John Paul Mckerlie, CEO, Iflix

John Paul Mckerlie, CEO for iflix Middle East, sat down with us to talk about the challenges they have faced and initiatives they are using to grow their business in the Middle East

John Paul Mckerlie, CEO for iflix Middle East, sat down with us to talk about the challenges they have faced and initiatives they are using to grow their business in the Middle East.

Iflix offers unlimited access to a crazy huge selection; THOUSANDS of TV shows, movies and more, all waiting for you to hit play. From everyone’s favourite comedies, dramas, K-dramas, Turkish dramas, Bollywood, Nollywood, cartoons, to movies from Hollywood, The UK, Asia, The Middle East and Africa, iflix is at the heart of your entertainment world. Everything at your fingertips to either stream or download. For one low monthly fee, iflix subscribers can watch on their mobile phone, laptop, tablet, and even TV… wherever, whenever.

How was your company’s 2016 performance?

This year was about establishing ourselves, we have built teams across the region, acquired thousands of hours of content, localised our service and technology and launched, and this was just H1. We have seen huge demand for our product and are running to stay ahead of this as we continue to ramp up operations. Ramadan 2016 marked a huge achievement for us when we released our first original content title, and we continue to focus on building more local, original and exclusive content.

We are working closely with Zain in all of its territories to establish best in class delivery capabilities giving customers on the Zain network an unprecedented video streaming experience. There is still lots to do, and our teams are working tirelessly to keep improving, however in review 2016 has been a fantastic and challenging year for iflix Arabia.

What strategic initiatives do you have planned in your business for 2017?

Our business is built around three pillars, content, distribution and marketing. Next year is more of the same and more of all. In 2016, we released our first iflix Arabic Original production as well as acquiring thousands of hours of local and international titles. In 2017, we will dive deeper into all titles and expand on genres that show popularity as well as experiment with new series and movies looking to see if there is untapped demand out there that we can leverage to get ahead.

As an industry, we want to give customers what they want, however we also play a role in discovery and as new titles are released we will test and learn as tastes evolve and trends emerge. We are also revisiting the way we present our product, tracking the way users navigate our menus and how effective we are at surfacing new titles to consumers. Following extensive testing we are making some tweaks that will substantially improve the experience of our viewers. We also plan to bring studios to the forefront and 2017 will be about how we can collaborate better to offer more and develop a stronger business together.

With distribution and marketing, our deep collaboration with Zain gives us enormous potential. We have put plans in motion to find new ways to reach their 55mn customers and capitalise on the insights that they already have. We are investing in more big data initiatives and our ambition is to tie this together with Zain to build better predictive engines, better customer targeting as well as to help define our content acquisition strategies.

What new technologies do you see having the most impact on your sector over the next 3 years?

There are a number of technology trends that will impact our business. At iflix we focus on mobile devices and mobile delivery networks. Emerging markets are consistent in so far as fixed networks are typically absent or have minimal footprint. This means we need to optimise for mobile network delivery. As mobile access technology gets better then so does our customers experience. 5G is now being tested in the region, Zain having recently announcing its trials in Kuwait. While 3 years may be ambitious for 5G, we do see networks improving across the board. With these improvements, we see opportunity; either to compete with traditional media channels or by reaching new pockets of population that were previously unserved.

Another development in the industry is around compression. Delivering higher quality images at lower bandwidth is good for everyone. As the newest compression technology (HEVC) slowly becomes the standard, we will be able to serve amazing quality with much poorer connectivity.

More recently I had a conversation with a company that is using peering technology to reduce the distance that our content needs to travel before it reaches its consumer. Again, this kind of innovation is transformational in the infrastructure that we use to deliver our service, lowering the cost and improving the experience.

What are you companies plans for growth in 2017?

Over the top (OTT) subscription video on demand is a new industry in a high growth phase. We are riding an explosive growth period and the race is to capture the most at this time. The company growth plans are therefore two-fold; the first is to increase subscribers in the markets where we operate and secondly, to increase the number of markets where we have presence. In 2016 we expanded into MENA and Africa, however within each of these there are a number of markets where we are yet to launch.

What do you see to be the most dominant risks in today’s GCC market?

The GCC is already very competitive for the media industry, with a number of major international players stepping in (such as Netflix and Amazon Prime) as well as some large traditional domestic media players (OSN, MBC and BeIN) and OTT players (StarzPlay and icflix) having already established themselves.

While it’s true that the diversity of the region lends itself well to having a number of niche players, at some point there will be a consolidation. The high volume of players may translate into bidding wars on flagship content titles, however the growth in consumer piracy will place even greater pressure on businesses to manage these content costs carefully.

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David Flemming

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Middle East Telecoms – what will 5G bring?

We discuss the great connectivity opportunities in the Middle East.

Image of 5G and digital

Middle East Telecoms – what will 5G bring?

The Middle East Telecoms market has evolved hugely over the past 20 years. With all the six GCC countries moving from a monopoly to a competitive landscape, all of them area seeing an unprecedented desire for speed and connectivity. With growing populations and a thirst for data, the regions appetite for multiple devices and sim cards is unrivalled.

How will the region keep up?

Rafiah Ibrahim, Head of Ericsson Middle East and East Africa, said, “Our latest Mobility Report reflects how digital technology is fast becoming part of everyday’ s life in region Middle East and North East Africa.  It highlights the rapid uptake of LTE deployments across the region, paving the way for 5G where we are expecting 20 million subscriptions by 2022.  Today, we are working together with our partners to pave the way for 5G across the region and we are already seeing a great interest amongst operators launching 5G plug-ins on existing 4G networks.”

We live in an era of constantly expanding connectivity

Business interactions and personal communications occur at lightning speed all over the world thanks in great part to mobile phones and other wireless devices. However with growing possibilities come growing demands. Employers expect consistent and prompt communication. Families share high-definition videos in addition to simple pictures. 4G networks labor in the effort to keep up with the increasing needs of the cutting edge consumer.

Thankfully, the mobile data industry, especially in the Middle East, is working hard to keep up with these needs. Etisalat CEO, Saleh Abdullah Al Abdooli, says they are paving the way for a 3 billion AED investment in 2017 alone into fibre optics and infrastructure.

Nokia, Huawei and Qualcomm want to put the Middle East on a global stage for launch of 5G services, stressing the need for close partnerships across the ecosystem and improved access to spectrum to ensure the region can compete with Asia and US and deploy networks by 2020.

Nokia’s Noel Kirkadly says “If you want to go fast, go alone. If you want to go far, go together. What brought us 2G, 3G and 4G was a collaborative approach across the industry to standardise solutions,” Huawei’s Heng also advised operators to customise their plans for each network launch. “Build a local ecosystem, you need a partner in the Middle East and local region to build the ecosystem, and build the business model – you need to discuss with partners.”

Enter the 5G network

So named because it is the 5th generation of wireless connection technology, 5G promises upgrades over its predecessor by every metric. Some benefits include:

  1. Years of technological advance and the fourth generation’s implementation of the LTE standard.
  2. LTE, or long term evolution, was previously locked in competition with WiMax to become the variant of choice for cellular networks.
  3. With the victory of LTE comes a razor-sharp focus for future progress.
  4. Increased download speed to a factor of ten over 4G.

How will the introduction of 5G represent that progress?

Firstly and primarily through speed. 4G LTE networks are limited to about 1 gigabit of data download per second at best. This rate is adequate for streaming audio and downloading pictures but struggles with high-definition videos and other high intensity tasks.

Secondly, 5G LTE networks will increase download speeds by a factor of ten, making even the most arduous of online pursuits a breeze. There are other benefits such as low latency, supports the IOT and major global carriers and vendors are invested in it.

The new network will also decrease latency, which is the delay before any data transfer begins. In other words, transfers will be exceedingly fast from start to finish.

Major cell providers are already testing 5G in select locations.

This technology is not likely to be commonly available until 2020, but the next generation of connectivity is at our door.

The Middle East as a whole is very lucky in that is does not have years of old legacy systems to upgrade to ensure it keeps pace with the times and the future looks bright for mobile consumers in this region.

What do you think will happen in the next 3 – 5 years?

Follow MENA Solutions on Linked In and Twitter for more insight into the exciting progress being made in the industries we specialise in.

Article written by David Flemming, Director of MENA Solutions.

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David Flemming

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Jawwy, an STC Company

MENA Solutions pride themselves on client feedback, here what they have to say.

Client

Mandate

Sector

Jawwy, an STC Company

New telecoms launch requiring multiple hires across sales, marketing, finance, HR and digital.

Background

Jawwy, an STC company is a digital telecoms company launched in the Kingdom of Saudi Arabia during 2016. Aiming to be the first digital telecoms company in the world the objective was to hire a number of the world’s leading experts within telecoms and digital. With a mandate from the CEO MENA Solutions allocated the recruitment of multiple roles over a defined period to an Account Manager. The requested positions covered Customer Experience, Finance, Marketing, Sales, Technology, Brand and Strategy.

Jawwy Logo

As a project recruitment business, MENA Solutions has the ability to use its industry wide services to match the needs of any client. We were quick to align ourselves to the client’s needs and source profiles with the view to delivering a cost effective solution.

Our Approach

Our challenge was to provide access to both a local and international recruitment service to ensure we delivered the right breadth and depth of candidates for our client. After considerable consultation, we successfully collaborated with the client, with an agreement and firm commitment to provide a time based and cost effective solution.  MENA Solutions allocated a dedicated Account Manager to the project with the use of our central resourcing function. Based on the agreed timeframes, our project was split into three key components, which were search, interview and onboard the selected candidates.

Scope of Work

  • Rolling contract assignment to deliver across the main commercial divisions of Jawwy.
  • To engage the successfully selected candidates to employment contract acceptance level on an ongoing basis.

Delivery

  • Chief Customer Care Officer
  • Chief Marketing Officer
  • Chief HR Consultant
  • Chief Government relations officer
  • VP Sales Operations
  • VP Accounting
  • VP Social Media
  • UI / UX Developer

Reference from Jawwy – HR Consultant – Haitham Akl

“I’ve had the pleasure of working with MENA Solutions over the past year, during which they have helped me search and recruit very high caliber candidates for senior positions within the GCC market.When we had business together, I found MENA Solutions to be very professional, transparent and well informed in a very supportive way. MENA Solutions is one of the few recruiters I met in the telecommunication field who:

  • Understands the needs and requirements of the client
  • Interviews professionally the potential candidates testing their competencies
  • Helps both companies and candidates meet each other’s expectations

MENA Solutions continues to provide an exceptional service that resulted in the successful hiring of key individuals for my business unit. I would not hesitate to recommend MENA Solutions if you are looking to hire business critical staff.

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Peter Attfield, SVP HR, Future Pipe Industries

Peter Attfield, SVP HR for Future Pipe Industries (FPI) in the Middle East, shares his insights on the economy and his experience of working in the region.

Image of Peter Attfield from FPI

Peter Attfield, SVP HR for Future Pipe Industries (FPI) in the Middle East, shares his insights on the economy and his experience of working in the region.

What is your outlook for the economy in the GCC during 2017?

The most obvious is the continuing issues with the oil price and the lengthy impact on business and consumer confidence this has had. In addition, large job losses in the Oil & Gas and Banking sectors have dented confidence further. Retail sales were slightly down in 2016 and are predicted to be flat in 2017 which is a good indication of the drop in consumer confidence.

Getting paid is another issue for companies in the GCC. Payment cycles are longer as governments and companies manage their cash flow more carefully. In KSA for example, this has driven some companies to the brink of bankruptcy as we have seen in the Construction sector there.

In summary things are tough, but I can see light at the end of the tunnel. I think the level of vision you see across the GCC to diversify away from Oil revenues is the best example of “strategy into action” anywhere in the world and they show no signs of stopping.

Difficult but confident.

What do you see to be the most dominant risks in today’s GCC market?

The number one will be oil price. If the oil price stays depressed then the region stays depressed. The ability of the whole region to diversify will affect the region, especially in Saudi Arabia. For example, what will happen if they don’t progress and achieve their 2030 vision?

The obvious political and social instability in the region, for example Syria and Libya, is contained currently in the home countries, however if that was to ever spread wider it would have a huge impact. It appears to be well contained for now, however this may not always be the case.

I wonder in a world where VAT is coming in February next year and everyone is looking for alternative revenue streams what the wider fiscal impact may be. For example, would you stay here if you were paying 45% tax, I am not sure too many expats would see the region as such an attractive place to work. I don’t see it happening anytime soon, however it is a long term interesting question for the governments in the region.

For me the risks are all in the oil price, political and fiscal space. I also wonder what impact we might see if the more conservative GCC countries suddenly start to relax some of the restrictions currently in place on personal freedom, etc.

Where do you see the areas of economic growth to be?

It’s hard to generalise as all the countries are so different. Take the UAE for example, turning it from an oil dependent nation to a leading tourist and business destination has clearly been a successful move. This brings along with it a huge number of linked benefits for sectors such as Food and Beverage, Hospitality and Retail which all feed off the success of what the UAE has become.

If the Saudi’s are successful in delivering their 2030 vision, they will also see growth coming from multiple non-oil related sources – tourism, new industry sectors (e.g. automotive) and the significant external investments they are making through their sovereign wealth fund.

Qatar are trying to become more of a tourist destination, focusing on the Islamic community. They also aspire to be a go-to location for major sporting events.

However, I do worry about countries such as Oman or Kuwait. When the oil runs out in Kuwait it is hard to see what they will do next as they don’t have any major ancillary industries which will fill the void.

In the end I think there is always going to be growth in this region as there is a concentration of some of the world’s richest people so that will always have an impact.  The Arab community have always been very entrepreneurial traders and there is a lot of innovation happening right now right across the region.

What is the best thing about working in the Middle East market?

I have lived all over the world in my career and been very fortunate to travel for over 30 years now. I don’t think I have had a harder assimilation than coming to the Middle East, whether that be people, culture, business environment, they all have a huge impact. In my particular case the profession of HR here is very different to the western world as well. I generalize as there are obviously some great companies here with leading edge HR practices, but they are in the minority. It is not an easy place to assimilate into.

But that said, I would much rather be here than in Europe or the US right now. Goes back to what I said above about the growth opportunity and mindset here. Despite the problems in the region there is a sense of vibrancy and can-do you don’t find elsewhere.

Compared to the mess which the political systems seem to have become in Europe and the US I also admire the ability of governments in this region to make decisions and get things done. This is not a comment on what is right or wrong in terms of the political system – it is more about the progress that can be made by not having to pay attention to the political machinery that other countries are burdened with.

The best thing for me is the opportunity it brings from a professional stand point. Although you don’t necessarily come here to learn new things professionally it is a great place to give back what you have learnt over your career. You can really impact change in organisations in the region. If you like to build something from scratch it is a great place to be.

What’s the number one rule you have learned during your career?

I will give you two for this as I can’t separate them.

Do what you say, say what you mean and treat others like you would like to be treated yourself. In other words, basic human integrity matters a lot to me.

Secondly, have the courage of your convictions. My advice to my children for example is have a point of view. Be prepared to defend it, debate it. You don’t have to be right all the time but don’t roll over and die. As you get older you need to work out where the “blurry” line is when the battle is lost – but I very much appreciate people with a point of view rather than those without one.

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The Death of RPO Recruitment in the Middle East?

RPO recruitment is dead in the Middle East, we discuss the alternatives.

Recruitment Companies

The death of RPO recruitment in the Middle East

Human Resources and Employment Recruitment are two of the most discussed issues of any growing business. But what is truly the best solution for your organization? Here at MENA Solutions we are striving to provide clients with a new alternative, Project Recruitment.  For those not familiar to recruitment, below we will cover a few of the available solutions and take an honest and open minded look at their pros and cons:

Executive Search

Executive Search is the Rolls Royce of the recruitment world. Often very time consuming and expensive. They charge an upfront fee of $10,000 to $25,000 to begin the initial search and once a candidate is found and hired, they can require the additional balance of the future employee’s first year salary as compensation.  You would typically only use search firms if you have a very specific brief, the need for confidentiality or it is a C Suite role

Pros

  1. Executive Search firms are very methodical in searching for just the right candidate for their clients.
  2. You can expect only individuals with the perfect match to be presented.

Cons

  1. The first pro on this list is actually going to be the first con on this list. Unless you are a hospital looking for a new neurological surgeon, or a law firm seeking a trial court superstar, then chances are you are not going to want to pay the price of a used car just to find a forklift operator.
  2. The recruiting process is long. Some firms out there claim they will find you a list of candidates within 30 days. But the majority of time it can be longer, depending upon certain variables.

Contingent Recruitment

The general idea with Contingency Recruitment is the same as its counterpart above. The slight difference is that the client does not pay an upfront fee, but rather pays between 15-25% of the hired candidate’s first year salary.

Pros

  1. You don’t pay anything in the beginning – no initial fee.
  2. If you shop around carefully, read company reviews, and choose solid companies with already good reputations, you can find really good candidates.

Cons

  1. Contingency firms tend to have many clients so you will have to compete for good talent
  2. You need to spend time with the agency to make sure they understand your culture and this involves investment on your behalf.

Recruitment Process Outsourcing

This form of recruitment is said to be more of a long term partner of your business. In this, they act as an extension of your HR team in managing the whole recruitment process and providing an all-round solution.

Pros

  1. Recruitment Process Outsourcing is an ever acting extension of your company’s employment process.
  2. Pricing is far more flexible, and most firms will work with you to find a payment program that best fits your needs.

Cons

  1. There is always a risk when dealing with recruitment outsourcing versus in-house hiring. If you spend money and time working with a Recruitment Process Outsourcing company, only to find out that the recruit is not a good fit for your organization, you just wasted a lot of valuable resources.
  2. If you do more in depth research, you will find out that in many cases plain old contingency recruitment agencies simply rebranded themselves as being RPO when in fact they are contingency recruitment wrapped in prettier packaging.

Project Recruitment – the right solution for the region

The benefit of a project recruitment solution is the client can take the best parts of all three traditional methods and put it together in a tailored solution.

Pros

  1. Flexible pricing with low engagement fees.
  2. Increased success rate on matching and CV delivery due to one dedicated account manager.
  3. Reduction in overall project costing based on volume and economies of scale.
  4. Reduced time to hire based as project team will scale up and down due to demand.

Summary and solutions

When looking at all the options available, no system is perfect. Whether you keep it old-school with an HR team, or you choose to take the outsourcing journey, the decision to use one of the above options really comes down to your budgetary parameters and what suits you best. Here at MENA Solutions we are aiming to bring clients a tailored solution that takes the best parts from each solution.

We are aiming to bridge the gap between full scale RPO and Project Recruitment to ensure clients’ needs are met, whilst paying attention to the time sensitive and cost sensitivities of the Middle East region.

Follow MENA Solutions on Linked In and Twitter for more insight into the exciting progress being made in the industries we specialise in.

Article written by David Flemming, Director of MENA Solutions.

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4D Consultancy

MENA Solutions pride themselves on client feedback, here what they have to say.

Client

Mandate

Sector

4D Consultancy

8 positions covering functions such as technicians, finance, operations, sales, and customer service operations

Background

Our client, 4D Consultancy, approached MENA Solutions to work in partnership with their leading semi government client from Europe.  Their client designs and implements cutting edge technology solutions for governmental FMCG quality monitoring purposes in the manufacturing industry. The project consisted of 2 phases to launch their Middle East operation, requiring MENA Solutions to source 8 positions in phase 1 and

4D Consultancy Logo

12 positions in phase 2. The roles were unique and specific to their business, focusing on operations, engineering, customer service, sales and finance.

As a project recruitment business, MENA Solutions has the ability to use its industry wide services to match the needs of any client. We were quick to align ourselves to the client’s needs and source profiles with the view to delivering a cost effective solution.

Our Approach

Our challenge was to provide access to a local recruitment service as 4D Consultancy’s client had previously utilized a multi-agency and largely European centric approach. After considerable consultation, we successfully partnered with the client, with an agreement and firm commitment to provide a time based and cost effective solution.  MENA Solutions allocated a dedicated Account Manager to the project with the use of our central resourcing function. Based on the agreed timeframes, our project was split into three key components, which were search, interview and onboard the selected candidates.

Scope of Work

  • To maintain a successful candidate CV supply of no more than 3 CV’s per role, within 4 weeks.
  • To engage the successfully selected candidates to employment contract acceptance level within 12 weeks.

To ensure success, MENA Solutions spent a total of 4 weeks sourcing for Phase 1 with 8 allocated positions. Subsequently we were then able to arrange multiple interview days at both the clients office and our headquarters in Dubai. The result of the above process was the successful delivery of 8 positions within an agreed timeframe of 12 weeks.

Delivery Time

12 weeks

Results

Talent Pool                                         195

CV: IV                                                  2:1

1st IV: Placement                               4:1

Placements                                         8

Client Reference – Tanya Ellis – CEO – 4D Consultancy

In the GCC market, it is often difficult to find a quality recruitment company who you can confidently partner with to ensure you client’s needs are met within the timescales required.  I approached MENA Solutions based upon a history of working with this business and their continual drive to not only meet your needs, but also their focus on customer delight.

This project was no different to the standards and quality of work I have become accustomed to MENA Solutions delivering. Their consultative approach, understanding of market trends and partnership mentality remain second to none in the GCC market.  We are successfully working through the second phase of our project currently and I feel absolutely confident that the entire project will be delivered on time and budget.

I will continue to recommend MENA Solutions to all my clients and personally find the entire team thoroughly enjoyable to work with.

Tanya Ellis, CEO, 4D Consultancy

Tanya Ellis, Chief Executive Officer of 4D Consultancy sat down with us to talk about what challenges and initiatives they are using to grow their business in the Middle East.

Image of 4D consultancy and board room

Tanya Ellis, Chief Executive Officer of 4D Consultancy sat down with us to talk about what challenges and initiatives they are using to grow their business in the Middle East.

4D Consultancy was created to help CEOs push beyond current and future challenges through their people. Challenges may be the result of expansion or diversification strategies, or they may be the result of organic growth previously requiring the implementation of short term solutions. Regardless of how the difficulties you are now facing materialized, our aim is to help you ensure you have the right people strategy to fulfill your vision.

How was your company’s 2016 performance?

2016 was a challenging year for many industries in the GCC resulting in much needed strategic organisation design projects.  4D Consultancy was engaged on multiple programmes working closely with clients to understand their exact challenges, short, medium and long term strategies and building agile structures which enabled them to deliver their desired results whilst maximizing upon the talent within their business.

The year was extremely exciting for 4D Consultancy as whilst the financial difficulties faced by clients was concerning, we were able to drive lean, performance driven solutions into businesses enabling them to recognize some poorly designed structures, lack of recognition of their key A-Players and drive performance based cultures which resulted in exceptional results on clients EBITDA.  In short, whilst top line financial results were decreasing LFL on 2015, our work significantly increased Net Margins proving a strategic people agenda is key to high level business performance.

What is your outlook for the economy in the GCC during 2017?

We see 2017 holding the same level of cautious business decision making as seen in 2016.  This is highly positive as we have seen businesses grow too quickly, often unsustainably and continuously resulting in a growth/decline cycle which is both damaging to their industry and employer brand.

We are also seeing a trend to hire highly qualified and experienced talent into organisations who have proven results in their ability to sustainably grow businesses in the local market and wider geographies.  Diversification is decreasing and companies are now valuing the concept of becoming true specialists in their fields and expanding globally with this focus in mind rather than diluting their core offering.

What strategic initiatives do you have planned in your business for 2017?

We are focused on widening our message to businesses on the true value of strategic HR.  The market has sadly placed ‘people’ in an administrative box with low level impact on organisational performance.  We firmly believe in saturated markets, the USP for businesses to focus on, is their talent and attracting, engaging and retaining the very best in market, globally.  We are focusing on businesses who truly want transformational HR solutions and not only recognize but also value their people and see them as their true path to ultimate financial success.

What do you see to be the most dominant risks in today’s GCC market?

We have seen a trend over the years of accepting average in many parameters.  Average performance, average results, average thinking and average strategies.  Businesses need to focus on being the very best and bench marking themselves against their global competitors rather than the trend to bench mark against local competitors.  Only then will they have the capacity to catapult their business to a market leading organisation on a global scale.

What are you companies plans for growth in 2017

We are comfortable with our performance in 2016 and aspire to similar results in 2017.  We are now seeking some pro bona work and wish to work closer with governmental bodies in order to magnify our wider strategic HR impact in this region.

 

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Marie Nina Louise, HR Director, Automotive

Marie Nina Louise, a leading HR Director for an automotive brand within the Middle East, recently sat down with us to share her insights on a number of topics having an impact on the region.

Image of Marie Louise HRD and automotive and tyres

Marie Nina Louise, a leading HR Director for an automotive brand within the Middle East, recently sat down with us to share her insights on a number of topics having an impact on the region.

What is your outlook for the economy in the GCC during 2017?

On a macro level the market situation is challenging in many sectors, I believe we will see this continue throughout the year. This can of course also mean opportunities, especially if you are cash flow solid and ready to invest in businesses. You can also reap the fruit of quieter time and invest in yourself as an employee.

What do you see to be the most dominant risks in today’s GCC market?

No surprise, but talent shortage is a key issue. The markets grows faster than capabilities, which poses a risk of losing out/slowing down/not being able to capture all the potential. As the region also “normalizes” (packages look different, VAT coming) there is a challenge of managing expectations. I sometimes have very interesting discussions with people who left Dubai some 8-10 years ago and still expect it to look the same as when they left, which is not the case.

Where do you see the areas of economic growth to be?

Long term I still think we will see growth in GCC, as the overall development take place, the purchasing power grows as well.

What is the best thing about working in the Middle East market? It is truly dynamic and diverse. You meet people from all over the world, working beside and with each other. UAE is very progressive as well which is inspiring.

What new initiative are shaping the HR world now?

Being able to address the customers’ needs and views on the company, and align internal efforts to improve the customer experience. Clearly HR analytics as well, but I see many companies still in infancy stage (which is a huge opportunity). In the region, I believe the old Ulrich Model is still under development. I hear feedback on insourcing back operations which was earlier outsourced.

What’s the number one rule you have learned during your career?

I always work with myself and my teams on 3 P and 1 C, Be proactive (d not wait for someone to tell you what to do, they will not), Be pragmatic (reduce waste and think about the end user in whatever you do), Have passion for what you do (as soon as you lose the passion, it is time to do something different) and have Courage (challenge and stand up for what you believe in)

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David Flemming

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Leading Automotive Company

MENA Solutions pride themselves on client feedback, here what they have to say.

Client

Mandate

Sector

A leading automotive company

7 positions covering functions such as sales, marketing, finance and regulations

Background

Our client, a leading manufacturer of tyres globally, approached us to deliver a bespoke recruitment solution that would see them recruit 7 key positions within a 12 week timeframe. The roles covered the major functions of a business including finance, sales, marketing, pricing and regulation and training.
As a project recruitment business, MENA Solutions has the ability to use its industry specific services to match the needs of any client. We were quick to align ourselves to the client’s needs and begin delivering profiles with the view to delivering a cost effective solution.

Image of a car and tunnel and lights

Our Approach

Our challenge was to provide a more effective recruitment process as their experience previously had been one of multi-agency and inconsistent performance. After agreeing with the CEO to provide a time based and cost effective solution, MENA Solutions allocated a dedicated Account Manager to the project with the use of our central resourcing function. Based on the agreed timeframes, our project was split into three key components, search, interview, onboarding.

Scope of Work

To maintain an average of 3 CV’s per role covered, and to ensure success, MENA Solutions spent a total of 4 weeks sourcing for the 7 allocated positions. Subsequently we were then able to arrange multiple interview days at both the clients office and our headquarters in Dubai. The result of the above process was the successful delivery of 7 positions within an agreed timeframe of 12 weeks.

Delivery Time

12 weeks

Results

    • Talent Pool                                         195
    • CV: IV                                                  2:1
    • IV: Placement                                    5:1
    • Placements                                         7

Client Reference – HR Director

We did not have in house capabilities to recruit massively in a short time period, yet we had to increase our capabilities with new recruits and add to the Bridgestone team in MEA. We choose to work with MENA Solutions and are very satisfied with the work done by a highly effective project lead in Ria.

She is able to adjust to our needs as they change and also able to source new candidates when the initial proposed ones do not fit what we are looking for.  As we now look to insource our recruitment efforts, we might still go to McKenzie jones for specific niche needs we have as we find they screen the industry and market efficiently.

Read more of our case studies

Healthcare

The importance of hiring talent in the Healthcare sector has never been harder. MENA Solutions can help find the right people with the right talents.

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Other Blogs

John Paul Mckerlie, CEO, Iflix John Paul Mckerlie, CEO for iflix Middle East, sat down with us to talk about the challenges they have faced and initiatives they are using to grow their business in the Middle East
Vishal Sharma, SVP, Ecolab Vishal Sharma, senior vice president of Ecolab’s Middle East and Africa region, sat down with us to talk about the challenges they have faced and initiatives they are using to grow their business in the Middle East.
Image of Haitham Akl and phone and jawwy Haitham Akl, VP HR, Jawwy Haitham Akl, VP Human Resources of Jawwy sat down with us to talk about what challenges and initiatives they used and how the business is performing today.