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Outsourcing Talent Market Intelligence Study: Saudi Arabia

  • December 2015
  • -
  • GrowthPraxis
  • -
  • 104 pages

Saudi Arabia's youth unemployment is the biggest challenge. Unemployment among Saudi women who want to work is 34 %, almost five times as higher as the 7 % unemployment rate for men. After the post analysis of Talent pool survey of Saudi Arabia, GrowthPraxis has come with this new report on Talent pool analysis of the country. The report gives insights on the country’s fresh and total employment in various technology skills.

The objective of the report is to evaluate the talent pool scenario in the country. The report provides the current fresh talent pool (split by stream, degree, universities, and region) in Saudi Arabia and evaluates the 5 year projection of the talent pool. Further it provides total labor force, employed and unemployed labor force split by region, gender, and age. The report also includes the total employment in Saudi Arabia for various IT skills.

Key findings of the report:
I. Total fresh talent pool in Saudi Arabia is xxx; where Engineering, Commerce & Business Graduates account for 35% of the fresh talent pool
II. There are total xxx programming language skilled employees in Saudi Arabia
III. The reasons for unemployment
a. High youth unemployment – The main reason for youth unemployment is the difficulty in a religiously conservative society with difficulty in integrating women into the workforce, and a stagnant private sector dependent on foreign workers. The youth (30%) and females (35%) are particularly affected by the country’s unemployment problem.
b. Saudi and expat competitive imbalance in private sector - Of the total Saudi Arabian population, approximately one third are expatriates residing in the country on foreign worker visas. Saudi and expat competitive imbalance in the private sector, where as majority of Saudis are working in public sector.
c. Low female labor market participation - Many unemployed women graduates choose to stay at home because of social and conservative environment.
IV. The measures taken to overcome unemployment
a. Segregated work areas - To increase women’s employment, the Saudi government has tried to create more job opportunities. Employers have been urged to establish gender-segregated work areas.
b. Nitaqat system - Through the Nitaqat-system, the Saudi government hopes to gradually replace expatriate workers with Saudi workers. Under the new policy, companies are incentivized to increase their percentage of Saudi employees; businesses with a low percentage of Saudi employees are penalized.
c. Hafiz program – This program provides Saudi jobseekers a monthly allowance for a maximum period of one year, conditional upon their participation in job searches and training activities.


Key benefits of the report:
- The report gives access to comparable historical data and forecasts for major technology skills at city and country level.
- The report helps in location attractiveness assessment based upon talent pool availability.
- Setting targets for recruitment teams: The study will help in drawing out strategic recruitment plans with specific targets for recruiters at city level


Methodology:
Through a combination of primary and secondary research an exhaustive list of relevant companies was prepared and based on revenue and FTE criteria, a desired sample set of companies for each domain was arrived at to get desired coverage. The mapped companies were analyzed to evaluate talent at the domain level/skills level.

Table Of Contents

Outsourcing Talent Market Intelligence Study: Saudi Arabia
I. Executive Summary
II. Fresh talent pool analysis in Saudi Arabia 2015
a. Fresh talent pool segmentation
b. Segmentation by geography
c. Segmentation by gender
d. Segmentation by degree
e. Segmentation by streams of study
f. Segmentation by type of institution
g. Analysis of students pursuing higher education
III. Labor force statistics 2015
a. Employed workforce by gender, economic sector, geography and age
b. Unemployed workforce by gender, economic sector, geography and age
IV. Workforce employed in technology sector (Riyadh, Jeddah, Dammam, Al Khober)
a. Programming languages split by C/C++, C#, Python, PHP, Visual Basic.Net, Java Script, Perl, Ruby, Assembly, VB, PL/SQL, Cobol, Other Programming languages
b. Software Framework split by .Net (Excluding SharePoint), Java, SharePoint
c. Software packages split by SAP, Oracle, other ERP
d. Functional skills split by Testing, Solution Architects, Business Analyst, Program Managers
e. Content Management and Portals
f. SMAC skills
g. Database platform split by Microsoft SQL, My SQL, Oracle SQL, DB2, Others DB Platform
h. Business process skills split by Voice, HRO, Procurement and SCM, FandA, Others
i. Infrastructure outsourcing split by Helpdesk, Others Infra Skills

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