It is worth mentioning that recruitment in Jordan has become somewhat complex due to the prevailing socio-economic conditions and changes in the labor market. There are high numbers of young people in Jordan ready to join the economy; however, employers easily struggle to attract and retain the right talent. In this article, we will highlight the top five challenges in recruitment in Jordan and provide tips on how organizations can efficiently address these challenges.
1. High Unemployment Rates
One of the major concerns in recruitment in Jordan is the ever-maintained high rates of unemployment, particularly among the young and new job seekers. The country’s official records put the unemployment rate at 24% while youth unemployment is even greater than this figure. This shows that most young Jordanians are well educated, but many are over-qualified for the available positions in the economy, resulting in a situation where active young educated people are in the unemployed workforce.
Solution:
In order to mitigate this problem, employers should think of partnering with colleges and universities to create schemes for internships, work placement programs, and technical development. Such schemes are beneficial to the students who get to gain experience while the companies get to know who to employ after school. An alternative is to design skill-specific training interventions geared towards particular sectors of the economy. That is, growth sectors such as information technology, hospitality, and green energy are developing, yet they can’t find qualified personnel. Thus, when training projects are implemented addressing such niched skills, the hiring managers are often confident that the learned graduates will fit the job descriptions that are drawn up.
2. Limited Job Market Awareness
An additional dimension that proves to be quite an obstacle in the recruitment processes in Jordan is the low levels of awareness with respect to the different job markets, that is, certain sectors and new industries. A number of information seekers may fail to comprehend the full extent of jobs offered to them, which in turn might lead to underemployment or the inability to find work that goes in harmony with their skills and ambitions.
Solution:
There are many platforms that can be used by employers to enhance their position as an employer of choice as well as to advertise the vacancy. They can also use advertising targeted at people on social networks like LinkedIn, Discuz, Facebook, and Instagram to attract more employees. Companies need to be more proactive instead of waiting for potential employees and look for community programs that will educate the public on the existing vacancies and the skills required to fill them. In addition, taking part in recruitment exhibitions, field conferences and other social occasions where employers and job seekers are available also enables the employer to reach out to many job seekers. Moreover, including useful information like creating and distributing blogs or organizing webinars for career-related purposes will further help potential candidates to understand the job market better.
3. Cultural and Regional Disparities
Jordan suffers from very high recruitment challenges due to its vast population, which is full of cultural and regional differences. These differences could affect hiring practices and more so how the decisions are made. Some employers might have a hidden bias where they will prefer applicants coming from certain regions or cultures, which greatly narrows the scope for talent.
Solution:
In order to address these issues, organizations ought to work out a system of conducting interviews and evaluating candidates that is less heaven of prejudice bearing such values as those of skill and quality over other aspects such as cultural cohesion. Dedicating time to educating hiring managers and HR personnel on the principles of diversity, equity, and inclusivity helps achieve a fairer hiring process. Placing more emphasis on technology that captures all applicants’ CVs without regard for individual discrimination would be useful as well in minimizing hidden bias. Where such subjective features don’t form a basis for the employers’ evaluation, pervasive bias against women in employment may be overcome.
4. Economic Instability
Over the past couple of years, Jordan has battled with economic difficulties such as inflation, low growth, and the effects of world happenings. As a result of such economic volatility, there is no assurance for job seekers or even employers about the outcome, thus making them quite reluctant in the hiring process. Uncertainty can make organizations hold back from increasing the number of employees, while those seeking jobs may also avoid taking up any offers if the stability of that position is questionable.
Solution:
Honest and open information without misleading guidance is the key aspect of dealing with resources, more so, in economies that are unstable. Thirty-five percent of the employers’ contributors indicated the need to inform potential job incumbents of the factors influencing job security, general business review, and projections for the hiring entity. Further, organizations willing to provide reasonable salaries, benefits, and professional growth opportunities to potential candidates are likely to win more candidates for the vacant positions. Furthermore, by providing employees with such alternatives as working remotely or flexible time, organizations can help address those candidates who are concerned about job security as well as a work-life balance.
5. Retention Challenges
The next concern arises when organizations win over talent. They manage to attract talent but are unable to keep it. In this instance, high turnover rates will lead to high costs of recruitment and adverse effects on the team’s morale and productivity. There are several determinants of employee retention, including job satisfaction, prospect for growth, and the entire workplace setting in general.
Solution:
As a way to lessen the turnover rates, there is a need for organizations to have a keen eye on employee engagement and development. One way an organization can make employees feel they are key stakeholders in the organization and in their careers is by implementing mentorship programs and continuous training. Regularly evaluating employees’ satisfaction will enable the organization to know the level of satisfaction of its employees and what problems the employees are likely to pose if not catered for in time. To retain employees, it is also important to implement and encourage a workplace culture that prioritizes appreciation and recognition. These types of programs encourage employees to work hard in groups and reward their efforts, which increases satisfaction and makes them feel part of a family.
Additional Strategies for Improving Recruitment in Jordan
Beyond addressing the primary challenges discussed above, organizations can adopt several additional strategies to enhance their recruitment efforts in Jordan:
1. Utilizing Recruitment Technology:
Deployment of recruitment tools like Applicant Tracking System (ATS), which is a software application for the electronic handling of recruitment needs, and other artificial intelligence innovations have proved effective in the hiring process, making it more efficiently functional. These technologies help search through applications and quickly pinpoint appropriate candidates and also enhance the experience for candidates overall.
2. Employer Branding:
It is undeniable that an employer’s brand is very useful when it comes to recruiting in the job market. Consequently, Organizations need to promote their values, culture, and mission to the potential candidates. Adding information about employee testimonials and company success stories makes the company more attractive to potential employees seeking a where to work.
3. Networking and Partnerships:
With the help of local businesses, non-profit organizations, and government institutions, there have been more extensive sources of recruitment. It helps to improve a company’s standing and attractiveness as an employer in the region through its participation in joint projects, training, or social activities.
4. Focus on Soft Skills:
In the modern age characterized by changes in the mode of conducting work, employers should also have an added emphasis on soft skills like communication, adaptability, and team performance, in addition to technical skills. These attributes are important in promoting a good working environment and can greatly enhance the outcome of the organization as a whole.
Conclusion
Recruitment in Jordan is faced with some unique difficulties, but these particular challenges can be countered effectively with some preventive approaches. Issues of high unemployment, low levels of job market awareness, culture differences, high levels of the economy, and retention of employees, among other issues, can help employers enhance the recruitment process for the benefit of the organizations and the job seekers.
In this way, understanding the role of educational institutes, the importance of the commitment to diversity and inclusion, the necessity of the two-way information exchange, and the significance of employee engagement options will help Jordanian companies put themselves as desirable employers. With the changes in the processes of recruitment, today, it would be of utmost importance to be creative and flexible. The employment market of Jordan has many reserves for expansion and innovations, and by working out these problems, the employers will be able to ensure the growth of a development-oriented job market in the country. For recruitment in Jordan, partner with the Alliance Recruitment Agency, offering onboard and remote staffing services globally, Contact us now.
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