. The UK invests nearly £1 billion annually in AI research, while Germany and France boast of AI patents numbering in the thousands. Despite their smaller size, Denmark and Belgium are making an impact that exceeds expectations. Denmark devotes 1.4% of its GDP to R&D, while Belgium has seen a 15% increase in AI-related jobs over the last two years. Germany is significantly ramping up its AI efforts by nearly doubling public funding to around a billion euros over the next two years, launching 150 new university labs, and expanding data centres. Despite lagging behind global leaders like China and the U.S., the country has doubled its number of AI startups in 2023, aiming to bridge the skills and innovation gap.

AI Capabilities in European Defence

The European Defence Agency is ramping up its R&D efforts to advance defence AI applications, enhancing the region’s strategic autonomy. SIPRI data shows that Europe’s defence spending increased to $331.34 billion in 2021, enabling greater adoption of AI and machine learning technologies.

In Europe, the development of artificial intelligence in the defence sector is being significantly shaped by EU, NATO alliances and regional funding initiatives. NATO membership provides European countries with a solid foundation for AI and analytics development, particularly through collaborative efforts, exemplified by NATO’s $1 billion investment in 2021 for AI strategies in areas like data analysis and cyber-defence. Moreover, the European Defence Fund is contributing major funding to research and capability development in the sector. France is emerging as the key player, expected to dominate the AI analytics market in European defence. Government initiatives and ongoing R&D projects, especially in areas like big data, are fuelling France’s leading role. The French Defence Ministry has been particularly active, taking on substantial projects to advance AI technologies, viewing it as crucial to geopolitical competition.  As a result, France is leading the AI R&D within the European defence community.

Technological Impact: Specialised Expertise and Data Strategy

According to the Federal Planning Bureau, AI adoption and development are particularly strong in sectors that heavily rely on information and communications technology. This includes fields like computer programming, consultancy services, information services, telecommunications, and IT products.

In Europe, specialised expertise in AI is focused on practical applications, including machine learning for healthcare analytics and natural language processing for improved customer service. Investment in these areas goes beyond mere financial commitment, it extends to the development of specific research fields that can offer industry-specific solutions.

When we talk about investment in these fields, we’re witnessing targeted financial commitments aimed at advancing specific fields within AI that have the most direct impact on industries. This targeted investment often involves collaboration with academic institutions, government agencies, and private-sector leaders to create a comprehensive research and development ecosystem.

Top pharmaceutical companies, for instance, are increasingly integrating AI into their research and development efforts. They’re not just outsourcing this work to tech companies but are developing in-house AI capabilities. This is evident from the establishment of specialised AI departments and partnerships with AI tech firms, aiming to accelerate drug discovery and optimise clinical trials, among other applications.

The Surge in Data Migration Roles

As the demand for data-related roles continues to grow, one particular trend that’s becoming increasingly evident is the need for expertise in data migration, specifically from on-premises infrastructure to cloud-based systems. This shift is especially pronounced in the pharmaceutical industry. According to a report by McKinsey, 83% of pharma companies are now in various stages of moving their data to the cloud. This migration is essential for various reasons, including the need for enhanced data security, more accessible data analytics, and the facilitation of remote work. Given the highly sensitive nature of pharmaceutical data, including clinical trial records and patent information, the demand for specialised roles focused on secure and compliant data migration is on the rise.

Pharmaceutical companies are actively looking for professionals who not only have experience with data management but also possess a deep understanding of regulatory compliance, data integrity, and the specific needs of the healthcare sector. These roles are becoming crucial in ensuring that the transition to cloud-based systems is both effective and secure, minimising risks while optimising data utility. As companies continue to adapt to technological advancements, the demand for these specialised roles is expected to remain robust, further emphasizing the ever-changing landscape of employment opportunities in the field of data and AI.

The Rising Demand for Data Scientists and AI Roles

Another noticeable trend in Europe’s AI landscape is the increasing demand for data scientists and AI specialists. Job postings for data scientists have surged by over 50% in the past year alone. While this demand represents opportunities for professionals, it also presents a challenge as educational institutions scramble to produce graduates with the necessary skills.

According to a report by Accenture, 69% of European business executives have identified the lack of skilled talent as a significant barrier to implementing AI technologies effectively. These numbers clearly indicate a pressing issue: there’s a talent shortage in the AI sector in Europe.

Companies are exploring several approaches to address this problem. One strategy is the relocation of professionals. Given the global nature of tech talent, some companies are looking beyond Europe to fill the skills gap. Hiring professionals from countries with strong AI educational programs can be a direct way to bring the necessary skills into the workforce.

Human Capital Development: Education and Reskilling

Europe has made substantial strides in education reforms to accommodate the AI revolution. By 2025, 35% of the workforce is expected to need advanced digital skills, leading to a shift in school curriculums to include AI and data science. Collaboration between academic institutions and businesses is also on the rise, fostering specialised training programs and bootcamps. Government investments in STEM and AI-specific education, as well as initiatives to train teachers in these new disciplines, further underline the region’s commitment to preparing a highly skilled future workforce. These efforts emphasize the importance of lifelong learning to ensure that the workforce remains competitive.

Overall, Europe is managing to maintain a balanced perspective on AI and data development, considering technological strides, societal impacts, and ethical constraints. This diverse approach is setting the stage for a rich and complex future in AI and data analytics across the continent.

A key initiative of the 2030 Vision of Saudi Arabia, the Saudization program aims to reduce the country’s reliance on oil revenue by developing a diversified economy and empowering its citizens through job creation and skill development. This initiative is not only about creating jobs but also about developing a skilled workforce that can contribute to the growth and development of the country.

The Saudization program has opened up opportunities for Saudi citizens in various fields, including engineering, software development, healthcare, hospitality, and many others. By doing so, the government hopes to foster a culture of innovation and entrepreneurship that will enable the country to compete on a global scale.

The Saudization initiative has been a cause of concern for some expats working in the country. However, it is important to note that Saudization is not all bad news for expats in Saudi Arabia. The program has created a more competitive job market, which has resulted in companies offering better salaries and benefits to attract skilled expats. it is crucial to recognise that the program is aimed at achieving a sustainable balance in the workforce, which ultimately benefits both nationals and expats. The growth of the country depends on this harmonious blend of local and international talent, working together to drive innovation and development. As companies vie for the most qualified professionals, they are now more inclined to invest in comprehensive training programs and career development opportunities for their employees, further enhancing the professional landscape in Saudi Arabia. Furthermore, the government has implemented measures to support expats, such as improving the ease of obtaining visas and streamlining the process of setting up businesses. Additionally, expats who have been in the country for a long time and have built strong relationships with their employers and communities are likely to continue to be valued members of society. Ultimately, while Saudization may present challenges, it also presents opportunities for both Saudi citizens and expats to work together towards a more prosperous future.

Saudization in the tech industry

In recent years, Saudi Arabia has been making substantial investments in its digital infrastructure, which has created an abundance of opportunities for tech professionals. According to a report by the Ministry of Communications and Information Technology, the tech sector is expected to create more than 20,000 jobs for Saudis by 2030. Some of the top tech jobs in demand in Saudi Arabia include software engineers, data scientists, cybersecurity experts, and artificial intelligence specialists. Companies such as Saudi Aramco, STC, SABIC and NEOM are leading the charge in attracting top tech talent to the region. Additionally, the government has launched several initiatives to support the development of the tech sector and to provide training programs to help Saudi nationals acquire the necessary skills to succeed in these in-demand jobs. As Saudization continues to gain momentum, the tech industry in Saudi Arabia is poised for significant growth and offers a promising career path for those looking to enter this field.

Saudization in the life sciences sector

Since then, Saudi Arabia has been successfully driving Saudization in the medical and pharmaceutical industries. Locals have been given a preference for roles like medical representatives in order to fulfil this goal. The pool of talent has increased since the beginning of the pandemic, but companies have to think outside the box when recruiting. In Saudi Arabia, people are moving from pharma to medical devices or from healthcare to pharma, and vice-versa. Adaptability and flexibility are critical in markets now, especially for soft skills.

The appointment of a female CEO or medical director in Eli Lilly Pharma company in Riyadh is a significant milestone for Saudi Arabia’s business community. The new CEO is a Saudi national who has no experience in the pharmaceutical industry, but she has proven herself to be an effective leader in her position.

The challenges of Saudization

Hiring managers in Saudi Arabia face several challenges when it comes to Saudization. While there are jobs in Saudi Arabia, many Saudis are accustomed to government-provided jobs with about 66% of Saudis working in the government. One of the biggest challenges is the competition between the private sector and the government to hire nationals. The private sector, which is growing exponentially, has to compete with other companies and the government to attract qualified Saudi workers. This competition often leads to increased salaries and benefits driving up business costs and reducing competitiveness.

Due to the sheer growth of the market and diversification in employment opportunities, there is a lack of qualified candidates. Subsequently, some employers have found that they must train their employees instead of just hiring someone who already has experience in their field. This can be costly and time-consuming for the company, especially if they have multiple positions that need to be filled quickly.

The resource pool is not just about hiring and training but also about attracting and retaining the right talent

Attracting and retaining talent is a key factor in any business and the success of Saudi Arabia’s Vision 2030 initiative. It’s also an important part of Saudization, which aims to increase the number of Saudi nationals working for companies in the country.

To achieve sustainable results, Saudi Arabia will need to address the potential gap in human capital capabilities. This can be achieved by attracting and retaining top talent and effectively developing and upskilling the local labour force.

How to attract talent in Saudi Arabia

Most of the experienced and qualified Saudi Nationals are not actively looking for jobs. You will need to conduct a headhunting search when recruiting for senior-level and C Suite candidates.

Good candidates often refer good candidates. You can ask your Saudi National network for advice on whom you should be connecting with or ask them who they think would be a good fit for your vacancy.

Family plays a significant role in determining the career choices of Saudi Nationals. Employers that enjoy wide public appeal gain a further advantage by winning the endorsement of candidates’ families. The family’s view is largely determined by the company’s public image, as well as the information received from relatives who work for the company.

Often, Saudis are attracted by the prospect of working in a Saudi-majority workplace. They are open to working with other cultures and nationalities, where they can learn, but it is important for Saudi candidates to feel that their culture and values are respected in the workplace.

Communication is crucial

Be sure to keep your candidates informed of the process and ask them open-ended questions about other opportunities they are considering. Candidates complain that official recruiting processes are inefficient, take too long and are extremely impersonal. They prefer updates to come with a personal phone call rather than email. Therefore a business remaining engaged with a candidate during the onboarding process is far more likely to have them join.

Be flexible in areas where skilled workers are in short supply

When recruiting for certain areas of your business, you should keep an open mind regarding Saudi National candidates, as they are in short supply.

Be flexible when considering applicants with less than the required years of experience, you will find Saudi applicants with the tenacity and potential to grow within your organisation.

Take the time to thoroughly assess your applicant’s profile. Along with traditional interview questions about skills, take the time to get to know your applicant. Ask about family ties and other commitments that may affect the job. Saudi culture values family relationships a great deal; understanding these ties is important in understanding the person you are hiring.

Take the time to explore the applicant’s true intentions and motives for wanting to leave their current role.

Be mindful that a lengthy interview process can cause your applicant to lose interest in the role. If the candidate has time constraints, make sure you ask about them.

Certain aspects of the hiring process in Saudi Arabia differ from region to region, so it is important to understand these differences and take them into consideration when setting up a hiring process for your company.

• Notice periods can last for up to three months in Saudi Arabia, so it is advisable to be swift and prompt with all recruitment decisions, tasks, and processes.
• It’s sensible to remain engaged with the candidate between the offer and the start. Candidates are likely being approached by other firms, as well as being counter-offered by their existing employer.
• The company must consider all possible scenarios related to its taxes and the Nitaqat System in order to accumulate realistic timelines and avoid hurried or wrong decisions at the last minute.

How to retain talent in Saudi Arabia

Apart from traditional methods of retaining talents, such as offering flexible arrangements, a sense of belonging and training opportunities, it’s important to consider how you can make your company a place where people want to stay.

Craft reward system

To retain employees, managers should provide benefits other than compensation, like promotional opportunities, bonuses and incentives, and non-monetary benefits, based on their performance.

If the company wants to retain or keep employees for long periods, it should create a reward system that allows them to attain both their personal objectives and organisational goals.

Give feedback on employee performance on a regular basis

Effective performance appraisal systems provide timely feedback on employees’ performance, which can help employees to know about the importance of their performance and their existence in the organisation. Receiving performance feedback on time also indicates that managers pay attention to the work done by the employees and provide assistance on how they can improve their performance, which in turn helps them engage with their work and stay with the organisation.

Recognition and rewards systems are important for every organisation, but they can make a particularly big impact on your remote team.  In fact, Deloitte found that leadership support and recognition are among the top three most effective nonfinancial factors for retention. In today’s “anywhere workforce,” an employer’s gratitude can help to motivate employees to go the extra mile and explain how their hard work helps the organisation. Some companies set up formal rewards systems to incentivise great ideas and innovation, but you can institute compelling recognition programs even if you have a small team or limited budget.

A comprehensive hiring process is a great way to retain employees. Start by ensuring that you are hiring the right people. It’s best not to subject candidates to a long and drawn-out process as it may send them elsewhere. More so, going through interviewing in a way that helps you best understand the candidate and if they possess the right skills for the role or will be able to develop them on the job.

Goals of Saudization and why they matter

This program is important because it addresses important issues like unemployment, economic growth, and gender equality. By increasing the number of Saudis working in different industries, it can help improve the country’s economy and create new jobs for the people. This will also help them reduce reliance on foreign labour and strengthen Saudi’s economy by providing more opportunities for local companies.

The goals of Saudization are important because they help address some major issues facing the country today. According to the Publication results, the Saudi unemployment rate has decreased to 9.7% in the second quarter of 2022, compared to 10.1% in the first quarter of 2022. Encouraging more young people into the workforce can reduce these numbers, which will have a positive impact on the economy and society at large.

The Saudi Vision 2030 plan will not be realised without the right talent in place, which means companies will need to work with their HR teams and recruiters to find workers that meet their hiring requirements. Saudization is an important component of this process, but it should not be viewed as a silver bullet solution or something that can be implemented overnight.

The UAE is a great place to live, work, and raise a family. With its lifestyle, innovation, and growth, it’s no wonder so many people are relocating here. It’s also one of the fastest-growing cities in the world. There are many reasons why education and schooling in the UAE are great for your children. The UAE has one of the best educational systems in the world, with a curriculum that is recognised worldwide for its quality and relevance. When you choose to send your child to school in the UAE, whether it’s private or public, you can rest assured that they will receive a top-notch education that will prepare them for future success.

The school system in the UAE is excellent with many international schools offering diverse curriculums as well as facilities like swimming pools and football pitches. However, some aspects of this system can be complicated to navigate if you don’t know where to start looking for information on schools or what their strengths are compared with other options within the country itself.

The quality of education

In the year of its creation, the federation had fewer than 33,000 members and 74 schools. Today it has more than 1,400 schools across the country and 23 curriculums from which students can choose.

The UAE’s education system is made up of both public and private schools, although 90% of education is provided by private schools. Primary and secondary education is free for all Emiratis and compulsory for boys and girls from age 5 until 15, but non-citizens must pay fees for schooling, public and private.

The UAE has a large number of internationally accredited top private schools, including American, British, Russian, French, and other curricula such as the French Baccalaureate. The curriculum varies depending on the school, but students can expect to take courses in English language, arts, math, and science. Schools also offer Arabic language classes.

The quality of education in the UAE is world-class, with excellent curriculum and teaching methods. Students are very motivated, and hardworking, and seek to excel beyond what is required by the school. Teachers are highly qualified and have a lot of experience with students from many different backgrounds who speak a variety of languages. The school has an excellent history with respect to its alumni: their success after graduating shows that their education was not only good but also helpful in allowing them to reach their potential as individuals.

ADEC is the Abu Dhabi Education Council. It is a government organisation responsible for all educational initiatives from early childhood to higher education in the emirate of Abu Dhabi. The Knowledge and Human Development Authority (KHDA) is the authority that oversees private and public education in Dubai. In addition, the DSIB, a section of the KHDA, evaluates each Dubai school annually. The reports classify schools as unsatisfactory, acceptable, good, or outstanding. Reviewing these reports is where you should begin your research if you’re considering schools in Dubai for your children.

You can find and afford a good school for your kids in the UAE.

You can choose between public schools, private schools, and international schools.

Dubai’s government schools follow the UAE’s national curriculum approved by the Ministry of Education (MoE) and foster academic excellence through a range of learning practices that extend beyond the classroom walls. Public schools in the UAE are funded by the government, and they offer students an excellent education with many opportunities. These schools are open to all students regardless of nationality or religion; as such, they provide a diverse set of extracurricular activities (such as sports) that help prepare students for life after graduation.

In addition to providing students with an excellent education, public schools also provide their parents with an easy way to connect with teachers and administrators if there is ever an issue or concern about their child’s performance at school.

The UAE’s school education structure begins with kindergarten and extends through to secondary school. Most private schools in the country are coeducational; state schools, by contrast, are segregated by gender.

Private schools will generally have smaller class sizes than public schools. This means that your child will have more opportunities to interact with teachers one-on-one, which they may find more comfortable than being surrounded by a large group of students. Private schools also tend to offer more extracurricular activities than public schools. This can provide children with opportunities to explore their interests and develop new ones.

Private schools charge annual tuition fees along with other miscellaneous fees like uniforms, textbooks etc., but most of them offer discounts on these costs if parents make upfront payments.

Amazing educational system

It is true that the educational system in the UAE is among the best in the world. For example, many of the UAE’s schools are ranked among the top 100 schools in the world. This means that your children will get to learn from some of the best teachers in their respective fields.

The curriculum has been designed to meet the needs of students. It is aligned with international standards and designed to give students a global perspective. The curriculum is also designed to prepare students for the future. Education at primary and secondary levels is universal and compulsory up to the ninth grade. The school offers many academic programs, including:

• Preschool
• Primary
• Secondary (High School)
• Post-secondary or college
• Bachelor
• Master
• Doctorate

Extracurricular activities.

The Emirates is sports-centric, and there are plenty of opportunities for children to engage in physical activity. From swimming and soccer to rugby and basketball, kids can participate in a wide range of sports. They may even find their passions in one or two specific activities. This can be an important part of their social lives as well as their physical health and well-being.

Music/dance/art. Depending on the child’s interests, they might have access to music lessons or dance classes at school (or outside school), which could help them develop new skills in these areas.

Language/community service/clubs: Kids will also have opportunities for community service projects that teach about other cultures around the world; clubs that allow them to explore unique interests through hands-on learning experiences; and more.

Wonderful facilities

The schools in the UAE have state-of-the-art facilities. They have modern classrooms and laboratories which are equipped with all the latest technology to make learning fun and easy for students. The libraries too are stocked with well-designed books, magazines and other reading materials that can help students learn new skills. There is also a huge sports area where students can play different games as well as do yoga or other physical activities to improve their health.

International schools in the UAE offer an education system that focuses on developing each child’s personality as well as learning ability.

The UAE has been known for offering excellent academic standards and excellence in the field of education given its multicultural society. The curriculums are designed to allow students to learn to think critically, solve problems, and communicate effectively. This approach is designed to help students develop a global perspective and become successful learners who are able to adapt to the challenges of the future.

International schools in the UAE are also committed to providing a safe learning environment for all students. Students receive individualised attention from teachers who understand that each child has their own unique set of skills and abilities, which will help them succeed in school and beyond. The teachers at these schools are highly qualified professionals who have experience working with children from different backgrounds around the world.

Extra help for your kids.

The schools in the Emirates are known for providing extra help for your kids. This is especially true for students with learning disabilities and physical disabilities. There are special classes, one-on-one tutoring, and even specialised therapists who work with students who struggle with certain academic or social skills. As a parent, it’s important to know that your child will have every opportunity to succeed at school in the UAE no matter what their needs are.

Cultural diversity

The UAE has a multicultural population, with people from all over the world living there. The city is known as a melting pot of different cultures, so you can expect to find schools that are diverse as well. There are many schools that teach in different languages, which is great for parents who want their children to learn more than one language.

This is especially true of expats who bring their families with them when relocating for work opportunities. It’s good to know too that if your family speaks another language at home and school mandates only Arabic classes on top of English ones then you won’t have any trouble finding options where they can continue speaking their native tongue while also learning new ones.

Graduates of the UAE schools go to top universities in the world, such as Harvard, MIT etc.

The high quality of education is another reason why students in the UAE have a bright future. Graduates of the UAE schools go into the Ivy League and top universities in the world, such as Harvard, MIT, Cambridge University, Oxford University and others. These are some of the best universities in the world and students from the UAE schools are well-prepared for university because they have already taken challenging courses at their schools. During your job hunt in the UAE or after graduation, you will see that most employers recognise these prestigious educational institutions as good carriers of talent and knowledge.

The UAE schools have an excellent reputation for academic excellence around the world. Many parents choose to send their children there because they know that even if their kids leave home early for job opportunities or further education, later, they will be ready for whatever comes next!

All in all, the education system of the UAE is one of the best in the world. It offers a safe and convenient environment for your children to grow up in, with top schools and an outstanding curriculum. Graduates of the UAE schools go on to attend some of the most prestigious universities around the world.

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.