Some Saudi organizations face a common challenge:
Sometimes many employers in the Saudi Arabia report high turnover rates, low motivation, and a major disconnect between what they offer and what Saudi millennials actually seek.
Teams struggle with continuity, companies lose out on innovation, and ambitious national goals. Saudi millennials are not only the largest demographic in the workforce, but also the most driven, confident, and eager for advancement.
Let’s unpacks the major pain points behind attracting Saudi millennials to the workforce and delivers actionable strategies into lasting advantages for your organization.
Saudi millennials are the ones who born between 1980 and 1999, which make up a significant portion of the Saudi Arabia’s workforce.
With recent reports coming in, they show that nearly 73% of this group feels undervalued, underpaid, and insufficiently invested in by their employers.
These feelings drive a strong appetite for career advancement, with almost two-thirds considering job changes in search of better pay, and professional growth.
If you just want to attract and fill Saudi millennials to fill vacancies that would not be the case.
Millennials play a key role in Saudi Arabia’s Vision 2030, which focuses on growing the economy and creating opportunities for young people in 24 major sectors. They bring strong digital skills, new ideas, and a passion for innovation. Companies that don’t engage with this generation may struggle to stay competitive, flexible, and grow in the future.
Should You Invest in Reskilling Your Employees?
Millennials love accelerated professional and personal development. Companies should prioritize:
Providing these opportunities not only boosts engagement but also signals a genuine investment in their future.
Saudi millennials want to contribute to something bigger than themselves. Employers should:
A sense of purpose is a powerful motivator for attracting Saudi millennials to the workforce.
Rigid schedules and outdated management styles deter millennial talent. Instead, organizations should:
Flexibility is a top priority for millennials and is key to attracting Saudi millennials to the workforce.
Millennials really value transparency, diversity, and the ability to participate in decision-making. To attract Saudi millennials to the workforce:
Flexibility is a top priority for millennials and is key to attracting Saudi millennials to the workforce.
While salary is not the only motivator, competitive pay and recognition are essential. Companies should:
This approach addresses the core concerns of feeling undervalued and underpaid, making it easier to attract Saudi millennials to the workforce.
| Priority | Description |
|---|---|
| Growth & Learning | Training, feedback, clear career paths |
| Purpose & Impact | Meaningful work, connection to Vision 2030 |
| Flexibility | Remote work, flexible hours, autonomy |
| Inclusivity & Collaboration | Open communication, decision-making involvement |
| Competitive Compensation | Fair salaries, recognition, performance incentives |
How to Onboard Foreign Employees in Saudi Arabia?
Having a great and easy onboarding process for adding Saudi millennials into your company’s workforce. Just avoid extremes neither a “sink-or-swim” approach nor an overly rigid process. Instead:
A balanced onboarding process ensures millennials feel supported, valued, and ready to contribute from day one.
If you need help in developing a smooth on-boarding for your candidates, that it’s best to outsource your HR Operations to HR Service Providers in Pakistan. This let’s you focus on things that matters for your organization the most!
Traditional recruitment tactics are one of the key thing you have to do for attracting millennials.
By using these pointers, companies can use the full potential of Saudi talent market with innovation, achieving business objectives, and contributing to national development goals.
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