--- title: "MENA recruitment glossary" url: "https://www.nastalent.com/hub/glossary" --- # MENA recruitment glossary ## Applicant tracking system (ATS) An applicant tracking system collects applications from job boards and careers pages, stores CVs and lets recruiters move candidates through stages such as screening, interview and offer. Most systems also handle interview scheduling, email templates and reporting. Some filter CVs automatically, which is why candidates are told to use clear headings and the job’s own wording. ## Background check A background check confirms that what a candidate has told you is true. Typical checks cover identity, degree certificates, previous employers and professional licences. In the GCC, some roles and sectors require attested certificates or specific clearances. Get the candidate’s consent, check only what is relevant to the role and follow local data protection rules. ## Blind CV Blind CV screening removes personal details that can trigger bias before anyone judges an application. Reviewers see skills, experience and results only. It is most useful at the first screening stage. It does not remove bias from interviews, so it works best alongside structured interviews and clear scorecards. ## Candidate experience Candidate experience covers the clarity of the job ad, how easy it is to apply, how quickly you respond, how interviews are run and how you deliver news, good or bad. A poor experience costs you strong candidates who drop out and damages your employer brand. Fast replies, clear timelines and honest feedback make the biggest difference. ## Contingency search In contingency search, the agency is paid on success. There is usually no upfront cost, and the fee is often a percentage of the hire’s salary. Because agencies are only paid when you hire, several may compete on the same role. Agree in writing what triggers the fee, how salary is defined and what the replacement terms are. ## Cost per hire Cost per hire adds external costs, such as job boards, agency fees and assessments, to internal costs, such as recruiter and hiring manager time. It is most useful when tracked alongside time to fill and quality of hire. A cheap hire who leaves in probation is not a saving. ## Counter-offer Counter-offers are common when a valued employee resigns. They often include a salary increase, a new title or a change of role. For hiring teams, the risk is losing a candidate late. Ask early how the candidate would respond to a counter-offer, and keep in touch during their notice period. ## Emiratisation Emiratisation sets targets for the employment of UAE nationals in qualifying private-sector companies. MOHRE sets and enforces the targets, and the rules differ by company size and sector. Targets, reporting dates and penalties are updated from time to time. Check the current rule with MOHRE before planning your headcount. ## Employee referral Referral programmes ask staff to put forward friends and former colleagues. Referred candidates arrive with some context about the company and the team. Referrals can be fast and cost-effective, but they can also narrow diversity. Assess referred candidates with the same scorecard as everyone else. ## Employer brand Employer brand is what people believe it is like to work for you: pay, culture, leadership, growth and how you treat people. It is shaped by reviews, word of mouth and how you run hiring. A strong employer brand makes roles easier to fill and reduces how much you need to pay to attract candidates. It starts with honest job ads and a good candidate experience. ## Employer of Record (EOR) An Employer of Record becomes the legal employer of your worker in a country where you have no entity. It issues the contract, sponsors the visa where needed, runs payroll and handles end-of-service obligations. You manage the person’s day-to-day work. EOR is often used to test a new GCC market before setting up a company. Check who holds liability for what in the service agreement. ## Employment contract In the UAE mainland, employment contracts are registered with MOHRE using its standard format. Free zones, DIFC and ADGM have their own processes. In Saudi Arabia, contracts are documented through Qiwa. The contract should match the offer letter. Where the two differ, disputes follow. Check the current contract rules with MOHRE or HRSD. ## End-of-service gratuity End-of-service gratuity is a statutory payment in the UAE, Saudi Arabia, Qatar and other GCC countries. It is usually calculated on the last basic salary, not the full package, and grows with years of service. The formula, eligibility and treatment of resignations differ by country and, in some cases, by free zone. GCC nationals covered by state pension schemes may be treated differently. Use the calculators for an estimate and check the current rule with the relevant ministry. ## Executive search Executive search firms map the market for a senior role, approach suitable people directly and manage a confidential process through to offer. Most work on a retained model, with fees paid in stages. Ask how the firm will map the market, who will run the search and how it handles off-limits clients. ## Free zone Free zone companies are licensed by the free zone authority rather than the emirate’s economic department. The authority usually handles visas and work permits for its companies. Most UAE free zones follow the federal labour law. DIFC and ADGM have their own employment laws. Check which rules apply before you draft contracts or set probation and notice terms. ## Golden visa The UAE golden visa gives long-term residence without the need for an employer or family sponsor. Eligibility depends on category, such as investment, profession, salary or achievement. For employers, a golden visa holder does not need you to sponsor their residence, but other employment steps may still apply. Check the current rule with MOHRE and the federal immigration authority. ## GOSI Employers in Saudi Arabia register their employees with GOSI and pay monthly contributions. Coverage and contribution rates differ for Saudi and non-Saudi employees. Contribution rates and rules have been revised in recent years. Check the current rule with GOSI before you budget a hire. ## Gratuity When people in the GCC talk about gratuity, they almost always mean end-of-service gratuity. It is a statutory entitlement, not a tip or a discretionary bonus. Use the calculators for the UAE, Saudi Arabia or Qatar to estimate the amount, and confirm the result against the current rules. ## Headhunter Headhunters identify people who are doing a similar job well elsewhere and contact them, often confidentially. Most of the people they approach are not actively looking. The term is used for executive search consultants and, more loosely, for any recruiter who sources directly. ## Hiring manager The hiring manager defines what the role needs, interviews shortlisted candidates and decides who gets the offer, often with sign-off from HR or leadership. Hiring goes faster when the hiring manager agrees the brief early, blocks interview time and gives feedback within a day or two. ## HRSD HRSD sets labour rules in Saudi Arabia, including Saudization targets, work permits and contract requirements. Many of its services run through the Qiwa platform. Rules are updated regularly. Check the current rule with HRSD before acting on a hiring or termination decision. ## Interview scorecard An interview scorecard lists the criteria for the role, the questions to ask and a rating scale with clear descriptions for each score. Each interviewer completes theirs before discussing the candidate with others. This keeps decisions based on evidence, not on the loudest opinion in the room. ## Iqama An iqama is the Saudi residence identity document for foreign nationals. For most workers, it is sponsored by the employer and linked to their work permit. Employers are responsible for issuing and renewing their employees’ iqamas. Check current fees and renewal rules with the relevant Saudi authorities. ## Job description A job description is the internal reference for what a role involves. The job ad is the external version, written to attract the right people. Good job descriptions focus on outcomes and keep the list of must-haves short. Long wish lists put off strong candidates, especially those who do not tick every box. ## Labour card People in the UAE still say labour card for the work permit linked to a mainland employer. Today the permit is largely managed digitally through MOHRE. Free zone employees receive permits or ID cards through their free zone authority instead. ## Mainland company Mainland companies are licensed by the economic department of the emirate they are set up in. Their employees’ work permits and contracts go through MOHRE. Mainland companies are also subject to Emiratisation targets and WPS. Free zone companies follow their own authority’s processes. ## Manpower supply Manpower supply firms recruit, sponsor and pay workers, then place them with client companies. The supplier stays the legal employer. It is common in construction, facilities, hospitality and events. Check that the supplier is licensed for this activity and that it pays wages through WPS. ## MOHRE MOHRE issues work permits, registers employment contracts, runs the Wage Protection System with the Central Bank and enforces Emiratisation targets. It also handles labour complaints for mainland employers. Check the current rule with MOHRE before acting on probation, notice or termination. ## Mudad Mudad lets employers in Saudi Arabia upload payroll files and show that salaries are paid on time and in line with contracts. It links with other government platforms such as Qiwa and GOSI. It is the Saudi counterpart to the UAE’s Wage Protection System. Check current deadlines and requirements with HRSD. ## Nafis Nafis offers training, career support and financial support for UAE nationals working in, or moving into, private-sector jobs. Employers use it to find Emirati candidates. Eligibility and support levels change over time. Check the current details with Nafis or MOHRE. ## Nitaqat Nitaqat measures how many Saudi nationals a company employs against targets for its sector and size. The band a company falls into affects which government services it can use, such as new visas. Targets and calculation methods are revised from time to time. Check your current status on Qiwa and the current rule with HRSD. ## Notice period The notice period is set in the employment contract, within limits set by law. Either side may be able to pay in lieu of notice, depending on the contract and local rules. For hiring teams, a candidate’s notice period sets the earliest start date. Check the current rule with MOHRE, HRSD or the relevant free zone authority. ## Offer letter An offer letter confirms the terms you have agreed with a candidate. It often lists conditions such as background checks, visa approval or medical fitness. In the UAE and Saudi Arabia, the official contract is registered separately. Make sure the offer letter and contract say the same thing. ## Onboarding Onboarding covers paperwork, visas, equipment, induction, training and early goals. In the GCC, visa and permit steps often run alongside the start date, so plan them early. Good onboarding reduces early leavers. Give every new hire a first-week plan, a named buddy and clear goals for the probation period. ## Passive candidate Passive candidates are usually employed and doing well. They do not apply to job ads, so you reach them through direct approach, referrals or your network. They often need a stronger reason to move, such as scope, growth or flexibility, not just more pay. ## PRO (Public Relations Officer) Despite the title, a PRO in the GCC is not a communications role. PROs submit and follow up applications with ministries and immigration authorities. Many SMEs use an external PRO service. Ask your PRO to confirm current fees and processing steps before you commit to a start date. ## Probation period Probation lets both sides check that the role works. Its maximum length, notice during probation and any rules on rehiring are set by law and the contract. Rules differ between the UAE mainland, free zones and Saudi Arabia. Check the current rule with MOHRE, HRSD or the relevant free zone authority. ## Qiwa Qiwa is run under HRSD. Employers use it to issue work permits, document employment contracts, manage worker transfers and check their Nitaqat band. Employees can also use it to view their contracts and service records. ## Quality of hire Quality of hire looks at what happens after the start date. Common measures include performance ratings, passing probation, staying beyond the first year and manager feedback. It is harder to measure than time or cost, but it is the measure that matters most. Track it per hiring route to see which sources work. ## Quiet hiring Quiet hiring means getting critical work done without a formal new hire. Companies redeploy people internally, add stretch responsibilities or bring in contractors for a set period. It can be useful under a hiring freeze. Be clear with staff about what is changing and whether it affects pay or progression. ## Recruitment agency Recruitment agencies source candidates, screen them and present a shortlist. Fees are usually contingent on a hire, though some work on a retained or fixed-fee basis. In the UAE mainland, private recruitment agencies are licensed. Compare proposals on fee basis, guarantees, exclusivity and how candidates are screened. ## Recruitment process outsourcing (RPO) RPO providers take on sourcing, screening, scheduling and sometimes employer branding, usually for a monthly fee or a fee per hire. They often use the client’s own systems and brand. It suits companies with steady or high hiring volume. Agree clear service levels and reporting before you start. ## Reference check Reference checks test what you heard at interview against people who worked with the candidate. Ask for specific examples, not general opinions. Get the candidate’s permission first, and do not contact their current employer without their agreement. ## Retained search In retained search, the firm commits to filling the role and is paid in instalments, often at the start, at shortlist and at hire. It is typical for senior, niche or confidential roles. You get dedicated effort and a structured process. Make sure the agreement covers what happens if the search fails or the role changes. ## Saudization Saudization is delivered mainly through the Nitaqat programme and through decisions that reserve certain professions or roles for Saudi nationals. Requirements vary by sector, company size and job type, and they are updated often. Check the current rule with HRSD before you plan headcount. ## Screening Screening can involve CV review, short questionnaires, phone or video calls and simple tests. Its job is to find the people worth interviewing. Screening against a short list of must-haves is faster and fairer than reading CVs for general impressions. ## Shortlist A shortlist is the output of screening. It should contain candidates who meet the must-haves and could realistically do the job. A good shortlist explains why each person is on it. A list of CVs with no evidence is just a longlist. ## Skills-based hiring Skills-based hiring defines the skills a role needs and assesses them with work samples, practical tests and structured questions. It widens the pool to people with non-traditional backgrounds. It works best when the skills are written down before sourcing starts. ## Sourcing Sourcing covers searching databases and professional networks, approaching people directly, asking for referrals and reviewing past applicants. It comes before screening. Strong sourcing matters most for niche roles where few good people apply. ## Structured interview Structured interviews use pre-agreed questions linked to the role’s requirements and a defined rating scale. Interviewers take notes and score each answer. They are fairer and better at predicting performance than informal conversations. Use them with an interview scorecard. ## Talent acquisition Talent acquisition covers the whole hiring function: workforce planning, employer brand, sourcing, assessment, offers and onboarding. Many companies use the term for their in-house recruitment team. Where recruitment often reacts to one vacancy at a time, talent acquisition plans ahead for the skills the business will need. ## Talent pool A talent pool is a list of people you would consider hiring later. It often includes strong finalists who missed out, former employees and people who registered interest. Keep it useful by tagging people by skill and staying in touch. An old spreadsheet nobody opens is not a talent pool. ## Time to fill Time to fill measures the whole process, from the day the role is approved or posted to the day a candidate accepts. It shows how long the business is without the skills it needs. Define your start and end points and use them every time, so the numbers can be compared. ## Time to hire Time to hire measures your speed with a given candidate. It is shorter than time to fill because it ignores the time before that person appeared. Long time to hire usually means slow feedback or too many interview rounds. Strong candidates drop out while they wait. ## Total rewards In the GCC, total rewards often include basic salary, housing and transport allowances, health insurance, annual flights, bonuses and end-of-service gratuity. Present the full package in offers. Candidates comparing offers often look past basic salary to allowances, leave and growth. ## Validated shortlist A validated shortlist goes beyond matching CV keywords. Each candidate has been checked against the must-haves, for example through screening calls, assessments or confirmed interest and availability. It saves hiring managers time because they see why each person is there before the first interview. ## Visa sponsorship In most GCC countries, expatriate workers need a sponsor for residence, usually their employer. The sponsor handles the visa, permit, medical and ID steps and their renewals. Some visa types, such as the UAE golden visa, do not need employer sponsorship for residence. Check the current rule with the relevant ministry or authority. ## Wage Protection System (WPS) Under WPS, employers pay salaries through approved banks, exchange houses or financial institutions. The payments are reported to MOHRE so late or missing salaries can be flagged. Qatar runs its own WPS, and Saudi Arabia uses Mudad. Check current requirements and deadlines with the relevant ministry. ## Work permit In the UAE mainland, work permits are issued by MOHRE. Free zone authorities issue their own. In Saudi Arabia, permits are handled through Qiwa, and in Qatar through the Ministry of Labour. Permits are tied to an employer and a role. Changing jobs usually means a new permit or a transfer. ## Work sample test A work sample might be drafting an email to a client, analysing a small data set or planning a site schedule. It shows ability directly rather than through interview answers. Keep tasks short, relevant and the same for every candidate. Do not ask for unpaid work you will use in the business. --- Source: Nas Talent Resources Hub — https://www.nastalent.com/hub/glossary Publisher: Nas Talent (SOURCET MANAGEMENT CONSULTING CO. L.L.C), Dubai, UAE.