Key2hire Recruitment

ONE PLACE FOR ALL YOUR NEEDS​

Recruitment

Key2hire was established in 2013 and is serving professional recruitment services in the UAE & Middle East. We have developed our  services to be centered around our client’s needs, providing not only the most qualified candidates, but also those who are the best fit for the company and position.

Our recruitment services have a vast network of offices around the globe, and each of our consultants is an expert in the industry or profession we recruit. We use their knowledge and experience to find the best candidates for your vacancies.

We are one of the leading recruitment agencies in the Middle East.

OUR SERVICES

We specialize in providing:

  • Contingent recruitment: 1 to 4 hires
  • Multiple hiring and recruitment: 5 or more hires
  • Executive Search: Headhunting for C-suite and senior roles
  • Contracting: Shorter-term assignments
  • Emiratisation: UAE National recruitment
  • Saudi Arabia: Recruiting national and ex-pat professionals for organizations operating within Saudi Arabia. 

OUR CONSULTANTS WORK ACROSS DIFFERENT SECTORS

Accountancy & Finance
Banking
Construction
Engineering
Facilities Management
Healthcare
Human Resources
Information Technology
Legal
Logistics
Manufacturing
Sales & Marketing
Oil & Gas
Office Support
Procurement
Property.

RECRUITMENT

Recruitment (hiring) refers to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization. 

It can also refer to processes involved in choosing individuals for unpaid roles. Managers, human resource generalists, and recruitment specialists may be tasked with carrying out recruitment, but in some cases, public-sector employment agencies, commercial agencies, or specialist search consultancies are used to undertake part of the process. Internet-based technologies to support all aspects of recruitment have become widespread.

JOB ANALYSIS

In situations where multiple new jobs are created and recruited for the first time or vacancies are there or the nature in such documents as job descriptions and job specifications. Often, a company already has job descriptions for existing positions. Where already drawn up, these documents may require review and updating to reflect current requirements. Prior to the recruitment stage, a person specification should be finalized.

SOURCING

Sourcing is the use of one or more strategies to attract or identify candidates to fill job vacancies. It may involve internal and/or external job advertising, using appropriate media, such as job portals, local or national newspapers, social media (such as LinkedIn), business media, specialist recruitment media, professional publications, window advertisements, job centers, or in a variety of ways via the internet.

Alternatively, employers may use consultancies or agencies to find otherwise scarce candidates—who, in many cases, maybe content in their current positions and are not actively looking to move. This initial research for candidates—also called name generation—produces contact information for potential candidates, whom the recruiter can then discreetly contact and screen.

SCREENING AND SELECTION

Various psychological tests can assess a variety of KSAOs, including literacy. Assessments are also available to measure physical ability. Recruiters and agencies may use applicant tracking systems to filter candidates, along with software tools for psychometric testing and performance-based assessment. In many countries, employers are legally mandated to ensure their screening and selection processes meet equal opportunity and ethical standards.

Employers are likely to recognize the value of candidates who encompass soft skills such as interpersonal or team leadership. Many companies, including multinational organizations and those that recruit from a range of nationalities, are also often concerned about whether a candidate fits the prevailing company culture. Companies and agencies are now turning to video screening as a way to notice these skills without the need to invite the candidates in physical. Screening as a practice for hiring has undergone continual change over the years and often organizations are using video to maintain the aforementioned standards they set for themselves and the industry.

SUBMIT A JOB

If you are looking to hire, we can support you attract and recruit the candidates that fit into your business, strategy, and culture. Let us know about the role you are looking to recruit for by filling in the contact form and we’ll get back to you.