8 Talent Acquisition Strategies to Hire the Best Employee

talent acquisition strategies

Today’s competitive business world looks for talents who are not just qualified or experienced but culturally fit with the company’s vision. Talented teams in the organisation stand behind its success. However, these individuals may not knock at your door, but you must proactively acquire them using multiple talent acquisition strategies. 


This article will share the benefits of talent acquisition and eight promising talent acquisition strategies to acquire them smoothly.

What are Talent Acquisition Strategies?

In a survey, 86% of recruiters and 62% of employers said today’s job market is entirely candidate-driven. It makes talent acquisition difficult for companies, especially when job seekers demand changes with market trends. 


For example, if your company is not flexible with remote or hybrid work culture, you might lose hundreds of millennial candidates. 


Talent acquisition is an organisation’s strategy used in its recruitment process to find, attract, hire, and retain top talents. In short, it is a planned and structured set of actions the HR department takes to get the best employees to achieve the company’s long-term goals. 

Strong employer branding, positive candidate experience, creating an inclusive workplace, and having a strategic plan are a few steps of talent acquisition. 


Talent acquisition strategies vs talent management strategies

Talent acquisition is the systematic process comprising multiple recruiter actions to find, approach, and recruit top talents. 


Meanwhile, talent management practices refer to the steps taken in an organisation to retain, motivate, empower, and promote its talented employees. 

Why Do You Need Talent Acquisition Strategies?

It is crucial to have a talent acquisition strategies framework for companies to hire the best talents and ensure business success in the long run. There are multiple other reasons for implementing such techniques in your organisation.


Some reasons behind adopting talent acquisition strategies are mentioned below:

Attracting Top Talent

Such strategies allow companies to source and hire the top talents for their vacancies. They are usually customised as per the company’s unique requirements and future vision. With a proper strategy, you can hire candidates who are skilled and experienced and fit with the company’s core values. 

Reducing Costs

By implementing talent acquisition best practices, you can streamline the hiring process, improve hiring quality, and lower turnover rates. All these reduce overall recruitment costs and save time and resources in the long run.

Improving Employee Retention

With the correct talent acquisition strategies, you can hire candidates that are an excellent cultural fit and aligns with the company’s overall mission and vision. 


Often these employees feel connected with the business for a long time, thus improving employee retention. However, numerous other ways, like investing in career development, appreciating and rewarding talents, etc., can help you with it. 

Building Productive Teams

Businesses aim to improve the talent acquisition process to hire the best talents and build productive teams. Such strategies allow you to create a diverse and inclusive workplace with individuals of different backgrounds, skills and knowledge. It results in improved business productivity, collaboration, and employer branding.

Effective Succession Planning

Effective talent acquisition strategies help with succession planning and succession management in companies. It prepares you to plan for the future and identify able successors for critical roles. Additionally, you can train and mentor these employees to prepare them for higher responsibilities. 

Boost Business Performance

Positioning top talents in the right roles can help companies increase their productivity and effectiveness and gain a competitive advantage. They help in meeting your long-term growth and contribute to overall business performance.

8 Talent Acquisition Strategies to Adopt in Companies

These days employees are extremely selective when it comes to selecting their place of work. It makes employers compete to acquire the top talents, and companies get confused about how to attract them. 


We have compiled eight top talent acquisition strategies for help.

Align Your Acquisition Strategy With Business Goals

You must consider the business goals for the next five years and tailor your acquisition strategy according to its needs. Talent acquisition and recruitment go hand in hand but with different objectives. 


While recruitment focuses on filling positions within a department, talent acquisition considers a company’s long-term goals and finds employees to help you reach the goals. 

Invest in Employer Branding

Most candidates will interact with your brand before they speak with the recruiters. It means attracting a large part of the top talents depends on employer branding. 


Organisations investing in employer branding have increased by nearly 50% in attracting qualified candidates. You can develop a good employer brand by 

  • compensating your employees properly
  • ensuring work-life balance
  • employee wellness
  • collaboration
  • growth opportunities, and more

Leverage Data and Technology

Companies utilising technology can boost their talent acquisition strategy from job posting to employee onboarding and achieve better results. Leveraging data in the talent acquisition process helps you convince people to join the company. 


For example, technology can bring insightful data related to your job description performance and help you make necessary improvements. 

Offer Flexible Work Options

The traditional office working model has some alternatives, like remote and hybrid working models. In remote working, employees fulfil their responsibilities from home, whereas in hybrid models, they get a mix of home and office working structures. 


Companies offering this flexibility of choosing work options attract most talents, especially Gen Z and Millennials. 

Increase Your Outreach Strategy

Companies must expand their sourcing strategies to smoothen the HR talent acquisition process. If you want to hire candidates with different skill sets, consider using specialised job boards, partnering with academic programs, or attending networking events. 


Additionally, you can transfer your recruitment responsibilities to an external agency. They can bring unexpected changes to your workforce.

Design a Competitive Benefits Plan

Besides being flexible, you must compensate your employees fairly. Even when paying an average salary, you can balance them with multiple perks, like a comprehensive health benefit. 


Talents attract towards a company that invests in employee well-being, including their physical and mental health. Additionally, you can offer paid sick leaves, parental leaves, accident coverage, retirement benefits, etc. 

Promote Diversity and Inclusion

Research says for 46% of job seekers, the workplace culture matters while applying for a position. Therefore, companies need to adopt a diverse and inclusive culture to attract talents from various backgrounds. You must create a workplace where multiple perspectives are valued and voiced.

Create an Internship Program

You can create internship programs to attract talented students while they are still studying. They are often ambitious people with a good learning tendency and can help your business grow with their efforts to do their best. 


Moreover, once their internship ends, you can hire them as permanent employees. It is one of the easiest of all talent acquisition best practices.

How 6 Pence Help with Talent Acquisition?

Developing comprehensive talent acquisition strategies that suit your company’s needs and future vision is essential. It ensures you avoid talent shortage in future and meet your organisational goals. However, we at 6 Pence can always help you with recruitment, staffing and HR services. 


Our team helps find top talents and also assists companies with post-hiring training, onboarding, and payroll management. Our flagship service, the 24/7 HR e-service portal, enables employees to access important details and documents anywhere and anytime. This increases job satisfaction, one of the most critical talent acquisition strategies.


Connect with us today to know more!


Also Read : 7 Employee Engagement Strategies for HRs

Frequently Asked Questions

What is a talent acquisition strategy? 

A talent acquisition strategy is the multi-step process a recruiter uses to find, attract, hire and retain top talents in a company.

What is talent acquisition vs recruitment? 

Talent acquisition uses a proactive nature of hiring and anticipates the future workforce needs of a company, whereas recruitment uses a reactive approach to hiring and fulfils instant staffing needs.

What are talent acquisition management solutions? 

Employee planning, talent acquisition, performance management, formal and informal learning, compensation and rewards, career development, and succession planning are some talent acquisition management solutions.

10 Effective HR Strategies for Employee Retention in 2023

strategies for employee retention

In today’s fast-paced business landscape, hiring and retaining employees has become more challenging than ever. Recruiters need to focus on numerous strategies for employee retention to build a strong and cohesive workforce. 


One of the red flags for companies is employee disengagement, meaning they might be leaving you at some time. Similarly, there can be several other reasons for an employee to walk out of a company. 


This article shares the importance of employee retention and explores 10 effective staff retention strategies.

What is an Employee Retention Programme?

Research says the cost of losing an employee in an organisation is 33% of their annual salary, which is huge. Hiring new talents is not just sufficient today; businesses must focus on reducing their employee turnover rate. It is when implementing employee retention policies in business can be fruitful. 


Employee retention programme refers to the strategies used by a company to prevent employee turnover. In short, it restricts losing of employees in a certain period, either voluntarily or involuntarily. 


Employee retention rate = ((Total no. of employees – Total no. of employees left) / Total no. of employees) × 100


You can use numerous strategies for employee retention to hold back your existing staff and the best employees in the organisation. However, a low turnover rate in your company can be healthy depending on your industry, but higher rates can be expensive in terms of money and time. 

Importance of Implementing Strategies for Employee Retention

Before you look for how to retain your best employees, let us understand why you need to do that. 


Many people think that it is easier to hire new talents. No! It is costly and brings numerous disadvantages that can harm your company’s productivity. For example, you will lack the expertise your previous employees can offer, leading to low productivity. Additionally, hiring new talents can cost you one-half to two times your departing employee’s annual salary


Listed below are a few benefits of investing in different strategies for employee retention.

Sustained Productivity Flow

Your existing employee base understands the company’s vision at a deep level and knows how to fulfil their role’s expectations. Additionally, they have acquired all the necessary skills to complete tasks regularly, thus, increasing their productivity effectively.

Reduced Company Expenses

By retaining your existing employees, you save on making costly mistakes and damaging customer trust. Additionally, you don’t need to spend time and money scouting, recruiting and onboarding new employees and training them to meet your expectations.

Lower Training Time 

Your present employees who have worked for a long time have acquired all the necessary talents to fulfil daily duties. You need to invest only in sharpening their skills for trending needs. But new employees require more training and time to adapt to the new workforce environment and its requirements.

Better Customer Experience

Your experienced employees know business processes better and are less prone to making mistakes while handling customers. They are skilled enough to satisfy customers and create long-lasting bonds with them.


This brings us to the end of the benefits of adopting strategies for employee retention.

10 Strategies for Employee Retention that Businesses Must Know

After knowing the importance of employee retention, you must learn how to implement the strategies for employee retention in your organisation. 


We have curated the top 10 strategies for employee retention for your help.

Invest in Employees’ Career Growth

More than 94% of employees stay in a company that invests in career growth and development

Businesses willing to survive today’s competition must keep employees updated with current industry trends. However, searching for new employees every time a trend appears can be difficult. Therefore, you must invest in different career development programs for your existing staff. 


It includes introducing mentorship programs, training campaigns, and purchasing online employee classes.


Investing in employees’ career growth makes them feel valued and respected. This, in turn, improves their engagement with the company for longer periods. 

Recognise Employees’ Contribution

Employee appreciation in the workplace ranks on top of significant employee retention factors. Everyone likes to be valued and recognised for what they did for the company. 


You must recognise your team’s contributions and reward them appropriately to motivate all employees to better output. 

Compensation and Benefits

Recognition is, on the one hand, whereas compensating employees properly, on the other, influences employee retention. Most individuals look outside their present company to compare benefits and compensation for their work. You must regularly assess industry compensation standards to reward top performers financially. 

Ensure an Exceptional Onboarding Experience

Your talent retention plan must include creating an exceptional onboarding experience. It helps new employees learn about their responsibilities, understand the work culture, and feel accepted. You must introduce them to all team members and provide a mentor for guidance. 

Pay Attention to Communication

Communication plays an essential role in any relationship and helps create strong bonds. Similarly, in business, you must invest in two-way communication where employees can speak up for themselves. Additionally, it allows teams to work collaboratively and ensure the smooth running of your business. Companies investing time in developing communication skills can help resolve or prevent issues that lead to low retention and high turnover. 

Ask for Feedback

Asking for employee feedback is a great way to understand how things are going in your organisation and one of the best strategies for employee retention. 


It gives you a clear idea of what your employees are not liking and where you can improve. Additionally, you must implement their suggestions whenever needed. Employees feel happy to know the company values their decisions and motivates them to work harder.

Prioritise Employee Well-Being

Most employees today look for a perfect work-life balance; if you can offer them that, they stay. No one prefers a toxic work culture, with hefty workloads and impossible deadlines to meet at any cost. 


Managers need to supervise if the workload on employees is bearable regularly. You can improve business productivity by prioritising employees’ mental, physical, social, financial and career well-being. 

Prioritise Hybrid and Remote Working Options

More employees are interested in flexible working arrangements, including remote and hybrid working facilities. It saves their time and money to commute, ensures fewer distractions, and better work-life balance. All these contributed to higher retention rates and reduced absenteeism and employee disengagement. 

Promote Collaboration and Teamwork

If you are looking for ways to improve employee retention and motivation, and create a healthy work environment, promote collaboration and teamwork. 


Teamwork increases business productivity and helps you shape valuable workplace relationships. However, with remote workers, you can set collaborative goals, leverage regular video chats and create communication channels to promote teamwork. 


This collaboration ensures employees deliver the best results and stay connected with the company for a long.

Work on DE&I (Diversity, Equity, and Inclusion)

Every workplace must prioritise diversity, equity and inclusion to prevent losing employees due to office politics and biases. You must encourage communication around DE&I with your employees to influence them to follow the rules and eliminate discrimination. 


It improves employee well-being and results in innovative business outcomes. Employees who feel valued, seen and included take the initiative to stay in your company. This is one of the major strategies for employee retention and must be adopted.

How Does 6 Pence Help Implement Strategies for Employee Retention?

We have listed the top ten strategies for employee retention in companies that you must try and get surprising results. Retaining your employees is essential for improved business productivity, customer satisfaction, revenue growth, and boosting brand awareness. 


However, if you are worried about hiring top talents, contact 6 Pence! We offer top staffing services to GCC companies in Oman, Iraq, Bahrain and Dubai and bridge the gap between business associates and top talents.


We extend our support beyond the recruitment phase and help with payroll processing, onboarding, HR assistance, etc. A seamless wage disbursal, leave and tax filing add to a fulfilling working experience, leading to better employee retention.


Contact us to know more!


Also Read : 7 Employee Engagement Strategies for HRs

Frequently Asked Questions

What is employee retention? 

Employee retention refers to an organisation’s ability to retain or hold back its employees for a certain period.

What are the methods for employee retention programmes? 

Compensating employees, rewarding them, creating an inclusive workplace, offering training and development programs, maintaining work-life balance, and giving flexibility in work are a few methods for employee retention programmes.

What are the ways to measure retention? 

You can measure employee retention by taking the average number of employees minus the number of employees who left and dividing the whole by the average number of employees.

15 Common Job Interview Mistakes You Must Not Commit

common job interview mistakes

Interviews for freshers or seasoned professionals can be a nerve-wracking experience. However complicated the process may be, it is a gateway to better opportunities for job seekers. 


Now, to crack an interview, most people try to represent themselves professionally. In this process, you can unintentionally commit some common job interview mistakes. One way to avoid them is to stay prepared with an interview checklist beforehand. 


In this article, we will share candidates’ 15 mistakes during an interview.

What is an Interview?

Before we delve into common job interview mistakes, let us understand what interviews are. An interview is a formal conversation between recruiters and job seekers, sharing every detail from both sides and ending up with a decision. 


Recruiters conduct interviews to assess candidates’ abilities, experience, behaviour, and eligibility for the position. Whereas job seekers better understand the company culture, vision and mission, their expectations, and candidates’ roles and responsibilities. 


Interviews can be conducted face-to-face, via video call, or by telephone. Some interview categories include structured, unstructured, situational, behavioural, etc. These can be arranged in individual interview formats, group formats, panel interviews, and computer-assisted interviews. 


However, for all these situations, you must understand the common mistakes made by interviewees and avoid doing them to gain better opportunities. 


The more you appear for interviews, the better you know what mistakes to rectify. Research says job seekers selected for three job interviews have a 51% possibility of getting hired

15 Common Job Interview Mistakes to Avoid

Job seekers make different types of mistakes during an interview, from not dressing appropriately, arriving late, not carrying essential documents, and more. Most mistakes are unintentional, while a few are intentional, and candidates must overcome both. 


Listed below are a few common job interview mistakes.

Not Being Punctual 

It is good to appear 10-15 mins before the agreed interview time and not too early or late. It measures your punctuality on an interview day. However, if you’re running late due to unavoidable situations, always notify the staff or the interviewer through any means of communication, and apologise formally. 

Skipping Preparation Before the Interview

One of the job interview mistakes to avoid is appearing for an interview without conducting proper research. You must understand the position you are applying for, the employer’s objective of hiring, their pain points, the company goal, etc. It will help you answer most employers’ questions that ensure you are fit for the company.


Research says nearly 47% of candidates fail job interviews due to insufficient knowledge about the company.

Dressing Inappropriately 

It is one of the most common interview mistakes that candidates make while representing themselves as professionals. You can choose formal attire with little to no unnecessary accessories and polished shoes. You must look fresh and energetic and emit a positive vibe during the interview. 

Interrupting the Interviewer When He/She is Speaking

Most candidates make such mistakes when they speak more than listen during an interview. You might miss out on the question that the recruiter actually wants to know—moreover, talking too much or interrupting interviewers results in disappointment. 

Wrong Mindset

Recruiters hire staff for their needs, and they interview candidates to learn how they can improve the company’s pain points. However, most candidates make the mistake of saying what they will get from the job and not what they can give to the company. This creates a massive difference while recruiting the best candidate for job vacancies.

Unprepared for Behavioural Interview

You can commit behavioural interview mistakes only when unprepared for them. Recruiters can ask you real-life stories to understand what challenges you faced and how you resolved them. 

You can use the STAR (Situation, Task accomplished, Actions taken, and Results achieved) method to reply to these questions giving the recruiters a clear vision of how to manage similar situations in future. 

Not Answering Questions Appropriately.

One of the common job interview mistakes is not answering interviewers correctly. It can be either listening more carefully, speaking up more, providing more information, or answering basic questions. The best way to avoid it is by practising mock interviews and preparing the common questions beforehand.

Sharing Unnecessary Personal Details

Bonding with the recruiter with a shared interest or passion is essential. However, out of nervousness, job seekers speak of unnecessary personal details that switch off recruiters’ interest in you. Keep your answers relevant and concise instead of being too intimate with the interviewer. 

Badmouthing Past Employer

Holding grudges against your previous boss is okay, but you must not show them to the present recruiter. There might be several reasons for leaving the past job, but you shouldn’t share them or badmouth your previous employer. It highlights your professional skills, loyalty, behaviour, and respect for others. 

Improper Body Language 

You must focus on body language while appearing for an interview. It includes your pose, way of sitting, speaking, tone, eye contact, etc. Research says nearly 67% of recruiters feel that eye contact is essential for making a good impression. Candidates must have a natural smile, maintain eye contact with the recruiter, avoid slouching, playing with hair, crossing arms, etc. 

Not Carrying Your Necessary Documents

One of the common job interview mistakes is candidates failing to provide the necessary documents to prove their resumes. Interviewees must carry at least five resume prints, a portfolio of past work, qualification documents, a list of references, and identity proof. 

Talking About Salary and Benefits Before the Recruiters

You should never talk about your salary and benefits at the beginning of the interview. It looks like you are working for money and are less interested in the job. However, you must stay prepared to answer any salary-related questions. 


Interviewees can come up with an honest answer about their salary expectations after researching their positions and comparing them with other companies. 

Failing to Mention Weaknesses and Strengths

Out of hundreds of common job interview mistakes, failing to understand your strengths and weaknesses comes at the top. While trying to impress recruiters, some neglect their weaknesses and oversell their strengths, while others are unaware of these points. 

Not Asking Questions 

Most candidates prefer not to ask questions to their interviewers, which shows you are less interested in the post. You can prepare a set of questions, like when to expect a call, what the career path looks like, what are the next steps, etc. However, don’t ask for something that’s already answered or irrelevant to the post. 

Not Sending Follow-Up Emails

One common interviewing mistake in HRM is not to send follow-up emails at the end of the interview. You must send your interviewer a customised “Thank You” note on the same day of the interview and leave your feedback. 

How Does 6 Pence Help You Get Interviews?

Interviews are a must while selecting and hiring talents in organisations. It ensures the candidates are qualified for the position and are not bluffing about their qualifications and experience. When interviewing as a fresher or a professional, you must remember common job interview mistakes. By avoiding them, you can raise your chances of getting hired by a company.


With 6 Pence, you can submit your resumes for multiple positions. We work with global and local businesses in Oman, Iraq, Bahrain, and Dubai and act as a liaison between recruiters and candidates. We match the candidate’s profile with the company’s requirements and select you as an ideal fit. You can now apply for well-paying jobs at reputed organisations with us.


Drop your CV by visiting our careers page!


Also Read: Why Employee Training and Development is Must for Organisations?

Frequently Asked Questions

What are some common job interview mistakes to avoid? 

Dressing inappropriately, slouching during interviews, poor body language, speaking more than needed, and listening little are some common job interview mistakes to avoid.

How can I avoid making common job interview mistakes? 

You can avoid making common job interview mistakes by practising mock interviews, looking up basic instructions, and grooming yourself before appearing for real interviews.

How can I recover from a job interview mistake? 

You can always learn from your mistakes in the interview and use your follow-up mail to apologise to the interviewers. Constant practice and appearing for mock interviews can help you recover from making common mistakes.

What are the consequences of job interview mistakes? 

Some recruiters understand the stress related to job interviews and overlook your mistakes and hire you depending on your talents. However, you can always apologise for any intentional or unintentional errors. In the worst scenario, they can reject you, but you will have the opportunity to fix them in the following interview.

10 Tips for Interview Preparation To Help You Land The Job

tips for interview

How many of you got cold feet before an interview and doubted everything from your clothes to resume fonts to any other minute thing? Thus, having the right tips for interview is essential.


Interviews are stressful but also a necessity. In today’s job marketing, it has become even more critical because of many applicants vying for limited open positions.


Interviews are the most effective tool organisations use to select the best talent from tons of resumes. While only just a few applicants can actually attend the interview round. 


Did you know that every applicant has a 26.24% probability of winning a job offer? These statistics make sense why you can get nervous before an interview. During the first few rounds, the interviewer will throw questions at you from different spheres, including education, experience, personality traits, communication skills, industry knowledge, and more. 


We make sure to share some of the top tips for interview so that it doesn’t get overwhelming. 

What is an Interview?

An interview is a face-to-face, formal conversation between the interviewer and the interviewee. It encourages two-way communication where the interviewer tries to gauge the skill level of the interviewee.


It is an effective tool for the employer to assess the candidates and understand their educational and cultural fit with the company. Whereas, for the employee, it is a great way to know more about the organisation and get clear ideas about their roles and responsibilities, career path, salary, and more. 


There can be several other objectives of conducting an interview in companies. But it can be intimidating, right? We say no!


However, by understanding the right tips for interview and acquiring the right job interview skills, you can crack them all. 


Listed below are some of the job interview types


  • Structured interview
  • Unstructured interview
  • One-to-one interview
  • Panel interview
  • Stress interview
  • Telephonic interview
  • Video interview

Top 10 Tips for Interview Preparation that Help You to Excel

Identifying what to do during an interview can get overwhelming, especially when you are Googling common interview questions and getting myriad answers. 


Statistics say face-to-face interviews often last an average of 40 minutes, which is the most vital stage for job seekers to get an offer. However, the first minute and a half of the interview is the most crucial segment that makes your first impression on the interviewer and impacts their decisions. 


But worry not. As a leading recruitment and staffing agency, we have some of the best tips for interview questions and preparations, which recruiters and HR managers have vetted.


We have compiled a list of 10 interview preparation tips. 

Research the Company

You must spend a few hours learning about every ins and outs of the company, especially its success stories, vision and mission. This is an important tips for interview. Most companies prefer hiring candidates who align with their goals and objectives. 


Learning from the company’s website and social media accounts is good, but you must not fail to research what others are saying in depth. 

Learn About the Position

While applying for a post, you must learn about its requirements. Research says only a few applicants have the skills and knowledge required for a position they apply for. For example, if you are applying for a managerial position, you must complete a relevant degree, acquire experience, and grasp the necessary skills. 

Use the Company’s Products and Services

If you are applying for a product-based company, having a first-hand experience with them is good. For instance, you are applying for a telecom business that manufactures mobile phones. It would help if you had any experience of using phones by that company.


Reading about the company’s products and services is essential when looking for interview skills and techniques. Additionally, it will show the interviewer how interested you are in the job. This is an essential tips for interview that you must try and embrace!

Learn About the Interviewers

Mostly, companies share the names of your interviewers, and if not, you can request them for the list. Next, learn about them, their roles, contributions to the company, and a few more professional details without being creepy. 


According to your research, make a list of questions to ask your interviewers and establish good communication during the interview process. Show your eagerness, by mastering this tips for interview.

Identify Your Strengths and Weaknesses

Interviewees need to understand their strengths and weaknesses before appearing for an interview. You can carefully think about your skills and accomplishments as your strengths. 

Additionally, make your interviewer see how your strengths can meet their business goals. 


However, never forget to mention your weaknesses when asked. Every person does have weaknesses, and sharing them with the interviewer, along with how to plan to deal with them, builds a sense of trust.

Introduce Yourself in the Best Way

Your introduction must include your experience, qualifications, skills, and achievements that clearly explain your identity. Introductions create impressions, and most recruiters prefer candidates who can tell more about themselves. 


Never forget yourself, when learning about the top tips for interview.

Understand Why You Are Interested in the Position

Most likely, interviewers ask why you are interested in this particular position. You should never miss this question as it shows the recruiter how confident you are and what you can do for the company. 


Make sure you identify some key factors about the position and the organisation and match your strengths, skills, interests, and work style to understand why you fit perfectly for the role. 

Tell a Short Story

You must prepare stories of your success, handling of past projects, situations you faced, and more. But remember, the anecdote should be in sync with the position you are applying for, making it an important tips for interview!


It allows the interviewer to understand your behavioural skills. However, make your story concise and engaging, highlighting challenges, actions, and results. 


You can always use the STAR (Situation, Task accomplished, Actions taken, and Results achieved) technique to describe such stories. 

Familiarise Yourself with Common Interview Questions

You can always search for questions that interviewers commonly ask candidates in an interview—for example, long-term and short-term goals, your suitability for the position, etc. 


However, ensure you practise these answers and not memorise from a script. You can practice for interviews by looking in the mirror and answering questions out loud. 

Do Some Salary Research

While researching tips for interview questions, never miss out on the current industry salary scale. Interviewers often ask about your salary expectations by the end of the interview, and you must not say a too-low number and end up getting paid less than your peers. Nor should you ask for something unrealistic.

Tips for Interview: Things to Do During an Interview

During an interview, it is not just your qualification and experience that creates an impression on the interviewer, but your behaviour and personality traits. 


Listed below are a few tips for a successful job interview.


  • Reach the interview location 10-15 mins before the scheduled time
  • Carry several copies of your resume and essential documents in an organised manner
  • Before being a good speaker, be a good listener
  • Focus on your body language, good manners, and professional skills 
  • Don’t speak negatively about your previous employers
  • Be prepared to face personal questions 
  • Remain calm and positive throughout the interview
  • Make sure you dress professionally 
  • Wait for the interviewer to talk about salary and benefits, and don’t broach the subject yourself


Once your interview is conducted, you must do a few things. Ask the recruiter questions like when they will contact you, whether they will notify only the successful candidates or all applicants for the role, etc. The next thing to do is send out personalised thank you emails to interviewers on the same day of the interview. 


Lastly, you need to wait for a response from the other end. However, never lose hope if rejected in an interview and invest time improving yourself for the next.

How 6 Pence Help You with an Interview?

Interviews play an important role in candidate selection for companies. Interviewers must be well-prepared, relaxed, and confident when appearing for an interview.


We have shared a few tips for interview in the guide to help you stay confident and prepared before appearing for the next interview. 


However, you must first submit your resume to multiple platforms to receive an interview call. You can submit your CVs with us at 6 Pence. We are a highly trusted staffing and recruitment outsourcing agency in the GCC countries, including Oman, Iraq, Bahrain, and Dubai. 


6 Pence hires on behalf of leading companies in telco, oil and gas, IT, finance and banking, and public sectors. If you seek well-paying jobs in reputable companies, connect with us today.


Drop your CV by visiting our careers page today!


Also Read : What is the Importance of Employee Satisfaction in Organisations?

Frequently Asked Questions

What are the interview tips? 

Some of the top tips for interview include dressing correctly, focusing on body postures, brushing up your skills, practising common interview questions, selling your strengths, etc. 

How to prepare for an interview? 

You can prepare for an interview by looking for common questions and practising them. You can stand in front of the mirror while practising, increasing your confidence level. 

How can I present myself in an interview? 

You must wear formal attire, groom yourself, maintain your posture and body language, know how to introduce yourself the best and create an everlasting impression.

Strategies for Effective Performance Management in an Organisation

performance management

To survive today’s competitive landscape, businesses must improve their performance. Effective performance management in companies plays a major role in driving their success and ensuring employees align with company objectives. 


Performance evaluation has dual purposes: it helps the employees grow in the professional space, which impacts the company’s growth.


This article shares numerous strategies to enhance your performance management system and how it benefits your company.

What is Performance Management?

Thist is a holistic approach to monitoring and improving employee performance to help companies achieve their vision and objectives. Organisations set such processes to help employees build new skills, perform their roles better, improve potential, and boost success rates. 


An effective performance assessment system is a strategic and systematic process. It combines verbal and written components and is conducted throughout the year. The process involves


  • Establishing clear goals, aims, and expectations
  • Setting employee objectives and goals that align with company goals
  • Offering ongoing feedback
  • Evaluating performance results 


Organisational and personnel are the main performance management systems used in companies. They help the management to understand their employee commitments towards the company.

Organisational Performance Management

It comprises procedures to assist companies in developing, evaluating and implementing their performance strategies and is often called corporate performance assessment.

Personnel Performance Management 

It offers a framework to evaluate employees’ performance and ensure alignment with organisational goals and objectives.

Performance Management vs Performance Appraisal

There is a thin line between performance management and the performance appraisal process in the HRM. Let’s learn them from the table.


Performance management Performance appraisal 
It helps employees to develop and increase their performance and productivity.It evaluates the real performance of an employee but is not focused on their performance productivity.
It looks at an employee’s performance focusing on their present and future.It measures employee’s performance depending on their past experience. 
It implies a holistic approach in evaluating relationships between employees and organisation and focuses on how to improve employee engagement.Performance appraisals imply an individualistic approach pertaining to employees and their past performance.
It constantly measures employees’ performance and plans strategies for their development.It focuses only on the result of an employee’s performance and follows certain protocols for performance analysis.
It allows dynamic communication between the employee and senior managers leaving enough room for discussion.Communication pattern is linear for performance appraisals and discussions can only take place after the process completes.

Why is Performance Management Critical?

Performance auditing ensures you have an improved and well-trained workforce that contributes to establishing a successful business. There are numerous other benefits of it, including:

Future-Proofing Your Employees’ Skills

Establishing a continuous line of communication with all your employees and monitoring their skills regularly helps you develop advanced training programs. Performance analysis reports point out employees’ potential skills and performance gaps. 


You can immediately take essential steps to solve these problems and prepare your employees for future work needs.

Increased Employee Engagement

It helps companies set clear expectations for employees. It gives them insights into how you are investing in their growth and what you are expecting from them. 

Additionally, offering learning and development opportunities gives employees a clear career path. 

Higher Employee Retention

Employees who see their work improvement and clearly understand their career path remain engaged with the company. They can know what you are offering in the present and have decided for the future. Thus, it improves employee retention benefiting the company to keep their best employees for long. 

Culture of Feedback and Trust

When you are open and honest with employees and give them the necessary feedback, they trust you. It also encourages employees to be loyal, communicate their problems and ideas, and provide constructive feedback. Thus, you can foster a healthy overall company culture. 

Improved Organisational Performance

Performance measurement in companies contributes to improved organisational performance, including revenue growth and customer satisfaction. Additionally, your employees learn, develop, and offer best-in-class performance contributing to company success.

Top 8 Strategies for Effective Performance Management

Below are eight strategies for an effective performance management system to help you achieve outstanding business results.

Create a Productive Work Environment

If your employees are lethargic, sloppy, or less productive, the problem might be in your office environment. You can change the interior look to a bright working space. Furthermore, add some fun elements, motivate employees, use quality equipment, and ensure improved mental health. 

Encourage Two-Way Communication

Communication is one of companies’ best tools to bond with employees. You can ask for feedback from workers to get better insights into what affects their performance. 


Additionally, the good communication skills of the manager convey clear messages to workers. It ensures your people understand the goals and their duty better.

Customise Employee Training Plans 

Not all employees can be treated the same in a company, especially when enrolling on training programs. Before setting up a training program, you must focus on understanding their learning styles, weaknesses, strengths, ideas, etc. 


It not only improves the quality and capabilities of a candidate but motivates them to work harder and be more productive. You can also generate employee self-evaluation graphs for better understanding. 

Recognise and Reward Exceptional Talents

Your employees need a pat on their back to move forward, regardless of age and position. Therefore, companies must find a way to recognise employees’ hard work and reward them for a better tomorrow. It may include a bonus, a promotion, access to health care plans, etc. 


Appreciation is an excellent way of showing gratitude, and encouragement, leading to improved performance. 


Do you know around 63% of employees said in research that they are not praised enough by their employers?

Use Technology to Integrate Goals

You can use simple and intuitive tools to track every employee’s performance. Such technologies offer broad visibility and flexibility in accessing them, allowing transparency in the company. Additionally, all your employees will stay updated whenever your goals change or modify. Ultimately, it leads to improved performance.

Identify Issues in Time and Solve Them

Companies must discover the problems behind low business productivity or employee performance. You can ask your employees what problems they face and collect suggestions for solving them. 


Ensure you listen to employees’ ideas that make them feel valued and engaged in your company. 

Give Frequent Feedback

Recruiters must give frequent feedback to employees that helps them improve and be more productive. You can add surveys, community meetings, and one-to-one talks for an effective performance appraisal in HRM. 


Additionally, focus on improving your company culture to attract and engage culturally fit people. A statistic says 46% of job seekers consider company culture an essential factor in choosing employers

Use Competency-Based Systems

Companies can use competency-based systems for performance management. It helps managers to supervise their employees and build a team depending on their competencies instead of evaluating them with specific tasks or behaviours. 

How 6 Pence Can Help

Performance Management in every company is a crucial factor for their success. You can focus on goals and expectations to set and create a regular performance auditing system. It empowers employees to develop and improve daily, contributing to overall organisation success.


Recruitment and HR services can never be daunting when you are with us at 6 Pence. We are the top staffing and HR solution providers in Oman, Iraq, Bahrain, and Dubai. Connect with us today to know more!


Also Read: 11 Training Programme for Employees That Should Not Be Missed

Frequently Asked Questions

What is performance management?

It refers to the holistic approach of evaluating employees’ performance, investing in their improvement, and enhancing overall business performance.

Why is performance management critical?

It is essential for numerous reasons, like improved organisational performance, higher employee retention, and increased engagement.

What are the critical components of an effective performance management system?

The critical components of an effective performance management system are planning, monitoring, developing, rating, and rewarding.

Reasons Why Businesses Need Permanent Staffing Solutions

permanent staffing solutions

Hiring the right employees in a business is a serious commitment, as it contributes to long-term company growth and success. Finding the culture fit candidates is a must, and research says 84% of recruiters believe the same


However, most established and startup companies face difficulty recruiting the right people for all their departments. This urges the need for permanent staffing solutions offering smooth and seamless functioning to organisations. They understand the unique company needs and carefully select, train and develop the workforce. 


We will share everything you need to know about permanent staffing solutions, including their benefits and importance in business and how 6 Pence can help you.

What are Permanent Staffing Solutions?

Permanent staffing solutions help businesses of all sizes recruit long-term suitable employees to fit their job vacancies. They choose candidates by matching your profile requirements, salary, and cultural fit. 


Permanent staffing is a company’s long-term investment to build its foundations. Agencies offering such services have experience in finding and hiring the right candidates through various methods. They can manage your workforce’s changing needs, seasonal fluctuations in demand and addressing skill gaps within your present workforce. 


Some of the permanent placement staffing features include:


  • They are paid directly by the recruiters
  • Permanent employees don’t have an ending date for their tenure
  • Terminating their contracts is a lengthy process and abides by numerous employment laws
  • Agencies help manage the payroll, leave processing, and other HR duties pertaining to the employee
  • The agency undertakes all paperwork and background evaluation

How do Permanent Staffing Solutions Work?

A staffing agency may offer employees leasing and permanent staff to companies as needed. 

Employee leasing is an arrangement where the agency provides candidates to companies temporarily. The employees work for the client business while the agency pays them salaries and handles HR functions


Such agencies take information about your job requirements and search their talent base to find the right fit for the open position. 


They thoroughly research your company’s needs, conduct extensive market research, and spread positive words around your brand to attract talent. 


Usually, these agencies have their own talent base where candidates submit their updated resumes for good opportunities. The decision to hire the selected employees is still the company’s call. 


However, permanent hiring is more challenging than leasing, requiring more careful candidate evaluation.

What are the Types of Permanent Staffing Solutions?

Staffing and consulting agencies offer a variety of permanent staffing solutions depending on the nature of work and organisational needs. Listed below are some of the common types of permanent hiring solutions.

Full-Time Permanent

It is the most generic form of permanent recruitment services where the agency provides a candidate to companies for the long term, i.e. until the employment is terminated either by the employer or the worker. 


Here the employee works for a fixed period every week, usually around 40 hours, and is entitled to employee benefits and protections.

Part-Time Permanent

They are still permanent company employees but have fewer working hours than full-time employees. You may offer them some benefits over their salary; however, it is not mandatory. However, the employees can still enjoy job security and legal protections.

Probationary Permanent

Organisations often use probationary permanent staffing to evaluate new employees for a fixed trial period. It typically takes around 3 to 6 months to assess the quality and capability of the employees, depending on when their recruitment gets finalised. 

Tenured Permanent

Tenured permanent staffing is mainly used in academic and government organisations where employees are recruited for a granted tenure after a certain service period. They enjoy greater job security and legal protections compared to non-tenured employees.

Contract to Permanent 

In this type of staffing solution, an employee is hired on a contract basis for a particular period, expecting to extend the tenure until they become permanent. Consequently, once the candidate meets specific organisational criteria, and after thoroughly assessing their skills and fit, they come into a long-term agreement. 

Five Benefits of Permanent Staffing Solutions

Permanent hiring solutions offer numerous advantages to businesses. Some of them are listed below. 

Fast Hiring

One major challenge businesses face today is hiring the best candidates in less time. Usually, the organisation’s hiring period lasts over one month. Because the process includes numerous steps, and decision-making is critical. 


The hiring market demands keep changing, which makes the process more complicated. However, the process gets simplified and easy with an expert permanent recruitment service provider. Moreover, they competently finish all the hiring stages faster, as they have experienced recruiters and an extensive database of potential candidates. Thus, they help close open positions faster.

Reduction in Team Workload

Usually, businesses hand over the recruitment duty to the HR team, thus increasing their workload. It results in low productivity and affects the overall business performance. 


However, if you hire a permanent staffing solutions provider, they take over these tasks and free up your employees’ time for other core activities. Thus, there is little chance of disruptions in the business process resulting in an improved business reputation.

Specialised Hiring

Did you know an optimised recruitment process can reduce your hiring cycle by 60%

A staff recruitment agency can help you fill some complicated positions that recruiters might fail to do alone. You might have a lot of other duties in a company, but these agencies are mainly focused on hiring the best candidates on behalf of their clients. Their expertise and experience help companies in finding their required candidates smoothly. 

Reduced Cost

Often businesses lack resources while hiring candidates, and it takes days to close a position leading to poor company performance. This, ultimately, drains your financial standings. 


By opting to work with a reputed permanent staffing solutions agency, companies can find suitable candidates in less time and without hampering the productivity of their current team.


Besides, these agencies negotiate salaries and perks on the company’s behalf and ensure that both the staff and the company have a financially viable deal.

Stay Compliant with Regulations

Employee and labour laws, tax policies, and other regulations affecting a company’s recruitment keep changing. Additionally, to stay compliant with these regulations and mitigate the risk of costly penalties, companies look for professionals who can handle them. 


Here come the benefits of permanent placement staffing agencies with years of experience in the industry. Besides, they stay updated with current trends and regulations and help companies follow them. 

Common Misconceptions About Permanent Staffing Solutions

Some disadvantages of using permanent staffing solutions include additional hiring costs, a wide culture gap, reduced team bonding, and reputation consequences. No, that’s not true! These are myths that are often heard against staffing solutions.


But when you work with a reputable staffing solutions provider, businesses can have a wholesome and comprehensive experience.

Too Expensive

Entrepreneurs have a misconception that hiring an agency can be expensive, but the fees are worth it. Even though, on the surface, this can be costly for companies, it can save you in the long run. 

Lower Candidate Quality

Some owners think candidates submitting their resumes to staffing agencies are the ones not hired anywhere else. That’s not the fact; often, these candidates are overqualified for the job position they are applying for. 


Also, agencies undertake thorough background verification and rigorous interviews to ensure your company is matched with only the best candidate.

How Can 6 Pence Help Permanent Staffing Solutions?

Businesses using permanent staffing solutions have accelerated their hiring process, reduced existing employees’ workload, offered flexibility in hiring, and mitigated legal risks. However, before you contact such providers, you must assess their benefits, charges, and services. 


Additionally, make sure you read the advantages and disadvantages of such agencies.

However, if you decide to hire a permanent staffing solutions provider, meet us at 6 Pence. We are one of the leading staffing outsourcing agencies in the GCC and are operational in Oman, Bahrain, Iraq, and Dubai.


We boost experienced recruiters, a rich candidate database, payroll and HR assistance, legal compliance, and a 24/7 HR e-service portal. All our solutions are tailored for your business, and you work with dedicated account managers ensuring you get only the best treatment and nothing else!


For more details, contact us today!


Also Read: Integration Engineer Interview Questions To Prepare For

Frequently Asked Questions

What is permanent staffing? 

Permanent staffing refers to the practice of offering companies applicants long-term employment depending on their qualifications and companies’ job requirements.

Why do businesses need permanent staffing services? 

Businesses seek permanent staffing services as it is a long-term investment made in building the foundation blocks. Permanent employees can stay committed, understand the company’s culture best, and offer the best performance.

What is a staffing process?

The staffing process is a step-by-step approach to finding the right person with appropriate skills, qualifications and experience for different organisational positions.

Why Employee Training and Development is Must for Organisations?

employee training and development

Employees play a significant role in the success and growth of companies. They are the essential tangible assets whose skills, knowledge and effort can bring huge changes to your business. Significantly, this urges the necessity of hiring the best talents. 


Moreover, keeping them updated with market trends is your responsibility. Employee training and development programs allow companies to motivate their workers, improve productivity, and retain them longer.


Remember: An organisation’s success depends on its people’s success. Nearly 83% of organisations are building a people-centric culture where human needs are central.


In today’s competitive environment, if you aim to meet higher business goals, you must train your employees. This article shares the basics of why hr training for employees is a must for companies.

An Overview of Employee Training and Development

With the advancement of technology and evolving workplace strategies, companies are struggling to fill the skill gaps. However, planning a training programme for employees is a must to ensure all your employees align with the changing demands.


Research says more than 51% of HR managers believe training employees is the best way to eliminate company skill gaps


Training programs impart the necessary skills and industry knowledge to employees. In contrast, development activities focus on enhancing a worker’s long-term potential and career growth. 

Types of Employee Training and Development

Companies can arrange numerous training and development programs for employees at different times. However, the training programs depend on the organisation’s size, requirements, and activities. 


Let us consider the types of training and development that organisations can provide.

Management Training

You can conduct different management training programmes for employees while promoting them to managerial or senior-level positions. Consequently, it prepares individuals for additional higher responsibilities in an organisation.

On-the-Job Training

Companies mainly offer on-the-job training to new joiners in the company. It helps them understand company expectations, their duties, and necessary job skills.

Mentoring Scheme

You can provide a mentoring scheme to entry-level staff by allowing them to work under an experienced manager. Conversely, this helps them gain better insights into their job and preliminary experience to survive in the organisation.

In-House Training

Companies provide in-house training to all employees at different times. These programs are conducted by either an experienced member of the company or an external trainer. 


The primary objective of such training is to upskill your employees and make them aware of new skills or abilities. 

Personal Study

You can purchase numerous trending courses or reference materials for your employees where they do the personal study. It means you don’t invest in a trainer; instead, you motivate employees to learn themselves and make improvements.


What’s more?


You can also offer numerous other programs like


  • Orientation training
  • Compliance training
  • Product Training
  • Technical training
  • Team training
  • Upskilling and reskilling 

What are the Benefits of Employee Training and Development Programs?

According to a study, 90% of HR managers say training has improved employee productivity and development. At the same time, 86% said a training programme for employees improves their retention rate. 


Therefore, it is safe to say that HR training has numerous advantages for employees. This, in turn, benefits your company. 


Some of these are listed below.

Enhanced Performance and Productivity

Companies continuously offering training to their employees have greater chances of improving productivity. Employees acquire new skills and stay updated about industry trends through these programmes. It enhances their performance and productivity and establishes a better company reputation. 


However, you must begin understanding the skill gaps and other company issues to draft employee development plans. 

Talent Retention and Employee Engagement

Investing in training and development programs demonstrates an organisation’s commitment to its employees’ growth. This creates a positive work environment, enhancing candidates’ morale and confidence. Moreover, when employees feel valued in the company, they stay engaged with you longer. 

Knowledge Transfer and Succession Planning

You can offer training programs to facilitate the transfer of necessary knowledge and skills from experienced employees to new recruits. It helps strengthen the organisation’s talent pool and ensure smooth succession planning. 


Moreover, they prepare your employees for higher positions and responsibilities and improve team functionality.

Reduce Layoffs

Around 25% of the skill set requirements have changed since 2015. Researchers believe this percentage of changes will double by 2027. 


As business priorities change, keeping up with the trends becomes a hurdle for employees leading to increased layoffs. However, proper employee development plans can prepare employees for future work needs.

Gain a Recruitment Tool.

Most employees believe they must upskill yearly to stay competitive in the market. You attract and engage talented job seekers when offering the scope for skill upliftment. 


Furthermore, even when an employee exits, they leave behind positive feedback, which helps you hire better people.

Strategies for Effective Employee Training and Development

You can implement different strategies while planning effective employee training and development. Listed below are some of them.

Assessing Training Needs

Before designing and implementing a training program, thoroughly research your company’s needs. These needs are different for all organisations; however, they share the same objective of increasing productivity. 


You can conduct surveys, performance evolution tests and feedback sessions to identify skill gaps and training requirements.

Designing Customised Training Programs

Your training programs must be tailored to employees’ unique needs and learning styles. You can incorporate a mix of classroom sessions, online modules, and hands-on training for better outcomes of the training curriculum.

Encouraging Continuous Learning

As mentioned earlier, companies can offer employee learning opportunities in numerous ways. It includes mentoring programs, workshops, conferences, and e-learning modules. They help nurture a culture of continuous improvement among your workers and foster a growth mindset within the organisation.

What Role Does Technology Play in Employee Training and Development?

First, technology has stepped into almost every sector of life, automating tasks and improving results. Technology in staff training and development offers numerous benefits like increased accessibility, flexibility and efficiency.


Next, companies can use virtual learning tools and online platforms to train their employees. These technologies offer flexibility to employees in accessing training materials irrespective of geographical boundaries and time constraints.


Furthermore, you can invest in interactive and engaging e-learning programs that facilitate flexibility of learning. It can be customised to accommodate the different learning styles of your employees and contributes to an effective employee training experience.


Additionally, technology features real-time feedback and assessment tools for companies. They evaluate the impact of training and development on employee and provide individualised support.

How to Measure the Effectiveness of Employee Training and Development? 

It is essential to measure the effectiveness of training and development on employees to ensure your investments are producing the desired results. You can implement various methods and indicators to evaluate their training initiatives. 


Some of these are listed below.

Pre and Post-Training Assessment

You can implement such an assessment to gain insight into an employee’s skills and abilities before and after the training. When you compare these scenarios, the level of improvement comes on the screen. 

Evaluating Job Performance Metrics

There are specific job performance metrics used in companies, like productivity, quality or customer satisfaction. You can derive real improvement when you evaluate such metrics before and after training. 


You can appoint managers to observe these employees and use rating scales or checklists to measure how much the training has impacted their performance.  

Gather Feedback

Companies can gather employee and supervisor feedback to understand the training effectiveness. These can be collected through surveys, interviews, or focus group discussions.

Measure ROI 

Consider your training course and compare them with the training outcomes to calculate your return on investment. Measuring ROI gives companies confidence in making better training programs. 


Additionally, it allows HR to calculate the direct and indirect training costs and decide on better options.


Also Read : 10 Unknown HR Best Practises for 2023

How Does 6 Pence Help with Improved Business Operations?

Employee training and development program leaves a significant impact on your organisational growth. It improves the business’s overall productivity, retains talents, saves resources, and establishes a good image in the industry. 


Are you struggling to find top talents for your business? We are among the leading staff outsourcing and HR solution providers in the GCC. We offer customised solutions to Oman, Iraq, Bahrain and Dubai businesses.


By working with 6 Pence, you get assistance with finding top talents and retaining them through effective payroll management and HR e-service assistance. 

To know more, connect with us now. 

Frequently Asked Questions

What is the process of training and development?

The training and development process includes educational activities within an organisation designed for employees to improve their job performance.

How do you engage employees in training?

There are several ways to engage employees in training, like using modern learning technology, incentivising and rewarding learning, practising instructional design, video coaching, and more.

What is the role of training in improving performance?

Training improves employee skills and industry knowledge, building employee morale and confidence, thus improving overall performance.

What is the Importance of Employee Satisfaction in Organisations?

importance of employee satisfaction

Did you ever consider the importance of employee satisfaction in organisational success? If not, it’s high time to think about improving employee satisfaction that returns you high profit and assists in company growth. Actually, keeping your team happy makes them confident in delivering high-quality work, increasing business productivity. 


However, studies show that only 20% of employees feel engaged at work, and job satisfaction is one factor behind the employee engagement rate. Besides, if your employees are satisfied with the work, they will remain engaged with your company for a long time. 


But one thing to remember is that employee engagement and employee satisfaction aren’t synonymous; job satisfaction is considered an emotional element. 


This guide will delve into various aspects of the importance of employee satisfaction in the workplace.

What is Employee Satisfaction? 

Employee satisfaction, often called job satisfaction, relates to how happy or content an employee is in their current position and with their employers. It is a combination of psychological, physiological and environmental circumstances.


To sum up, numerous factors affect employee satisfaction in an organisation, such as working conditions, employee benefits, managerial style, company culture, pay scale, career development, etc. 


Employee satisfaction can be either intrinsic or extrinsic. First, intrinsic employee satisfaction relates to how employees feel about their daily tasks. Second, extrinsic employee satisfaction relates to how they think about their work conditions, pay, and work environment.


Employees are satisfied when they feel energised by work, have a sense of purpose, achieve goals, and enjoy a culture of inclusion. 

What is the Importance of Employee Satisfaction?

Every company must understand job satisfaction and its importance to solve its twin problems of employee turnover and employee retention. Furthermore, listed below are a few benefits of job satisfaction.

Better Employee Outcomes

The importance of employee job satisfaction comes into view when you want to improve employee outcomes and boost overall business productivity. Job satisfaction motivates employees to work harder to meet their company’s goals. 

Reduced Turnover

A satisfied employee will be less likely to leave their job. Additionally, the more they feel content at work, the better they engage with your company. Because of this, you must ensure that you address employee concerns efficiently to increase their satisfaction and emotional well-being.

Higher Productivity

The importance of job satisfaction and employee engagement must be considered by businesses when framing strategies for better productivity. A satisfied worker tends to be more productive at work. They acquire a sense of dedication that drives them to work hard and achieve desired company goals. 

Influence Positive Company Culture

89% of highly engaged employees are satisfied due to their company’s positive work culture. Most adults consider a company’s culture before applying for a job. 


Therefore, you can develop a positive company culture by satisfying your employees. It helps your team members stay connected with the job and coworkers. 

Improve Company Reputation

When people are happy about something, they prefer to speak about them. Similarly, if you can satisfy your workers, chances are high they will spread the good word about you, which leads to an improved company reputation. 

Better Customer Service

Satisfied people have a plus point; they can satisfy others. These are happy people, which means they can offer cheerful customer service, thus improving your sales and revenue. 

Increased Profits

Employees become more productive when satisfied by a company, leading to increased sales and profits. You can use this profit to compensate your employees for their hard work by offering a performance bonus or overtime pay. This keeps them motivated and enthusiastic to work more for you.

Effective Management

Satisfied people are less likely to leave the company, leading to internal hiring and promotions. These employees stay attached to your company for the long term helping you to develop a qualified and engaged management team.

Better Hiring Capabilities 

Even though your employees have job satisfaction, they can leave the company at some point due to retirement or a change of careers. During such scenarios, these employees will leave positive reviews about your company that gives a good image of you to candidates looking for jobs. It means you can attract qualified and talented employees for different positions.

How to Measure the Importance of Employee Satisfaction?

It is hard to determine what satisfies employees; for one, it might be a simple job with regular payments, and for others, it can be facing real-life challenges. 


Listed below are a few ways to measure the elements of employee satisfaction.

Set up a One-to-One Conversation

Setting up a one-to-one conversation via a formal or casual meeting to find out how your staff feel about their workplace and share their thoughts and feelings. Ensure that you assure them of confidentiality; otherwise, they might not open up and discuss the problems associated with fellow colleagues, managers, or the office culture.

Conduct Anonymous Surveys

You might know the importance of an employee satisfaction survey for your organisation, but doing it anonymously has an extra point. Consequently, it helps your team speak about their concerns more freely without revealing their identity. Due to this, you can get a better view of what is lacking in your organisation and how satisfied your employees are. 

Read the Room

You need to read your employees to understand how they feel working with you, even when they are not speaking up for themselves. You can notice a few red flags like low productivity, staff reluctance to participate in teamwork, or a lack of feedback.

How to Improve Employee Satisfaction?

Survey says satisfied workers are more motivated, engaged and committed to work that focuses on increasing profits, productivity and sales for the business and decreasing employee absenteeism. 


Here are a few ways of improving employee satisfaction.

  • First, offer your employees a competitive salary
  • Second, ask for their constant feedback and suggestions
  • Third, apply a few innovative employee ideas in the workplace
  • Subsequently, try to be creative with employee benefits
  • Next, put an ear to your employees’ genuine concerns
  • Conversely, celebrate big wins and allow people to share their own achievements
  • Finally, prioritise mental and physical well-being
  • Lastly, invest in employees’ career growth


Also Read : 12 Major Importance of Recruitment and Selection in HRM

How 6 Pence Helps with Business Processes

Job satisfaction is beneficial for both employees and employers. Satisfaction is essential for employees to stay engaged and improve their work quality. 


In contrast, an engaged employee can improve an organisation’s sales and revenue with dedication and hard work. You must understand the importance of employee satisfaction surveys to learn where your business is lacking and ask employees for ideas about how to improve them. Through this blog, we have tried to explain the importance of employee satisfaction in an organisation.


HRs are responsible for maintaining a positive work culture but often have many responsibilities that make it difficult for them to manage. To help your Human Resources department, you can outsource your staffing, recruitment, and payroll responsibilities to us! 


6 Pence is a leading outsourcing company in the GCC. We have almost two decades of experience in helping companies improve their business processes while they concentrate on their core capabilities. By outsourcing your staffing needs to us, you are guaranteed access to top talents, assistance with paperwork and verification, and post-hiring HR and payroll assistance. 


6 Pence is operational in Dubai, Oman, Iraq, and Bahrain.


Contact us for more details!

Frequently Asked Questions

What is employee satisfaction? 

Employee satisfaction is a term HRs use to describe how satisfied or content every employee is with the organisation.

What are the types of employee satisfaction? 

There are two types of employee satisfaction, intrinsic and extrinsic job satisfaction. 

What can improve employee satisfaction?

There are numerous ways of improving employee satisfaction by eliminating micro-management, promoting employees’ good health, providing training, and more.

7 Benefits of a Payroll Management System

payroll management system

The employment landscape is evolving rapidly, and payroll significantly impacts a company’s profitability and employee retention. Additionally, a large percentage of employees revealed in a survey that they would experience financial difficulty if their payments were delayed by even one week.


Besides, HRs and finance teams can easily manage the entire payroll operations lifecycle with the right payroll management system. This guide covers some key features of a good payroll management solution.

What is a Payroll Management System?

Companies use a payroll management system to manage employees’ wages, deductions, and benefits. The primary objective of using such software is to provide efficient and accurate salaries to every employee on time. In addition, it also assists in tracking their working hours and tax filing. 


Studies say 49% of employees experiencing two paycheck errors will likely leave the company. Consequently, a company must avoid making mistakes with employee paychecks or payment delays. Because of this, you might lose employees, which can further hamper the business performance. 


An effective payroll management solution solves these hurdles for organisations.


A few notable responsibilities of payroll software are 


  • Keeping employees’ information updated
  • Generating payslips
  • Calculating employee payments
  • Managing leave deductions and overtime adjustments
  • Identifying tax liabilities


If you need more secure and comprehensive assistance, you can always contact the 6 Pence team!

What are the Key Features of a Payroll

Management System?

Below are some key features of a good payroll management system that you must consider.

Payroll Management

The payroll software you choose must allow you to calculate bonuses, employee expenses, overtime, and holiday pay. Consequently, it will allow you to easily print employee paychecks and prepare regular reports that give insights into the overall business operations.

Direct Deposit

The payroll management system must manage your team’s direct deposits without making you worry about payments. It will pay your employees automatically and correctly on time while reducing the chances of manual errors. 


Besides, direct deposits make payday easier for HR.

Time and Attendance Tracking

A good payroll solution integrates with time and attendance tracking applications to provide insight into employees’ time sheets and attendance records. As a result, HR can keep track of the employees over time and leave deductions. 


Thereafter, the issue of monthly wages becomes sorted and seamless, thus, saving time and unnecessary problems.

Tax Filing

The payroll software must help you with tax calculations, insurance and retirement contributions, withholdings and related tax calculations. It will save your HR team time finding each employee’s tax payments and deductions throughout the year.

Employee Self-Service 

Most payroll solutions allow employees access to their data and update them regularly. It promotes transparency and empowers employees to handle questions and make changes independently. 


Employees can view their payment history, change personal information, and change preferences as needed. 


Presently, if you adopt 6 Pence’s payroll management system, your employees will get access to our HR e-service portal. This allows for 24/7 access to employee data.


Also Read : Integration Engineer Interview Questions To Prepare For

7 Benefits of a Payroll Management System

Using a payroll management system is highly beneficial for any company looking for ways to retain employees and stay stress-free with monthly salary disbursal hassles. 


Listed below are some of the benefits of a payroll system.

Automating Payroll

The first and foremost purpose of using HR and payroll software is to avoid manual tasks that leave doors open to unintentional mistakes that are often costly for the company. A payroll management system can automate your complex and simple payroll tasks and empower you to tackle its entire lifecycle better. 


Besides, it allows you to work on payroll calculations and deductions quicker, generate accurate pay slips, and more.

Handling Payroll Expenses 

Payroll is always a recurring expense for any organisation, which means if your business grows, your payroll expenditure increases. Further, it is one of the largest monthly contributors to a company’s profit and loss statement. 


With the help of the right payroll software, you can generate all these reports timely. Finally, it lets you track all your expenses, including employee salary, bonus payouts, employee benefits, holiday pay, etc.

Making Taxes Look Less Stressful

You might have heard about businesses closing down or being penalised for non-remittance of taxes. Use a modern payroll management system if you don’t want to be one of them. It helps you adapt to the changing tax laws, control your employee contributions, choose statutory applicable to your business, and more. 


Moreover, you can stay confident in making accurate tax deductions. 


Furthermore, they reduce the burden of compliance and remove the need to understand complex tax legislation.

Easy Integration with Other Applications

The finance team or HR needs to coordinate with other departments for different inputs during payroll processing monthly. These processes are usually complex and time-bound; they tend to get tougher as businesses grow. 


Securely integrating attendance and payroll management systems allows you to access real-time data in one place. 

Securing Payroll Data

Payroll registers contain vital employee details, including salary, taxes, and bank details. Payroll software can enhance the security of your stored payroll data and finely-grained access controls. Further, it allows you to differentiate between different roles in each department and eliminate unauthorised access.

Timely Salary Payments

With effective payroll management, companies can pay their employees at the right time, which increases their retention rate and improves productivity. 

Go, Green

One of the significant benefits of implementing payroll software is to eliminate the use of paper. Paperless technology reduces costs and is environmentally friendly. 


Maintaining data electronically minimises the chance of making mistakes or losing essential details about your employees and payroll data.

Popular Payroll Management System

Businesses of all sizes use payroll software to automate all payroll processes. It simplifies setting up direct deposits, withholding payroll taxes, and keeping precise records to avoid fines. Manually doing these tasks is time-consuming and error-prone.


Some of the top payroll software are:


  • Gusto
  • Paychex Flex
  • OnPay
  • Payroll4Free
  • 6 Pence payroll outsourcing solution


Also Read : Senior Financial Accountant Job Description 2023

How Does 6 Pence Help with Payroll Management?

The payroll process in a company is a challenging task to handle. It can be made easier by investing in a payroll management system or by outsourcing the task to competent, qualified, and experienced professionals.


The payroll management system in any organisation saves the owner’s time in calculations and processing while paying employees on time and retaining them in business for a long. However, you must invest carefully in a system fulfilling your payroll requirements. 


At 6 Pence, we offer payroll management services to our business partners in Iraq, Bahrain, Oman and Dubai. By outsourcing your payroll process to 6 Pence, you can better work towards creating budgets for your company’s growth, R&D, and other important tasks.


With 6 Pence, you are guaranteed 100% legal and local tax compliance, confidentiality, and detailed payroll management. Every business partner has a dedicated project manager and no third-party intermediaries, thus reducing the chances of data leaks and errors.


We monitor every facet of the payroll process, from new employee onboarding to employee exit, leaves taken by each employee, and even OT expenses. Through our 24/7 e-HR service portal, both employers and employees can access their necessary documentation in the blink of an eye.


Connect with us today to learn more!

Frequently Asked Questions

What is payroll management? 

Payroll management in a company is the administrative task of paying employees for the services rendered. It offers a financial record of employee gross earnings, payroll deductions, payroll tax liability, and net pay. 

What is the role of HR in payroll management? 

HR in payroll management involves releasing employee salaries, depositing dues with appropriate authorities, and filing returns. Payroll processing in the organisation includes calculating the employee’s net pay after the tax adjustment and deduction. 

What are the steps in the payroll process?

The steps in the payroll process include


  • Collecting worker information.
  • Setting up a payroll schedule.
  • Tracking work time and money owed.
  • Issuing payments.
  • Keeping accurate records.

11 Training Programme for Employees That Should Not Be Missed

training programme for employees

During the last couple of decades, organisations gained a broader understanding of the need for training and development of employees as a weapon of competition rather than just an unnecessary expense.


In today’s business world, intellectual capital is more valued than physical and financial assets, as knowledge-based services help propel your organisation ahead of the competition. This urges the need for setting up a training programme for employees. That contributes to higher employee satisfaction, lower turnover rate, and promotes business growth. 


Our guide suggests a few employee training programmes that you can consider. We will also highlight the importance of training programmes to employees and organisations.

What is a Training Programme for Employees?

A training programme for employees is an organisation’s planned activities to impart the necessary knowledge to its employees. It is intended to help them grow and prepares them for higher responsibilities. Additionally, when your employees’ skills develop, it leads to the organisation’s overall growth.


Consequently, training employees is highly beneficial in labour-intensive industries. In such areas, workers must acquire specific technical and soft skills to perform optimally in the company’s competitive environment. More importantly, digital transformation makes employee training important for all sectors to adapt to the changing workforce. 


Meanwhile, some industries also have legal compliance issues that necessities regular training for their workers.

Why Introduce a Training Programme for Employees?

74% of workers say they cannot reach their full potential due to a lack of employee development opportunities. This signifies why companies must introduce training and development programs for workers at every level. Additionally, such programs improve employees’ efficiency and increase business growth possibilities. 

What organisations gain?

Research says companies with a comprehensive employee training program have a 24% higher profit margin. Further, listed below are a few advantages of training and development of an employee to an organisation.


  • First, training employees helps in reducing their turnover rate
  • Secondly, it improves your company’s culture
  • Thirdly, it enhances your overall business performance
  • Fourthly, training overcomes your business’s internal weaknesses
  • Fifth, trained employees keep your clients happy, and customer satisfaction leads to better revenue generation
  • Next, implementing training courses can attract talents looking for growth opportunities.
  • Moreover, training enhances the quality of the products and services you offer
  • Finally, it creates a more adaptable and flexible workplace

What do employees gain?

Nearly 76% of employees prefer companies that provide opportunities to expand their careers. As a result, we listed below the reasons why employees expect companies to invest in their training and development 


  • First, it improves their skills and knowledge
  • Second, employees stay prepared for higher responsibilities
  • Third, they feel valued in an organisation
  • Fourth, it motivates them and increases employee engagement
  • Next, it improves employee morale and confidence 
  • Sixth, training enhances employee performance
  • Consequently, it gives them knowledge about industry and technology updates
  • Also, employee productivity improves with proper training
  • Finally, training reduces skill gaps among team members
  • Lastly, employees can deal with workplace stress, conflicts, diversity and equality issues, and emotions. 


Furthermore, you can track your employee performance to ensure you maximise your investment in their training. Different training evaluation metrics, including participant satisfaction, learning outcomes, behaviour changes, and more, give you insights into employees’ performance.

Top 11 Training Programme for Employees

We have established why leadership training for employees is critical for the success of both the business and the individual. However, it should be customised per each employee’s requirements and the industry and organisational needs. 


We have listed the top 11 employee training programmes you can consider for your workers.

Orientation Training

Orientation training is the first thing that new hires must learn when they join your company. It mainly focuses on introducing the employee to the company’s values, vision, culture, processes, corporate culture, internal infrastructure, vital corporate policies, administrative procedures, etc. 

Compliance Training

Compliance training is essential for employees to understand the laws and regulations related to their job position, company or industry. It includes anti-harassment training, workplace safety, workplace violence, substance abuse, diversity training, etc. 


Besides, the primary objective of such training is to maintain workplace safety, reduce any legal risk and offer a better working environment for employees. 

Communication Training

Effective communication is essential to maintain positive work relationships and meet your company’s bottom line. Introducing a communication course can help employee growth and development, allowing them to communicate confidently, internally and externally. 


Besides, proper communication skills are especially important for the sales and customer service team, allowing them to provide enhanced customer satisfaction. Thereafter, it helps your company to grow its revenue, retain customers, and acquire new ones.

Time Management Training

Time management for employees is vital to provide the best work quality, meet deadlines, and stay stress-free during rough schedules. Conversely, such training will offer the proper techniques and tools to help employees stay organised, focused and productive.

Soft-Skills Training

Staff training and development programmes must include soft skills training that focuses on the personal attributes of your employees. This includes covering topics like conflict resolution, problem-solving, and communication. 


Besides, employees enriched with soft skills have the potential to gain new clients for your company, improve your current customer relationships and help in numerous other ways. 

Emotional Intelligence Training

Emotional intelligence is highly beneficial for organisations as it involves identifying and managing emotions under different scenarios. This training consists of imparting skills in maintaining personal and professional relationships, growing social awareness, and improving self-awareness.


Consequently, it allows employees to think, solve problems, and better manage their emotions.

Customer Service Training

If customers are disappointed with your current services, it’s time to offer customer service training to your employees. Otherwise, you may lose all your customers one by one. 


Such training helps companies to improve client retention, improve repeat business, and promote positive experiences within the company. 

Quality Assurance Training

Quality assurance training benefits organisations by establishing customer trust and integrity, improving profit margins and accelerating business growth. This training empowers employees to understand the best practices related to the line of work. Subsequently, this enhances the work processes and ensures the final product or services meet the pre-set quality standards.

Upskilling and Reskilling

Upskilling focuses on improving employees’ current skill sets through continuous training programs to assist them in growing and staying relevant to today’s work environment. 


Reskilling imparts new skill lessons to employees while moving into a different job role within the same organisation or to meet the new requirements of their current position.

Leadership Training

Leadership training for employees is an excellent way of retaining them in your organisation longer. It assures the workers that you are planning something good for them and preparing them for higher positions. 


Such training primarily focuses on improving communication, team building, conflict resolution, analytical and forecasting skills.

Stress Management Training

Stress management in the workplace is essential at every level of employment that teaches people how to deal with stressful situations. It helps in improving an employee’s mindset and promotes job satisfaction. Now they can tackle clients calmly, which leads to repeat sales, retaining customers, and improving company profits.


Also Read: 12 Major Importance of Recruitment and Selection in HRM

How Does 6 Pence Help Retain Employees Through Our Staffing Solutions?

Training programme for employees enhances their productivity and improves their skills and knowledge. Meanwhile, organisations benefit from well-trained employees, which leads to business growth. Despite the changes your company has experienced in the past or will experience in the future, one thing is constant; you need to train your employees using the best possible techniques and tools for better business outcomes.


However, if you are looking for talent who can help propel the growth of your business, you can opt for staff outsourcing solutions through 6 Pence. As one of the leading staff outsourcing and recruitment partners in the GCC, we help our business partners find well-qualified talents.


Once a candidate is selected, we provide the necessary training that will equip them to better work in your company. We also help with payroll processing, leave management, and other HR-related assistance. 


We ensure business partners connect with the best talents in the market who are looking for better opportunities through our platform.


For further details, contact us today!

Frequently Asked Questions

What is an example of a training programme? 

Onboarding training, orientation training, and compliance training are a few examples of employee training programmes. 

What are the 3 main parts of the training programme? 

The three main parts of the training programme include need analysis, content development, and training delivery.

What are the objectives of training?

The main objectives of the training include:

  • Improving employees’ level of awareness.
  • Instilling skills in one or more areas of expertise.
  • Increasing employee motivation.

What are the Different Types of Interviews in HRM?

types of interviews in hrm

A company’s success largely depends on its workforce, which means one wrong choice can break your business. This makes interviews an essential part of the hiring process; though it is time-consuming it is best for your business’s long-term success. 


An interview assesses a candidate’s real skills, qualifications and experience and ensures they are the right fit for the organisation. However, interviews can be of different types depending on your needs.


This guide shares the purpose of an interview, different types of interviews in HRM, modes of interview, and how to conduct them. 

What are the Objectives of the Interview in HRM?

An interview is vital to recruitment processes; it is a conversation between HRs, managers, technical leads, and job seekers. The primary goal is to gauge the competence of the interviewee, understand their technical abilities and personality traits, and comprehend whether they are the right fit for the position and the company.


The HR also give details about the job and the company to the candidates to craft a favourable impression in their minds. 


Nearly 40% of people lie on their CVs, making interviews an essential part of the employment process, where you can assess the reality of these candidates. 


As per a study, nearly 118 people apply for a single job position on average, and only 20% are invited to an interview. The objectives of conducting different types of employment interviews in HRM are many. Some of these are listed below. 


  • Evaluation of a candidate’s work experience
  • Introduce a candidate to the company
  • Assessing a candidate’s technical and soft skills
  • Identify the most qualified and best-fit candidates
  • Defining the job role and company expectations

What are the Different Types of Interviews in HRM?

An interview undertaken for employee selection can be of different types with the same purpose of choosing the right fit. Let us dive deep into the different types of interviews in HRM.

Group Interview

Group interviews are arranged to conduct interviews of all candidates or a group of candidates at a time. Usually, a topic is given to discuss among all the interviewees, and the recruiters assess the creativity and behaviour of each one in the group. 


It saves time for the recruiter, especially when there are numerous applicants for fewer job vacancies.


Some popular types of group interviews are: 

Panel Interview

In panel interviews, more than one interviewer interviews a candidate simultaneously. The panel usually comprises supervisors, team members and HR representatives. Each interviewer specialises in a domain and assesses the candidate’s skills, qualifications and experiences.

Focus Group Interview

Companies conduct a focus group interview with candidates grouped according to their common traits or experiences and ask specific questions to them. The recruiter observes each candidate’s response and selects them for a particular role accordingly. 

Structured Interview

Structured interview in HRM uses a particular interviewing method to assess every candidate applying for a similar position. Here all the applicants will receive exactly the same questions and in the same order to avoid biased questioning. The goal is to identify candidates who answer all or most of the questions best.

Unstructured Interview

An unstructured interview, also known as a non-directive interview, is entirely opposite to structured interviews and has no pre-arranged set of questions. Here, the questions vary according to company requirements and candidate competencies. 


The primary objective is data collection, where the HRs ask questions to candidates for in-depth information on a particular topic.

One-to-One Interview

In a one-to-one interview, a single interviewer asks questions focused on general, technical, and operational areas as per the position to a single interviewee. The tone used in such interviews is often conversational, where the interviewer begins the interview and allows the candidate to ask questions by the end.


Below are mentioned some popular one-to-one interview styles:

Semi-Structured Interview

A semi-structured interview is a combination of structured and unstructured types of interviews in HRM. Here, the interviewer has an idea of what questions to ask each candidate, but unlike a structured interview, there is no phrasing or order of these questions. 


This is the most commonly conducted interview by companies because they find that the information received is reliable and comparable, and the interviewer can ask follow-up questions to get more information.

Situational Interview

A situational interview in HRM is one in which candidates are provided with a sample situation, and the HR asks how they might face them. Such interviews are highly focused on the future and involve hypothetical scenarios, evaluating the candidate’s approach to solving real-life problems and abilities to handle job-related situations. 

Stress Interview

A stress interview focuses on the candidate’s ability to handle stressful situations. Here the interviewer keeps asking several questions simultaneously and assesses candidates’ presence of mind and response to practical challenges. 

Behavioural Interview 

A behavioural interview assesses the candidate’s behaviour in past employment-related situations. It gives HR a clear vision of the candidate’s probable efficiency in a similar role.

Technical Interview

Technical interviews can potentially assess a candidate’s technical ability and knowledge to perform the job. Such interviews are primarily conducted for engineering, science and tech roles


During a technical interview, candidates are asked to write codes or execute a task practically on a shared computer screen to assess their technical proficiency.

Informal Interview

These interviews are conducted in an informal way where the recruiter sets an interview without conducting a written assessment of the candidate. It doesn’t include a fixed procedure of asking questions and is often a friendly interview. 


It is similar to an open call interview, where candidates can meet the hiring manager for seasonal or temporary job roles without appearing for a formal screening and selection process.

Formal Interview

This is just the opposite of informal interviews, often called planned interviews. Here the candidates will be informed about the interview in advance, and the interviewer plans and prepare questions for the interview.

What are the Modes for Conducting Different Types of Interviews in HRM?

Interviews can be conducted in a few ways, as listed below.

Face-to-Face Interview

These are the most common mode of interviews where both the interviewer and interviewee meet in person to discuss a job position.

Telephonic Interview

HR conducts a telephonic interview to assess the candidates over telephonic conversations. The recruiter asks questions depending on the candidate’s resume and the roles and responsibilities of the job profile.

Video Interview

A video interview is similar to any face-to-face interview but is conducted via a video application like Zoom, Slack, Meet, or Teams. Recruiters often use video interviews to access candidates for remote positions or when they cannot appear for the interview physically.

Email Interview 

Conducting an email interview is comparatively a novel approach where candidates are interviewed asynchronously. The interviewer sends questions, and candidates can respond at their own pace over a relatively extended period than traditional interviewing methods. 


Email interviews are less stressful and allow candidates for more detailed answering.

How to Conduct Different Types of Interviews in HRM?

Interviews are a great chance for HRs to know their prospective employees. You can delve deeper into their skills, knowledge, and expertise, as mentioned on their resumes and during phone screening. It lets you understand the candidate’s intangible assets like passion, initiative, culture fit, behaviour, goals, attitude, professionalism, and communication skills.


Here are a few tips on interviewing candidates.


  • Ask open-ended questions
  • Pay attention to nonverbal cues
  • Take notes of candidate responses
  • Understand what’s not to ask
  • Incorporate technology like an applicant tracking system
  • Choose your interview methods thoughtfully
  • Establish good evaluation criteria to prepare comprehensive interview questions.
  • Create a set of questions before the interview.


No matter what type of interview you choose, the purpose should remain the same. An interview is not just an evaluation of intelligence and other credentials but is a legal requirement for all small and large organisations.


Also Read: Integration Engineer Interview Questions To Prepare For

How 6 Pence Helps with Staffing and Recruitment

As the market comprises thousands of capable candidates, the hiring process keeps getting more challenging for HRs to pick the right candidate for the organisation. Therefore, it is high time for recruiters to understand different types of interviews in HRM and how to conduct them to filter the best fit for your company. 


Are you looking to hire quality talents for your organisation? Collaborate with 6 Pence; we are outsourcing experts for all your staffing and recruitment needs.


Our expert recruiters, rich candidate database, streamlined process for conducting interviews, background verification, and processing of all paperwork enable our business partners to find top talents without hassle.


For further information, contact us today!

Frequently Asked Questions 

What are the types of interviews? 

There are numerous types of interviews, including situational, structured, unstructured, one-to-one, group, telephonic, video interviews, and more.

What are the qualities of a successful interviewer in HRM? 

A few qualities of a successful interviewer in HRM include the ability to recognise natural talent, experience in managing people, good conversational skills, listening attentively, emotional maturity, and adequate knowledge regarding job duties, responsibilities, and qualifications.

What are the characteristics of an interview?

Some characteristics of an interview include goal-oriented, question-answer, structured/unstructured, controlled, and balanced.

12 Benefits of Employee Training and Development in HRM

training and development in hrm

In the fast-paced world, the most dangerous thing for businesses is staying stagnant and not evolving. No matter how unique, every company needs to evolve and innovate over time. One such requirement is employee training and development in HRM. It is currently on every company’s “must-do” list to stay competitive. 


This guide shares the importance of training and development in human resource management and a few current trends for companies to thrive in the competitive market. 

Purpose and Objectives of Training and Development in HRM

Human resource training and development initiatives are the educational activities taken by an organisation to improve its employees’ skills and job performance. These typically involve instilling the latest skills and knowledge in your existing employee base and motivating them to enhance job performance.


Employee training and development play an integral part in improving workplace culture. The primary purpose of it includes:


  • Improving employees’ level of awareness
  • Improving employees’ skills in one or more areas of expertise
  • Improving individuals’ motivation to perform their job best


However, one notable objective of including training and development strategies in HRM is to increase overall business productivity and performance. A few others include improving product or service quality, lessening employee turnover, decreasing overall waste due to errors and reducing overhead costs.

Examples of Companies with Training and Development Programs 

Studies say almost 92% of workers believe that the right type of training and development programs can positively impact their job engagement. It urges several organisations to consider training their employees timely. 


Some of the world’s top companies can retain top talents because of their focus on upskilling and reskilling their current employee pool. Let us look at a few examples:


Amazon is committed to upskilling its 300,000+ employees, and its 2025 pledge is meant to offer employees the training they need to secure new and high-growth jobs for the future. 

Some of their programs include Mechanics and Robotics Apprenticeship, Amazon Technical Apprenticeship, User Experience Design and Research Apprenticeship, and Machine Learning.


Starbucks offers a comprehensive employee training program, the Starbucks Experience, including online and in-person training sessions. 


Google provides its employees with various training and development programs, including leadership development, employee wellness programs, and technical skills training.

12 Benefits of Training and Development in HRM

Educating, training and developing your employees’ professional acumen is mainly to value and keep them relevant with market trends. It improves employee engagement with the company, helps overall company performance, and allows the brand to stay competitive. 


Listed below are 12 benefits of HR training for employees.

Reduce Employee Turnover 

Employee turnover can bring disruptions in business processes and are often costly. By instilling HR training for employees, you can effectively reduce turnover as the employees start believing you support their growth, which makes them stay committed to your company.

Reduce Layoffs

Business priorities change daily, resulting in layoffs when employee skills don’t match the employer’s requirements. To avoid layoffs significantly impacting employee morale, upskilling and reskilling your existing employees for new and expanded roles is essential. It saves you time and money rehiring. 

Improved Employee Engagement

Studies say companies with the highest employee engagement are 21% more profitable than the ones with the lowest engagement rate. Investing in your people’s growth makes them feel valued and appreciated, which helps in increasing employee loyalty, engagement, and better performance each day.

More Productivity

Employees having the right skills developed through your training courses allows them to do work efficiently and improve overall productivity. Your training and development courses may include lessons on using new technologies or tools like scheduling apps or artificial intelligence. 


They focus on streamlining processes and reducing time wastage. Increased productivity further results in increased profitability for businesses.

Improve Overall Team Functionality

Employees in an organisation primarily work in a team and must acquire complementary skill sets over time to do their work efficiently. The HR team is responsible for identifying team skill gaps that can impact overall productivity and setting up training programs like communication skills development, conflict management, etc. 


It helps build employee trust and reduces time wasted in handling misunderstandings and conflict.

Improved Morale and Job Satisfaction

If you are looking for ways to improve employee morale, one thing to do is create a supportive work environment. When you invest in different training and development programs, your employees see your efforts, making them feel valued and motivated to work better. 


Additionally, such training improves employee self-confidence resulting in significant business outcomes.

Innovation and Risk Acceptance

Technical advancements and innovation in the market challenge people to move out of their comfort zone and embrace automation. People with the proper knowledge and skills are more likely to take risks, and this comes from corporate training. It helps companies embrace positive market changes that otherwise would be risky.

Prepare for Higher Responsibilities

One of the primary advantages of training and development in HRM is to prepare their best employees for higher responsibilities by providing them necessary education for growth. 

Such employees require less supervision, enabling HRs, managers and employees to develop a relationship focusing on larger organisational improvement opportunities.

Address Flaws and Strength Development

A weak employee in a team can affect the overall team performance and deter the growth of an organisation. Especially when the market competition is growing every day, organisations need to invest in the strength development of their teams, address their weaknesses and ensure the skill gaps are filled. 

Adherence to Quality Standards 

Every company has their own requirements where an employee’s skill set may or may not be enough to fit the particular role. To ensure each employee sticks with the organisational and industry-specific standards, HR teams must provide essential training that makes them aware of how the organisation works. 

Attract High-Caliber Talent 

When you focus on employee training and development, they share positive experiences with others. It leads to the increased attention of high-caliber talents looking for continuous growth. 


According to surveys, job searchers prefer a company that invests in employee training and development. It helps companies attract talent to the company

Improved Overall Organisation Reputation

You can improve your company’s overall reputation by facilitating a strong training strategy to drive more skills into your establishment. Different training methods can be used for employee training, including instructor-led training, coaching or mentoring, group discussions and activities, case studies or reading materials, on-the-job training, and more. 


This training is not merely meant to be a one-day program but a continuous effort to develop your employee’s skills throughout their work span in your company.


Also Read : Merchant Acquisition Jobs

How Does 6 Pence Help with Training and Development in HRM?

Human resources professional development in any organisation is an important task. It helps in updating the skills and knowledge of every employee, that in return, increases your overall business productivity. Businesses benefit from engaged and motivated employees, while workers benefit from working in an organisation that values them and invests in their development.


6 Pence is a leading staff outsourcing partner in the GCC. We have offices in Dubai, Oman, Bahrain, and Iraq. Our expert team does not just help you find the right talent, close open positions fast, and help with all paperwork necessary. But we do a lot more. When your business opts for staff outsourcing solutions from 6 Pence, we extend our assistance even in the post-hiring tenure. Our HR team helps with various HR-related matters, including payroll. 


We also have a state-of-the-art HR eService platform that allows both organisations and employees to access their employment data, request documentation, and manage their leaves seamlessly.


If you want to learn more about our staffing solutions, contact us today!

Frequently Asked Questions

What is training and development in HRM? 

Training and development in HRM are an organisation’s educational approaches to educate and train employees for improved job performance.

What is the process of training and development? 

The training and development process refers to the activity that focuses on improving the performance of an individual and teams in an organisation. It includes assessment, motivation, design, delivery, and evaluation.

What is an example of training and development?

A few examples of training and development include on-the-job training, coaching or mentoring scheme, time management program, and leadership program.

10 Unknown HR Best Practises for 2023

hr best practises

Global human resource practises had a significant shift during the last few years. Remote working is no longer viewed with scepticism and as an option but a necessity; HR focus shifted to being employee-centric instead of work-centric, and employee mental wellness has been given more priority than ever. There are numerous changes in the HR best policies this year that companies need to recognise to improve their overall performance. 


This guide shares suggestions to improve HR practises in your company and set up a successful business.

What are HR Best Practises and their Significance?

Studies say nearly 45% of employees will be burned out by organisational changes in 2023, which urges the immediate adoption of HR best practises in companies. Most HR leaders reported elevating employee experience is their top priority for this year.


HR best practises refer to the universal principles of HR management adopted for managing people in an organisation. This set of universal HR practises leads to superior business performance.


Listed below are the importance of HR practises:


  • Higher employee productivity: Research says when managers pay more attention to their employees’ well-being and betterment, employees’ productivity increases.
  • Guarantees organisational culture: When your HR team selects the right fit, they guarantee to maintain a positive corporate culture that leads to employee retention, good company reputation, increased productivity, and quality.
  • Improved employee satisfaction: With effective HR management strategies, you support your employees with proper training, motivate them with appreciation, enhance them with valuable feedback, and ensure the best employee experience.
  • Confront disruptions in business: By hiring skilled employees from different backgrounds and domains, your HR team creates a strong employee base that can confront business disruptions timely and prevent losses.
  • Manage disputes: There can be numerous issues and conflicts in an organisation, and the HR policy must contain strategies to resolve them before it affects the workforce.
  • Stay compliant with laws: Having a clear policy ensures no legal concerns in the future, employees can understand their duties, and employers know their responsibilities.

Top 10 Unknown HR Best Practises for 2023

Here are the 10 best HR practises for companies in 2023 to improve their workforce, business productivity, and reputation.

Hiring the Right Talent

Employees are the tangible asset of a company. Hiring the right people comes on top of the human resources best practises checklist to maximise business productivity and frame a good work culture and morale. You must instil proper hiring methods in your company to ensure its success in the future. 


Some of the best hiring procedures include panel-based interviews and internships. With remote working being the new norm, geographical barriers won’t affect your hiring talents.

Employee Management

HR functions and best practises include efficient employee management that helps your teams to perform their best and achieve business goals and objectives. You need to evaluate each employee and give them feedback which helps in increasing their engagement and improves performance. 


Most employees believe delivering negative feedback in the right way helps them improve performance. A few things you need to focus on for proper employment management include managing employee performance, fostering transparency in communication, and enhancing engagement and employee empowerment.

Compensation and Benefits

Candidates accepting your job offer expect justified and industry-compliant monetary compensation for their contributions. Deciding employee pay requires best practice strategic HRM to ensure you pay your employees fairly for their contribution to the company. 


Compensation, incentives, and benefits make employees feel valued, acknowledged, and appreciated. Additional benefits may include providing health insurance, travel concessions, maternity and paternity leaves, enforcing family time, and more.

Inclusive Workplace

You must always create an open and casual work culture, but not at the expense of ethics. Similarly, creating an inclusive workspace ensures you value all candidates across multiple racial and cultural backgrounds; and that you don’t welcome workplace discrimination. 


It creates a cheerful work ambience, improving performance and meeting desired company goals in less time. An inclusive workplace brings a healthy relationship between employees, employers, and managers working together for the common good of the company.

Prioritising Workplace Security

Job security is something that employees are often anxious about, but having a clear and transparent employment contract on hand is a safe sign. The terms and conditions of the agreement define what the candidate can expect against the effort they provide to your company. One of the best HR functions and best practises includes creating an HR policy that aligns with company needs and trade conditions and has a realistic payroll budget. 

Apply Open Door Policy

It is good to share information related to contracts, sales, new clients, company policies, management objectives, etc. It guarantees the workforce remains equally interested in the company as the management. They take an interest in your strategic decisions and work together to fulfil business objectives. 


You can use tools like an employee self-service portal, manager online, etc., to be as open as possible with your workforce. 

Upskilling and Reskilling Employees 

Disruptions in business are unavoidable today, but having a skilled workforce can save you from miseries. With the declining shelf life of skills, the need for greater work-life balance, and the introduction of a hybrid work environment, it urges customisation of skill development for better performance. 


Upskilling and reskilling employees focus on enabling them to adapt to the changing work environment and be future-proof. 

The Hybrid Work Environment is the New Norm

Hybrid work environment culture will stay for a long time, and adapting to the new norm is one of the best HR practises examples. Companies must offer employees flexibility to work from home and the office. Several global companies allow candidates to choose their working hours and ensure a better work-life balance. 


However, many are concerned about the challenges in integrating these technologies with normal processes without disrupting existing operations and protecting them from cybersecurity and compliance issues.

Introducing Borderless HR Platforms

With remote working opportunities, regional firms are increasingly operating across geographical borders. Such companies require an ideal HR platform that offers local experiences, culture, labour laws, compliance, etc., and stay relevant to global norms. It ensures you can run a business internationally, handle employees from abroad, and manage to stay compliant with the varying rules and regulations.

Fair Termination Process

The best HR functions and best practises include creating a good termination policy. It must consist of empathy for the employees but not sympathy, and it is essential to clarify to the terminated candidates why the organisation decided to let them go. Every employee must be given due warnings or chances for any error, unless it is too grievous, to rectify themselves and turn around their career.


The HR team must conduct a face-to-face or survey-based interview to discuss the termination. 


Also Read: Integration Engineer Interview Questions To Prepare For

How Does 6 Pence Help You Keep Up With HR Best Practises?

This guide compiles 10 innovative HR practises you can adopt in your business. No matter what technology you adopt to streamline the HR processes, focusing on the human aspect of your workforce is still a vital criterion today. Your employees are the backbone of your company, and it’s essential to let them know their importance in your activities. 


If you want to strengthen your in-house HR team or seek expert assistance in staffing and recruitment or payroll management, contact 6 Pence today.


We are working with local and global companies in Oman, Iraq, Bahrain, and Dubai to help HR with the recruitment and staffing process. Contact us today!

Frequently Asked Questions

What are HR strategies? 

HR strategies are organised methods for the HR team designed to support improved work performance and promote a company’s vision, mission, values, and objectives.

What are examples of best practises? 

Some examples of best HR practises include hiring the right people, investing in employee well-being, upskilling your employees, rewarding them, providing valuable feedback, and more.

Why is HR best practice important?

HR best practice is essential for overall business performance improvement, employee satisfaction and retention, better productivity, and improved company reputation.

12 Major Importance of Recruitment and Selection in HRM

importance of recruitment and selection in hrm

Employees have the potential to make or break a business. They are responsible for carrying out your business processes, influencing customers and driving revenue. Here comes the importance of recruitment and selection in HRM (Human Resource Management), which identifies your company’s needs and matches candidates accordingly. An inadequate recruitment and selection strategy can cost your organisation in numerous ways. More than losing profits due to a lack of productivity, having the wrong people in your business can affect various aspects of your daily business operations.


Therefore, to ensure you put better recruitment strategies into place, we have shared the purpose, steps, and importance of recruitment and selection in HRM. This guide will help you deal with the hurdle of recruiting the best and the right fit for your company.

What is Recruitment and Selection in HRM?

Research says nearly 76% of recruiters think attracting quality candidates is the biggest hurdle, and 41% say filling entry-level positions is the hardest. All these speak about the importance of recruitment and selection in HRM and its potential to scale your business effectively and profitably.


Recruitment in HRM is the process of attracting candidates with appropriate qualifications and experience to apply for your job vacancy. Recruitment aims to attain the number and quality of candidates to be chosen to help your business achieve its objectives and goals. It creates a pool of potential talents for the management to proceed with the selection process.


Now, the selection process in HRM refers to choosing candidates or a group of applicants best suited for the position and company requirements. HR managers can determine effective selection methods with proper job analysis to select talents and reduce the cost of training. 

The Stages of Recruitment in HRM

Recruitment is a multi-stage process that starts with identifying the recruitment needs in your company, like company expansion and post-vacancy.

  • Job analysis: Recruiters identify the job requirements and duties and prepare job descriptions and applicant specifications.
  • Job advertisement: They then use the appropriate channels for a job advertisement to ensure more candidates can view and apply for the position.
  • Creation of talent pool: When candidates apply for the post via advertisement to the application deadline, HR creates a pool of applicants.

The Stages of the Selection Process in HRM

The selection comes next to creating a talent pool and choosing candidates that suit your company’s needs. Any company’s entire hiring process depends on its selection process’s effectiveness. 

  • Interview: A panel is usually formed to interview selected candidates and ask technical and non-technical questions to ensure they are a good fit.
  • Psychometric test: The recruiter conducts this test to determine the personality and psychic of an applicant.
  • Assessment test: It helps the recruiter to get a comprehensive look at the candidate’s expertise and personality for the job.


Following the recruitment and selection process comes the remaining hiring process, where finally, the candidates accept the job offer. 

12 Major Importance of Recruitment and Selection in HRM 

Recruitment and selection of employees are essential in HR management for numerous reasons. We have discussed a few of them below.

Recruit Skilled Employees

The importance of recruitment and selection in HRM is to acquire skilled employees for business. These potential employees have the necessary skills to fit in the role or can have trending skills that your business is missing right now. By recruiting top talents in the market, your teams can aim for high productivity levels and meet desired outcomes.

Prevents Disruptions in Business Activity

Business needs to keep changing with market trends. Here comes the importance of recruitment in HRM, where the HR team selects candidates from different backgrounds and domains to fulfil organisational needs without disrupting its operations. Ultimately, you can stay assured that all your daily business activities will be performed smoothly.

Improve Morale in the Business

When your company focuses on a strong recruitment process, you improve morale within the workplace by finding individuals who fit perfectly with your company culture. The recruiter can stay assured that the company is growing sustainably due to the chosen candidate understanding their company’s culture and actively participating in every task.

Assists in Business Growth

When you bring new skilled team members on board, your business will increase productivity and better serve your customers. The importance of employee selection in HRM comes into action when you aim to improve the business bottom line and add value to your company.

Fill up Vacant Positions

When a position is left vacant for an extended period, business productivity reduces, and additional responsibilities harm your existing employees. The purpose and importance of recruitment are to fill these vacancies thoughtfully and not by making any haste decisions. 

Improve Employee Retention Rates

Employee retention in organisations is a daunting task today. However, you can reduce employee turnover with effective recruitment strategies. As an employer, you need to mention as many details as required about the job, benefits, and other expectations to reduce employee turnover. 


Contrarily, encourage questions from the applicants. This two-way communication can help candidates to understand what they can expect after accepting your job offer and prevent them from seeking other employment.

Develop a Good Workplace Culture

An organisation’s workplace culture includes its values, beliefs, and behaviours shared among the employees. Here’s the importance of selection in human resource management, where the recruiters use the best strategy to identify the right fit. 

These candidates can adjust to your work smoothly and promote a better environment, leading to high productivity, employee satisfaction, and retention.

Improve Your Brand’s Perception

You can usually hire one applicant for a vacancy, but conducting interviews with dozens of candidates improves your brand perception. Even when you don’t hire them, they remember the experience with you. If you leave a positive mark on these talents, chances are they can apply for other roles in your company or the next time when there is a vacancy. 

Increase in Productivity

When a company hires skilled and experienced employees, it can experience increased productivity as these employees can produce more in less time. It means your production cost decreases as your production becomes efficient.

Producing Quality Products

By using effective recruitment and selection strategies, you find employees that are best suited for the role. It means they have the right expertise and knowledge to produce quality products, thus reducing the possibility of a lapse in the production process. 

Better Customer Service 

Customer service for any business plays an essential role in their success. A highly skilled employee better understands how to value customers and can assist them better. It results in higher customer satisfaction, customer loyalty, better sales, improved profits, and faster business growth.

Set up a Successful Business

When using effective recruitment and hiring strategies, the HR team can bring the best talents to your table. These high-calibre people have suitable qualifications and experience and match the company’s work culture. When your employees understand their roles in your company and perform them accordingly, your success is guaranteed.


Also Read: Activation Agent Job Description

How Does 6 Pence Help?

Recruitment and selection in HRM is about finding the right talent for the right position at the right time. Though it is a cost and time-intensive process, if done correctly will save you time and money, foster business growth, improve your reputation, and increase productivity. Through this blog, we have tried to illustrate the importance of recruitment and selection in HRM.


Are you looking to streamline your recruitment process and find top talents who can help scale your business effectively-then? Get in touch with 6 Pence. Our team of experienced recruiters and intensive candidate data pool help you get the right candidate. 


At the same time, our thorough process of background checks, paperwork for international employees, and legal compliance with labour laws allow us to serve our business partners with 360-degree, customised staffing solutions.


We are one of the top staffing and recruitment outsourcing companies. We can help GCC companies in Iraq, Bahrain, Oman, and Dubai to survive the recruitment hassles and set up a successful business. 

Frequently Asked Questions

What is recruitment and selection in HRM?

Recruitment is the process of attracting applicants with suitable qualifications and experience for a job. And the selection is the process of filtering the best-fit applicants with proper skills and knowledge.

What are the methods for recruitment? 

The recruitment methods include identifying needs, job analysis, job advertisement, and pool creation. 

What is the difference between recruitment and selection? 

Recruitment refers to the process of actively searching and hiring candidates for a job. On the contrary, selection refers to selecting suitable candidates from the shortlisted applicants.

What is the recruitment process?

The recruitment process starts with job analysis and advertisement and encourages applicants with suitable qualifications to apply for the post, thus creating a talent pool.

10 Effective Ways to Improve Average Hiring Timeline

average hiring timeline

Hiring creates a sense of urgency for both the parties involved: Employer and Job seekers. For workers, it is getting the job immediately, starting earning, and settling into their new lives. On the other hand, for employers, it is to fill up a vacancy quickly and ensure good productivity and efficient distribution of resources. Even when the hiring process must be expedited, the average hiring timeline is still over a month. 


Different problems can range from logistical issues to difficulties in industry-specific processes and lack of a proper talent pool, impacting the turnaround time from job advertisement to onboarding. 


Here we have compiled a few strategies to improve your recruitment process and stay ahead of the hiring marathon.

What is the Average Hiring Timeline?

The hiring timeline of a company can vary depending on several factors, ranging from an inexperienced and messy hiring process, or a shortage of eligible candidates meeting the requirements of the open position. One candidate can finish the process in a few days, while another needs weeks of back and forth. 


The average hiring timeline refers to the average time a recruiter takes to hire all their candidates in one go.  


Average hiring timeline = individual hiring time of candidates / total number of candidates.


For example, you hired 3 candidates in 15 days, 21 days, and 30 days respectively. The average hiring timeline for your company is ((15+21+30 days)/3)= 22 days.


A Glassdoor research finding says if you are searching for a job in Dubai, it will take you more than a month to get hired or rejected. Their average recruitment process time is 35.8 days. 

What is Time-to-Hire and Time-to-Fill?

Time-to-hire is an essential recruitment metric that measures the number of days between candidates applying for a job and accepting an offer. 

For example, imagine the day you opened a specific position as Day 1. Then, a candidate applied for the position on Day 10, and they accepted your offer on Day 30. So, your time-to-hire is 30-10 = 20. 

Time to hire = Day candidate accepted offer – Day candidate entered the pipeline. 


It provides information about two crucial recruitment processes. One is your company’s recruitment efficiency, which includes how a candidate is processed, assessed, interviewed, and accepted for a job. And the other is the candidate’s experience that ensures the company hires the right fit within days without expanding to weeks.


Often employers make a mistake by considering time-to-hire and time-to-fill the same. The average time to hire a new employee differs from the time to fill metrics in the recruitment process. 


Time to fill is the number of days between a job requisition and a candidate’s accepting the job offer. It is the time taken by a company to fill a position.

For example, your Day 1 may be the day your hiring manager submits a job opening for approval, HR approves a job opening, or a recruiter advertises the job opening. The ending date is when a candidate accepts your job offer. If the candidate accepts the offer after 30 days of job posting, your time-to-fill is 30.

Why is it Important to Measure the Average Hiring Timeline?

There are numerous reasons why a company needs to measure the average time to recruit an employee, and the notable one is to evaluate companies’ efficiency in the selection process.

Research by Robert Half depicts that nearly 57% of job seekers lose interest in a job when their hiring process is lengthy, and only 23% of candidates will wait for just one week to hear back after an interview.


If your average interview process length is more than your competitors with equal opportunities, chances are high that candidates will hop to them. A longer time to hire negatively affects candidates’ experience leading to frustrations and disengagement with your company and declining job offers. 


Additionally, it negatively affects employee productivity as the positions remain unfilled for a long time leading to an increased workload for existing employees.

10 Effective Ways to Improve Your Average Hiring Timeline

A proper hiring process in a company attracts and retains highly qualified employees, and one notable consideration is to improve your average hiring timeline. Here we have shared 10 effective ways to improve your hiring time.

Outline a Structured Hiring Process

Establishing a structured hiring process is essential for businesses to avoid the longer time-to-hire. It may include setting up your recruitment objectives, qualities of your ideal candidate, value proposition and marketing approach, and more. 


A structured hiring plan reduces your overall candidate acquisition costs and streamlines the process of finding and qualifying candidates. Additionally, it provides measurable and tangible results to your company by avoiding damages caused by bad recruits. 

Enhance Your Job Descriptions

Candidates often scroll tirelessly through different online job boards to find the right openings, and by producing a clear and compelling job description, you can attract these talents efficiently. 


Enhancing job descriptions means reducing their length to crisp content clearly stating the requirements, responsibilities, salary ranges, and all other necessary details.

Optimizing Sourcing Channels

By optimizing sourcing channels, recruiters can understand where to begin their search for a specific job position and reach out to a large pool of candidates. Doing so aims to better understand your target applicants, predict where they are mostly available, and find ways to communicate with them smoothly.

Build a Talent Database

You can build a talent database with candidates who have applied for your company positions but were not the right fit at that moment. These applicants may be perfect for your current openings. Additionally, with the remote workforce being the new normal, you can expand your talent pool without any geographical restrictions. 


This database can include candidates you have found through in-house referrals, executive searches, leads from events, and recruitment activities.

Develop a Talent Pipeline

By developing a talent pipeline ahead of time, you will have pre-screened candidates for a particular role that reduces your average hiring timeline. It differs from recruitment, as pipeline building is about knowing candidates’ interests and goals to determine if they are the right fit for your company. You can establish a good relationship with these ideal candidates in your pipeline and stay in touch.

Improve Your Career Page

Candidates can visit your company’s career page twice during the hiring process. Once when they learn about your job vacancy, and secondly when they’re considering your job offer. It means your career page needs to be impactful to attract more talent. 


Otherwise, if it doesn’t sell your candidates on your job, they will reject your offer and increase your hiring time to look for other candidates.

Collect and Analyze Key Performance Indicators

When it is measuring your average hiring timeline, it is evident that substantial data will be involved. It includes collecting and analyzing your key performance indicators like time to hire, time to fill, response rate, the time between stages, application completion rate, cost per hire, and a few more. 


This data serves as a benchmark and helps you determine what approaches you can implement to improve your hiring timeline and reduce costs.


Also Read: 5 Tips to Improve Your Human Resource Employee Relations

Streamline the Interview Process

Have you ever wondered, how long does the hiring process take after an interview? Though the interview process usually takes up the maximum time when hiring, the process after that is no less time-consuming. However, we can reduce the hiring time by filtering strong candidates into the recruitment funnel to reduce the number of interviews you need to schedule. You may also send them an assessment before scheduling an interview to check their competencies for your job.

Use Technology to Fasten Up the Process 

Technology can reduce the hiring timeline by eliminating time-consuming and error-prone manual work. You can get an applicant tracking system that automates the HR hiring and onboarding process and assessment software to measure a candidate’s competencies for the job. A few others may include pre-assessment software, candidate screening software, etc.

Improve Communication with Candidates

Job seekers, especially the top candidates, look for personalisation and timely communication today. It urges companies to provide timely updates to each candidate throughout their recruitment and hiring journey. This practice keeps the qualified candidates engaged with your company and thinks twice before they skip to other job offers. 


Ultimately, it saves your average recruitment process time in finding new candidates and starting the hiring process from scratch.

How Does 6 Pence Help in Reducing the Average Hiring Timeline?

Recruitment in a company is essential but the most stressful task for HRs. However, the right strategies can save you time and money while finding the best talents on the board. This guide will help you with ten effective strategies to improve your average interview process length, reduce time-to-hire and cost-per-hire, and improve your overall talent acquisition process.


If you are looking for expert recruitment services, contact 6 Pence today! We offer high-quality recruitment and staffing outsourcing solutions to companies in the Middle East, and we are operational in Iraq, Bahrain, Oman, and Dubai. 


Our process starts with understanding clients’ organizational values and objectives, creating a strategic plan, filtering candidates through expert technologies, and more.

Our expert recruiters have over 17+ years of experience, a comprehensive database of candidates, and a complete legal framework to help with compliant hiring and adherence to industry, local, and industry labour regulations. 


For details, ask us!

Frequently Asked Questions

What is the average hiring timeline? 

The average hiring timeline is the sum of all the individual average time of hire for each candidate divided by the sum of the total candidates in the interview. 

What are the stages of the hiring process? 

There are numerous stages in a hiring process that begin with creating a job announcement and posting on different channels, accepting CVs, conducting a few interviews, assessment tests, background checks, shortlisting candidates, making an offer, negotiating salary and employment terms, and candidates accepting the offer.

How many rounds are there in the interview process?

There are no fixed rounds of interviews during the hiring process. However, for entry-level positions, one interview is enough; for mid-levels, two is sufficient; senior-level interviews are usually three or more rounds.

Integration Engineer Interview Questions To Prepare For

integration engineer interview questions

Information Technology is an emerging industry. As companies integrate IT solutions to strengthen their business goals, new jobs and titles are introduced every day. In fact, the global budget for IT is expected to hit $3.92 trillion this year


If you are thinking of pursuing a career in IT, consider becoming an integration engineer. Integration engineering is a reputed position and reaps high salary packages with additional perks. However, it’s time to buckle up since companies only hire top talent. 


In this blog, we will discuss how you can become an integration engineer and integration engineer interview questions to prepare for. 


Let’s get started! 

What is an Integration Engineer?

An integration engineer is an IT professional responsible for developing solutions for their company. They specialize in working with large and complex software integrations by planning and implementing enterprise-scale technology platforms and designing creative solutions. 

What are the Integration Engineer Roles and Responsibilities?

An integration engineer is responsible for planning, designing, and carrying out the organization’s integration process. It also includes creating and maintaining documentation or handbooks so future employees can deal with potential issues. Besides, they also create blueprints for data and troubleshoot systems to find bugs. 


The integration process starts with attending meetings with clients to understand their needs and expectations. It eventually leads to test plan specifications and being in touch with the clients to analyze and design the solutions. Once the solutions are developed and fit the client’s requirements, they must be successfully integrated into their infrastructure. 


They work in a cross-functional manner, actively collaborating with various departments. The integration engineer may also be asked to train staff, implement new management tools, and coordinate with different department leaders within an organization. 


However, since an integration engineer is responsible for many tasks, one needs to be flexible in their services. Therefore, you must keep your skills updated and maintain strong industry connections. 


Recruiters often ask integration engineer interview questions based on the roles and responsibilities, and you should be prepared for them!

Also Read : How to Become a Software Developer Engineer in 2023?

How to Become an Integration Engineer?

Before you decide to pursue a career in this field, familiarize yourself with the role and job requirements. Since an integration handles technical work, you need to have a forte for computer applications and programming. 


Most integration engineer job descriptions require a candidate who has completed a 4-year bachelor’s degree, such as a Bachelor of Software Engineering, Bachelor of Computer Science, and Bachelor of Information Technology. 


While in college, look for internships and build your experience. Familiarize yourself with programming knowledge such as Oracle, Java, SQL, Python, Apache, Tomcat, etc. 


You can also enhance your skills by pursuing postgraduate degrees such as a Master of Computer Science or a Master’s in a related field. Simultaneously, you need to polish your integration engineer skills, which include organization, project management, communication, attention to detail, creative and analytical thinking skills, leadership qualities, ability to work under pressure, etc. 


Make industry connections on LinkedIn and in person to increase your chances of securing your dream job. You can attend networking events, mixers, college alumni reunions, career fairs, etc., to meet people in the industry. 


Ask your industry peers about the Integration Engineer interview questions that might be asked!

Integration Engineer Interview Questions

Interviews can be intimidating and especially for freshers. We have prepared a list of probable integration engineer interview questions. It can help you prepare answers, build self-confidence, and increase your chances of acing the interview. 


If you are going for an integration engineer job interview, you may be asked questions about your industry experience, personal goals, industry knowledge, skills, work habits, etc. 


On that note, let’s look at some integration interview questions:

General Job-related Questions

  1. How did you hear about this job?
  2. Why do you want to work as an integration engineer? 
  3. What skills and past experience do you have which make you an ideal candidate for the job?
  4. Where do you see yourself in the next five months in this job title?
  5. How do you stay motivated? What are your strengths and weaknesses?

Experience and background-related questions

  1. What was your role in your previous company? What were your responsibilities like?
  2. What excites you about being an integration system engineer?
  3. How do you ensure that your design approaches fit the organization’s goals?
  4. Have you taken any steps to improve your technical skills?
  5. Do you have any experience leading integrated project teams? 

In-depth questions

  1. How many programming languages are you familiar with?
  2. How much experience do you have with agile development techniques?
  3. Tell us about a time you had to brainstorm and apply a new technology. What was the outcome? How did it advance your organization’s goals?
  4. What steps do you take to ensure the data security of your projects?
  5. How do you integrate a development solution with a client’s infrastructure?

Personal questions

  1. Why made you switch jobs?
  2. Did you ever have a conflict with a team member? What did you do to resolve it?
  3. What three adjectives would you choose to describe yourself professionally?
  4. What are your interests?
  5. What are your personal goals? How do they align with our company’s vision?

What is the average system integration engineer salary?

Let’s take a look at the average integration engineer salaries in the Middle East: 

  • Kingdom of Bahrain: An integration engineer in Bahrain earns around 1250 BHD monthly. Salaries range from 400 BHD (lowest) to 2640 BHD (highest) monthly. 
  • Sultanate of Oman: The average salary for an integration engineer in Muscat, Oman, is 1579 OMR monthly. Additional cash compensations can range from OMR 1,508 – OMR 1,650.
  • Republic of Iraq: The lowest average salary range for an integration engineer in Iraq is 11,626,700 IQD annually. The highest is around 37,078,800 IQD yearly. 
  • United Arab Emirates: An integration engineer in Dubai typically earns around AED 9000 monthly. 

Also Read : 5 Tips to Improve Your Human Resource Employee Relations


In the digital era, there is a high demand for integration engineers. The industry is competitive, and only the most deserving candidates get hired. Therefore, aspiring integration engineers should ensure their skills and knowledge are updated to land the job they want. Don’t forget to research integration engineer interview questions before you meet the recruiter. 


If you are searching for well-paying job opportunities in the field, check out 6 Pence. We are a leading recruitment agency in Bahrain, Oman, Iraq, and Dubai, to help you find a job as an integration engineer. 


We hire on behalf of top global and national companies in the GCC region. Thus, you have excellent opportunities to land well-paying jobs, get additional perks, and enjoy a great work environment!


To learn more, visit our website or you can also follow us on social media! Drop your CV with us by visiting our careers page.

Frequently Asked Questions

What does an integration engineer do? 

Integration engineers have to plan, design, and execute the integration process. Their tasks include creating and maintaining documentation for managers and engineers to address issues, interacting with clients, understanding client needs, testing specifications while designing solutions, etc. 

Is an integration engineer a developer? 

Integration engineers can also be developers since they specialize in working with large and complex software integrations. Their job description includes planning and implementing integrations of enterprise-level tech platforms by employing the most secure and cost-effective solutions.  

How do I become an integration engineer? 

Before you decide to pursue a career as an integration engineer, you need to understand the position’s requirements. You must complete a 4-year bachelor’s degree in computer science, software engineering, or a related field. You must also do internships to gain hands-on industry knowledge and land jobs. 

What is the difference between an implementation and an integration engineer?

An implementation engineer is concerned with the deployment process, whereas an integration manager looks after full-business functionality. The integration approach demands in-depth knowledge of both new trends in technology and the existing ones used in the environment.

Senior Financial Accountant Job Description 2023

senior financial accountant job description

Money is an indispensable part of our lives; not a day goes by without us making financial decisions. But even though these decisions are commonplace, they are also extremely delicate, and one wrong choice can have a huge impact leading to losses and an economic downturn.


Financial jobs are an excellent choice for those who want to understand how the world economy works. Although finance is one of the oldest disciplines in the world, it continues to be the most popular and important subject. 


In today’s economy, everyone depends on financial principles and people who can guide us through them. From small corporations to schools and supermarket chains, everyone needs financial analysts and is willing to pay top-dollar for experts in the industry. 


The recruitment of financial accountants and analysts is expected to rise by 9 per cent between 2021 to 2031, which is slightly faster than the average for all professions. Thus, the best time to consider senior financial reporting accountant jobs is now. 


Let us crunch the numbers on what companies look for in a senior financial accountant job description! Read ahead.

What is a Financial Analyst?

A financial analyst is an individual responsible for managing the finances of a company. They advise the stakeholders and executive leaders within the organization on how to set and stick to budgets, where to invest, and how to get maximum ROI. 


They perform a variety of financial activities such as budgeting, building financial models, forecasting trends in the economy, conducting financial research and analysis, preparing reports, assisting with financial planning, etc. 


However, their responsibilities can vary depending on the type of analyst job and the industry they are hired in. Some financial analysts may work in the security industry analyzing bonds, stocks, and other investments for banks, money management firms, financial institutes, brokerages, hedge funds, etc. These analysts typically specialize in a narrow field of investments such as stocks or bonds. 


Large corporations hire other financial analysts and analyze internal business data, producing financial plans, market forecasts, revenue expense projections, etc. They may also provide recommendations for budget improvements and investment decisions the organization’s stakeholders take. 


Governmental organizations and non-profit agencies also hire financial analysts in this role. 

Senior Financial Accountant Job Description 

Most junior financial analysts work under the guidance of a senior financial analyst. They learn the ropes of financial budgeting, forecasting, preparing reports, analyzing investments, etc. 


On the other hand, after gaining several years of experience, senior financial analysts move up to become portfolio managers or fund managers supervising a team of analysts. 


The opportunities for senior financial reporting accountant jobs are endless. They can also enter a senior management role. In the corporate sector, they can become treasury managers overseeing working teams. After rising through the ranks, they may also become a chief financial officer (CFO) or investment officer (CIO) and make all of the company’s financial decisions.

Financial Accountant Roles and Responsibilities

The roles and responsibilities of a financial accountant include:


  • Review an organization’s complex financial accounting processes and systems, and optimize workflow in adherence to accounting principles.
  • Review internal controls and data security of the organization’s accounting applications to guarantee conformity with auditing standards. 
  • Gather data on organization structure, processes, software technology, policies, and procedures. 
  • Maintain accounting information systems. 
  • Prepare comprehensive evaluations, proposals, and recommendations for stakeholders, including the executive committee. 
  • Review the organization’s investments and offer advice on how to improve ROI. 
  • Analyze financial statements and reports. 
  • Approve budgets within the organization.
  • Create financial projections and build economic models based on those. 
  • Assist project teams by providing financial and investment guidance. 
  • Track KPIs and create comprehensive financial reports. 
  • Assist with financial budgeting and monthly close processes. 
  • Study and analyze key business drivers. 
  • Perform research analysis on market trends and economic projections. 
  • Ensure the organization’s compliance with financial and accounting principles, company policies, and legal regulations. 
  • Forecast risks and offer creative solutions. 

Also Read: Merchant Acquisition Jobs

What are the Skills Mentioned in the Senior Financial Accountant Job Description?

A three or four-year bachelor’s degree is the minimum educational requirement for an entry-level financial analyst. However, employers prefer a master’s degree for advanced and senior positions in the field. 


Various undergraduate subjects are accepted by recruiters, including business management, economics, finance, accounting, etc. Candidates with degrees in mathematics, engineering, statistics, etc., can also apply for such jobs. Your senior accountant skills resume can greatly benefit from business coursework in accounting and finance. 


An internship during college can increase a person’s chances of securing a full-time financial analyst job in the future. Employers value such internships because industry experience helps them grasp the knowledge better!


Senior financial analysts usually pursue advanced degrees such as a Master’s in Business Administration (MBA) or Chartered Financial Analyst (CFA). 


In addition, a senior financial accountant job description has requirements for the following skills:

  • Excellent attention to detail and organization
  • Robust problem-solving and analytical abilities
  • An understanding of financial and accounting terms
  • An understanding of financial regulations
  • Presentation skills
  • Strong leadership and management abilities
  • In-depth knowledge of Generally Accepted Accounting Standards (GAAP)
  • Thorough knowledge of industry norms for auditing
  • Financial modeling skills
  • Thorough understanding of database and computer development principles, designs, and procedures, as well as systems analysis techniques
  • Comprehensive knowledge of Project management
  • Competency in Microsoft Office Suite or comparable programmes

What is the Average Senior Financial Accountant Salary?

Let’s take a look at the average senior financial accountant salary in the Middle East: 


  • Kingdom of Bahrain: The average salary for a Senior Accountant in Bahrain is 6351 BD yearly. 
  • Sultanate of Oman: The average financial analyst/accountant salary in Oman is around OMR 500 monthly and can go up to OMR 800 monthly. It is based on the industry, candidate’s profile, and job location. 
  • Republic of Iraq: Senior financial analysts in Baghdad, Iraq, earn salaries ranging from IQD 1,650,000 to IQD 3,450,000 per month. 
  • United Arab Emirates: As of 2023, the average salary for a senior financial analyst in Dubai is AED 9000 monthly. 

Also Read: What is a Job Specification? A Complete Guide


Senior financial reporting accountant jobs are demanding yet lucrative. There are many career paths to choose from and endless opportunities. Therefore, if you are thinking of pursuing this career path, don’t forget to familiarize yourself with the senior financial accountant job description. Keep in touch with trends in the industry to understand what companies want and update your skills accordingly. 


To be notified of high-paying and reputed job opportunities in the field, check out 6 Pence. We are a leading staffing and recruitment agency in the Kingdom of Bahrain, the Sultanate of Oman, the Republic of Iraq, and Dubai, United Arab Emirates, and we can help you find a job in your preferred sector.  


6 Pence works with top businesses in the region, and we help with international hires and provide necessary training and round-the-clock support to our candidates.


You can follow our social channels to stay updated on the latest job openings and get insightful tips to crack interviews and scale your career.


Connect with us today!

Frequently Asked Questions

What are the main tasks and responsibilities of a financial analyst? 

A financial analyst’s primary responsibility is helping an organization make the most of its budget or finances. Their duties include analyzing business data, providing guidance on how much they should invest in bonds and stocks, creating financial models, preparing reports based on projections, etc. 

What are the top skills of financial analysts? 

When hiring financial analysts, employers look for people with accounting and financial analysis skills, problem-solving skills, communication skills, critical thinking skills, risk management skills, leadership and management skills, and so on. 

What is the highest salary of a junior accountant? 

The highest salary for a junior or entry-level accountant in Dubai is 31,367.77 AED per annum. 

Where do senior accountants make the most money?

The top-paying industries for accountants and financial analysts are finance and insurance, tax preparation, hedge funds, management of enterprises, and government jobs.

Merchant Acquisition Jobs

merchant acquisition jobs

Did you know that the total retail sales worldwide in 2023 are expected to reach a record high of $29.3 trillion? Retail sales projections from this year onwards indicate a continued positive trend. At this rate, the global retail industry’s annual growth rate is set to increase by 3.8 percent from 2023 to 2026. 


These numbers are crazy. If there is one profession behind these surreal statistics, it is merchant acquisition jobs. Merchant acquisition is a boon to businesses globally and in the GCC. It is a highly in-demand job and reaps lucrative benefits. 


Thus, if you consider merchant acquisition as a career opportunity, there is no better time than now! Let’s learn more about what entails the merchant acquisition job profile!

What is Merchant Acquisition Jobs?

Merchant acquisition is a retail or financial sector job title where an individual is required to wear many hats and perform many responsibilities. The position is versatile, and merchant acquisition associates enjoy a culture of freedom and responsibility to try different things, adapt, learn, explore ideas, and more. 


The merchant acquisition executive job description in most companies is a dual-role duty. Individuals are responsible for existing portfolio management and acquiring relevant prospects to improve a brand’s product and service coverage across the target market.


Often, the merchant acquisition associate also acts as a client management executive. They are responsible for increasing coverage with new acquisitions and striving for GMS business metrics such as revenues and contribution margin, book charge volume, Active LIFs (Locations in Force), and discount business volume. 


Companies hiring merchant acquisition specialists leverage big data and artificial intelligence processes to connect thousands of lenders with creditworthy borrowers. 


These companies are usually third-party vendors to leading financial and payment companies such as Microsoft, Google, SoFi, DOKU, Visa, etc. Their work includes providing borrowers with accessible loans and investors with attractive returns. 

Role of Merchant Acquisition Associate

If you are excited about jobs in merchant acquiring, take a look at your expected day-to-day responsibilities:


  • Design a creative long-term strategy for merchant revenue development, including the services the company must offer and the levers to optimize. 
  • Prepare eye-catching presentations and convincing sales pitches to prospects. 
  • Collaborate with internal stakeholders in the organization (marketing team, Tech team, PR and communications, operations) to ensure a smooth and successful launch of new partnerships. 
  • Drive and control the business’s revenue strategy.
  • Establish and monitor accurate, topline-aligned targets for the entire business and strategies to reach them.
  • Foster and maintain close professional relationships with new partners.
  • Implement, and execute business strategies aligned with company values and goals.
  • Lead go-to-market strategy and campaigns for prospective merchant initiatives to aid the expansion of merchants. 
  • Understand responsibilities for end-to-end merchant acquisition channels, including lead generation, negotiations, and sealing partnerships. 
  • Serve as the only point of accountability for the business to achieve its targets.
  • Investigate and experiment with market trends and new emerging technology. 
  • Create models and diagrams to research product uptake and merchant behavior.
  • Determine the value of the merchant to the platform.
  • Perform market research and analyze benchmarks to identify competitive data and trends in the industry.
  • Actively work with partners and stakeholders from other departments (product, success, sales, and support) to create and maintain forecast models to help the business achieve its growth objectives.
  • Make accurate and eye-catching visualization reports to track sales commissions and provide information on the company’s success.
  • Acquire new retail merchants as prospective partners for the company’s products and services. 
  • Develop a deep knowledge of the company’s and the partner’s product portfolios.
  • Become a subject matter expert on sales data and sales incentives.
  • Study and understand the entire sales process and drivers for each product/service the business supports.
  • Actively collaborate with the marketing team to understand CAC for inbounds and help optimize the overall merchant acquisition process. 

What are the Requirements of a Merchant Acquisition Specialist?

Companies recruiting merchant acquisition associates and specialists look for someone with a bachelor’s degree in finance, marketing, or any relevant field. Besides, here are some preferred criteria for the job profile:


  • An entrepreneurial spirit with the ability to thrive in a fast-paced work environment. 
  • Individuals with at least three to four years of relevant work experience in the field. 
  • Natural curiosity and a spirit of inquiry. 
  • Analytical and data-driven acumen.
  • Robust financial and business acumen with collaboration and leadership skills.
  • Looking for ways to innovate and improve creatively. 
  • A problem-solver who can independently translate high-level business goals into realistic and actionable plans. 
  • Must be able to travel for work to conduct business when needed. 
  • A vast network of contacts in the retail or finance industry. 
  • Ability to converse and write in English fluently. 
  • Excellent communication and negotiation skills. 
  • A relationship-builder with outstanding people skills. 
  • Result-driven focus with an execution mindset and passion for networking. 
  • Relevant work experience in strategy and operations, business development, or consulting. 

What is the Average Merchant Acquisition Salary?

Merchant acquisition associates and specialists can get hired by leading companies worldwide. Here’s how much you can expect to make in this job title in the GCC region: 


  • Kingdom of Bahrain: Merchant Acquisition Associate salaries in Bahrain range from 710 BHD per month (starting salary) to 2050 BHD per month. 
  • Sultanate of Oman: The average salary for a Merchant Acquisition Specialist in Muscat, Oman, starts from 710 OMR monthly and can go up to 2,320 OMR monthly. The additional cash compensation can range from OMR 1500 to OMR 1650. 
  • Republic of Iraq: The average Merchant Acquisition salary in Iraq starts from 982,000 IQD per month (starting salary) and can go up to 2,750,000 IQD per month. 
  • United Arab Emirates: The average salary for Merchant Acquisition in Dubai, United Arab Emirates, is AED 9,900 per month. The average additional cash compensation is AED 19000, ranging from AED 6000 to AED 32000. 

Also Read: Performance Engineer Job Description


If you plan on pursuing merchant acquisition jobs, this blog provides all the information you need. Note that there is a high demand for this position. Thus, aspiring candidates should ensure their CV is updated to land a high salary package. Besides, attend networking events and keep your socials updated to make industry connections. 


To be on the lookout for high-paying job opportunities in the field, check out 6 Pence. We are a leading Staff Outsourcing agency in the Kingdom of Bahrain, the Sultanate of Oman, the Republic of Iraq, and Dubai, United Arab Emirates and we can help you find the job of your dreams. 


We hire on behalf of leading MNCs and governmental organizations in the GCC area. Get a chance to work with industry leaders; just drop your CVs with us by visiting the careers page!

Frequently Asked Questions

What is the role of a merchant acquisition manager? 

A merchant acquisition manager is in charge of accounts and sales targets of merchants under his care. His responsibilities include supervising the operations team that handles merchant and customer queries and uploading images on behalf of merchants. He may also create and plan marketing events or campaigns to drive sales. 

What is a merchant Acquisition Specialist? 

A merchant acquisition specialist is an individual responsible for acquiring strategic merchants and managing the merchant onboarding process, including creating, improving, and tracking procedures to identify and sign new seller partnerships. 

What is the work of merchant acquisition?

The work of merchant acquisition includes identifying potential merchants, signing them, managing accounts and sales targets of merchants, planning marketing campaigns to boost sales, overseeing the operations team, and so on. 

Do you need work experience to become a merchant acquisition associate?

Companies hiring merchant acquisition associates prefer individuals with at least two years of relevant work experience in the industry. However, there are many entry-level jobs available for freshers.

Senior Systems Engineer Job Description

senior systems engineer job description

If you are considering pursuing a 4-year engineering degree, it’s time to weigh out your options. A senior systems engineer job is lucrative if you are interested in computer systems but don’t want to code or develop web applications. 


As a senior systems engineer, you will be hired by leading firms across all industries with a handsome salary package. In fact, it is the stepping stone job if you want to propel your career and become an executive leader in the field. 


The senior systems engineer job description includes maintaining a business’s core information systems’ stability, integrity, and efficiency. You will monitor, analyze, plan, implement, optimize, and troubleshoot all networked software and the associated operating systems. You will also oversee the functioning of large complex systems and networks, including components like servers, LANs, WANs, minicomputers, and mainframes. 


Therefore, if dealing with computer systems and networks seems interesting, this is your ideal job! And you can get hired for it through 6 Pence!

What is a Senior Systems Engineer Job Description?

A Senior System Engineer plays a crucial role in a company. They are responsible for maintaining and advancing new engineering product deliverables through all stages of their development by offering their leadership and experience. 


A system engineer leverages quantitative methodologies for design, system, and technology integration activities to provide visible and measured progress for successful deliveries adhering to the Product Development Process (PDP) and in compliance with FDA CFRs and 1SO/IEC requirements. 


The senior systems engineer job description will entail you taking part in the leadership of R&D from within the multidisciplinary team that finds opportunities, creates and manages requirements, develops concepts for systems and components, and implements solutions in hardware and software systems. 


You will also conduct experiments, analyze data, and ensure thorough verification and validation testing along with hardware and software cost risk and life-cycle management solutions. 


A senior system engineer job description includes applying strong communication, analytical, and creative problem-solving skills to help determine, convey, and settle issues to maximize IT systems investments. Often, they also mentor and provide direction to the Systems Engineer team. 


Also Read: Transmission Engineer Job Description

Senior Systems Engineer Roles and Responsibilities

As we discussed, senior systems engineers handle everything from a firm’s computer networks, including installing them and ensuring they work correctly to troubleshooting issues and optimizing processes. Let’s take a look at senior network engineer skills and responsibilities:

Strategy & Planning 

  • Communicate and collaborate with network employees to guarantee that software systems and networks operate efficiently and dependably to support business processes and objectives.
  • Actively work with the executive team, decision-makers, and stakeholders to set objectives for the systems and the business requirements and find and fix any issues with the business systems.

Acquisition & Deployment

Design and implement new applications and improvements to existing operating systems. 

  • Conduct cost-effective and return on investment (ROI) analysis for proposed networks to support the management in making informed business decisions. 
  • Negotiate with vendors and outsourcers to secure system-related products. 
  • Research software and systems products to justify recommendations. 

Day-to-day Operational Duties

  • Perform day-to-day operational support for storage, server, and network infrastructure. 
  • Maintain complex storage and data backups and disaster management operations. 
  • Track system licensing, data migration, and operating system upgrades. 
  • Plan and strategize changes and modifications to system infrastructure to improve performance. 
  • Assist users with technical support by troubleshooting issues related to network performance. 
  • Build, test, and deploy complex platforms and systems to meet client demands and specifications. 
  • Preserve documents of complex networks and troubleshooting procedures associated with system software and hardware.
  • Supervise junior IT specialists and the system engineer team. 
  • Provides technical assistance and guidance to IS Engineers and IS Administrators.  
  • Gauge the efficiency and productivity of existing systems and implement strategies for maximizing their output.
  • Research and create system design models, specifications, diagrams, and charts to guide system programmers and development teams.
  • Perform in-depth tests such as end-user reviews for new and modified systems.
  • Test and monitor system performance, prepare and deliver system performance documents, statistics, and reports.

Senior Systems Engineer Technical Skills and Requirements

A senior systems engineer should have a 4-years bachelor’s degree in computer science or any relevant field. Companies hiring individuals in this position look for personnel with at least ten years of system engineering experience or an associate degree. 


Ensure that your senior systems engineer resume contains information about your qualification, industry certifications, and soft skills.


The skills required for the senior systems engineer job description: 


  • Experience in supervising the design, creation, development, and implementation of software systems and applications. 
  • Expertise and past knowledge of systems planning, security, and general software management techniques. 
  • Ability to perform in-depth research into systems and processes as required. 
  • Expert understanding of the company’s business goals, values, and objectives. 
  • Basic knowledge of security laws and data privacy practices. 
  • Analytical and creative problem-solving skills
  • Excellent communication
  • Leadership and teamwork skills
  • Robust customer service orientation
  • Ability to work under pressure
  • Attention to detail
  • Time-management skills
  • Highly self-motivated and disciplined
  • Outstanding project management skills

What is the Average Senior Staff Systems Engineer Salary?

Senior systems engineers get hired by leading companies worldwide and receive lucrative salary packages. 


Here’s what you can expect to make in this job title: 


  • Kingdom of Bahrain: The estimated total salary for a Senior System Engineer in the Bahrain area is BHD 750 per month, with an average pay of BHD 450 per month. They can also earn an additional bonus of BHD 300 per month from the commission, tips, cash bonus, and profit sharing. 
  • Sultanate of Oman: The average salary for a Senior System Engineer in Muscat, Oman, is 1750 OMR annually. The additional cash compensation can range from OMR 1508 to OMR 1650. 
  • Republic of Iraq: The average senior systems engineer’s total salary in Iraq is 41,069,286 IQD or an equivalent hourly rate of 19,745 IQD. They can also earn an average bonus of 1,457,960 IQD. 
  • United Arab Emirates: A senior systems engineer in Dubai, United Arab Emirates, makes AED 17,000 monthly, with additional cash compensation ranging from AED 5000 to AED 90,000. 

Also Read: How to Become a Software Developer Engineer in 2023?


Here is everything you need to know about a senior systems engineer job description. Since there is a high demand for senior systems engineers, aspiring candidates should ensure their skills are updated to get the job they want. One of the best practices to do so is to gain expertise in the field and make robust industry connections. 


To look out for well-paying job opportunities in the field, check out 6 Pence. We are a leading recruitment agency in the Kingdom of Bahrain, the Sultanate of Oman, the Republic of Iraq, and Dubai, United Arab Emirates. We help you find well-paying and top jobs in GCC-based and Multinational companies.


Drop your CV with us by visiting the careers page on our website and kickstart a successful career in your chosen field.

Frequently Asked Questions 

What does a senior systems engineer do? 

The responsibilities of a senior systems engineer include analyzing organizational systems to find more effective ways of doing things. It includes duties such as assessing systems, identifying problems, designing and upgrading systems, providing creative solutions to problems, and brainstorming improvements that can be made in the future. 

Is a System Engineer a good position? 

The system engineer is a highly demanded and reputed job title in the industry. They are an essential resource for any business and have to oversee the technical development and maintenance of complex systems. 

Does a system engineer do coding?

Unlike software engineers, system engineers do not code and develop web applications. Instead, their responsibilities include monitoring and managing all installed systems and core infrastructure to ensure everything is updated and running. 

What are the five types of engineering systems?

The different types of engineering systems are service systems, product systems, enterprise systems, and systems of systems.

What is a Job Specification? A Complete Guide

job specification

Companies need to create a compelling first impression on potential candidates when they post a job to hire talents. They create attractive job specifications and accompanying job descriptions to attract and evaluate the best talents. It is where they highlight the company’s needs and expectations from a prospective candidate and encourage CVs that best fit the organization. 


Otherwise, an incomplete or unsatisfactory job specification will attract unsuitable candidates for your company, delaying the recruitment process. In this guide, we will dive deeper into what is job requirements, why you need them, and how to improve a job specification to attract the best talent. 

What is a Job Specification?

Job specification is the essential part of the hiring process that describes the skills, knowledge, and abilities needed in candidates submitting their CVs for a specific vacancy. In short, it is the minimum acceptable qualification (technical and non-technical) required to perform the job successfully.


The primary objective of job requirements is to find the best talent for a particular position in the company. For example, as an HR, you are recruiting a marketing manager in the service industry. You need to clarify all your requirements, like specific qualifications, years of experience, skills and knowledge, and personality traits. You can proceed with the recruitment process when a candidate meets all these specifications. You can look into a few job specification examples before writing yours to better understand how other employers attract talent. 


Here’s an example of how to write and what is a job specification for you.


What is a Job specification for Digital Marketing Manager in Dubai


Educational Qualification 

  • BS/MS degree in marketing or a related field


Work Experience 


Skills and Knowledge 

  • Good communication skill
  • Team handling experience is a must
  • Highly creative with identifying target audiences
  • Experienced in devising digital campaigns
  • Experience in leading and managing SEO/SEM, marketing database, email, social media, and display advertising campaigns
  • Experience in optimizing landing pages and user funnels
  • Experience with A/B and multivariate experiments
  • Solid knowledge of website analytics tools
  • Problem-solving attitude and highly committed to work
  • Must be creative


Personality traits and characteristics 

  • Candidate should be confident, have a pleasant personality, and have a friendly nature.
  • Should be able to handle the work pressure and team
  • Should be comfortable dealing with clients in high-profile situations

What does a Job Specification Include?

Nearly 86% of recruiters and 62% of employers say that the current job market has turned out to be entirely candidate-driven. It means you must keep the current trends in mind and optimize your hiring process. 


The elements of the job specification are listed below.

Educational Qualification

This section of your job requirements will cover the desired education of any candidate applying for the post. For example, “graduate”, “post-graduate”, or a particular specialization. You can also provide notes regarding over-qualifications, like “graduates should not apply”.


Your position description must clearly describe the required experience of a candidate in a domain to perform the role. It may include details like experience in which industry, years of experience, job position, etc.

Skills and knowledge

It contains the necessary skills like communication, team management, leadership quality, time management, attention to detail, and more for the specified job role. Similarly, it must also include the essential knowledge you are looking for, like market knowledge, domain knowledge, and technical knowledge based on the profile.

Personality traits and characteristics 

This includes situational-based traits and characteristics like how a person should handle complex situations in an organization or the generic behavior of the candidate required for the post. You must also emphasize emotional intelligence in this part of the position description.

Difference between Job Description and Job Specification in HRM

A job description and specification are the two primary documents that come immediately after a job posting. The difference between the two lies in their purposes. While the job description explains the essential needs of a job, the position description states the minimum qualifications required to fit the role. 


Both are an integral part of HRM (Human Resource Management) as it is required to post a job vacancy for every position in your company. 


A job description lists the job title, tasks, duties, roles and responsibilities, salary range, working hours, and other details concerning a specific job. In contrast, job specification lists a candidate’s required qualifications, experience, skills, and abilities to perform the job efficiently. In short, the job description defines more about the job, while the other defines more about the job applicants. 

What is the Importance of Job Specification?

Online job boards account for 60% of the total job post channels; professional social networks account for 56%, and word of mouth 50%. Whatever medium you choose to post your job vacancy, it is essential to have a well-written description of the position. Let’s see why!


  • It highlights all details required by a candidate to perform the role at its best
  • It gives the recruiters a threshold or a framework to identify the best talents
  • It helps screen resumes and saves recruiters time by choosing candidates closest to the description of the position
  • It is a benchmark for managers to evaluate employees and offer them the necessary training

Tips and Tricks to Improve a Job Specification

By now, you already know what is a job specification and how to write a job specification. Here we will discuss a few tips and tricks to improve any ordinary job specification. 

Be specific

While creating a description of the position, explain the position’s requirements best so that candidates can understand their roles and responsibilities.

Use adjectives thoughtfully

Adjectives make a compliment more emphasizing, and the same goes when used in the description of the position but in a proper way and tone. For example, you can use adjectives like “deadline-driven”, “fast-paced”, etc., to explain or describe the work.

Focus on job objectives

It is essential to focus on the job information, not unnecessary content. By describing the job, role objectives, and results, you inform the candidate about the suitability of the role.

State additional responsibilities

You can put additional responsibilities only on your job specification other than the essential functionalities of the job. It ensures the candidate stays prepared for new opportunities.

Update them regularly

Updating your job specification regularly is essential to ensure clarity and eliminate legal issues. The responsibilities of a particular job may change occasionally; therefore, you need to keep the job specification updated to avoid any misunderstanding later. 

What to avoid?

It would help if you avoided a few things while writing a job specification like

  • Terms that refer to different interpretations
  • Words that are doubtful. For example, “youthful.”
  • No vague or general wording
  • No inclusion of insulting terms about the person who previously held the role
  • No description of duties for the future

How 6 Pence Helps in Improving Your Recruitment Process 

Recruitment in an organization is the most challenging task and a wrong selection can harm your company’s image and performance. After analyzing the role and understanding the major requirements, it urges the need for a good job description and specification. It not only helps the candidate to know if they are suitable for the post but helps the recruiting team to have a stable benchmark for talent selection.


If you are looking to hire qualified professionals and close open positions fast, contact 6 Pence, as it is the best staffing agency in Manama. We are one of the leading staffing and recruitment outsourcing agencies in Dubai, Oman, Iraq, and Bahrain. Our talented recruiters, diverse candidate pool, and streamlined hiring process will help you find the right talents in no time!


For further details, visit our website today!


Also Read: How to Write a Professional Summary For Resume to Impress Interviewers?

Frequently Asked Questions

What is a job specification in HRM? 

Job specification in HRM is the list of qualifications, experience, skills and knowledge, and personality traits and characteristics required in a candidate to fit the job role.

What are the advantages of job specification?

Job specification has numerous advantages, and the most notable one is it allows the recruitment team to choose the right fit for the company.

Difference between job specification and job description. 

A job description defines the job, including the role, duties, salary range, working hours, etc.. In contrast, a job specification defines the requirements of a candidate, including their qualification, experience, skills and knowledge.

What are the important contents of job specifications?

A job specification must clearly state the qualification, experience, skills and knowledge, and personality traits required for the job role.

5 Tips to Improve Your Human Resource Employee Relations

human resource employee relations

Gone are the days when the relationship between employers or management and the employees was one of subordination, and a certain distance didn’t lead to the camaraderie we are used to now. Today’s businesses follow a more open-door policy and have a bottom-up approach towards work!


Employee and labor relations is a buzzword today in the business world, and it is for a good reason. A healthy relationship between employers and employees is key to a successful company and productive workplace. The human resource employee relations guide will unfold the necessities and tips to manage them in your organization.

Introduction to Human Resource Employee Relations

Human resource employee relations play an integral part in business management that reinforces the ties between the management and employees while making the organization a better workplace. 


A report by Forbes states that nearly 45% of employees are estimated to be burned out by organizational changes in 2023. Therefore labor relations in human resource management is becoming the top priority for the HR team of every organization. However, some organizations may also hire a third-party employee relations manager. 


For example, workplace conflicts are the most common issues in an organization. Ineffective communications usually result in disagreements and disputes between employees. Employee and labor relations in HRM refer to settling such disputes and conflicts before they negatively influence others or tarnish the reputation of the company online. 

Examples of employee relations responsibilities

  • Encouraging employee engagement
  • Improving two-way communication in the workplace
  • Workplace disputes and Conflict management
  • Proper judgment of sexual harassment and bullying
  • Overseeing workplace health and safety procedures
  • Handling wage concerns
  • Looking into labor and Industrial relations

Significance of Human Resource Employee Relations

86% of employees look into a company’s reviews and ratings before they apply for a job. It means building your company’s reputation is essential, and employee relations play a significant role in it.

Improved productivity

It is said that happy employees can increase your company’s productivity, and maintaining good human resource employee relations creates a comfortable work environment. 

Creates loyal workforce

Investing in improving employee relations creates a pleasant work environment and improves employee loyalty. 

Better performance 

By lowering the employee turnover rate, you can reduce hiring and onboarding costs and spend them on training and improving the skills of existing employees. It helps in improving overall business performance.

Reduced conflict

When a company improves employee relations, it reduces conflicts, allows everyone to focus on what is essential, and maintains a peaceful work environment.

Legal compliance

As per local and international labor laws, proper working conditions have become mandatory. Employers nowadays need to guarantee a physically and mentally conducive workplace without discrimination based on race, gender, or physical abilities.

Build reputation

When you make your employees feel valued, they speak highly of you. It helps in building a good company reputation in the market.

5 Tips to Build Strong Human Resource Employee Relations

Human resources and employee relations often overlap as they focus on employee well-being but have a distinct purpose. Whereas HRM focuses on employee and workplace logistics, ER management is concerned with developing healthy employee relationships.


There are numerous strategies that HR and ER teams can follow to improve the overall business environment. However, here are five important tips for building strong employee relations:

Allow open communications 

Companies must focus on having two-way communication with their employees, allowing for an open dialogue. Additionally, conduct regular surveys to gather employee feedback on working in your organization. 


Ensuring an open-door policy for communication in your company improves employee retention and motivation, fosters employee loyalty, and improves overall organizational performance.

Ensure appreciation and gratitude

Employers must provide positive feedback and constructive criticism to all employees regularly that keeps them motivated and helps them improve.


Additionally, if you can adapt the process of recognising and rewarding good works, you inspire employees to aim higher and encourage them to make consistent improvements. 

Invest in employees 

It is essential to show your employees that you care about them by being kind and providing guidance and support. Besides paying them wages, you can provide additional perks like meal vouchers and gym memberships. Many organizations these days offer training and upskilling opportunities.


Companies must consider employees’ motivations, job satisfaction, and expectations to keep them happy and productive.

Devise a transparent policy

Every company looking to improve its human resource employee relations must devise transparent policies to enhance employee satisfaction and gain trust. These policies must be able to depict your company’s ethics, rules, and values that offer precise instructions to deal with employee-related issues.

Fostering DEIB (Diversity, Equity, Inclusion, and Belonging)

Companies should avoid preferential treatment based on race, gender, or other criteria to ensure strong and healthy employee relations. When you prioritize DEIB, employees believe you offer equitable opportunities for career development and create a respectful and supportive environment in the company. It helps everyone to participate in all programs, thrive, and be heard.

What Can Ruin Your Human Resource Employee Relations?

Numerous things happening in the company can spoil human resource employee relations and cause irrevocable loss to the company. Some of them are:


  • Favoritism: It promotes demoralization among others working in the company.
  • Unclear attitude: When you don’t have clarity regarding employees’ professional roles and responsibilities, it leads to stress and low productivity.
  • Lack of communication: Without proper communication, employee retention and loyalty, productivity, and profitability halt.
  • No clear vision: When your vision and mission statement are unclear to employees, you fail to achieve long-term goals, as they cannot connect their role with your objectives.
  • Employee misconduct: If the employer is not following rules, they cannot set the tone of what behavior is unacceptable in the company. 


Employment relationships in HRM can lead to a motivated workplace and set up a successful business if done correctly. Otherwise, it can destroy your organization’s overall productivity and reputation in the market. 

What are the Roles and Responsibilities of Human Resource Employee Relations Managers?

ER managers are either part of the HR department of businesses. Their responsibilities include:


  • Drafting employment policies and procedures
  • Maintaining legal and regulatory compliance
  • Complaint and conflict resolution
  • Conduct workplace investigations
  • Focus on employee engagement and satisfaction
  • Involved in recruitment, onboarding, and exit interviews
  • Ensure safe and healthy working conditions
  • Look into compensation and benefits policies
  • Indulge in employee and labor relations communication and negotiation
  • Draft reward and recognition programs
  • Create wellness and work-life balance strategies and programs for employees

Also Read: How to Write a Professional Summary For Resume to Impress Interviewers?

6 Pence Help in Improving Your Human Resource Employee Relations

Employee relations in business are pertinent as they create ways to ensure a healthy work environment and long-term business success. From conflict resolution, ensuring health and safety measures, dealing with management issues, and boosting employee morale, all these come under the employee relations department. Ensure you implement numerous strategies to strengthen employer-employee relationships and increase overall business performance.


If you want to supplement your in-house HR team with additional support and expert professionals helping you with operational and day-to-day administrative work, connect with us at 6 Pence. We are one of the leading outsourcing partners in Dubai, Oman, Iraq, and Bahrain, and offer staffing, recruitment, payroll management, and HR outsourcing services. 


Connect with us and learn more!

Frequently Asked Questions 

What is human resource employee relations? 

Human resource employee relations is an organization’s operational effort to create a healthy relationship between an employer and its employees to create a better workplace environment.

What are examples of employee relations? 

Examples of employee relations include offering onboarding support, mentoring, and coaching, recognising and rewarding outstanding performances, and resolving conflicts.

What are the employee relations goals of management? 

The employee relations goals of management include:

  • Inspiring employee motivation and loyalty
  • Increasing engagement
  • Improving retention and reducing turnover
  • Creating a positive workforce culture

What are the different types of employee management relations?

There are mainly two types of employee management relations, vertical employee relations and horizontal employee relations.

Activation Agent Job Description

activation agent job description

Earlier, even a few decades back, consumers had lesser options, and brands often had a monopoly over their sectors. But in the current situation, with stiff competition and end-users being spoilt for choices, there is a shift in power from brands to consumers. A customer-centric approach and excellent customer activation agents are necessary for a business to survive in today’s world!


Companies need customer activation agents to interact with the customers and push them to keep doing business. Businesses’ most significant struggle is encountering customers no longer interested in buying from them. In this case, they must ask themselves two important questions: 


How can we make our customers interested again? How can we make them advocates of our brand? 


This is where an activation agent comes in. If you have a background in sales and marketing and want to work in a creative role, becoming an activation agent is the best career option for you. However, you must be extremely skilled to increase your chances of getting hired. 


This blog will discuss the activation agent job description and what it takes to shine in this position. Let’s keep reading!

What is a Customer Activation Agent?

A common problem most businesses face is the prospective client discarding their cart in the middle of the sales funnel! A customer activation agent needs to motivate customers to proceed to the next stage of their customer lifecycle. Thus, they must work actively with business development and management teams to design a creative marketing strategy to push customers to buy. 


The most vital aspect of being a customer activation agent is brainstorming campaigns to promote new products/services, boost brand awareness, and encourage customers. However, customer activation can mean different things to different agencies, but the primary goal is to appeal to customers in a memorable way that creates an impact.  An activation agent takes things to the next level that a traditional marketing agency cannot achieve. Let’s look at their role in detail. 

Activation Agent Job Description: Key responsibilities

Although an activation agent’s roles and responsibilities vary from company to company, here are some of the most popular tasks performed by them:

Create an activation plan

An activation agent needs to brainstorm how to make customers engage with products and create a detailed plan and timeline to show how to get them engaged in such a way. This plan helps the entire marketing team plan strategies and execute them. A customer activation agent must orchestrate the project and oversee the marketing team’s efforts. 

Maintain a calendar for campaigns and events

An activation agent needs to draw up a detailed and actionable outline of what to expect from the marketing team regarding efforts and campaigns. It must ensure that no campaigns overlap and that the timeline is realistic. 

Interact with customers

A customer activation manager is usually a prominent face of the brand. They must interact with customers when required and educate them about the brand’s offerings. Although it seems obvious, an activation agent must have a basic knowledge and background of the brand, the target audience, the exact products and services being promoted, etc. 

Coordinate with vendors, marketing team, and stakeholders

An activation agent’s role is a diverse and versatile one. They need to actively coordinate and be in touch with several departments within the company, including vendors, marketing agents, stakeholders, executive directors, etc. 


Often, the customer activation agent is the bridge between these people; thus, they must have excellent communication skills. They might also have to report to senior management to discuss campaign initiatives, how to implement them, and forecast results. Activation agents usually present at board meetings and conferences to promote the brand.

Activations Manager Skills For Your Resume

Companies hiring activation managers and specialists look for highly skilled candidates. An activation agent job description mentions typical skill sets needed for hiring a candidate!

Here are some of the skills you need to have on your brand activation manager resume: 


  • A bachelor’s degree in business, marketing, and communications or any relevant field
  • At least three to four years of prior work experience in a related field (marketing or sales)
  • A confident public speaker with excellent communication and presentation skills
  • People skills
  • A creative mindset with the ability to brainstorm ideas on a deadline
  • Relationship building skills
  • An empathetic team leader with the ability to guide cross-departmental teams
  • Proficient with Microsoft Office Suite 
  • Flexible to commute and travel 
  • Creative as well as analytical thinking
  • Must have connections in the industry
  • A problem-solving attitude 
  • Preliminary knowledge of sales and marketing
  • In-depth knowledge of market research and trends in the industry. 
  • Has an open mindset and embraces change 
  • Ability to fluently speak, write, and read English
  • Passionate about branding 
  • Must be able to identify customer needs and challenges
  • Research skills
  • Must be driven and have a motivation for sales

What is the Average Customer Activation Agent Salary?

Let’s take a look at the average  salary for a customer activation engineer in the Middle East: 


  • Kingdom of Bahrain: A customer activation agent in the Manama region earns around 560 BHD per month. Salaries for this position typically range from 260 BHD to 900 BHD monthly. 
  • Sultanate of Oman: The average salary for a customer activation agent in Muscat, Oman, is 670 OMR monthly. The salary structure usually starts from 310 OMR (lowest) and can go up to 1060 OMR (highest) monthly. 
  • Republic of Iraq: The lowest average salary range for a customer activation agent in Iraq is IQD 94,32,000 per year. However, regular appraisals in companies are common. 
  • United Arab Emirates: A customer activation agent in Dubai earns an average of 4000 AED per month. The average cash compensation can range between AED 6000 to AED 24000. 


Also Read : IT Support Specialist Roles and Responsibilities


As agencies expand their consumer pool, there is a high demand for customer activation agents. Jobs are competitive, and only the most skilled candidates get a chance. 


Therefore, if you are an aspiring activation agent, you should ensure your skills and knowledge are updated to land your desired job. Don’t forget to research the activation agent job description to find out what companies are looking for before you apply. 


To be on the lookout for well-paying job opportunities in the field, check out 6 Pence. We are a leading recruitment agency in the Kingdom of Bahrain, the Sultanate of Oman, the Republic of Iraq, and Dubai, United Arab Emirates. We can help you find the job of your dreams as an activation agent. 


Drop your CV with us by visiting the careers page on our website.

Frequently Asked Questions

How do I write a resume for an activation agent?

Before you write any resume, the first strategic move is to familiarize yourself with the job title. Once you understand what the job demands, you can match your skills with the requirements. A strategic move is to review relevant resume samples within the same industry. You can get ideas from examining how others successfully present their qualifications. 

What is a creative activation manager?

A creative activation manager is responsible for creating, designing, and implementing marketing plans promoting a brand or a product. They must actively collaborate with a team of designers, copywriters, videographers, brand managers, etc., and develop creative strategies that appeal to the target audience. 

What does an activation analyst do?

Activation analysts are tasked with the responsibility of researching and analyzing trends. They either collect data or use publicly available data to draw insights for creating actionable strategies. 

What is a field activation officer?

Companies that need to market, merchandise, and sell products hire a field activation office. Their roles and responsibilities include organizing and supervising the day-to-day activities and ensuring everything runs smoothly. They are typically involved with the planning, directing, organizing and controlling the process of producing goods.

What are the Best Short-term Courses to Learn that would Increase Your Chances of Landing a Job in 2023?

short-term courses for job

With increasing cut-throat competition and demand for job-relevant skills, everyone is pursuing short-term courses for jobs. Since the skill gap is one of the primary reasons for unemployment, you can quickly land your dream job by getting an edge over your peers. 

Although there is no hard and fast rule regarding when to pick up a skill, short-term job-oriented courses after graduation will help you upgrade your skills while identifying your passion. These courses and certifications can provide students with proper guidance for career choices while increasing their competency. 


Typically, 6-month career training programs are the most favored for securing lucrative and high-salaried jobs across industries. On that note, let’s learn about more short-term courses. 

3 Benefits of Taking Short-Term Courses for Job-Oriented Courses After Graduation

If you are still in doubt and wondering if you need to pursue specialized courses, look at the benefits. 

High-paying jobs

The market is saturated with people looking for jobs. However, companies are only willing to hire talented professionals with an edge over the candidate pool. They seek specialized skills that are outside of a traditional college curriculum. 

Therefore, professional courses with certifications can help you stand out and land high-salaried jobs. You will be able to seize any opportunity that comes your way and advance your career. 

Networking opportunities

Pursuing short-term courses for jobs also strengthens your communication skills and allows you to network. Industry experts often teach these courses and give you the exposure you lack. You can expand your network, get to know more people in your field, interact with executive leaders and make industry connections. Ultimately, these will help you climb the ladder and land a job in a reputable company. 

Hands-on knowledge 

By enrolling in specialized short-term courses, you can try out your knowledge on real-life projects. These courses give students several instances that test their expertise and help them develop new skills. 


5 Best Short-Term Courses for Jobs in 2023

Here is a list of short certificate programs that pay well

Business Analytics

The global business analytics market is projected to reach USD 78.12 billion at a CAGR of 8.50% by 2030. This is more than the average for all other occupations. Business analytics is achieved through statistical procedures. Business analysts study and compare historical data to help businesses make informed growth-related decisions. If you are curious about data handling or statistics, you can start with this course. 


Your core modules will include lessons on:


  • Creating a workspace
  • Data handling and formatting
  • Importing and restructuring data 
  • Basic conceptual architecture of business statistics
  • Data visualizations
  • Accounting and Taxation

Product Management Certification Program 

The demand for product managers has increased exponentially in the last few years. More and more companies are hiring product managers to ensure the success of their launches and maintain steady business growth. 


The Product Management Certification Program is one of the best short-term courses for jobs offered by UpGrad. It includes 160 hours of learning and training. Industry experts from top firms like Zomato, Myntra, and PayTM offer lectures. After completion, you get an authorized certification from the Duke Corporate Education faculty. 


The best thing about this course is that it is online, and you can learn at your own pace. Job-oriented courses like these have a good ROI and can propel your career. 

Digital Marketing courses 

A digital marketing certification is one of the most cost-effective short-term job-oriented courses after graduation. It comes with industry knowledge, specialized skills, and a well-paying job. Since social media and communications have become indispensable to business marketing, these courses are in-demand. 


Digital marketing courses train students with the basic knowledge and technology used in marketing. It equips students with knowledge about SEO strategy, Google analytics, affiliate marketing, web analytics, social media campaigns, etc. Courses usually range from two months to four months in this field.  You will find many accredited digital marketing courses on online platforms like Udemy, UpGrad, Coursera, etc. 

AI and ML certification

If you are looking for short-term courses for jobs in engineering and AI, this is the one for you! 

AI is taking over the world. Jobs in AI engineering and development are predicted to experience a 28 per cent annual growth, and over 11.5 million new jobs will be created globally by 2026. Thus, if you want to hop on the bandwagon and land a lucrative title, pursue an AL and ML certification. 


However, before applying, you must have an interest and basic knowledge of neural networks, programming, data modeling and evaluation, software engineering, and machine learning algorithms. 


The average annual salary in the UAE for a mid-level AI and ML engineer in Dubai can range around AED 350,000 per annum. This figure is an approximation and can vary depending on your years of experience, level of expertise, and the company you are working for.  With an AI and ML certification, you can get a job at leading companies like Adobe, Zomato, Facebook, Goldman Sachs, Google, Deloitte, McKinsey, etc. 

Java courses

If you are an aspiring software engineer and want to upskill, Java courses are ideal for you.  Java is an object-oriented language that lets you construct real-world applications. Since software-based Java technology works on almost all devices, the demand for this skill is massive. 


It is a widely revered programming language worldwide and pursuing a Java course can offer lucrative opportunities with generous salary packages and additional perks. 


After completing this course, you can explore roles like Computer Programmer, Java Developer, Software Developer, JAVA Webmaster Software, etc. If you have the resources, check out accredited online courses offered by top universities on Udemy and Coursera. 


Also Read : Performance Engineer Job Description


Pursuing certifications and short-term courses for jobs is always an excellent idea to propel your career. Before enrolling, research and find out which classes are best for your industry. The good thing about short certificate programs that pay well is you can do it anytime in your career. Employers always see upskilling yourself in a positive light and may help you get an edge over the competition.


If you are looking for high-paying job opportunities across various industries, check out 6 Pence. We are a leading recruitment agency in the Kingdom of Bahrain, the Sultanate of Oman, the Republic of Iraq, and Dubai, United Arab Emirates. We can help you secure high-paying jobs in your preferred sector. 


Prepare yourself with the right qualification and certifications; we will help you land the job that best fits your talent! Drop your CV with us today by visiting our careers page!


Frequently Asked Questions


What is a unique career?

Unique careers refer to lesser-known jobs or positions that are not conventional job titles, such as doctors, teachers, lawyers, sales associates, engineers, etc. Unique jobs require special skills, including unusual responsibilities and different work environments compared to a typical office setting. They are found across various industries and are an alternative for those who want to deviate from the norm. Some examples of unique careers are floral designer, zookeeper, animator, fragrance consultant, boat captain, etc. 


Is it okay to have a job for six months? 

Changing jobs after six months is perfectly okay if you feel your current position is not suited to you. You can approach your employer to discuss changing organizational responsibilities or explore jobs outside.


What courses are best for three months? 

Some of the best three month-courses are web designer, HVAC Technician, Licensed Real Estate Agent, a Certificate in social work, Digital Marketing, Event Management, Graphic Design and Animation, Life Insurance, Network Marketing, etc. 


Which certification course is best for finance?

If you are considering a career as a financial analyst, pursuing a professional finance certification can drastically improve your chances of advancing your career. The best certification for finance is a Chartered Financial Analyst (CFA) certification. It is highly sought after by finance professionals worldwide and takes an average of four years to complete.

How to Write a Letter of Explanation for Employment Gaps?

letter of explanation for employment gap

Job loss due to recession, a year off to deal with mental health issues and burnout, a few months off to “figure things out” or to deal with family issues or the gap between graduation and first job or even to go traveling- there can be a hundred reasons for having an employment gap in your resume!


Are you worried that an employment gap might stop you from landing your dream job? Don’t worry; we have got you covered. Keep reading! If you have a gap in your resume, you are not alone. Most people have been unemployed at some point in their life


Irrespective of your reason for having a gap, some recruiters may hesitate to consider your resume for a position in their company. An employment gap is usually a red flag during a job search. 


Explaining an employment gap due to personal reasons may be intimidating. However, ignoring or lying about it won’t do you any good. A promising way to address any concerns the recruiter may have about your time off is with a cover letter. And then being honest and upfront in the interview. In this blog, we will share tips on how to write a letter of explanation for employment gaps. 


What are Employment Gaps?

Employment gaps refer to periods in your professional career when you weren’t formally employed. An employment gap can range from a couple of months to several years. They can be voluntary or involuntary and may have several reasons. 


Tips for Writing a Letter of Explanation for Employment Gaps

Hiring managers and recruiters form their first impression of you as a potential candidate from your cover letter and resume. Therefore, employment gaps can leave a poor impression if you don’t explain the reason for your gap.  Please explain any gaps in employment to increase your chances of landing an interview rather than allowing you to infer some wrong conclusion. 


Follow these steps to clarify employment gaps on your resume: 


Spend Your Unemployed Time Preparing for Your Upcoming Interview. 

The easiest way to explain employment gaps in your resume is to invest your sabbatical time preparing for your return to a job. You can use this time for your professional development and career advancement through online training, networking events, volunteering, continuing education, freelancing, etc. 


By staying active during your employment gap, you will have positive experiences to vouch for when writing your resume. 

Be Open and Honest. 

Another great way to deal with employment gaps is through honesty and open communication. While it may seem easier to lie or cover-up, being honest will work in your favor. For instance, to explain the employment gap after graduation, be truthful about why you took time off. 


No matter what the situation, try not to lie about your employment history. Explaining employment gaps honestly will signal to your recruiter that you are trustworthy, making your resume stand out from the candidate pool. So, whether your reasons are positive or negative, address them in your cover letter. 

Include Relevant Experience Gained During the Employment Gaps.

Relating the knowledge you gained during your time off to the job is imperative. For instance, if you took three years off for maternity and you are applying for a nurturing job, you can frame the gap explanation for unemployment in your resume like this:


Full-time parent, 2018- 2021

* I took time away from my job to raise my child

* I single-handedly managed the household with daily chores 

* I ensured my child was safe, developing, and happy

Keep Your Explanation Precise and Direct. 

Recruiters don’t need personal details explaining every month of your employment gap. They need a core explanation with solid facts that reassures them that they are 100 percent ready to return to work. 


Avoid writing paragraphs over-explaining the gap in your resume; instead, sound convincing that your situation will not affect your new position. Ensure that your letter of explanation for the employment gap highlights your skills, passion, and experience. Limit your reasons to three sentences, and move on.


Do not share information that may do you more harm than good. For instance, try not to share details about your negative experience with your previous company. Although you shouldn’t lie about your situation, there is no need to go overboard. Remember that honesty doesn’t necessarily mean providing every minute detail of the gap and disclosing sensitive information. 


Emphasize Your Interest in the Job. 

To compensate for gaps in your resume, you need strong selling points. Showcase genuine enthusiasm and interest in the job you are being offered. 


You must go the extra mile to learn more about the organization, its culture, mission, values, leaders, achievements, and what they offer. This way, you can highlight what excites you about the position and why the firm is your preferred choice after a long career break. Try to demonstrate that you are not only a fit candidate for the job but also that your personal goals align with the company’s culture. 


Sound Confident.

When drafting a letter of explanation for employment gaps, try not to sound desperate. You should not express that you want to take on any available job that comes your way. It can negatively impact your recruiter’s impression of you. You may be viewed as someone not passionate about what you do, thus risking your chances of being hired. 


Instead, sound confident. You should seem like you are being selective about which company you join and are focused on finding the perfect fit for the long term. If you have had an unsuccessful job search in the last couple of months, don’t mention that. It’s not a good idea. Focus on proving that you have the relevant skills to do a good job and are the best candidate for the job despite your career break!

Also Read : How to Write a Professional Summary For Resume to Impress Interviewers?


This was our detailed guide on how to write a letter of explanation for employment gaps. Make sure you are honest, confident, and open about your time off and the reasons when you sit for the interview.


If you are looking for stable job opportunities with leading companies across industries, check out 6 Pence. We are a leading recruitment agency in the Kingdom of Bahrain, the Sultanate of Oman, the Republic of Iraq, and Dubai, United Arab Emirates. We can help you secure qualified jobs in your preferred sector. 


To know more, you can visit our website or follow us on social media!


Frequently Asked Questions

How do you justify employment gaps? 

The best way to justify employment gaps is by being honest and genuine. No matter why you have had a career break, it is imperative to be candid and properly explain. Doing this can avoid any inconsistencies in your CV throughout the interview. Make sure you precisely explain your reasoning. 

What is the best reason for an employment gap? 

The best reason to explain an employment gap is being laid off due to organizational changes and thus looking for a new job. It is a justifiable reason that employers will understand. 

How do you put a 2-year gap on a resume? 

The perfect way to justify a 2-year employment gap on your resume is to mention the exact period you had taken time off and label it as a “planned career break.” Under this, you can include a few lines on why you took it. For instance, “took two years off work to focus on my personal development” or “maternity leave,” etc. 

Why do employers hate gaps?

Employers generally dislike employment gaps, particularly long ones. It is because gaps on a resume are seen as a red flag. It signals the employer that you may be unreliable, have commitment issues, didn’t get along at your last workplace, or companies are unwilling to hire you. That’s why it is crucial, to be honest about why there is a gap.

How to Become a Software Developer Engineer in 2023?

software developer engineer

Software and computer applications are indispensable in every sector in the digital age. Thanks to their speed and competency, our devices can transcend beyond the plastic exterior and add value to our lives as instrumental tools. 


Thousands of jobs are being added to the tech sector every year, and software developer engineers are the unsung heroes of this field. In fact, Statista has reported that the overall employment of software developers and engineers is projected to grow and increase to 28.7 million developers by 2024, and almost 3.2 million increase since 2020. Globally, China and USA are leading the market.


But Middle Eastern countries are not far behind and a report by Gartner had predicted that IT spending in MENA was estimated to be $171 billion in 2021. These numbers are only growing and leading the race are software companies in UAE, Kuwait, and Saudi Arabia. To meet the growing demand for qualified developers by these GCC countries, they are opting for staff outsourcing solutions.


As technology evolves daily, pursuing a career as an entry-level software engineer has never been easier. With the expansion of computer science education and countless training programs, anyone can become a software developer engineer with little or no industry experience. All it takes is hard work, ambition, due diligence, and adaptability. 


This blog will discuss the professional summary of software developer examples. Stay tuned! 


What is a Software Developer Engineer? 

A software engineer or developer is an IT professional responsible for designing, maintaining, and deploying necessary software applications for an organization. In other words, they are the force behind software programs of all kinds. Do you still need to figure out what a software developer engineer does? Let us look at the software engineer job description!


Their job typically depends on the needs of the organization they work for. Some write codes and build everything from video games to operating systems. Others build web or mobile applications enabling people to perform everyday tasks on their smartphones and laptops. 


Using computer programming languages, computer engineers analyze and alter existing software and conceptualize, build, and test user-centered applications. Their role also focuses on the complex software systems that comprise an organization’s core operations.


As a software engineer, you may be involved throughout the software development process. However, the market is highly competitive, so if you want to work in the tech industry, you need the expertise to stand out. 


What are the Software Engineer’s Duties and Responsibilities?

While a software developer engineer’s job description is unique to each organization, there are some common roles and responsibilities across every industry. They are:


  • Software development, simulation, modeling, quality assurance, and testing
  • Object-oriented design (OOD) and object-oriented analysis
  • Understanding and analyzing client requirements, code, and software
  • Performing systems risk and reliability analysis
  • Monitoring the system’s performance
  • Performing maintenance and updating software integration for an organization’s core system
  • Identifying and researching new technologies before deployment or implementation
  • Maintaining compliance with industry standards 
  • Creating and executing project plans
  • Developing technical specifications
  • Planning and executing software development for a range of demands by analyzing the data collected from stakeholder
  • Identifying problems and debugging them to make the software error-free
  • Developing and implementing new methods for software system testing and validation
  • Directing software development efforts
  • Controlling the compliance of documentation
  • Actively collaborating and attending daily meetings with clients and other internal departments to communicate project statuses and proposals
  • Guiding interns and junior software engineers
  • Drafting reports on programming project proposals, statuses, and specifications
  • Identifying areas for enhancing the customer experience and continuously introducing new features
  • Maintaining, upgrading, and peer-reviewing code updates in existing codebases
  • Keeping up with new technologies and trends in the industry 


How to Become a Software Developer Engineer? 

You must have the right educational qualifications to become an entry-level software engineer. The most fundamental prerequisite is a four-year bachelor’s degree in computer science, engineering, or any related field.  Applicants are also expected to have broad experience with computer systems, software processes, and applications such as Java, Python, C++, etc. Some organizations also look for a full-stack developer who understands software engineering concepts.


The educational qualifications and skills may vary depending on the specific scope of the job. Employers usually look for candidates with at least 1 to 3 years of experience and soft skills such as analytical skills, problem-solving, time management, willingness to learn, adaptability, communication, etc. A software developer’s resume with a master’s degree in software engineering or a relevant field can increase an individual’s chances of securing high-paying jobs and advancing their career in the desired direction. 


Let’s look at some essential skills that will enhance a software developer’s resume.


  1. Computer programming

Even though most software engineers don’t spend their time writing codes, it is a must for an IT professional to be familiar with programming languages. Someone with a computer science degree but lacks deep coding knowledge must attend a coding boot camp to improve their chances of being hired. 


  1. Software testing

Even in the era of automation, knowing the ins and outs of debugging, quality analysis, and software testing is imperative. It is one of the core technical skills of an aspiring software developer engineer. 


  1. Problem-solving

A software engineer needs to identify and solve issues within a limited time. Thus, they must be curious problem solvers with a creative and out-of-box approach. 


  1. Communication

Employers look for software engineers adept at communication, collaboration, leadership, and team-building. Software engineers don’t work in isolation. Thus, they should be able to communicate actively with their team, management, and clients. 


  1. Attention to detail

IT professionals need to be precise, detail-oriented, and meticulous. It is an important prerequisite in all IT processes ranging from coding to testing to maintaining documentation. 


How Much is the Salary of a Software Developer Engineer?

Are you wondering if the remuneration will be worth your while? Then look at the average software developer salary in the GCC.


  • Kingdom of Bahrain: The average salary of an entry-level software engineer in Bahrain is 9786 BD. 
  • Sultanate of Oman: An entry-level software engineer in Muscat earns an average of OMR 725 monthly. 
  • Republic of Iraq: The average salary range for an entry-level Software Developer Engineer in Iraq is between IQD 28,061,610 and IQD 49,801,200.
  • United Arab Emirates: Although there is no minimum salary for a Software Engineer in Dubai, UAE, the average wage is AED 324,996.

Also Read : Employee Attrition Rate: Causes & Reduction Strategies


Since there is a high demand for software development engineers, aspiring candidates should ensure their skills are updated to get the job they want. One of the best practices to do so is to stay up to date on the most recent technologies and trends.


To look out for high-paying job opportunities in the field, check out 6 Pence. We are a leading recruitment agency in Bahrain, Oman, the Republic of Iraq, and Dubai, (if you are saying the full long country name for one, you need to be consistent with the others as well: you said the Republic of Iraq, but did not say The Kingdom of Bahrain, the Sultanate of Oman, and Dubai, United Arab Emirates.. so please be consistent) and we can help you find the job of your dreams as a software engineer. 


We work with leading international and national companies and help you find credible, well-paying software developer engineer jobs that contain fantastic perks. 6 Pence helps with international hires and help to process work visas and other documentation.


Drop your CV with us today! (please let’s always add this on the blog if we are using this kind of call to action: by visiting our careers section page)


Frequently Asked Questions

What skills are needed for a software engineer? 

To become a software engineer, professionals need to master technical skills such as coding and computer programming, software testing, software development, object-oriented design (OOD), and knowledge of software engineering programming languages. Additionally, they must also have strong communication and problem-solving skills. 

What does an entry-level software engineer do? 

An entry-level software engineer’s roles and responsibilities include performing routine tasks like debugging, and code documentation, becoming familiar with the codebase, mastering their programming skills, helping develop applications, maintaining an organization’s database, etc.

Can I study software engineering without experience?

Although a degree or diploma in computer sciences is a requirement, it is not the bottom line. You can still become a software engineer without experience. What you need is competence. To secure a job, one needs something on their resume that proves knowledge or expertise. You can consider industry certifications such as Certified Java Programmer from Oracle, AWS Certified Associate, Professional Scrum Developer Certification, etc. You can also take online courses from accredited universities like Harvard or UPenn.

IT Support Specialist Roles and Responsibilities

IT support specialist roles and responsibilities

Did you know that Information Technology or IT is one of the fastest-growing sectors? In fact, it has been estimated that there will be more than 667,600 new jobs and titles in the industry by the year 2023. As technology continues to evolve every minute, skilled IT professionals are in more demand now than ever. 


An IT support specialist is a highly-skilled expert with a strong foundation in software and computer applications. If you are an aspiring IT professional, there is no better time than the present to chase the career of your dreams. Thus, if you’re a natural problem solver with advanced computer skills and exceptional time management abilities, consider a career in this in-demand field.


In this blog, we have shared everything you need to know about IT support specialist roles and responsibilities. Keep reading!


What is an IT Support Specialist?

Individuals and organizations depend on a wide range of technology daily to sustain their work lives. They turn to IT support specialists when they need support with these services. 


An IT support specialist has extensive technical knowledge of computer applications, troubleshoots software issues, and assists users with any hardware and software issues related to their computer systems. The job description for an IT support specialist includes helping users with any technical challenges they may face. Within organizations, an IT specialist has to listen to customer queries and find solutions to their various problems. 

IT Support Specialist Roles and Responsibilities 

An IT specialist job description is a high-demand position since their roles and responsibilities are crucial to the daily operations of most organizations. 

Here are some of the IT support specialist’s duties:


  • Assist people and businesses in resolving typical computer problems or software issues
  • Install, configure, and maintain computer applications and systems within a company
  • Actively monitor and update all components of a business’ computer networks
  • Solve technical issues associated with network interruptions
  • Attend daily meetings with clients to understand, troubleshoot, and diagnose hardware/software issues
  • Respond to customer inquiries, complaints, information technology services, repairs, and assistance
  • Directing user calls and messages to the relevant IT staff.
  • Manage a computer tracking system to follow customer tickets 
  • Make suggestions for improving computer systems and applications within an organization
  • Maintain documentation for customer service questions and responses
  • Actively upgrade and manage systems to ensure they are working efficiently 
  • Introduce new business and productivity tools
  • Educate junior personnel about new systems, software, and best practices
  • Backup and maintain security databases
  • Collaborate with the management in creating training materials for computer usage and troubleshooting


What are the Qualifications Required to Become an IT Support Specialist? 

The preliminary qualification for an aspiring IT support specialist is a bachelor’s degree in computer science or a related technology field. Industry-specific certification in relevant software processes or computer languages may be required in some jobs.  A master’s degree in computer science can open up more opportunities for IT specialists looking to advance their careers. 


Most firms recruiting IT support specialists also look for at least 1 to 3 years of work experience in a related field, including technical knowledge of the company’s products and services.  Besides, additional certifications can professionally aid IT personnel in securing better jobs. Certification courses are an excellent way to enhance proficiency and experience in the IT sector. 


In fact, according to a CompTIA study, 91% of recruiters believe IT certifications play a key role in the hiring process and act as a trustworthy predictor of a successful employee. It may increase their chances of getting hired by the top firms in the industry. 


Some of the most recommended IT support specialist certifications are:


  1. Microsoft Certifications
  2. IT Infrastructure Library (ITIL) Foundation
  3. Certified Information Systems Security Professional (CISSP)
  4. AWS Certification
  5. Cisco Certified Network Associate (CCNA)
  6. VMware certification
  7. Google IT Support Professional Certificate
  8. Microsoft Azure Fundamentals certification
  9. CompTIA A+


If you want to improve your IT support skills, consider which skills your current job uses most often and which skills you want to improve on personally. Then, you can search for certification courses inculcating these skills.


Skills Needed to Perform IT Support Specialist Roles and Responsibilities

An IT support specialist must be highly trained in technical and soft skills.

Below are examples of some common skills of IT support specialist skills:


  • Communication: IT support specialists must have excellent communication skills when interacting with clients and coworkers. They have to listen to users’ technical problems and figure out the best course of action to resolve them. Communication skills are a must, especially when assisting over the phone. 
  • Problem-solving: IT professionals often use problem-solving skills to research the problem and determine the ideal solution fully. It includes collecting data about what may have caused the issue and testing out various possibilities. 
  • Time management: IT employees must manage their time effectively. In an organization, they may be required to help as many customers as they can within a given hour. Therefore, it is crucial to manage time and perform tasks on time. 
  • Attention to detail: Resolving an IT issue often includes several small tasks and minute steps. Specialists must configure hardware and software in specific ways to ensure they function efficiently. It requires paying attention to every detail, as leaving out a small step can result in fatalities. 


What is the Average Salary for IT Support Specialists?

Here are the different salary structures of IT professionals across different countries:


  1. The Kingdom of Bahrain: In 2023, the average salary for IT Support is 20,462.24 Bahraini dinars per year in Manama, Bahrain. There is also average additional cash compensation for IT Support in Bahrain ranging from 230.67 – 3720.41 Bahraini Dinars. 
  2. The Republic of Iraq: A person working as an IT specialist in Iraq typically earns 1,640,000 IQD every month. 
  3. The United Arab Emirates: The average salary for IT support personnel in the UAE is AED 5,500 per month. The average additional cash compensation for an IT Support Specialist in Dubai ranges from AED 1,000 – AED 30,000.
  4. The Sultanate of Oman: IT support specialists in Muscat typically earn OMR 375 per month. The additional cash compensation ranges within OMR 300. 

Also Read : Telesales Executive Job Description: A Complete Guide


This was everything you needed to know about IT support specialist roles and responsibilities. Make sure you fit the educational criteria before you start applying for jobs in the industry.  To look out for high-paying job opportunities in the field, check out 6 Pence. We are a leading recruitment agency in Bahrain, Oman, the Republic of Iraq, and Dubai, and we can help you secure high-paying jobs as an IT support specialist. 


We work with some of the leading MNCs and government agencies in Dubai, Bahrain, Iraq, and Oman. By following us on our social handles, you can stay abreast of all the latest jobs and tips that can help you become a match for the criteria for IT support specialist roles and responsibilities 


Frequently Asked Questions

What skills are required for an IT support role? 

IT support specialists should not only be adept in technical skills such as computer hardware, mobile applications, virus removal, and software installation, but they should also have soft skills. Interpersonal skills such as communication, problem-solving, time management, organization, creative thinking, patience, etc., are imperative. 


What are the three qualities of a good service desk employee? 

The three essential qualities of a good service desk employee are patience, active listening, and being well-organized. Desk agents can only provide exceptional service with patience and active listening, where time is devoted to understanding customers’ problems in a better way. Additionally, since agents who work in large companies have to juggle multiple tasks on multiple platforms, they must be organized. 


What are the best certifications for IT support specialists?

IT support specialist certifications are accredited acknowledgments of specific experience, skills, and knowledge related to IT processes. They are critical for career advancement and open up opportunities. Some of the best certifications for IT support specialists are Microsoft certifications, Certified Information Systems Security Professional (CISSP), Cisco Certified Network Associate (CCNA), IT Infrastructure Library (ITIL) Foundation, CompTIA A+, and AWS certification.

Transmission Engineer Job Description

transmission engineer job description

Transmission Engineering is a type of Electrical Engineering that has its major application in the electrical power industries. As the transmission engineer job description suggests, you are supposed to manage transmission line projects and create cost-effective designs. You are responsible for designing, developing, and testing various electrical devices and equipment.


Why are transmission engineers an integral part of a project? Without them, we would be unable to transfer electrical power from one point to another effectively. Thus, every time we walk or drive past transmission towers and lines that connect them, we are looking at over a century’s worth of innovation and observing cables that stretch across countries. 


If you aspire to become a transmission engineer, we have good news! Let’s read more about BO transmission engineer roles and responsibilities.  


What are the Different Kinds of Transmission Engineers?

As we discussed, transmission engineering is a part of electrical engineering and almost similar to it. However, transmission engineers are known by several different titles, depending on which sector you work in and your roles. Broadly, there are two different kinds of transmission engineering jobs. 


  1. Transmission Planning Engineers

These are electrical engineers responsible for designing electrical transmission systems. These engineers identify the number of electrical substations needed to properly transmit the precise amount of energy to a given number of clients. In some cases, transmission planning engineers also study existing power transmission systems and determine how they can be extended, testing transmission equipment and power lines to ensure they perform well under given conditions. 


  1. Transmission Design Engineers

Transmission design engineers are usually hired in the wind-power generation sector. Sometimes they are also called wind-energy engineers. These engineers design and test wind turbines and the electrical parts associated with them. The transmission engineer job description for these engineers includes planning out the layout of wind farms, estimating wind speed direction, and determining optimal locations for the placement of these wind farms. 

What is Included in a Transmission Engineer Job Description?

A transmission line engineer’s responsibilities include planning transmission lines and supervising their construction. On specific projects, you are also required to assume the role of a project engineer or project manager, which entails controlling every stage of a project from planning to execution. 


Some aspects of a transmission engineer job description include understanding a client’s demands and evaluating the potential usage of high voltage direct current (HVDC) and Flexible Alternating Current Transmission Systems (FACTS) to improve power networks’ dependability, controllability, and safety.


Apart from the more technical aspects, you will be expected to interact with clients and contractors and work with permitting authorities and regulatory organisations as an engineer. Within your organisation, you will need to collaborate in interdepartmental meetings, coordinate internally with other departments, and evaluate the work of junior engineers and technicians.


Transmission engineer responsibilities 

A BO transmission engineer’s roles and duties include, but are not limited to:


  • Perform feasibility and planning research
  • Design and planning for the Transmission Networks, wired (Fibre) and wireless (PtP and PtmP)
  • Manage Site Build Programme Activities by performing MSV, assenting site drawings, negotiating nominated/candidate sites within TX Planning Tools, and ensuring good TX records for Site Build Programme
  • Design approval and Fibre LL request for LTE and Hub Sites
  • Transmission design and planning for MNO networks and specific B2B customer requirements
  • Detail strategy planning and project cost estimates, including materials and construction
  • Mentoring junior technicians and engineers
  • Conducting fieldwork studies during construction projects
  • Preparing construction plans, material specifications, and scope documents for contracts
  • Preparing weekly transmission network utilization and Site Build Programme reports
  • Handling multiple projects and making detailed design packages following appropriate engineering design standards and industry safety codes
  • Delivering technical leadership and industry or corporate-level expertise in the respective field. 

What are the Qualifications and Skills Required on a Transmission Engineer Resume?

Suppose you aspire to become a transmission engineer. In that case, you must have a bachelor of science degree or certification in the relevant field, which typically takes five or six years to earn. Organisations and employers usually seek university graduates certified by the Accreditation Board for Engineering and Technology (ABET). 


A master’s degree in the same or related field can open up additional opportunities to work in specialised engineering sectors. Besides a degree, a transmission engineer’s resume should include the following technical and soft skills.


Technical/Hard Skills

  • Knowledge of firmware and schematic capture functions
  • Fluency in programming languages and software
  • Debugging skills
  • Experience with wireless technology
  • Expertise in 3G, 4G, and 5G networks 
  • Knowledge of Ethernet, IP/MPLS, VPN, and BGP
  • Working understanding of Ethernet Standard(VLAN, ERPS, LAG) and Ethernet Service Types(E-Line and E-LAN)
  • Past experience in providing Transmission Solutions for Site Build Programme


Interpersonal/Soft Skills 

  • Leadership and people management skills
  • A team player with excellent interpersonal skills such as communication and self-confidence
  • The ability to communicate with and build cross-departmental professional relationships
  • Hard-working, enthusiastic, and committed. 
  • Curious about new emerging technologies
  • Decision-making skills
  • Problem-solving skills and logical thinking
  • Creative and innovative thinking 

Also Read : Sales Team Leader Roles And Responsibilities

Why Should You Become a Transmission Engineer?

Due to market changes, the dependability and stability of the electrical grid have been questioned recently. The emerging technical developments and a growing emphasis on sustainable renewable energy worldwide have led to a massive demand for transmission engineers. As a result, there are many opportunities for aspiring transmission line engineers to make a significant impact and propel their careers. 


There are several reasons why being an electrical engineer during this time might be an excellent career decision. There is a huge demand for transmission engineers, whether in the clean power industry, in an engineering, procurement, and construction (EPC) consulting business, or in other related industries that depend on electric grids. The other important factor for becoming a transmission engineer is this position’s lucrative salary. Let’s look at the average salary mentioned in a transmission engineer job description in the GCC. 


BO Transmission Engineer salary across GCC countries 

Here are the different salary structures of transmission engineers across different countries. 


  • The Kingdom of Bahrain: The estimated total salary of a transmission engineer is 35,862 Bahraini Dinars per year. 
  • The United Arab Emirates: The average salary of a transmission engineer in the United Arab Emirates is 36,725 AED per year. 
  • The Sultanate of Oman: The average salary of a transmission engineer in the Sultanate of Oman is 640.274 Omani Rials (OMR) per year. 
  • The Republic of Iraq: A person working as a Transmission Engineer in Iraq earns around 1,860,000 IQD per month. The salaries range between 855,000 IQD (lowest) to 2,950,000 IQD (highest).

Also Read : Performance Engineer Job Description

How can 6 Pence Help You Find Transmission Engineer Jobs?

This was a detailed transmission engineer job description. Note that to secure a job as a transmission engineer, you should at least have a bachelor’s degree in a related field. 


If you are an aspiring transmission engineer looking for job opportunities, check out 6 Pence. We are a leading recruitment agency in the Kingdom of Bahrain, the Sultanate of Oman, the Republic of Iraq, and Dubai. We can help you find high-paying transmission engineer jobs.


We work with both public and private sector organisations and help with legal paperwork and work visas for international hires. You can follow our social media channels to learn about the latest vacancies. Drop your CVs with us today by visiting our careers section page. You can also follow us on our social channels to keep updated with the latest vacancies and important job-related tips.


Frequently Asked Questions


What is the role of a transmission engineer? 

A transmission engineer’s role includes evaluating transmission feasibility and interconnected standards, system impact and facility research, and testing new electrical parts of wind turbine designs. Their duties can also include working on and supervising transmission or distribution systems.

How do you write engineering skills on a resume?

Engineering skills on a resume should focus on hard skills based on specific tasks and processes, for instance, the use of software, tools, and equipment. However, it should also include soft skills such as decision-making, problem-solving, communication, working under pressure, being a team player, attention to detail, etc. By highlighting these specific abilities, you can land the job you want.

Companies With Best Employee Retention Programs

companies with best employee retention programs

Do you know how much it costs to hire an employee?


A conservative estimate by many trade analysts is that it can cost between 3-4000 USD, and then there is a loss of revenue due to the vacant position. Thus, having an employee retention plan is critical to the success of an organisation. Companies with best employee retention programs can attract and retain top talent, increasing productivity, morale, and positive work culture. 


This article will discuss the importance of employee retention, key elements of effective retention programs, strategies to attract and retain employees, and examples of companies that have struggled with retention. Are you ready to learn how to retain your star employee from leaving your company to join your competitor? Read on!


Overview Of Employee Retention Bonus Programs

Employee retention bonus programs are strategies companies use to retain key employees for a specific period. These programs typically offer a financial incentive to employees who agree to stay with the company for a predetermined time. Retention bonuses are offered to highly valued employees whose departure might impact a project’s completion and the company’s bottom line.


Losing key employees can be costly, leading to losing knowledge, skills, and experience. It can also disrupt team dynamics and impact a business’s overall performance.


If you are thinking about implementing an employee retention policy, then consider the following points:


  1. Retention bonus programs can take different forms. Some companies with best employee retention programs offer bonuses as a lump sum payment, while others offer bonuses in instalments over a period. 
  2. The bonus amount can also vary, depending on the employee’s position, the industry, and the company’s financial health.
  3. Companies that offer retention bonuses have a clear strategy for identifying employees at risk of leaving. They may use employee surveys, performance evaluations, and other tools to identify critical employees considering leaving the company.
  4. Retention bonus programs can be beneficial for both employers and employees. Employers can retain their most valuable employees, while employees can receive a financial incentive to stay with the company. Retention bonuses can also increase employee loyalty and motivation, positively impacting overall performance.
  5. It is important to note that retention bonuses are not a solution to all employee retention issues. They should be used with other retention strategies, such as offering competitive salaries and benefits, introducing growth opportunities, and creating a positive work environment. 


Top Strategies To Attract and Retain Employees

Employees are the cornerstone for a company’s success, especially those in the management position who have specialised skills, unique knowledge or expertise, or critical roles. Companies with best employee retention programs devise specific strategies and policies to ensure that they can keep their star performers for as long as possible.


Staff retention strategies typically include the following elements:

Identification of key employees

The first step in creating an employee retention plan is identifying the employees critical to the company’s success. This may involve assessing each employee’s skills, knowledge, experience, and role.

Incentives for retention

Once key employees have been identified, the next step is to provide incentives for them to stay with the company. This may involve offering competitive salaries, bonuses, or stock options. Companies can also provide additional benefits such as flexible work arrangements, training and development opportunities, or opportunities for career advancement.

Performance metrics and goals

Staff retention strategies should also include metrics and goals to ensure employees meet expectations. This may involve setting specific performance targets or goals tied to retention incentives.

Regular review and assessment

Such a plan should be reviewed and assessed to ensure effectiveness. Companies may conduct employee surveys or hold meetings with stakeholders and management to gather feedback and assess the plan’s effectiveness.


What Do Companies With Best Employee Retention Programs Do To Attract And Retain Talents?

Attracting and retaining employees is essential for the success of any company. High employee turnover can be costly and disruptive, while a strong team of skilled and motivated employees can help a company grow and achieve its goals. 


Here are some strategies that can help attract and retain employees.

Competitive Compensation and Benefits

Offering competitive benefits and compensation is one of the most important strategies for attracting and retaining employees. This includes base pay and benefits such as retirement plans, health insurance, and paid time off. 


Companies with best employee retention programs offer better compensation packages and benefits than their competitors and are, therefore, more likely to attract and retain top talent.

Career Development Opportunities

Providing opportunities for career development is another essential strategy for attracting and retaining employees. This can include offering training and development programs, mentoring, and company advancement opportunities. 


By investing in their employee’s growth and development, companies with the best employee retention programs can show that they value their employees and are committed to their long-term success.

Positive Work Environment

Creating a positive work environment is also essential for attracting and retaining employees. This includes work-life balance, a supportive team culture, and a comfortable physical environment. 

Recognition and Rewards

Recognising and rewarding employee contributions is another critical strategy for retaining employees. This can include financial rewards such as bonuses and non-financial rewards such as public recognition, awards, or other forms of acknowledgement. 


Companies with best employee retention programs can help build employee loyalty and engagement by showing employees that their contributions are valued.

Employee Engagement and Feedback

Companies can attract and retain employees by fostering a culture of employee engagement and feedback. This includes soliciting feedback regularly, providing opportunities for employee input and involvement in decision-making, and creating an open and transparent communication culture. 


By involving employees in the company’s direction and decision-making, companies can create a sense of ownership and commitment among their workforce.


Which Sectors Struggle With Staff Retention?

While companies with best employee retention programs have effective employee retention programs, some companies struggle to retain their employees. Here are some examples of companies that struggle with employee retention problems:


  • Retail and Fast Food Industries: Employees often work long hours for low pay and limited benefits, making it difficult for companies to attract and retain top talent.
  • Tech Startups: These companies may offer competitive compensation and benefits, but they often have fast-paced and demanding work environments that can lead to burnout and high turnover rates.
  • Healthcare Industry: Healthcare workers may be drawn to other opportunities that offer better pay, more flexible work arrangements, or more opportunities for career advancement.
  • Manufacturing Industry: Workers in this industry often have physically demanding jobs and may face challenges such as long work hours or limited opportunities for advancement.
  • Hospitality Industry: Employees in this industry often work long hours and may have to deal with challenging customers or work environments.

Employee turnover can be costly and disruptive for these companies, leading to increased recruitment and training costs, decreased productivity, and lower morale among remaining employees. 


6 Pence Helps Find Top Talents 

Employee retention is crucial for the success of any company, as it can help reduce turnover costs and maintain a motivated and skilled workforce. Companies can attract top talent by implementing effective employee retention strategies and plans, fostering a positive work culture, and driving business growth.


If you struggle to become one of the companies with best employee retention programs, consider working with a trusted staffing and HR services provider like 6 Pence. We are based out of Iraq, Bahrain, Oman, and Dubai. Contact 6 Pence today to learn more about our services and how we can help you achieve your retention goals.


Also Read : Employee Attrition Rate: Causes & Reduction Strategies

Frequently Asked Questions

How to improve employee retention and motivation efficiently? 

To improve employee retention and motivation, companies can offer competitive compensation and benefits, provide opportunities for career development, create a positive work environment, recognise and reward employee contributions, and foster a culture of employee engagement and feedback.

What should be included in a retention plan? 

An employee retention policy should include strategies to attract and retain employees, such as competitive compensation and benefits, career development opportunities, a positive work environment, recognition and rewards, and a culture of employee engagement and feedback. 

Why do companies fail to retain employees?

Companies may fail to retain employees for various reasons, including poor compensation and benefits, limited opportunities for career advancement, a negative work environment, lack of recognition or rewards for employee contributions, and poor communication and engagement with employees. Employees may also leave for personal reasons or opportunities for better pay or benefits elsewhere.

Performance Engineer Job Description

performance engineer job description

In today’s fast-paced and highly competitive business environment, ensuring optimal performance of software applications is crucial for success. This is where performance engineers come in. They are responsible for optimising the performance of software systems by designing and implementing tests, analysing data, identifying and resolving performance bottlenecks, and making recommendations for improvements. 


In this blog, we will delve deeper into the role of a performance engineer and provide a comprehensive performance engineer job description.


Performance Engineer Job Description

A performance engineer’s primary responsibility is to ensure that software applications meet or exceed performance standards. This involves designing and executing performance tests, analysing data to identify performance issues, and working closely with developers and other stakeholders to resolve these issues. Additionally, performance engineers monitor system performance over time, identify trends, and recommend improvements.


To be successful in this role, candidates should have a solid understanding of software architecture, performance testing methodologies, and the related tools used in the industry. They should also have excellent analytical and problem-solving skills and the ability to communicate effectively with technical and non-technical stakeholders.


The right performance engineer job description ensures businesses find the right candidate for this critical role. The success of any product depends on the dexterity of the performance engineer.


Performance Engineer Roles And Responsibilities

As a performance engineer, your roles and responsibilities will vary depending on the organisation. 

But if you are new to this field and are wondering what the performance test engineer job description entails, read on!

Designing and executing performance tests: 

To be successful in performance testing jobs, you must have the skills and knowledge to design and implement performance tests that accurately reflect the application’s usage patterns and performance requirements.


Analysing performance data: 

After running performance tests, you will analyse data to identify bottlenecks and other performance issues that may impact application performance.


Collaborating with developers: 

You will work closely with software developers to understand the root cause of performance issues and collaborate on solutions to resolve them.


Providing recommendations: 

Based on the results of performance tests and analysis, you will make recommendations to stakeholders for improving system performance. It can be anything like optimising code, adjusting system configurations, or scaling infrastructure.


Monitoring system performance: 

You must continuously monitor system performance to identify trends and proactively address issues before they impact end users.


Keeping up with industry trends: 

You must stay updated with the latest industry trends, technologies, and tools.


Documenting processes and procedures: 

You have to create and maintain documentation of processes and procedures to ensure they are repeatable and scalable. Before applying for any role, look at the performance engineer job description for an accurate idea of your responsibilities.


What to Include in A Performance Engineer Resume?

If you’re looking to become a performance engineer, having a resume that highlights your skills, expertise and qualification is essential to get noticed by recruiters and hiring managers. 


Here are some key elements to include in your performance engineer resume:


  • Professional Summary: A brief summary of your experience and skills that highlights your suitability for the performance engineer position.
  • Technical Skills: A section listing your technical skills, including programming languages, performance testing tools, monitoring tools, and databases.
  • Professional Experience: A detailed description of your work experience, including your job titles, employers, dates of employment, and responsibilities. Highlight your expertise in performance testing and analysis.
  • Achievements: A section highlighting your achievements in your previous roles, such as improving system performance, reducing application response times, increasing customer satisfaction, etc., should be mentioned.
  • Education: List your academic qualifications, including your degrees, certifications, and relevant coursework.
  • References: A list of references from previous employers or colleagues who can attest to your skills and work experience.
  • Personal Interests: A brief section highlighting your interests and hobbies, which can provide insight into your personality and work ethic.


Top Performance Testing Jobs That You Need To Apply For


We have listed some of the top performance testing jobs to apply for:


  1. Performance Engineer
  2. Performance Tester
  3. Load Tester
  4. Automation Engineer
  5. DevOps Engineer
  6. Performance Analyst
  7. Quality Assurance (QA) Engineer


These roles require a deep understanding of software architecture, performance testing methodologies, and testing tools. The performance engineer job description provides a thorough idea of what would be required of you.


Performance Engineering Vs Performance Testing 

Performance engineering and performance testing are two related but distinct disciplines in software development. Here’s a brief overview of performance engineering vs performance testing:


Performance Engineering 

Performance engineering is a proactive approach to software development that focuses on designing and optimising systems for performance from the outset. 


It involves understanding the system’s expected load and usage patterns and designing the architecture, infrastructure, and code to optimise performance. Performance engineering encompasses a range of activities, including capacity planning, code profiling, system tuning, and load testing. 


Performance engineering is an ongoing process that starts at the beginning of the software development lifecycle and continues throughout the product’s lifecycle.


Performance Testing

Performance testing is a reactive approach to software development that involves evaluating the performance of an existing system under simulated load conditions. It typically involves using specialised testing tools to measure system response times, resource utilisation, and other performance metrics. 


Performance testing can help identify bottlenecks and other issues impacting system performance. Performance testing is typically conducted during the quality assurance (QA) process before the system is released to production. 


In short, performance engineering focuses on proactively designing and optimising systems for performance, while performance testing focuses on the reactive evaluation of an existing system’s performance. Both disciplines are critical to ensuring software applications meet performance and scalability requirements.

Also Read : Telecom Project Manager Job Description

6 Pence Helps Fill Vacancies Matching The Performance Engineer Job Description

Performance engineering is a crucial aspect of software development that can make or break the success of a product. As the demand for high-performing software continues to rise, businesses must ensure that they have skilled performance engineers and testers on their teams to deliver reliable and fast applications. The performance engineer job description is a good marker of the roles and responsibilities of such a position.


At 6 Pence, we understand the importance of finding top talent for performance engineering roles. Our team of experienced recruiters can help you find the right candidates with the skills and experience you need to optimise your system’s performance.


Whether looking for performance engineers, performance testers, automation engineers, or other related roles, 6 Pence’s Staffing and HR Outsourcing Solutions can help you find the right candidates quickly and efficiently. We are based out of Dubai, Bahrain, Oman, and Iraq. For job seekers, 6 Pence is the perfect platform to land your dream job and kickstart your career in performance engineering. Drop your CVs with us!


Frequently Asked Questions


What are the skills required to become a performance engineer? 

To become a successful performance engineer, you must be proficient in programming languages, know performance testing tools, have experience with monitoring tools, understand database technologies, and have strong analytical and problem-solving skills. Make sure you go through the performance engineer job description for more information.


What is a system performance engineer salary? 

The average performance test engineer salary in Oman is OMR 14657/month. In Bahrain, it is BHD 1,550/month. A Systems Performance Engineer in Iran typically earns 504,000,400 IRR per year, and the performance test engineer salary in Dubai is AED 11564/month.


Is performance analyst a good career?

Yes, performance analyst is a promising career for individuals interested in ensuring optimal performance of software applications, analysing data, identifying and resolving performance bottlenecks, and recommending improvements.

Employee Attrition Rate: Causes & Reduction Strategies

employee attrition rate

It’s the way of life that employees get hired, and then some leave for whatever reason. Employee attrition rate refers to the percentage of employees who leave an organisation over a specific period. It is a crucial metric for any organisation as it indicates the rate at which employees leave the company voluntarily. 


A high attrition rate can indicate underlying issues such as poor management, inadequate compensation, or unhealthy work culture. Conversely, a low attrition rate can suggest a healthy work environment and effective retention strategies. 


In this article, we will explore the concept of employee attrition rate and its impact on organisations. We will provide an attrition reasons analysis to help you understand the root of the problem.


Attrition vs. Retention: Maintaining a Corporate Equilibrium

Attrition vs. retention is a long-standing confusion. Let’s see what each means.


DefinitionThe rate at which employees leave the organisation over a specific period.The ability to keep employees engaged and motivated to stay with the organisation.
CalculationThe number of employees who leave the organisation during a specific period is divided by the average number of employees during that period, multiplied by 100.Not a calculated metric, but it is measured through employee satisfaction surveys, performance evaluations, and other indicators of employee engagement.
FocusFocuses on the negative aspects of employee turnover and highlights why employees leave the organisation.It focuses on the positive aspects of employee engagement and emphasises organisations’ measures to retain their employees..
BenefitsCan help organisations identify areas of concern and implement strategies to reduce employee turnover.Can help organisations create a positive work culture, improve employee morale, increase productivity, and retain top talent.
ChallengesHigh attrition rates can result in increased costs, decreased productivity, and damage to the company’s reputation.Retention strategies can be costly and time-consuming, and there is always a risk of losing employees to competitors.


Attrition Rate Vs. Turnover Rate

Employee attrition rate and turnover rate can provide organizations with valuable insights into their workforce dynamics. Let’s see what they mean.


ParameterAttrition RateTurnover Rate
DefinitionThe rate at which employees voluntarily leave the organisation over a specific period.The rate at which employees leave the organisation, either voluntarily or involuntarily, over a specific period.
CalculationThe number of employees who leave voluntarily during a specific period is divided by the average number of employees during that period, multiplied by 100.The number of employees who leave the organisation, either voluntarily or involuntarily, during a specific period divided by the average number of employees during that period, multiplied by 100.
ReasonsOnly consider the reasons why employees leave voluntarily, such as a better job offer, retirement, or personal reasons.Considers all reasons why employees leave the organisation, whether voluntarily or involuntarily, such as layoffs, termination, resignation, and retirement.
FocusFocuses on the voluntary turnover of employees and helps organisations identify the underlying reasons behind it.Focuses on both voluntary and involuntary turnover of employees and helps organisations identify their overall turnover rate.


High Employee Turnover Effects

A high employee turnover rate can significantly adversely impact an organisation. Here are some of the major impacts of high employee turnover.

Increased costs

High employee turnover can be costly for organisations, as it can result in recruitment and training expenses. Replacing an employee can be up to two times their annual salary, significantly impacting a company’s budget.

Reduced productivity

High employee turnover can result in reduced productivity, as new employees may take time to get up to speed with the organisation’s processes and culture. This can result in a decrease in the quality and quantity of work produced by the team.

Decreased morale

High employee turnover can also negatively impact the morale of the remaining employees. Employees may feel overworked and stressed due to the increased workload resulting from losing their colleagues. This can lead to a decrease in motivation and job satisfaction.

Loss of talent

Employee turnover can result in losing valuable talent and knowledge within the organisation. Losing experienced and skilled employees can negatively impact the company’s performance and competitiveness.

Damage to company reputation

High employee turnover can damage a company’s reputation, as it may be perceived as an unstable workplace. This can negatively impact the company’s ability to attract and retain top talent.


Causes Of High Attrition Rates

High employee attrition rates can be detrimental to an organisation, and understanding the causes of high attrition rates is crucial for implementing effective retention strategies. 


Here is an attrition reasons analysis:

  • Employees may seek growth opportunities, such as promotions or training, and leave an organisation if these opportunities are unavailable.
  • Poor management can lead to low employee morale and job dissatisfaction, resulting in high attrition rates.
  • Employees may leave an organisation if they feel inadequate or do not receive desirable benefits.
  • A toxic or negative work culture can lead to high attrition rates, as employees may feel unsupported or undervalued.
  • Employees may terminate their position due to personal reasons such as family obligations, relocation, or health issues.


Identifying the causes of high employee attrition rates is the first step toward developing effective retention strategies. 


How To Calculate Your Employee Attrition Rate?

Calculating employee attrition rate is a critical step in measuring workforce dynamics and identifying areas for improvement. The formula to calculate your employee attrition rate is as follows:


Attrition Rate = (Number of employees who left / Average number of employees) x 100


For example, if a company had 500 employees at the beginning of the year, 550 employees at the end of the year, and 50 employees left during the year, the attrition rate would be calculated as follows:


Attrition Rate = (50 / ((500 + 550) / 2)) x 100 = 9.09%


How To Reduce Attrition Rate In Company?

Reducing employee attrition rate in the company is essential as it can result in significant cost savings and increased productivity. Here are some strategies that companies can adopt to reduce high attrition rates.

Provide competitive compensation and benefits

Offering competitive compensation and benefits packages is one of the most effective ways to retain employees. Companies can conduct salary surveys to ensure that their compensation meets industry standards and provide benefits such as healthcare, retirement plans, and flexible working arrangements.

Create a positive work culture

A positive work culture can significantly impact employee engagement and retention. Companies can foster a positive work culture by promoting open communication, encouraging employee recognition, and providing opportunities for professional development.

Offer career growth opportunities

Employees want to feel that they are growing and developing. Providing opportunities for career growth, such as training programs and promotions, can significantly reduce attrition rates.

Conduct employee surveys

Regular employee surveys can help companies identify areas of improvement and develop effective retention strategies. 

Provide employee recognition and rewards programs

Recognising and rewarding employees for their achievements and contributions can significantly improve employee morale and retention rates.

Ensure effective leadership and management

Employees often leave organisations due to poor management or leadership. Companies can ensure effective leadership and management by providing training, conducting regular performance evaluations, and promoting employee feedback.

Also Read : Permanent Placement Services

Hire Better and Manage HR Services With 6 Pence

The employee attrition rate is a crucial metric for any organisation. Companies must address high employee turnover rates and develop effective retention strategies to improve employee engagement and reduce turnover.


If you are looking for a professional outsourcing provider who can undertake secure and compliant staffing, recruitment, payroll, and HR services to help you address your employee attrition rate and other HR-related challenges, consider 6 Pence. 


With offices in Dubai, Bahrain, Oman, and Iraq, we provide top-quality staffing and HR services to businesses of all sizes. Contact us today to learn more about how we can help you improve employee retention and achieve your business goals.


Frequently Asked Questions

1. What does a high attrition rate indicate? 

A high attrition rate indicates a high level of employee turnover in an organisation. It can indicate underlying problems within the company, such as low employee morale, poor management, or a lack of growth opportunities.

2. What is the impact of attrition on a company? 

High attrition can have several negative impacts on a company, including increased costs, reduced productivity, decreased morale, loss of talent, and damage to the company’s reputation.

3. How can a high attrition rate be reduced? 

To reduce the high attrition rate, companies can provide competitive compensation and benefits, create a positive work culture, offer career growth opportunities, conduct employee surveys, provide employee recognition and rewards programs, and ensure effective leadership and management.

How to Write a Professional Summary For Resume to Impress Interviewers?

professional summary for resume

Your professional summary for a resume is often the first impression a potential employer will have of you, so it’s crucial to make it count. A well-written profile can be the difference between landing an interview and getting passed over. It’s an opportunity to showcase your skills, experience, and personality concisely and impactfully. 


In this article, we’ll take a closer look at how to write a professional profile for a CV that will impress the interviewer and help you stand out from the competition. 


We’ll cover what to include, how to structure it, and some tips for making it memorable. So, let’s get started!


What is a Professional Summary For Resume?

A professional profile for CV, also known as a career summary or personal statement, is a brief section at the top of a resume that highlights your skills, experience, and career goals. The purpose of a professional profile is to give a potential employer a quick snapshot of who you are as a professional and what you can bring to the table. You can say it is almost like a film trailer!


A well-written professional summary for resume should be tailored to the job you’re applying for and should showcase your most relevant skills and experiences. It should be concise and easy to read, with a professional tone that reflects your personality and work style.


It should include information about your current job title and company, areas of expertise, and key accomplishments or skills. You can also include information about your career goals or what you seek in a new position.


How to Write a Professional Summary for Resume?

When writing a professional profile for CV, remember that this section of your resume is essentially a sales pitch. You want to sell yourself for the job over other applicants.


Here are some tips to help you write a compelling professional summary for resume:


Tailor your profile to the job:

Your professional profile should be customized to the job you’re applying for. Look at the job posting and highlight the key skills and qualifications the employer seeks. Then, make sure your profile includes relevant information that matches those requirements.


Keep it concise: 

Your professional profile should be at most two or three sentences long. This summarizes your most important skills and accomplishments, so keep it short and to the point.


Use active language:

Use strong language to describe your skills and accomplishments when writing your professional profile. For example, instead of saying “responsible for managing a team,” say “successfully managed a team of 10 employees to exceed sales targets.”


Highlight your achievements:

Your professional profile should showcase your most impressive achievements and accomplishments. Use specific examples to demonstrate your skills and the impact you’ve had in your previous roles.

Show your personality: 

While your profile should be professional in tone, it’s also an opportunity to show a bit of your personality. Use language that reflects your work style and approach, highlighting any unique skills or experiences that make you stand out.


Examples of Best Professional Summary for Resume

We know it is easier said than done. To help you better understand what a well-written professional summary for resume looks like, we will discuss some real-life instances. Here are some professional summary resume examples for your convenience: 


Example 1: Sales Manager

Experienced sales manager with a track record of driving revenue growth and exceeding sales targets. Skilled in team leadership, sales strategy development, and customer relationship management. Looking for an opportunity to leverage my expertise in a challenging sales environment.


Example 2: Digital Marketing Specialist

Results-driven digital marketing specialist passionate about creating engaging content and driving website traffic. Skilled in SEO, social media management, and email marketing. Proven ability to increase website traffic and drive lead generation. Seeking a position that allows me to utilise my skills and continue to grow in the field.


Example 3: Project Manager

Seasoned project manager with over 10 years of experience successfully delivering complex projects on time and within budget. Skilled in project planning, team management, and risk assessment. Proven ability to lead cross-functional teams to achieve project goals. Seeking a challenging role in a dynamic environment that allows me to utilise my skills and experience.


These professional summary resume examples show that each profile highlights the individual’s key skills, experience, and career goals. They are tailored to the specific job or industry and use active language to describe achievements and accomplishments. These profiles are concise, easy to read, and demonstrate the value that the individual can bring to a potential employer. 


Mistakes to Avoid in Professional Summary for Resume

While writing a professional summary in resume for experienced applicants is often a cakewalk, that’s not the same for freshers starting out. So, if you are writing a professional summary in resume for fresher, here are some things that you must remember to avoid:


  • Don’t be too general: Your professional profile should be specific and tailored to the job you’re applying for. Avoid using generic language that could apply to anyone in any industry.
  • Don’t exaggerate: While you want to highlight your achievements, your professional profile must be truthful and accurate. Avoid exaggerating your skills or accomplishments, as this can come across as insincere and may be uncovered during the interview process.
  • Don’t focus solely on yourself: While your professional profile summarises your skills and experience, it’s important to frame what you can bring to a potential employer. Focus on how your skills and experience can benefit the company rather than just highlighting your own achievements.
  • Don’t neglect to format: Your professional profile should be easy to read and visually appealing. Ensure you use consistent formatting and font sizes throughout your resume, and consider using bullet points to break up the text.
  • Don’t be too wordy: Your professional profile should be brief and to the point. Avoid using overly complex language or wordy sentences. Instead, use clear, concise language that effectively conveys your skills and experience.


By avoiding these common mistakes and following the tips outlined earlier in this article, you can create a professional summary for resume that effectively showcases your skills and accomplishments while highlighting your unique personality and work style.


Also Read : How To Impress Interviewer With Self Introduction In An Interview?



Writing a perfect and eye-catching professional summary for resume opens up a host of opportunities and helps you land your dream job. If you are looking for jobs in Dubai, Oman, Bahrain, or Iraq, you can drop your CV with us at 6 Pence. By following our socials, stay updated about the latest job openings in these four regions and your chosen field of expertise. Our team of experienced professionals can help you find the perfect job opportunity. Contact us today to learn more!


Frequently Asked Questions

What is a good professional summary for a resume? 


A good professional summary for resume should be concise, impactful, and tailored to the job you’re applying for. It should highlight your relevant skills and accomplishments while also showcasing your unique personality and work style. 


How do I write a short summary of myself? 


When writing a short summary of yourself, focus on your key strengths and experiences relevant to the job you’re applying for. Be concise and use specific examples to demonstrate your skills and achievements. 


How can I describe myself professionally? 


Use language that reflects your skills, accomplishments, and work style to describe yourself professionally. Focus on using positive and action-oriented language, and highlight specific examples of your achievements and successes. 


What is a professional summary for entry-level?


A professional summary in resume for freshers should highlight your relevant education, skills, and any relevant internships or volunteer work. Your professional summary for resume with no work experience should also showcase your eagerness to learn and grow in your career. Always aim to make your professional summary in resume for freshers stand out among many other applicants.

Telecom Project Manager Job Description

telecom project manager job description

The global telecom services market was estimated at US$ 1,805.61 billion in 2022 and is expected to expand at a CAGR of 6.2% from 2023 to 2030. Thus, we will see a lot of demand for telecom project managers in the coming years!


Telecom project managers are essential to the success of any telecommunications company. These professionals oversee the planning, execution, and delivery of complex telecom projects. With the rapid growth and constant evolution of the telecommunications industry, the role of a project manager has become increasingly important. 


This article will explore the telecom project manager job description, including their responsibilities, required skills, and career prospects. Whether you are considering a career in telecom project management or are simply interested in learning more about this exciting field, this article is for you! 


Who is a Project Manager in Telecom Industry?

In the telecom industry, a project manager is a professional responsible for managing and overseeing all aspects of a telecommunications project. These projects may include the implementation of new network systems, the deployment of new equipment, the expansion of existing infrastructure, or the development of new products or services.


A project manager in telecom industry plays a critical role in ensuring that projects are completed on time, within budget, and to stakeholders’ satisfaction. The telecom project manager job description involves coordinating the efforts of various teams and individuals involved in the project, including engineers, technicians, vendors, and contractors.


They must possess technical expertise, leadership skills, and business acumen. A solid understanding of telecommunication engineering and effectively managing complex technical projects is also crucial. 


Project Manager Roles and Responsibilities

A Telecom Project Manager is a professional responsible for managing and overseeing all aspects of a telecommunications project. The telecom project manager job description lists all your responsibilities and duties. 


The following are the key project manager roles and responsibilities:


  • Project Planning: 

Develop a comprehensive project plan that includes timelines, milestones, and resource allocation. This plan should outline the project goals, objectives, and deliverables.


  • Budget Management: 

Managing the project budget and ensuring the project is completed within the approved budget. This involves monitoring project expenses, tracking resource usage, and negotiating vendor contracts.


  • Stakeholder Management: 

Communicate with stakeholders throughout the project lifecycle. This includes providing regular project updates, addressing stakeholder concerns, and managing stakeholder expectations.


  • Risk Management: 

This involves conducting risk assessments, developing contingency plans, and monitoring risk throughout the project lifecycle.


  • Team Management: 

Manage the project team and ensure that team members have the resources and support needed to complete their tasks. This involves delegating tasks, providing guidance and direction, and monitoring team progress.


  • Quality Control: 

Ensure that project deliverables meet quality standards. This involves conducting quality checks, managing quality assurance processes, and addressing quality issues.


  • Reporting

Provide regular project status reports to stakeholders. This includes tracking project progress, identifying project risks and issues, and providing updates on project deliverables.


Overall, a Telecom Project Manager plays a critical role in the success of a telecommunications company. 


Project Management Steps


Telecom project management involves several key steps to complete the project successfully. 


  • Initiation

The first step in telecom project management is initiation. This involves defining the project scope, goals, objectives, and deliverables. The project manager should also identify the stakeholders and determine their requirements.


  • Planning

The second step is planning. This involves creating a detailed project plan that includes timelines, milestones, and resource allocation. The project manager should also develop a risk management, communication, and quality assurance plan.


  • Execution

The third step is execution. This involves implementing the project plan, managing resources, and ensuring the project is on track. The project manager should monitor progress, identify and resolve issues, and regularly update stakeholders.


  • Monitoring and Control

The fourth step is monitoring and control. This involves tracking progress, monitoring risks, and adjusting the project plan. The project manager should also ensure that project deliverables meet quality standards.


  • Closing

The final step is closing. This involves completing the project and delivering the final product to stakeholders. The project manager should also conduct a project review to identify lessons learned and areas for improvement.


By following these project management steps, a Telecom Project Manager can effectively manage the complexities of a telecommunications project and ensure its success while building strong relationships with stakeholders and driving business growth. 


Skills Needed for Project Manager Telecommunication Jobs

Telecommunications is a rapidly growing industry, and with this growth comes a demand for skilled Telecom Project Managers. Their role is critical in managing the complexities of telecommunications projects and ensuring their successful completion.


Telecom Project Manager jobs typically require a combination of technical expertise, leadership skills, and project management experience. When companies frame the telecom project manager job description, they usually look for the following skills and qualifications.

  • Strong knowledge of telecommunications technologies and systems
  • Project management certification, such as PMP or Prince2
  • Excellent leadership, communication, and problem-solving skills
  • Ability to manage budgets, resources, and timelines
  • Experience in managing cross-functional teams and collaborating with stakeholders
  • Familiarity with project management software and tools


They can work in various settings, including telecommunications companies, network service providers, and consulting firms. Common job titles include:


  1. Project Manager
  2. Telecom Project Manager
  3. Telecommunications Manager


But the telecom project manager job description varies from company to company.


In addition to the core roles and responsibilities outlined earlier, Telecom Project Manager jobs may also involve:

  • Conducting feasibility studies and cost-benefit analyses for new projects
  • Collaborating with sales and marketing teams to develop project proposals
  • Leading the implementation of new technologies or systems
  • Managing vendor relationships and negotiating contracts
  • Developing and implementing project management methodologies and best practices


The telecom project manager job offers professionals a challenging and rewarding career path. 


Get Hired As Telecom Project Manager with 6 Pence

The role of Project Manager is critical in managing the complexities of telecommunications projects and ensuring their successful completion. The telecom project manager job description requires a combination of technical expertise, leadership skills, and project management experience.


By minutely reading the telecom project manager job description and understanding the needed skill set, and tailoring it as per the organisation’s demands can help you land the job!


If you want to apply as a Telecom Project Manager position, 6 Pence can help you. With years of experience recruiting top talent for the telecommunications industry, 6 Pence has the expertise and resources to connect you with the right opportunities. We have branches in Dubai, Oman, Iraq, and Bahrain and a team of experts who can help you find the right job for your profile. 


If you are a job seeker, contact 6 Pence today to learn how we can help you achieve your goals in the telecom industry.


Frequently Asked Questions

What are the basic skills of a project manager? 

The basic skills of a project manager include leadership, communication, problem-solving, time management, budget management, and risk management. For further doubts, look at the telecom project manager job description.


Which Project Manager has highest salary? 

A Telecom project manager salary can vary greatly depending on factors such as industry, location, and level of experience. In Oman, the telecom project manager salary range is 1,010 OMR to 2,890 OMR; in Bahrain, it is 840 BHD to 2740 BHD; in Iraq, it is 1,600,00 IQD monthly, and in Dubai, it can be anywhere between 9,00,000 to 19,00,000 dirhams per annum.


Is project manager a good career? 

Yes, project management is a promising career with high industry demand. Skilled project managers can lead successful projects, drive business growth, and earn competitive salaries. It is also a versatile career that offers opportunities for growth and advancement.


What are the basic skills of a project manager?

The basic skills of a project manager include leadership, communication, problem-solving, time management, budget management, and risk management. Additionally, project managers should have a strong understanding of project management methodologies and tools. Effective project managers also possess interpersonal skills, such as building and maintaining relationships with stakeholders and team members.

How To Negotiate A Higher Salary After A Job Offer With HR?

negotiate a higher salary

Salary negotiation might be intimidating since you may believe you cannot negotiate a higher salary because you feel if you ask for more, you might lose the job offer. Nonetheless, the opinion is employers actually appreciate it!


According to a Mint Life survey, one out of every four applicants has not negotiated their wage since they do not know how. One out of ten job applicants fears the consequences of negotiating a higher salary. The two primary reasons people do not want to negotiate a higher salary are that they are uncomfortable with the procedure and do not want to be perceived as aggressive.


While a CNN study has shown that businesses often advertise salary ranges ranging from 25 to 75% of what they pay for a certain position. According to a payscale survey, Asking for higher salary job offer is crucial in achieving financial stability and career growth. Yet, many job seekers feel intimidated and uncertain about how to approach this negotiation with their potential employer. This article will provide essential tips and techniques to help you confidently negotiate a higher salary after receiving a job offer. 


Know Your Value Before You Negotiate A Higher Salary


Before you negotiate a higher salary, knowing your worth as an employee is essential. The reasons for negotiating a higher salary must be clear, allowing you to convince the potential employer better. Understanding your worth will help you communicate your expectations more confidently and effectively. Consider the demand for your skills and experience in the current job market. The more valuable your skills are, the higher salary you can expect to receive.


After clearing rounds of interviews, once you get the offer from HR and feel the salary is unjustified before you write a salary offer negotiation letter, consider your reasons carefully.


  1. Evaluate your skills and experience. 
  2. Consider your education, certifications, years of experience, and any relevant accomplishments in your field. 
  3. You can identify your strengths and unique value proposition as an employee.


Remember that negotiation is about getting a higher salary and achieving fair compensation for your skills and experience. 


Research is Non-Negotiable


To negotiate a higher salary, it’s essential to have a good understanding of salary ranges and compensation packages for similar positions in your industry. This will help you understand what’s fair and reasonable to ask for and give you an edge during salary negotiations. For that, you can do the following before you negotiate higher salary job offer:


  • Use online salary databases
  • Consult with industry experts
  • Look at job postings
  • Research the company
  • Consider the cost of living


Time is of Essence


When negotiating a higher salary after receiving a job offer, timing is crucial. You don’t want to start negotiating too soon and risk coming across as greedy or pushy, but you also don’t want to wait too long and miss your opportunity to negotiate. Don’t start discussing salary until you have a formal job offer. This shows that the company is serious about hiring you and gives you a starting point for negotiations.


  1. Once you receive the job offer, show your enthusiasm and gratitude for the opportunity. Let the employer know that you’re excited about the job but also interested in discussing compensation. 
  2. It’s okay to take some time to consider the job offer and the compensation package. Ask for a few days to review the offer and consider your options. This shows that you’re thoughtful and careful in making decisions.
  3. After reviewing the job offer and compensation package, schedule a meeting with HR or the hiring manager to negotiate a higher salary.
  4. When you negotiate higher salary job offer, be respectful and professional.
  5. Avoid making demands or ultimatums. 


How To Prepare Yourself To Negotiate A Higher Salary


Preparing for a negotiation meeting is critical to achieving a successful outcome. Before the meeting, create a list of talking points you want to cover when negotiating a higher salary. This can include your skills and experience, market research on compensation, and any accomplishments that make you an asset to the company. 


Think about potential objections that the employer might raise during the negotiation. This could include concerns about the company’s budget, experience level, or how your request fits their compensation structure. Consider how you will respond to these objections and have counter-arguments prepared. Practising different negotiation scenarios can help you feel more comfortable and confident. 


While it’s important to negotiate for a fair and competitive salary, it’s also essential to set realistic expectations. Be prepared to compromise and consider alternative compensation options, such as bonuses or stock options. Before going to negotiate a higher salary, determine your bottom line or the minimum salary and compensation package, you’re willing to accept. 


How to Negotiate A Higher Salary


When you negotiate a higher salary after receiving a job offer, it’s important to use effective negotiation techniques. 




This involves starting the negotiation with a high but reasonable offer or request. It sets a positive tone for the negotiation and can influence the employer’s perception of your value. For example, you might start the negotiation by requesting a salary slightly above the industry average.


Offering options


This involves presenting multiple solutions to the employer. It can show that you’re flexible and willing to compromise while still advocating for a fair compensation package. For example, you might accept a lower base salary for additional benefits such as extra vacation time or a flexible work schedule.


Making concessions: 


This involves offering something in exchange for a higher salary. It can mean agreeing to take on additional responsibilities or projects or agreeing to a longer employment contract. It’s important to ensure that any concessions you make are reasonable and don’t negatively impact your work-life balance or professional growth.




This involves working with the employer to find a mutually beneficial solution. It can mean discussing the employer’s needs and goals and finding ways to meet your salary expectations and the company’s budget. This approach can help build a positive relationship with the employer and establish a foundation for future collaboration.


Walk away: 


If the negotiation is not going well or the employer is unwilling to meet your salary expectations, it may be necessary to walk away from the job offer. While this can be a difficult decision, it’s important to prioritise your professional goals and financial needs.


With these new hire salary negotiation tips, you can present a compelling case for a higher salary and increase your chances of success. But remember, it’s important to approach the negotiation process professionally and respect the employer’s perspective and needs. 


Closing the Deal is the Last Step


Before closing the deal, summarise the agreement’s key points to ensure everyone is on the same page. This means the agreed-upon salary, benefits, and any other compensation details. Once the details have been agreed upon, get the agreement in writing. This can include a formal job offer letter or a contract outlining the agreement’s terms. 


Review the written agreement carefully before signing to ensure that the salary offer negotiation letter accurately reflects the details discussed during the negotiation process. After closing the deal, express gratitude to the employer for their time and consideration. This can help build a positive relationship with the employer and establish a foundation for future collaboration.


6 Pence Helps You Get Top Jobs In The GCC


Advocating for your worth in the workplace is crucial for achieving financial stability and professional growth. By taking a step to negotiate a higher salary and compensation package, you can establish a strong foundation for your career.


If you’re looking for jobs in Bahrain, Dubai, Oman, and Iran, 6 Pence can help. Our team of experienced recruiters can help you find the best job opportunities that match your skills and experience and provide expert guidance and support throughout the hiring process. Contact us today to learn more about how we can help you achieve your career goals.


Frequently Asked Questions


Is it okay to negotiate higher salary?


Yes, negotiating salary offer email is okay. It is a common practice in the professional world, and employers expect it. Just make sure to approach the negotiation process professionally and respectfully.


What do you say to negotiate a higher salary?


When you negotiate a higher salary, it’s important to focus on your contribution to the company and the market value of your skills and experience. You can highlight your accomplishments, explain how you have contributed to the company’s success, and provide research on salary ranges for similar positions in the industry.


How can I justify my salary increase to HR?


To justify a salary increase to HR, you can emphasise how you will impact to the company’s growth and the market value of your skills and experience. 


What should you not say when negotiating salary?


When composing a negotiating salary offer emails, avoiding making demands or giving ultimatums is. You should also avoid discussing personal financial issues, such as debt or expenses, as these are irrelevant to the negotiation.


How To Impress Interviewer With Self Introduction In An Interview?

impress interviewer

Did the interviewer just ask, “Tell us something about yourself!”  


And what did you do? Start rehashing your resume. That’s not the most innovative approach to answering this question- why you might ask?


First impressions are everything, especially in a job interview. Impress interviewer with your answers and how you conduct yourself, not just what’s on your CV. A self-introduction is your chance to make a positive and lasting impression on your interviewer and can significantly impact your chances of landing the job. 


In this blog post, we will provide tips and strategies to impress HR in an interview and increase your chances of success in the hiring process. Whether you’re a seasoned job seeker or a recent graduate, this guide will help you craft a compelling introduction that showcases your strengths, experience, and enthusiasm for the role.


Importance of Self-introduction: The first step to impress interviewer


Wondering how to impress hiring manager? The self-introduction is your opportunity to showcase your personality, skills, and experience and to demonstrate why you are the best fit for the position.


A strong self-introduction can impress interviewer, giving them a sense of your confidence, professionalism, and enthusiasm for the role. On the other hand, a weak self-introduction can leave the interviewer with doubts about your personality, communication skills, and fit for the company culture.


In addition, a well-crafted self-introduction can set the tone for the rest of the interview. By demonstrating your strengths and addressing potential weaknesses or concerns, you can establish yourself as a strong candidate and create a positive and productive interview experience.


Moreover, a self-introduction can help you stand out from other candidates who may have similar qualifications and experience. You can differentiate yourself and impress interviewer by highlighting your unique skills, accomplishments, and values. Overall, the self-introduction is a crucial part of the interview process, and it can make or break your chances of landing the job.


Preparing for the Interview:


While chalking out a plan on how to impress hiring manager, don’t forget to craft a solid self-introduction. Before the interview, it is vital to research the company and the position you are interviewing for to better understand their goals, values, and requirements. This will help you formulate your answers better and increase the chance of impressing the interviewer.


Research the company: 


It is always a good practice to have questions to ask a recruiter before ​​an interview. Research the company’s history, mission statement, and recent news. This will help you understand the company’s culture, values, and priorities and come up with questions to impress interviewer.


Review the job description: 


Carefully review the job description to identify the skills and qualifications that the employer is seeking. This will help you tailor your self-introduction to emphasize your relevant experience and skills.


Analyze the job posting language: 


Analyze the language used in the job posting and company website to identify keywords and phrases you can incorporate into your self-introduction. 


Understand the interviewer’s perspective: 


Try to anticipate the interviewer’s questions, and think about how you can incorporate your relevant experience and skills into your answers.


Practice your self-introduction: 


Practice your self-introduction several times before the interview to ensure you are confident and well-prepared. Consider recording yourself or practising with a friend to get feedback on your delivery and content.


Craft a Powerful Opening Statement to Impress Interviewer


A powerful opening statement is essential to making a great first impression and capturing the interviewer’s attention. 


  • Introduce yourself: Start by introducing yourself and stating the position you are interviewing for. This will help establish your credibility and clarify your purpose for the interview.
  • Highlight your experience: Briefly highlight your relevant experience and skills to impress employers, focusing on those most closely related to the position you are applying for. This will demonstrate your qualifications and help the interviewer see why you are a good fit for the role.
  • Show enthusiasm: Express your enthusiasm for the position and the company, and explain why you are interested in this opportunity. This will show the interviewer that you are passionate about the job and eager to contribute to the company’s success.
  • Be concise: Keep your opening statement brief and to the point, aiming for no more than a minute or two. This will help you make a strong impression without overwhelming the interviewer with too much information.


If you want to impress interviewer, follow these, and you are good to go. 


Showcase Your Skills to Impress Employers


If you have questions to ask a recruiter before ​​an interview, go ahead- you can ask about who you might potentially be interviewed by and the expectations of that round of hiring. 


The next most important thing is highlighting your strengths and achievements during the actual interview. It helps demonstrate your unique value proposition to the company and sets you apart from other candidates. 


Focus on relevant strengths: 


Identify the skills and strengths that are most relevant to the job and highlight them in your self-introduction. This will demonstrate your ability to contribute to the company’s success meaningfully.


Provide examples: 


Use specific examples of your achievements and experiences to illustrate your strengths pertinent to the position you are interviewing for. This will help the interviewer see how you have successfully applied your skills in the past and how you can bring value to the company.


Avoid generic statements: 


Avoid making generic statements such as “I am a team player” or “I am a hard worker”. Instead, provide specific examples of how you have demonstrated these qualities in your previous work experiences.


Be humble: 


While it is important to highlight your strengths, it is equally important to be humble and avoid coming across as arrogant. Remember to emphasize your willingness to learn and grow in the role. Avoid questions to impress interviewer that show otherwise.


By effectively highlighting your strengths during your self-introduction, you can demonstrate your unique value proposition to the company and increase your chance of impressing interviewers.


Avoiding Common Mistakes that Might Not Impress Interviewer


During a job interview, candidates sometimes make common mistakes that can negatively impact their chances of landing the job. Here are some of the most common mistakes to avoid during your self-introduction:




Avoid going off tangents or sharing too much information about yourself that is irrelevant to the job or the company. Keep your self-introduction focused and concise to impress interviewer.


Being too rehearsed: 


While it is crucial to prepare for your self-introduction, avoid coming across as too rehearsed or robotic. Make sure to deliver your self-introduction with natural and authentic enthusiasm.


Being too informal: 


While showing personality and character during your self-introduction is important, avoid being too informal or using inappropriate language. Maintain a professional tone and language throughout.


Forgetting to mention relevant skills or experiences: 


Make sure to mention relevant skills to impress employers during your self-introduction. These are key things to impress in an interview that can set you apart from other candidates.


Failing to research the company:


Before your interview, research the company thoroughly to understand its values, mission, and culture. Failing to do so can make it difficult to tailor your self-introduction and demonstrate your interest in the company.


Forgetting to make eye contact: 


During your self-introduction, maintain eye contact with the interviewer to demonstrate confidence and engagement.


Being negative: 


Avoid speaking negatively about previous employers, colleagues, or experiences, as this can poorly reflect your attitude and professionalism.

By avoiding these common mistakes during your self-introduction, you can present yourself as a strong and qualified candidate for the position, and impress interviewer.


Get hired with 6 Pence


When you wish to impress HR in an interview, a self-introduction can be crucial and can make or break your chances of landing the job. By following the tips and techniques discussed above, you can impress interviewer and amp up your possibility of success in the interview.


If you want to get hired by some of the top companies in Bahrain, Oman, Iraq, or Dubai, drop your resume on our website. As 6 Pence is one of the leading staff outsourcing agencies in Dubai, we help our business partners find the right talent who can help to scale their operations.


Follow us to learn about the latest job openings!


Frequently Asked Questions


How can I introduce myself in the HR interview? 


To introduce yourself in an HR interview, start by sharing your name and a summary of your professional background and education. You can also mention any relevant skills, experiences, or achievements that make you a strong candidate for the position. 


Be sure to tailor your introduction to the specific job and company, and avoid rambling or sharing too much irrelevant information. 


What are the top 3 strengths that employers look for? 


Employers often seek candidates with strong communication skills, problem-solving abilities, and a positive attitude. These strengths can help candidates work effectively with colleagues and clients, adapt to new challenges and environments, and contribute positively to the company culture. 


Which skill is most attractive to an employer?


The most attractive skill to an employer may vary depending on the job and industry, but some skills that are generally highly valued include strong communication skills, problem-solving abilities, adaptability, leadership, and technical expertise.


Know What Questions to Ask About The Company

questions to ask about the company

Interviews are not just about answering questions and showcasing a stellar resume. Have you ever faced a situation wherein the interviewer had asked, “Do you have any questions regarding the company?”


And all you did was say No! Well, probably, that took a couple of brownie points and helped another candidate land the job! 


Knowing the right questions to ask about the company is essential.


Asking the right questions demonstrates your interest in the company, and the role you are applying for gives you valuable insights. This can help you make an informed decision about whether the company is a good fit for you. 


In this article, we’ll discuss the questions to ask employer before applying for a job and also during the interview. This can help understand the company’s history, culture, management, and goals. By asking the right questions, you can better understand your role and how it can impact your career growth and the company’s future.


Why Is It Important To Research The Company Before An Interview? 


Researching the company before a job interview is a crucial step in preparing for the interview. It not only demonstrates your interest in the company, but it also provides you with valuable information about the company that can help you ask relevant questions during the interview. 


Here are some of the reasons why it’s essential to research the company before an interview.


Show your interest in the company


When you research the company, you demonstrate that you are genuinely interested in the company and the position you are applying for. This can make a positive impression on the interviewer and increase your chances of getting the job.


Understand the company culture


Knowing about the company’s culture can help you determine if the company is the right fit for you. It can also help you understand the company’s values, mission, and goals.


Ask relevant questions and prepare for interviews


When you research the company, you can ask relevant questions during the interview that show you have done your homework. Researching the company can help you prepare by understanding the company’s products or services, competitors, and industry. This can help you feel more confident during the interview and answer the interviewer’s questions better.


Stand out from other candidates 


You can stand out from other candidates by researching and asking relevant questions. This can give you an advantage in the hiring process. All in all, researching the company before an interview is essential to making a good impression.


Questions to Ask Employer During Interview


Knowing the right questions to ask about the company is critical to understanding the company and the job you are applying for. Here are some basic questions to ask employer during interview:


  • What is the company’s history? 
  • What are the company’s products or services? 
  • What are the company’s mission and values? 
  • Who are the company’s competitors? 
  • What are the company’s growth plans? 
  • What is the company’s organisational structure? 
  • What are the company’s expectations for employees? 
  • What is the company’s reputation in the industry?


You can better understand the company and its values by asking these fundamental questions. 


Questions To Ask A Company About Their Culture


Company culture is an essential aspect of any workplace, and it should feature as important job interview questions to ask employers before signing an agreement. It refers to the values, beliefs, behaviours, and attitudes shaping how employees work together and the overall work environment. 


Understanding the company culture is crucial as it can greatly impact your job satisfaction, motivation, and career growth. A positive culture can create a supportive and enjoyable workplace, while a negative culture can lead to stress and burnout. Questions to ask a company about its culture are therefore imperative.


Here are a few questions to ask about the company that can help you get a better handle on its culture:


  • What is the company’s approach to work-life balance? 
  • Can you describe the team dynamics within the company?
  • What is the company’s approach to employee development and growth? 
  • How does the company promote diversity and inclusion? 
  • Can you describe the company’s management style? 


You can better understand whether things align with your values and work style by asking questions about the company culture. This can help you determine if the company is the right fit for you and increase your job satisfaction if you accept the job offer.


Questions About The Company’s Management And Leadership


When interviewing for a job, it’s crucial to know questions to ask about company management and leadership. Understanding the company’s management style and leadership can give you insights into how the organisation is run and how decisions are made. 


Here are some examples of questions to ask company during interview:


  • What is the leadership style of the company’s executives?
  • How does the company support employee development and growth? 
  • How does the company handle conflicts between employees or with management? 
  • How does the company foster collaboration and teamwork?
  • How does the company prioritise employee well-being and work-life balance? 


By making a list of such questions to ask company during interview, you can be better prepared to unearth essential facts to help you decide.


Questions About The Company’s Future


Knowing questions to ask about the company future during a job interview can help you understand the potential growth opportunities. 


Here are some examples of questions to ask about the company future:


  • What are the company’s plans for growth and expansion? 
  • What are the company’s plans for innovation and staying ahead of the competition? 
  • How does the company plan to adapt to changes in the industry? 
  • How does the company involve its employees in decision-making and planning for the future? 
  • What are the company’s long-term goals and vision? 


By adhering to questions to ask about the company’s future, you can better understand the company’s goals and priorities and its commitment to innovation. Knowing questions to ask about the company’s future can also help you determine whether the company’s vision aligns with your own career goals and aspirations.


Questions About The Company’s Industry


Asking questions about the company’s industry during a job interview can help you understand the competitive landscape, industry trends, and potential challenges and opportunities. 


Here are some examples of questions you can ask:


  • What are the current trends in the industry? 
  • What are the main challenges facing the industry? 
  • How does the company differentiate itself from its competitors? 
  • How does the company stay up-to-date with the latest developments in the industry? 
  • What are the company’s plans for adapting to changes in the industry?


Land top jobs with 6 Pence


The right job interview questions to ask employers can help you gain valuable insights into the company’s culture, management style, future plans, and industry. By asking thoughtful and relevant questions, you can demonstrate your interest and enthusiasm for the company and better understand whether the company is a good fit for you. 


If you are looking for a job in Bahrain, Dubai, Iraq, or Oman, 6 Pence can help you find the best job. Remember to research beforehand and come prepared with a list of questions to help you make an informed decision about your next career move. Good luck!


Frequently Asked Questions


What questions should I ask a recruiter? 


Here are some unique interview questions to ask employer:


  • Can you tell me more about the position?
  • What is the company culture like?
  • What is the salary range for this position? 
  • What is the timeline for the recruitment process? 
  • What is the next step in the recruitment process?
  • What other opportunities do you have that might be a good fit for me? 


Remember to be professional and courteous when speaking with a recruiter, as they can provide valuable information and help you land your dream job.


What should you not tell a recruiter? 


Here are some things you should not tell a recruiter:


  • Negative information about your current or previous employer
  • Personal information that is not relevant to the position
  • False information about your qualifications or experience
  • Confidential information about your current or previous employer
  • Salary expectations that are too high or too low


What is a good question to ask at the end of a job interview?


Here are some unique interview questions to ask employer at the end of a job interview:


  • What are the next steps in the hiring process? 
  • Can you tell me more about the company culture? 
  • What are the biggest challenges facing the company or department right now?
  • What are the opportunities for growth and development within the company? 
  • Can you tell me more about the team I’ll be working with? 


Remember, questions to ask employer before applying for a job should be relevant and thoughtful. Avoid asking questions already answered during the interview, which may negatively affect you.


Sales Team Leader Roles And Responsibilities

sales team leader roles and responsibilities

The sales team leader is in charge of building the sales team, managing sales operations, and executing sales strategies that allow the company to continuously meet its sales targets.


Knowing the sales team leader roles and responsibilities is important as it helps ensure the team is organized and productive, and the company remains profitable and ahead of the competition. 


The Sales Team Leader job description differs across B2B (Business to Business), B2C (Business to Consumer), and D2C (Direct to Consumer) companies. The sales team leader salary also varies from product-centric companies to service-centric companies. But one thing is for sure sales team leader skills are in demand across all industry verticals and worldwide.


Let us learn more about sales team leader roles and responsibilities.


Sales Team Leader Job Description


The Sales Team Leader roles and responsibilities reflect that it is a leadership and managerial position. They are responsible for leading, motivating, and managing a team of salespeople. The aim is to achieve sales targets and business objectives. This role typically involves the following:

  • Setting goals
  • Analyzing sales performance
  • Monitoring sales activities
  • Providing feedback and coaching
  • Building relationships with key customers
  • Develop and implement sales strategies
  • Analyze customer data and trends
  • Coaching sales representatives 


They will also develop sales strategies and processes for their team. They manage team budgets and resources and provide feedback and coaching.


The Sales Team Leader will also work with other team heads like content, marketing, and product teams. They provide direction and guidance to ensure that sales goals are achieved. 


The Sales Team Leader job description entails managing customer relationships. They analyze sales reports and develop customer loyalty programs.


Sales Team Leader Roles and Responsibilities


Understanding the duties of a sales team leader are crucial as it helps the organization to set a realistic salary package. Most sales team leader salary packages contain a clause for commissions based on their ability to meet targets.


Here are the duties of a Sales Team Leader:

  • Develop and implement sales strategies to meet organizational objectives.
  • Monitor and analyze sales data to identify opportunities for improvement.
  • Set individual sales targets with team members and monitor progress.
  • Provide team members with regular feedback on performance and progress.
  • Develop and deliver sales training and coaching sessions.
  • Motivate and support team members to ensure they reach their targets.
  • Coordinate team meetings, sales events, and activities.
  • Monitor customer satisfaction and ensure quality customer service is provided.
  • Manage all customer complaints and resolve any customer disputes.
  • Create and manage budgets for sales operations and activities.
  • Hire and train new sales trainees.
  • Resolve client complaints and provide answers to customer questions.
  • Submit weekly, monthly, quarterly or annual reports to senior management and other stakeholders.
  • Help with in-store product displays.
  • Manage inventory, filling out paperwork, and other operational duties.
  • Motivating the sales team and fostering a healthy competitive environment within the team.
  • Be aware of the new products and services being launched to create better sales strategies.


The team leader serves as a bridge between the sales team and senior management. They can provide valuable insights and advice to both. The sales team leader works in a fast-paced environment, and the team leader is frequently switching from one duty to another, answering inquiries, holding meetings, allocating responsibilities, and acting as a mediator. This role is best suited for those individuals who are results-oriented and sales-oriented.


How to Become a Sales Team Leader?


There are no specific sales team leader qualifications, and people from any discipline can thrive and be successful. But some of the common qualities that hiring managers check when hiring sales team leaders are:

  1. Bachelor’s degree in marketing, sales, or any other related field
  2. Prior experience in sales
  3. Know about report writing and other tools like Microsoft Office software and Google software, and using CRM and project management tools


The sales team leader works in a highly competitive setting both within and outside the office. Some of the key sales team leader skills are mentioned below.


Be Analytical


Sales executives need to be highly analytical and be able to process data and numbers in a jiffy. Sales team leaders need precise insight and data to determine which marketing and sales techniques are effective and which are not. Today’s sales and marketing endeavours are data-driven, and someone with strong analytical acumen cannot succeed.


Listening skill


A sales team leader works in a managerial position, and a good leader is often found to be a good listener. Good listening skills help the sales executive to understand the customer’s problems and how the company can alleviate that. This quality is also needed to run and manage a team successfully.


Strategic and innovative thinking


In today’s highly competitive market, sales team leaders must have a strategic and innovative thought process. This allows them to align their team’s goal with the company’s overall objective. It allows for a better understanding of the competition and the market and how to deploy the best sales plan that will lead to a better Return on Investments.


Communication skills


The sales team leader roles and responsibilities include liaising with the internal sales team, other teams, management and stakeholders, and even customers. Thus, having good communication skills is a much-required skill. 


Organizational skills


Managing a team of salespeople in today’s sales environment is complex. It can sometimes be daunting, but a smart sales leader never falls behind. They are always on top of everything. Proper time management, delegation, and communication are important to thrive in this challenging profession.


Having a positive outlook


Even the most experienced sales representative fails to meet targets, but it is important to remain positive. Stress and anxiety often arise at the end of the month. A sales team leader needs to continually motivate and encourage the team during such times and keep the team’s morale high.


Depending on the experience and qualification, a sales team leader salary is determined. In Dubai, a sales team leader earns AED 7750; in Oman, it can be 1500 OMR; in Bahrain, it is 2500 BHD; and in Iraq, it is approximately 3,50,000 IQD.


Hire Sales Team Leader with 6 Pence


6 Pence can help with outsourcing Sales Team Leaders. We provide a platform for companies to find and hire the right Sales Team Leaders easily in Oman, Iraq, Dubai, and Bahrain. We offer access to a network of experienced sales professionals and allow organizations to quickly and easily identify the best talent for their team. 


Tell us your company’s sales team leader roles and responsibilities, and we will help find you the talent that best fits your requirements. Connect with us to learn more!


Frequently Asked Questions 


What skills do effective team leaders need?


Sales Team Leader roles and responsibilities include being adept in specific skills. Some of the key skills needed are good communication skills, listening skills, and analytical and strategic thinking.


What are 3 responsibilities of a team leader? 


3 top responsibilities of a sales team leader are:

  • Developing and implementing team objectives and goals.
  • Facilitating communication and collaboration among team members.
  • Monitoring the team’s performance and providing feedback.


How do you motivate your team?


You motivate your team by doing the following: 

  • Setting clear goals
  • Providing regular feedback and recognition
  • Build strong relationships with the team 
  • Make sure their individual needs and goals are being met

Senior Network Security Engineer Salary

senior network security engineer salary

Today’s organizations are 100% technology-reliant and constantly use internet to communicate with team members, clients, and even for the most sundry chores. Thus, the demand and need for network security engineers have increased manifold.


A network engineer is a technology professional who designs, deploys, and manages computer networks that provide a company with an in-house phone, data, video, and wireless network services. Network security engineer roles and responsibilities ensure that the organization’s IT infrastructure is robust, error-free, and works uninterruptedly. Sometimes, a network security engineer might also need to work for a third-party organization or client.


The Senior Network Security Engineer salary depends on what the role entails. 


Network Security Engineer Roles and Responsibilities


Senior Network Security Engineer performs a wide range of duties, and their salary is a direct testament to the responsibilities undertaken. This includes:


  • Developing security strategies and regulations
  • Creating and managing firewalls
  • Configuring and monitoring intrusion detection systems 
  • Ensuring that data is secure and backed up
  • Design and configure functional networks like WLAN, LAN, and WAN
  • Automate tasks and check for their efficacy
  • Deploy and oversee test security measures like access authentication and disaster recovery
  • Train cyber security professionals and other employees on cyber security best practices
  • Create and maintain a technical documentation
  • Work to improve network performance, capacity, and scalability


Certified Cyber Security Specialists also conduct security audits and vulnerability assessments. They identify and respond to security incidents. 


Cyber Security Network Engineer Salary


Senior Network Security Engineers have salaries that are higher than average. The average Senior Network Security Engineer salary in the UAE is AED 10,000 to AED 23,000. Senior Network Security Engineers get paid well because of good reason. They are very skilled professionals responsible for designing and implementing the security of a company’s networks. 


The Senior Network Security Engineer must stay current on the latest security technologies and trends. A deep understanding of network security principles is also important. They are also responsible for ensuring that the company’s network is secure and there are no loopholes that threat actors can breach. 


Cyber Security Network Engineer salary in Oman is 25,000-30,000 OMR annually. The senior network security engineer salary in Iraq can be about 1,900,000 IQD per month. A senior network engineer salary in Bahrain can be between 1,00,000 – 4,25,000 BHD annually.


Your salary will depend upon your qualification, job description, experience, and location.


Senior Network Security Engineer Qualifications


Becoming a senior network security engineer can be a rewarding career. It provides excellent job security and high salaries. Many organizations rely on network security engineers to help protect their systems from hacking and other malicious activity.


But first, you need to meet the Senior Network Security Engineer qualifications. You can avail of many Network Security Engineer courses to learn more about the job. Take a look at what you need:


  • 5 years of experience in network security.
  • A bachelor’s degree in information security, computer science, or a related field.
  • Expertise in enterprise security architectures, security protocols, and technologies.
  • Comprehensive knowledge of network security tools and technologies.
  • Understanding of network security principles and best practices.
  • Excellent communication and interpersonal skills.
  • Ability to work in a team environment.
  • Certification in information security, such as CISSP, CISM, or CISA.


Network Security Engineer courses help get a decent Senior Network Security Engineer salary. This position requires technical knowledge and expertise in network security. A certified Cyber Security Specialist must have a deep understanding of the following: 


  • Network protocols
  • Encryption technologies
  • Firewalls
  • Other security measures


The best network security engineer courses and certification to choose from:


  1. CEH: Certified Ethical Hacker
  2. CISSP: Certified Information Systems Security Professional
  3. CISM: Certified Information Security Manager
  4. CompTIA+ Security+
  5. COBIT 5 Certification Training
  6. CISA: Certified Information Systems Auditor


What does a certified cyber security specialist do?


An idea of entry-level cyber security requirements can help you chart a successful career in this profession. A senior network security engineer must be knowledgeable in a variety of areas. This includes: 


  • Network security protocols
  • Network security architecture
  • Network security devices and their configuration
  • Network security monitoring


Here are the senior network security engineer roles and responsibilities:


  • Design and put in place secure network architectures, policies, and procedures.
  • Track network security systems and assess security threats.
  • Perform security assessments, Penetration testing and maintain compliance with industry protocols.
  • Install appropriate technical controls to protect networks from: 


  1. Unauthorized access
  2. Malicious code
  3. Other cyber threats


  • Develop and maintain security policies, standards, and procedures.
  • Manage the day-to-day operations of network security systems.
  • Analyze security logs, identify potential security threats, and recommend corrective actions.
  • Identify and address potential areas of vulnerability.
  • Research security enhancements and make recommendations to management.
  • Collaborate with IT staff to ensure the secure operation of networks.
  • Stay current with the latest security technologies and best practices.


Understanding the responsibilities of the job is essential to performing the job well. It also helps you gauge the Senior Network Security Engineer salary and negotiate for an optimum package. A clear understanding of the job helps ensure you meet the company’s needs.


Hire Senior Network Security Engineer with 6 Pence


6 Pence provides access to experienced senior network security engineers in Oman, Iraq, Dubai, and Bahrain. We take into account necessary skills, experience, and qualifications. At 6 Pence, we can tailor the hiring process per your business requirements. 


If you are a professional looking to earn a top senior network security engineer salary package, then drop your resume with us and be notified about the latest job openings in Oman, Bahrain, Iraq, and Dubai.


Network security engineers are in much demand, and with the right skills and experience, you can be one of the most-sought after professionals.


Frequently Asked Questions


What qualifications do you need to be a network security specialist? 


You will need a degree in computer science or a related field, such as information technology. Experience with network security tools and technologies will be beneficial. Professionals in this field should also have strong problem-solving and analytical skills.


Which certification is best for a network security engineer? 


The Certified Information Systems Security Professional (CISSP) is one of the best certifications. It is an industry-recognised credential. It demonstrates knowledge and understanding of security principles and practices. 

Which is better: cyber security or network engineering?


Cyber security focuses on protecting computer systems and networks from malicious activity. Network engineering focuses on creating and maintaining these systems. Both are important and necessary for the safe and effective operation of networks.