Laazi wins the Pan Arab Web award

Here is some good news from us.

The Laazi website has won the Bronze award in the Pan Arab Web Awards under the category of recruitment.

And here is what our award looks like.

The Pan Arab Web award is an initiative to encourage innovativeness in web design and raise the standards of websites in the Arab region. Each year the Pan Arab Web awards is awarded as an encouragement for all sectors to showcase their websites.

Interview with Huma Abdel Hussain, Head of HR & Administration (Dubai) for Al Ahli Bank of Kuwait

Ms. Huma Abdel Hussain shares with us her thoughts and suggestions for jobseekers in the banking sector given the current economic crisis. She is the Head of HR and Administration (Dubai ) in Al Ahli Bank of Kuwait.


Profile

I am a 29 year old Emarati, passionate about my work and country and everything that contributes to its success, therefore, always ready for an opportunity to help to make a difference in people’s lives. Holding a Bachelors Degree, with almost 8 years Banking and HR experience, my ambition in life is to ensure equality and fairness in everyday life (work and home).

Thoroughly love my job and the challenges it brings. HR is a part of my personality and my personal interest in this job is to Motivate, Lead and Help colleagues/managers/staff to achieve both company and individual visions. Apart from that I completely enjoy being a Generalist: Strategizing, Continuously improving HR Services, Planning and Implementing, Talent Management, Adopting a supportive role to assist the demands of Business and introducing a Customer Service side to HR Management.

I live by the following values:
“Everybody wants to succeed. Give them a fair chance” By HR Management Quotes
“Impossible is nothing and delivery is everything”. By Adidas and Huma


1. How is the current economic situation affecting the job market for banking firms?
A: At this point in time where companies are thinking of cutting costs, unfortunately, the most obvious solution is through layoffs. Banking amongst a couple of other industries affected adversely worldwide.

In U.A.E, we need to remember, in the past 3 years, these industries experienced a very high growth rate resulting in increased number of opportunities (job and pay wise). Thankfully, compared to the phenomenal growth rate witnessed of the past years, to cater to business growth in U.A.E, we are not witnessing the lay-off rate at the same pace. Whilst the Banking Sector is strategizing over the current and future business requirements, there prevails a high sense of nervousness and job insecurity in the hearts of the employees as the number of available jobs in the banking industry comes to a standstill. Still, as we are experiencing the global economic crisis, U.A.E is in a much better position than other developed economies.

2. What’s your recommendation to someone who has recently been laid off from the banking sector in UAE?
A: “Tough times don’t last, tough people do”. By Robert H. Schuller
In the past couple of years, I have come across numerous situations where we’ve had to let people go and/or deal with disciplinary issues leading to redundancies, non-confirmations, etc etc.

It is a tough and painful process for all those involved specially for the one being asked to leave. I can’t seem to make situations better after the decision has been made, however, what I do ensure is that my team and I are available to ‘help, listen and assist’ as best as we can.

During the process I always advise both managers and staff to keep a professional attitude. For managers to be empathetic towards the employee, to the employee, my advise is to remain calm and composed, listen to the feedback, ensure a positive attitude and maintain relationships with colleagues, peers and seniors. Lastly, I recommend the employees to leave their ex employer with a good, lasting impression, such that they are willing to take them back any day.

Therefore, if someone has been tested through this recessionary time, has been affected by the recession, or is in the process of (God forbid), ensure a positive attitude throughout this time with your employer as these times won’t last for long. This may not be easy, as you would be experiencing a number of emotions at that point in time. So please be aware of your emotions and surroundings. Get as much feedback as you can from your seniors and people around you. Avoid getting into un-necessary discussions. This is only short-term and you will get your chance again.

The important thing to bear in mind at this point is to remember that these companies will be hiring again in future and you want to ensure that it’s “you” who they would think of and call immediately when the situation arises.

Lastly, never loose hope! There are always opportunities available, search for them. Meanwhile please hang in there, reflect on your past and find ways to up-skill yourself for your next opportunity.

3. Will things be better next year or should they consider opportunities outside UAE?
A: Explore every opportunity you can at this point in time. Whether in U.A.E or outside. Do not leave any stone unturned. If you have U.A.E experience, you will find your way back here again inshallah soon. Utilize your time effectively, research, learn, network and stay positive. Last but not least, remember to pray…where everything else fails, perseverance and prayers together do wonders!!

4. Do you foresee any changes in the salary structure due to the economy crisis?
A: The salary increases in the financial sector by mid 2008 were phenomenal as the U.A.E registered the biggest pay rise at 13.6% according to surveys and employees have benefited either ways via better opportunities or progressing within their own organization. Banking sector was the 2nd largest contributor.

This year, most of the financial institutions are considering limiting or scrapping performance bonus give outs and there are talks of either less/controlled or no increments this year in the market. That doesn’t mean to imply that situations will get worst or salaries will reduce. But salaries will definitely not increase at the rate that they did, or at all, this year.

5. What is more important for you – education or experience?
A: A good blend of both education and experience are important to any industry or company.
To me, a degree with part-time experience, volunteer work or summer jobs or, any experience for that matter, carries weight. This combined with future aspirations of learning and development both in education and experience is a perfect blend that spells ‘SUCESSS’ for me.

Today we live in a fast paced world and here we see competition reaching the extent where students want to be ahead of their time and thinking of securing jobs even before they have completed their studies. Gone are the days where parents/elders would need to motivate youngsters into ‘getting out their and earning the pennies’.

Today’s generation is more advanced and ready to take on challenges to get an edge over others. They are much more creative and bring a different and fresh dimension to ways of working with them. Hence, to me at a personal level, continuous efforts to develop and striving to up-skill oneself in any way shape or form (be it education or experience) is commendable.

I admire candidates and employees who strive to pursue further education whilst working. I’m in great awe of those who work, study, juggle and balance between home, work, family and friends all at once.

My inspiration is my younger brother (23 years) who multi-tasks, is a viz-kid and manages his own business. It is always such a pleasure to meet such energetic and ambitious people whether young or family men/women from all ages and walks of life. Hats off!!

6. How important is the CV to you?
A: CV is the first impression for me of a candidate. How passionately it has been written speaks wonders to me, to the extent that if I think a candidate may have qualified for the interview stage but did not because of his CV, I do give that feedback to the agencies we work with. At times, during the interview stage, I advise the candidates to re-work on their CV as well and provide tips on the same.

A well written CV to me is one that talks to me! It gives me the impression that it’s been written by the candidate him/herself and a channel of getting to know them before they appear for the interview. It gives an idea of who the person is both professionally and personally.

http://www.pcage.com/GettingaGoodJob.pdf

7. What do you enjoy most about your current role?
A: The ability to make a Difference!! put a smile on someone’s face, helping them out, guiding, doing the right/fair thing and helping individuals achieve their personal and professional goals, seeing them become better and stronger people and human beings while striving to achieve…the list is too long …I can go on and on…!

I was asked to set-up the HR Department from scratch which has been the most challenging and rewarding journey for me. It has been both enjoyable and fun. My team makes it all the more rewarding when we look back and reflect on our achievements through the year and how we can improve further.

Interview with Sameer PM, Senior HR Manager, Amlak

Mr. Sameer P. M. is the Senior Manager - HR with Amlak Finance PJSC. We asked Sameer a few questions regarding the current hiring situation and here is what he had to share with us.

Profile

I am a 33 year old HR professional with Masters Degree in Human Resources. I enjoy every aspect of the broad term “people”. I strongly believe that people are the building blocks of every organization and every human being can be influenced to derive the desired results. My interests include in depth observation and study of Human behavior, Organization Development, Strategic HR, Performance enhancement, Social work & Community development etc.


1. How is the current economy situation affecting the financial industry’s job market?
A: It’s a global financial crisis and it has an impact on every country and every business. However the degree of impact may vary from industry to Industry. The Financial industry’s jobs have also been affected adversely across the globe. But due to timely intervention and support from Govt. agencies, it is expected that the GCC regional job market may face lesser impact compared to other markets. However traces of global recession may reflect across GCC market for at least 12-18 months.

2. Has Amlak Finance slowed down your recruitments?
A: We are currently being watchful when it comes to hiring and the decision on increasing manpower would be based on analyzing the future business trend.

3. Do you foresee any changes in the salary structure due to the economy crisis?
A: I don’t think there would be any changes in salary structure due to economic crisis, now, however the percentage of increase in salary may fall in coming months due to surplus supply of manpower from other crisis hit markets and the salaries may cease to increase on short term . If the crisis persist for longer period, we may witness diminishing trends in compensation & Benefit scales.

4. If I want to join Amlak Finance, what are you looking for in a candidate? What about fresh graduates?
A: When it comes to hiring, we always endeavour to get the “best fit”. The major criteria are based on attitude, education, competence & skills, previous track record and ability to adapt to the organizational culture.

5. What is your coolest contribution to Amlak Finance?
A: I have been associated with Amlak since very early days when the company was formed and had the opportunity to set up the entire Human Resources function in Amlak. Few of my key contributions would include implementation of HR policies & procedures, implementation of compensation & benefits structure, performance management system, various organization development initiates.

6. What is more important – education / experience? How important is the CV?
A: Both education and experience are equally important in grooming a good professional. In the recruitment process, resume forms the first impression about the candidate and hence having a detailed and organized resume will definitely have a positive impact on the selector.

7. In a world without money, how would HR work?
A: We would probably go back to the barter system……..

The question reminds of the famous definition of money “money is what money does”. Historically money has existed in one or other form and it will never cease to exist even if the paper money vanishes as long as human beings exist.

Today’s corporate HR was derived from Social work & community development which played a key role in the development of societies through ages. So in a world without money, HR may go back to its roots.

7 Questions with Ramanathan Murugappan, Recruitment Manager, CBI

Everyone is now concerned about the ongoing job market in the UAE. There are lay offs being announced everywhere ... but there are still companies that are hiring at these times. Who's hiring? What's the future for each sector in UAE? How can you get hired by these companies? We wanted to find the answers for these questions ...

So, starting today, we are going to publish interviews with prominent figures in the HR industry from around the region. Our first interview is with Mr. Ramanathan Murugappan, who is the Manpower Planning and Recruitment Manager with Commercial Bank International.

Profile:

I am 30 years of age, passionate about human resources and organization development. I enjoy doing strategic work for the organization, I also hold the view that an organization’s success largely depends on its human resources – they either make it or bake it.

I hold a Masters in HR & OD and a second masters in industrial psychology. I enjoy teaching, training and researching on anything to do with human resources.

My favorite past time is watching cricket, reading and good music is always welcome. I love spending time with my son (17 months) and my family. There is nothing like a good weekend with them. I also have enough time to get myself involved with some community/ social works, where I feel I can make a difference.

1. How is the current economy situation affecting the banking industry’s job market?

A: Well, it is a global economic downturn affecting all spheres of business. Banking is not immune to this, so we look forward with optimism and plan our today, in terms of consolidating and positioning our existing portfolios for future. So, jobs as you state will be affected to the extent of this planning. Banks are just being slow and cautious in hiring as they don’t want to add-on at this stage. But key resources demands are always handled at specific levels and banks still hire them.

2. Has Commercial Bank International (CBI) slowed down your recruitments?

A: Yes, we have slowed down our recruitments, but we have not stopped hiring resources that are required to match the value-delivery aspects of the bank. We are trying to extract more from the existing resources and make each business units really earn their resources. This makes them responsible for the decisions they make and stand by the human resources function as their business partners and advisors to make this work for them.

3. Do you foresee any changes in the salary structure due to the economy crisis?

A: No, we don’t see any changes in the salary structure due to the economy crisis. If the salary structures were objectively built, then this will not affect the organizations at all. We have a very logically driven compensation model, it works for us in any given economic situation.

4. If I want to join CBI, what are you looking for in a candidate? What about fresh graduates?

A: At CBI, most of our recruitment strategies revolve around attracting the right talent also with the right attitude. So this is what we look for in the candidates, whether he/ she has the willingness to learn, adapt and deliver. So our watch words are COMMITMENT, COMPETENCE and CONFIDENCE.

At fresh graduates level, we let go the competence factor off, as we can build it up for them, but we surely look at their commitment and confidence levels.

5. What is your coolest contribution to CBI?

A: There are trivial many, but the vital few (let’s say the top 5) are:

a) National Development Program

b) Robust Manpower Planning Model

c) Succession Planning & Management

d) Centralized Business Outsource Structure

e) Implementing the HRIS

6. What is more important – education / experience? How important is the CV?

A: There is nothing like a CV with a combination of these E’s. But, if we are asked to take a choice, due to the pressure of performing from the moment you are hired, HR sticks itself with the experienced folks.

Personally, I will go for the education, as I believe that the you cannot build a system without the requirement and scope, as you may have experience but it needs the conceptual shrewdness to outperform the other experienced crowd. If you need that extra bit of edge , then there is nothing like a strong formal education.

7. In a world without money, how would HR work?

A: Probably you will have to work with GOLD!!! (Just Kidding). No, I think you can to an extent make HR work with the social/ relationship dynamics, but let’s be practical, business accepts HR only if it is commercially viable, so why should HR not talk about money or return of investments.

Our first ad!

Today, our first newspaper ad was printed on Khaleej Times.

We're live

Our beta site is finally live. It's been a long and interesting journey to get here, but it's definitely been very rewarding. Laazi has the strongest launch for a job portal startup in the history of the Middle East - we're going live with 500+ active jobs!

As this blog grows, we'll generally be talking about two kinds of things:

1. We'll cover the HR industry of the Middle East in general, job interview tips, etc.

2. We'll share inside information about laazi, behind the scenes stuff and any other company news that's worth talking about

Stay tuned.