Global talent mobility has always played a crucial role in addressing talent shortages. It not only helps fill skill gaps but also boosts economic growth. By tapping into the global talent pool, organisations can build diverse teams that meet their needs. This is especially true in the fast-evolving healthcare sector, which has become even more urgent in the wake of the COVID-19 pandemic. Recently, Medacs Healthcare has been in the spotlight for its efforts to tackle the healthcare talent shortage by hiring in large numbers, giving organisations a competitive edge and driving business success with skilled professionals. 

In a recent conversation with People Matters, Zuzana Flowerdew, Medacs Healthcare’s Head of Operations for the Gulf region, shared insights on bulk hiring processes, role of AI in recruitment, and the challenges of attracting and retaining healthcare talent in the region.

Read here the edited excerpts: 

How do you see global talent mobility benefiting Middle Eastern organisations in terms of bringing in diverse skills and global experiences? Can you talk about the challenges employers in the region face when attracting global talent, and how they can overcome these challenges?

The Gulf region has been increasingly relying on attracting global talent to meet the growing demand. When the hospitals and healthcare groups hire global health workers, they gain invaluable benefits as each new hire brings varied experience and expertise. The presence of top-tier international healthcare professionals helps the hospitals become more competitive and attract medical tourists who seek high-quality care. Additionally, global talent mobility also allows hospitals to offer a wider range of services and treatments. 

The challenges are significant as many countries face a shortage of skilled healthcare workers. Additionally, relocating healthcare workers is a time-consuming process. To navigate these challenges effectively, Middle Eastern hospitals must proactively implement strategies to attract the best talent, even if their facilities are still under development.

We collaborate with several hospital groups planning to open new facilities in the next couple of years. We’re already working on securing global talent for them because we understand that the process takes time.

What are some best practices Medacs follows for bulk hiring in the healthcare sector? What strategies do you use to attract top healthcare professionals to the region?

Our experienced recruitment teams have a thorough understanding of each of our clients and their needs, as well as the licensing and visa requirements. Together with our marketing teams, we put in a lot of hard work to highlight the benefits of living and working in the region for expatriates. We focus on the unique opportunities, cultural experiences, and lifestyle perks that come with relocating to the Middle East, helping potential candidates understand just how valuable their move can be.

Effective campaign targeting is essential for us to connect with the right demographics and geographic groups that fit well in the GCC job market. With the growing demand for healthcare professionals, we’re scaling up our efforts and actively sourcing a larger pool of potential candidates. We understand that only a small percentage of applicants will make it through the screening process, especially considering the strict licensing and visa requirements in the Middle East. These standards can be more demanding than in other countries for global health workers. While this poses challenges, we’re lucky to have a wealth of experience in recruiting global talent at scale, which gives us a strong edge as we take on this task.

What key factors do you prioritise when identifying high-potential talent, especially in a large applicant pool? Are you leveraging new technologies to efficiently sort through large volumes of applications and identify top talent?

Identifying skilled talent from such a large applicant pool is indeed a challenge. We've seen a significant increase in applications over recent years. For every position, we might receive 100, or even 200 applications, which can be overwhelming to sort through. 

We have a dedicated team of resourcing consultants, and we heavily utilise AI automation to pre-screen large volumes of applicants. When dealing with such high numbers, we have to work smarter.

AI Chatbots are essential, along with a range of intelligent applications that help our shortlisted candidates gather all their documents and certificates in a timely manner.

How do you ensure the retention of global talent in the long term, especially when they might face challenges adjusting to a new region? 

Attracting global talent is only part of the equation; retaining them is equally important!

We need to ensure that our candidates feel supported and are provided with comprehensive information about living and working in the country, details about the hospital, the position, and much more prior to their relocation. Additionally, we must continue to support candidates after they join.

We have several dedicated teams located in London, Dubai, and other regions to assist with this process.

You may also like:

• Mass Layoffs at Oman Air? Here’s what officials have to say
• The real effects of a DEI rollback
• What does having women on the board really mean?
• Dr Muhammad Laghari shares key pillars of HCM agenda driving people success
• Maan Fatani on role of HR in reshaping workforce, culture and business

How does Medacs Healthcare assist international talent in navigating regional regulatory, cultural, and workplace differences? Do you support them in housing, family relocation, and continuous development?

We have well-structured teams that start with our resourcing team. They are the first point of contact for candidates, pre-screening them and providing detailed information not just about the vacancy, but also about the relocation process and living and working in the Middle East. We even have a specialised guide specifically for living and working in Saudi Arabia, the United Arab Emirates, and Qatar.

Our goal is to provide as much information as possible to candidates at the beginning of the process. We also have a dedicated licensing team responsible for ensuring that candidates fully understand the licensing and visa processes. They assist candidates with applying for their licences and guide them through the entire process.

Once candidates are relocated, we help them adjust to different cultural and workplace settings. We’re available to answer any questions they may have about accommodation, schools, childcare, pet relocation - whatever advice they need, we’re here to ensure a smooth transition and relocation experience.

Looking forward, how do you envision the Middle East’s healthcare talent gap being filled?

The talent shortage in healthcare is a huge challenge for the Middle East. Fortunately, the region has become an attractive place for healthcare professionals as it offers the opportunity to advance their careers while enjoying a high quality of life, competitive salaries, multicultural and dynamic working environment and much more! 

We’re dedicated to showcasing the current living and working conditions in the Middle East. After my recent visits to Saudi Arabia and Qatar, I’ve seen firsthand the positive changes. When we meet with our hospital clients, we take photographs and videos to share with candidates, allowing them to visualise their potential workplaces. We also capture images of the surrounding area to give them a sense of what life will be like after they relocate. It’s essential for hospital groups to collaborate with global agencies like ours, which have the expertise and reach needed to source the high volume of recruits required.

As a global company, we maintain close partnerships with our clients in the Middle East and work alongside colleagues in the UK, Ireland, Australia, New Zealand, the UAE, as well as partners in the USA, Canada, South Africa, Asia, and Europe. For us, it’s all about teamwork in delivering a robust pipeline of candidates.