The international recruitment sector in Oman is undergoing a major positive change. Companies are eagerly looking for workers with the right skills to meet their needs as they implement the objectives of Vision 2040 and abide by local labour regulations such as Omanisation.
The move to look for talent worldwide while building skills locally has made companies change their attitude towards hiring, recruiting, and retaining employees. They, therefore, consider the possibility of merging their initiatives for local capacity building with strategic global recruitment to solve the problem of talent shortfall that they face.
Why Worldwide Recruitment is Increasing in Oman
Oman is diversifying its economy by reducing its dependence on oil and developing other sectors such as logistics, tourism, manufacturing, ICT, and solar energy. While Oman’s economy is in a transitional phase, it requires a large number of highly skilled personnel and the training of specialists to be able to maintain the growth of the new industries. There are currently few people trained locally to fulfil specific roles in these areas.
At the same time, Omanization policies, along with labour market reforms, are moving more Omanis into the private sector; however, companies continue to face challenges recruiting qualified individuals to fill specific leadership roles or perform complex tasks. Therefore, the Omani Government needs to create a culture of mentorship that supports both foreign and local mentors who can pass on their expertise to Omani workers.
Vision 2040, Skills Demand and Global Hiring
Vision 2040 establishes a long-term plan for Oman by putting people, knowledge, and innovation at the centre of its development. This leads to an increase in demand for:
- Data Analysts/Cybersecurity Experts/Software Engineers/Digital Product Professionals
- Civil, Mechanical & Electrical Engineers for large-scale infrastructure & Industrial Projects
- Healthcare professionals to assist with supporting additional hospitals, clinics, & specialised services
- Hospitality/Tourism/Aviation Workforce needed to facilitate inbound travel growth
The demand continues to rise in many of these fields, but the number of qualified locals is increasing at a slower pace, which is insufficient to meet deadlines or provide the required quality. Employers can hire internationally within Oman, allowing access to experienced individuals who can help meet delivery timelines until local talent becomes fully developed.
The influence of multinational corporations and joint venture partnerships that cross international borders has contributed to the increase in hiring across the globe in Oman. As part of their global business standards, many of these types of businesses will often require employees to know international standards related to engineering, health and safety, accounting/finance, and technology.
When an organisation hires from another country through the means of international recruiting, it can gain access to individuals who have experience within that organisation’s standards and work environment on projects similar to theirs, which reduces the learning curve and makes it much easier for that individual to become part of the overall business in question.
Balancing Omanisation with International Recruitment
The notion that localisation and international recruitment are incompatible is not supported by the majority of successful employers, who view them as complementary:
- Omani nationals are selected for employment or leadership roles if deemed as having the most potential for growth and development toward higher-level leadership positions over time.
- International professionals will be recruited into positions where the skills shortage is greatest or immediate needs exist.
- Job design has a strong focus on knowledge transfer, with expatriate professionals providing ongoing training and furthering the professional development of their Omani counterparts.
Companies utilising both localisation and international recruitment will have greater compliance, competitiveness, and sustainability.
How Companies are Using Global Hiring in Practice
As Omani employers increasingly:
- Source technology and digital talent from around the world, due to a lack of available supply in Oman.
- Employ experienced project directors, engineers, and health, safety, and environmental (HSE) professionals for mega-projects;
- Hire specialised international professionals in finance, risk management, internal audits, and compliance to help meet regional and global standards.
- Use remote/hybrid engagement models to bring in international experts who can support Omani operations without requiring permanent relocation.
In addition, modern recruitment platforms, video interviews, and skill-based assessments are streamlining the process of evaluating and hiring candidates from all over the world.
International recruitment also enhances how Omani companies perceive their brand as an employer. Omani businesses are now developing more clearly defined career paths, offering competitive benefits, creating family-friendly relocation packages, and fostering an inclusive workplace culture to attract highly qualified candidates from other countries. This increases their appeal to candidates internationally by enhancing the overall experience of employees locally. Therefore, this assists in creating a more successful long-term retention of Omani nationals and expatriates.
Why Recruitment and Outsourcing Partners are Central
Due to the intricacies of labour law, visas, and Omanization quota requirements, a number of companies choose to partner with specialists who can assist them in running their international recruitment programs in Oman. These specialists:
- These specialists evaluate the likelihood of filling local positions and those that necessitate global sourcing.
- Coordinate multi-country sourcing, screening, and relocation.
- Ensure that all offers, contracts, and onboarding procedures are in accordance with Omani labour law requirements.
- Offer payroll and human resource administration solutions in the form of staff outsourcing/co-employer arrangements.
By pairing recruitment expertise with workforce solutions, companies are able to concentrate on delivering project results while leaving the management of all aspects of the HR process to a partner.
How 6 Pence Supports Global Hiring in Oman
With globalisation quickly becoming a strategic requirement for recruitment, selecting a partner with experience and ability in this area is essential. 6 Pence is a regional workforce firm that not only understands the regional market in Oman but also the dynamics of the global talent pool.
For organisations looking to recruit candidates in Bahrain and Oman, 6 Pence provides the following solutions:
- A targeted approach to recruitment to find niche skills within the technology, engineering, healthcare, financial services, and other industries in Oman.
- A blend of local and international recruitment methods for both local organisations and international talent acquisition, establishing a balance between Omanising positions while filling critical skill gaps in the global marketplace.
- An internationally compliant employer solutions system, which includes all aspects of recruitment from contracts to work visas to payroll to human resource management of recruited employees.
Through a partnership with 6 Pence, organisations looking to recruit internationally in Oman can take advantage of an extensive pool of talent while maintaining alignment with national priorities. This will transform international recruitment from an obstacle to an excellent strategy for growth.
Also Read:
How Recruitment Firms Fill Skill Shortages in Bahrain
Understanding Local Hiring Regulations in Iraq
