Home / Unlabelled / Why Do We Want To Work Abroad?
26 March 2014
Why do we want to work abroad? Why specifically middle east? What fascinates us when there are good jobs here! We see lot of people in India from various states are migrating to Middle East for better job opportunities and 50% of the people come back saying no suitable profile as per their requirements, difference in job profile as compared to their home country, lengthy recruitment procedure, limited time due to visa issues, salary expectations etc. The rest 50% might squeeze into all the conditions and pass the tests but have difficulty on the job due to working conditions, change in sector but same job profile with added descriptions, strict policies set by the Kingdom for expats etc.
Initially the recruitment market in Middle East was less as compared to that of India. Due to abundant population, the migration started and slowly there was a rise in expectations from applicants in Middle East also. In Middle East, companies give more importance towards previous experience. In India the importance is given more to educational background and then work experience. People in India can plan to work with a company on a longer basis as it’s their home country but that's not the scenario in Middle East. Beyond a particular age limit having an employee in the company is expensive due to visa charges.
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The recruitment process in Middle East is unique as focus is more on previous experience within the territory, out of 100% only 30-40% get jobs here with an experience in India. The job market is focused, since the cost of a training a new employee out of Middle East is more than that of within Middle East. The initial processes to scrutinize applicants are from the usual job portals namely naukrigulf, bayt, monstergulf and so on where we can shortlist applicants. Various companies like Emirates group, Etihad group, Kassab Media, Boeing, Dulsco and other manufacturing companies administer a different interview process to select their applicants. They have a written test round with topics on english, logical reasoning, company information, basic geography, and maths basically testing the applicants IQ. Once the applicant passes the test they have a face to face to interview round to test the basic body language skills, interest towards the job and to know more about them self. After the applicant passes this round they will have a presentation round. Applicants are given a topic on hobbies, based on job role, current news or any general topic to present with a stipulated time. The interviewer will judge on time management, presentation language, ability to explain to the point/sharp, understanding the target audience accordingly. When the applicant clears the interview he/she will have a technical round, in-depth discussion regarding the job role. For example in a manufacturing sector like construction or water company will focus more about designs, understanding about the designs, complexity in a particular project and how to explain in detail to the panel regarding a design. Similarly in IT, Finance, Marketing and other sectors they focus upon deep system/networking knowledge, understanding a balance sheet and explain the contexts regarding the same, how to market a particular product like given a pen/pencil how will they market to their clients and increase the sales for the company and so on. The next round is a series of psychometric tests conducted by a psychiatrist where questions are in detail about the applicant which the interviewer will get a proper understanding about the applicant’s true qualities, skill sets, and hidden potential. Psychometric tests are proved to be very efficient, reliable and usable and result oriented. After this round is the final decision round where all the negotiations about the final offer is decided and a confirmation if the applicant becomes the employee or not.
For recruiting blue collar employees for manufacturing sector they have direct recruitment by the personnel department or on a contract basis for one or two years maximum outsourced by different contractors. Here these contractors provide accommodation; visa and transport, the company will give only a basic amount as salary. As per the government the labor community is very civilized and after getting an employment visa from the company any employee from any sector is allowed to work.
But in India the scenario is totally different they also have lengthy procedures to select applicants Different companies like Google India, Facebook India, Real Image Media etc. have chosen different techniques for recruiting their employees. Their first round is a written aptitude test which includes only English and logical thinking questions. If the applicant is selected a telephonic round is conducted where general details about the applicant as given in the resume and the what he/she says are true or not which includes general information as to hobbies, languages and other interests and achievements. It further continues for logical questions where a general knowledge questions are asked, though there is no right or wrong answer but it is mainly to test the applicant's logical thinking skills for a particular situation for eg: in a TV box of 21" how many table tennis balls can be fit? Based on the thinking around 448 balls can be fit keeping in mind the length and breadth are the same. The test here for a recruiter is to know how the applicant got the answer based on such a logic and their thinking a conclusion is made as to take the applicant tot the next level or not. Basically it depends on the job profile but on a general basis for a fresher, technical round is taken up where the applicant is to know all the details of the concept. Then stress interview round where a situation is given to analyze and accordingly in a stressful situation. After which a psychological round is taken to know about the level of stress of the applicant. This is done a slower rate so as to save time of both and also know how to test the applicant. Finally the applicant's final round will be at the office to ensure the applicant knows the work premises, job profile and co employees. It is where the entire general details about the package, relocation, joining formalities and selection details. After which an offer letter is sent for joining.
Since in both cases there is a long process hence the probability of choosing an applicant is at its best. The aim of a pre-employment evaluation system is to confirm whether the applicant will fit in the organization. Today’s job market is so competitive and complex that without prior selection testing tools it is difficult to make decisions based on resumes, interviews, and references.