London vs. Dubai: Should You Use Local or International Recruiters?

The decision to engage local or international recruiters is pivotal for companies in the banking, finance, and accountancy sectors, particularly when comparing two dynamic financial hubs: London and Dubai. As an expert in executive recruitment, I will dissect the considerations specific to these cities, drawing on the current landscape and legal frameworks that govern employment.

Legal and Financial Considerations

In Dubai, the intricacies of work permits, visas, and residency legalities are paramount. The city’s workforce is notably composed of a significant number of expatriates, with only 15% being Emirati citizens (Irina Loncar). The legal framework for hiring in Dubai is thus tailored to accommodate a large influx of international talent, making international recruiters with expertise in local regulations invaluable.

Conversely, London, while also a melting pot of cultures, has a more stringent visa regime, particularly post-Brexit. High living expenses, especially in the capital, further complicate recruitment as these factors need to be considered when attracting talent (Sammy Pant).

Cost Implications

The cost of hiring expatriates is significantly higher than hiring local talent due to relocation expenses and potential cultural and language training (HR Exchange Network). Dubai offers tax-free salaries, which can be a strong pull for international candidates. This financial incentive may justify the higher initial cost of using international recruiters, who can leverage such benefits to attract top talent.

Market Understanding and Talent Pool

Recruiters with a deep understanding of the local market are indispensable. A decade of experience has positioned companies like Hays as top recruitment agencies in the Middle East, indicating the value of local knowledge and networks (Cadogan Tate). For Dubai, international recruiters with a strong local presence might strike the right balance between global reach and local expertise.

London’s talent pool is vast and diverse, but the high cost of living and the competitive market mean that recruiters need to be very strategic in attracting the right candidates. Local recruiters may have an edge in understanding the nuances of the UK market and can provide candidates with realistic expectations regarding living expenses and salary packages.

Strategic Workforce Planning

A strategic workforce plan is crucial when recruiting an international workforce. This entails market research, assessment of cultural norms, locally tailored offers, and compliance maintenance (Velocity Global). Both local and international recruiters can execute this, but the choice depends on the depth of their market insights and their ability to navigate the legal landscape.

Conclusion

In Dubai, the use of international recruiters with a robust local network seems most appropriate. Their expertise in navigating the legal complexities of hiring expatriates, coupled with the allure of tax-free salaries, positions them well to attract high-caliber talent internationally.

For London, local recruiters may have the upper hand due to their on-the-ground knowledge of the market, the impact of Brexit on hiring, and the ability to guide candidates through the city’s high cost of living. They are well-placed to identify talent that can thrive in the demanding London financial sector.

Ultimately, the decision should be guided by the specific needs of the hiring company, the role in question, and the balance between the breadth of an international talent search and the depth of local market understanding. Both cities present unique challenges and opportunities in recruitment, and the choice between local and international recruiters should be made with a strategic approach, considering all the factors mentioned.

About

Based in London and Dubai, Warners Scott is a premier global executive recruitment specialist focused on Banking & Investments, Accounting & Finance, and Digital & Fintech. With over 18 years of experience, they have cultivated robust relationships with top-tier banks, financial institutions, and accountancies. Their strength lies in these enduring connections with hiring managers and internal recruiters, a vast candidate network, and continuous engagement. This combination places them in a unique market position, trusted by both talent and hiring managers. Their expertise allows them to understand recruitment needs deeply and uncover senior C-suite, EVP, SVP, and MD-level hidden, ready-to-move talent that others can’t access.

Warners Scott offers bespoke recruitment solutions for both international and regional clients, collaborating as genuine business partners. Their services include retained, exclusive, and contingency searches, as well as permanent, contract, and interim staffing options.

In Banking and Investments, they work with international and regional banks and investment houses in London and the Middle East, including conventional and Islamic banks. They cover a wide range of areas such as Private Equity, Asset Management, Investment Banking, Treasury & Global Markets, Wholesale Banking, Digital & Technology, Risk Management & Compliance, and C-Suite Appointments.

In Accounting and Finance, Warners Scott collaborates with The Big 4 and Top 50 accounting firms, along with globally recognized consultancies. They specialize in Audit, Risk & Compliance, Tax (Private Client, Expatriate, and Corporate Tax), Corporate Finance, Transaction Advisory, Restructuring, Turnaround, Insolvency, Forensic Accounting, Disputes & Investigations, Forensic Technology, eDiscovery, Cyber Security, and Management Consultancy.

In Digital & Fintech, they support large banks, digital startups, and innovative Fintechs. Their expertise spans FinTech innovations including AI, Blockchain, Cloud Computing, Big Data, InfoSec/Cybersecurity in Application, Infrastructure, Network, Cloud, IoT securities, Digital Leadership, Transformation, Software Development, IT Project/Program management, Data Science & Analytics, Data Privacy, and Data Architecture.

References

– Pant, Sammy. “UK vs Dubai Recruitment Market: Key Differences Expat.” LinkedIn, 20 Mar. 2023, https://www.linkedin.com/pulse/uk-vs-dubai-recruitment-market-key-differences-expat-sammy-pant-1cocf.

– Loncar, Irina. “UK to Dubai: Recruitment Consultants.” Doherty Associates, 20 Mar. 2023, https://www.dohertygroup.io/blog/uk-to-dubai-recruitment-consultants.

– “Global Talent Acquisition Strategy.” Velocity Global, https://velocityglobal.com/resources/blog/global-talent-acquisition-strategy/.

– “Guide to Top Expat Recruitment Agencies in the UAE.” Cadogan Tate, https://www.cadogantate.com/moving-services/news/guide-to-top-expat-recruitment-agencies-in-the-uae/.

– “The Pros and Cons of Hiring Locals Over Expats.” HR Exchange Network, https://www.hrexchangenetwork.com/hr-talent-management/articles/the-pros-and-cons-of-hiring-locals-over-expats.