Candidate experience is more important in a niche market where new talent is ever more switched on and informed. Candidate often choose companies based on their candidate experience. Being on the 'right' platform to connect with exceptional UAE National Talent is just the first step towards building that exceptional candidate experience for your Emiratisation drive. This is what will make or break the deal when engaging with exceptional talent.
WHAT DOES CANDIDATE EXPERIENCE SAY ABOUT YOUR COMPANY?
What is 'candidate experience'...
First, every form of communication between the company and candidate effects candidate experience. In most cases this experience begins from the time of job application. How easy is it for UAE Nationals to find your career opportunities? Do they have to register on your company career site again, after registering on so many other company websites? Are you promoting your career opportunities on the right platform? After the application is received, what happens next? How are the candidates communicated with? Do they get application confirmation? Do they get process confirmations? Many UAE National candidates will research your company before applying. Does your company have a professional career page? Does it have relevant information about the company, culture, team and career opportunities? Does your company practice transparency or keep critical experience hidden?
Global stats
Here are some important statistics on candidate experience from credible sources that you should consider when designing your talent campaign.
1) Nearly 4 in 5 candidates (78%) say the overall candidate experience they receive is an indicator of how a company values its people (Career Builder).
2) 80–90% of talent say a positive or negative candidate experience can change their minds about a role or company (Recruiting Brief).
3) Nearly 60% of job seekers have had a poor candidate experience, and 72% haves shared their experience on online employer review sites such as Glassdoor.com (LinkedIn).
4) 60% of job seekers report they have quit an application due to its length or complexity (Recruiting Brief).
5) 80% of job seekers say they would not reapply to a company that didn’t notify them of their application status (Lever).
6) Employer branding has a significant impact on hiring talent according to 80% of recruiters. (LinkedIn Global Recruiting Trends)
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7) 65% of job seekers say they never or rarely receive notice of their application status (Lever).
8) 51% of those who receive notification say that it takes at least one month or more (CareerArc).
9) 78% of job seekers report never having been asked for feedback on their candidate experience (Lever).
10) Talent is four times more likely to consider your company in the future if you offer constructive feedback (Lever).
11) Only 46% of employers report making regular improvements to the recruitment processes (at least every six months) that affect the candidate experience (CareerArc).
12) 26% of candidates’ top complaint is the process took too long (Jobvite).
13) 52% of candidates were still waiting for a response after 3 months.
14) 46% of candidates would sever a business relationship due to a poor candidate experience
15) $6 million – the amount of revenue Virgin Media was losing due to poor candidate experience
16) 86% of job seekers believe employers should treat candidates with the same respect as current employees (CareerBuilder).
17) 81% of job seekers say employers continuously communicating status updates to them would greatly improve the overall experience (CareerBuilder).
18) 52% of job seekers said the number one frustration during the job search is the lack of response from employers (CareerBuilder).
BUILD AN EXCEPTIONAL TALENT ENGAGEMENT EXPERIENCE
A strong onboarding process results in much happier employees. It helps employees get to know one another and learn how to communicate effectively.
Conclusion
While you may argue that the above stats are not a 100% true reflection of our region; Middle East or UAE, you can take them with a grain of salt, these stats are not far off of the challenges UAE National Job Seekers experience here. There is plenty of room for improvement. Here is how JobsForNationals is bridging the talent gap.
How are you building your exceptional candidate experience to attract UAE National Talent?
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2026 UAE National (Emirati) Salary...
Continue ReadingEmirati Salary Guide 2026 – UAE National Monthly Benchmarks (AED)
This guide provides 2026 UAE salary benchmarks for popular job functions, expressed as monthly base salary ranges in AED, and anchored to official UAE policy updates relevant to Emirati employment in the private sector. Salary ranges are sourced from credible, published compensation research and are intended as a benchmarking reference, not a guarantee of compensation outcomes.
Download 2026 UAE National Salary Guide
156 roles. 20 functions. Real AED ranges.
Monthly base salary benchmarks for the UAE market, from AED 4,500 to AED 165,000, with the floor, ceiling and median midpoint for every function.
Built for the conversation you’re about to have: setting a band, checking an offer, or preparing a counter. Delivered as a PDF to your inbox, free.
Includes the 2026 policy anchors that changed the maths: the AED 6,000 private-sector minimum wage for Emiratis effective 1 January 2026, and the revised Nafis Salary Support Scheme threshold of AED 6,000–20,000, effective September 2026.
What this guide includes
- Monthly base salary ranges (AED) by function and role
- A policy anchor for UAE Nationals in the private sector (MoHRE minimum wage effective 1 January 2026)
- A programme anchor relating to the revised Nafis Salary Support Scheme (AED 6,000–20,000 eligibility band, effective September 2026)
- A single consolidated benchmark table designed for fast employer decision-making and candidate negotiation readiness
Methodology and scope
Methodology
- Salary ranges shown are monthly base salary benchmarks as published in the Robert Walters Middle East Salary Survey 2026 (UAE market).
- These ranges represent market compensation benchmarks and are not segmented by nationality. This is standard practice in most public salary surveys.
- The “UAE National” relevance is supported by UAE policy anchors (MoHRE minimum wage update for Emiratis in the private sector) and NAFIS programme eligibility references.
- The NAFIS Salary Support Scheme threshold was revised under the UAE's September 2026 programme update, which also shifted employer pension contribution responsibility, extended eligibility to free zone employees, and removed the child allowance cap. This guide reflects the AED 6,000–20,000 salary support band effective from that update.
Scope
- Currency: AED
- Pay type: Base salary only (bonuses, allowances, commissions, and benefits are excluded unless explicitly stated by the source).
- Geography: UAE (market benchmark)
- Date reference: 2026
Disclaimer
- This guide is for informational purposes only.
- Salary outcomes vary by employer, role scope, and candidate profile.
- Always consult official guidance for policy compliance and confirm programme eligibility conditions directly with the relevant authorities.
Attracting Top Talent Through Content...
Continue ReadingAttracting top talent through content marketing is increasingly recognized as a more effective strategy compared to traditional job descriptions that many organizations still rely on.
The Limitations of Traditional Job Descriptions
Outdated job descriptions often fail to capture the dynamic nature of roles, leading to a mismatch between employer expectations and candidate skills. These descriptions typically list generic responsibilities and qualifications, which can deter qualified candidates who seek a more engaging and informative portrayal of the workplace. Furthermore, they do not reflect the evolving demands of modern roles, particularly in fields like content marketing, where the landscape changes rapidly and requires a diverse skill set.
The Power of Content Marketing
In contrast, content marketing offers a proactive approach to attracting talent. By creating and sharing insightful blogs and articles, organizations can provide potential candidates with a deeper understanding of their company culture, values, and the specific roles available. This method not only showcases the organization as an industry leader but also engages candidates on a more personal level.
At JobsForNationals, we understand the importance of effectively communicating your employer brand, culture, and workplace to attract top UAE national talent. Our team of professionals is dedicated to creating and distributing engaging content across various web and social media channels to help you reach and attract your target audience
Benefits of Content Marketing Over Job Descriptions
1. Enhanced Engagement: Content marketing fosters a two-way dialogue, allowing candidates to engage with the brand and learn more about it through valuable content. This interaction can create a sense of connection before the application process even begins.
2. Showcasing Expertise: By sharing knowledge and insights, companies position themselves as thought leaders, attracting candidates who are eager to learn and grow within a reputable organization. This is particularly relevant in specialized fields where expertise is crucial.
3. Building Brand Awareness: Regularly published content helps build a recognizable brand identity, making the organization more appealing to top talent. Candidates are more likely to apply to companies they perceive as knowledgeable and innovative.
4. Attracting Informed Candidates: When candidates read informative content, they become more informed about the company and its industry. This leads to a more qualified applicant pool, as candidates who apply are already aligned with the company’s values and objectives.
5. Applications to ATS: Furthermore with our applications redirection option now available on all membership options, Employers can redirect all applications to their ATS.
In summary, while traditional job descriptions may still have a place in the hiring process, they are often insufficient for attracting the best talent. By investing in content marketing, through our Enterprise Membership, organizations can create a compelling narrative that resonates with potential candidates, ultimately driving quality talent to their doors.
Citations:
[1] https://www.linkedin.com/posts/heikeyoung_most-content-marketing-job-descriptions-i-activity-7158143976359817217-_kgq
[2] https://www.linkedin.com/pulse/20141119123541-63029277-vet-your-content-marketing-candidates-better-by-assigning-this-project
[3] https://www.contentharmony.com/blog/content-marketing-roles/
[4] https://www.searchenginejournal.com/social-media-duties-assigned/505006/
[5] https://www.usestable.com/careers/content-marketer
