Collaboration between HR and operational managers must include the final candidate selection process.
Managers are hiring according to apparent nationality and cultural biases.
Slide #6
Legal Considerations
The consequences of accusations or claims of discrimination could be damaging to the organization both financially and in terms of reputation.
All testing, interviewing, and selection processes must focus on objective criteria to avoid any possible accusations or claims of discrimination.
Recruitment and hiring practices and tools (i.e. forms, questionnaires, structured interview questions, and tests) must be designed by HR and operational management in conjunction with legal review and final approval.
Conflicts of interest must be avoided in connection with recruiting or hiring family members of the organization or of its subsidiaries.
Slide #7
Summary of Major Proposed Changes
Recruitment and hiring will be a collaborative effort incorporating HR, operational management, organizational manpower planning, and legal oversight.
Recruitment Department will no longer process departmental recruitment request without reference to an organizational manpower plan.
The recruitment process will integrate HR with operational management in conjunction with specific organizational needs and resources.
Candidates will be identified and selected in connection with objective criteria.
Objective criteria will include knowledge, skills, abilities, past performance, and evidence of employment consistency, long-term tenure, and loyalty to organizations.
Only the recruitment Department will be authorized to entertain compensation package negotiation.
Group Chief Executive Officer and Chief Human Capital Officer must approve the hiring of non-Saudi Arabian Nationals for any position capable of being filled by Saudi personnel.
