ANOC - Profile · and combine to form a team capable of dealing with the entire construction...

C o m p a n y P r o f i l e

Suite 1908, Level 19 T: + 971 4 453 4080 / 423 9966

Churchill Executive Towers F: + 971 4 266 4119

Downtown, Business Bay [email protected]

Dubai – U.A.E. www.alnahdagroup.com / www.anoc.ae

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CONTENTS

ANOC’s Office Location Page 3

Areas of Expertise / Recent Projects Page 4

Reference List Page 8

Recruitment Process Page 9

Recruitment Timescales Page 14

Suite 1908, Level 19 T: + 971 4 453 4080 / 423 9966



Dubai – U.A.E. www.alnahdagroup.com / www.anoc.ae

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ANOC’s Office Locations

Offices & Associates

a. Dubai Office

i. Suite 1908, Level 19

Churchill Executive Towers

Business Bay, Downtown

Dubai – U.A.E.

ii. Level 5

The Fairmont Dubai

Sheikh Zayed Road

Dubai – U.A.E.

T: + 9714 453 4080 / + 9714 423 9966

F: + 9714 266 4119

b. India Office

27-B, Floor 1

New Friends Colony

New Delhi - 110065

INDIA

c. Associates (India)

• Seawoods Estate - New Mumbai

• South Extension - New Delhi

• Chandigarh - Punjab

• Kochi - Kerala

• Rajasthan - Jaipur

• Lucknow - Uttar Pradesh

• Madras - Tamil Nadu

• Kolkata - West Bengal

• Hyderabad - Telangana

• Vadodara – Gujarat

d. Associates (other locations)

• Colombo – Sri Lanka

• Manila – Philippines

• Kathmandu – Nepal

• Karachi / Islamabad – Pakistan

• Cairo – Egypt

• Toronto – Canada

• London – United Kingdom

• Muscat – Oman

ii. 301/302

Al Fardan

DNATA, Port Saeed

Dubai – U.A.E

ii. A/1, Floor 6

Juhu Tara Road

Santacruz (west)

Mumbai - 400049

INDIA

Areas of Expertise / Recent Projects

ANOC has serviced manpower needs for almost every sector around Asia & the Middle East for several

years. ANOC also provides executive search services around the globe and has conducted assignments in the

Middle East (Dubai, Qatar, Bahrain, Oman & KSA) and African region (Uganda). Based on our recent

projects, we currently have our concentration but not limited to, on the following prime sectors: -

• Construction & Engineering

o Over the past couple of years, the global construction industry has been squarely focused

on the Gulf. There are currently some readjustments in the market, and while the focus is

still firmly in the region, it is also being spread further afield. We are optimistic about the

future of the region with a considerable pipeline of projects still under construction.

Since our inception into the Indian market in the year 1967, the construction division has

formed strong and continuing relationships with some of the regions leading consultants,

contractors and developers. Taking full advantage, our ‘reach’ proves invaluable in

sourcing experienced and qualified construction professionals.

Our Consultants have been selected for their specific focus on sectors within the industry

and combine to form a team capable of dealing with the entire construction process from

design, to execution and maintenance. From Design Architects to Facilities Managers, we

are working with clients who are involved in the regions most impressive and demanding

projects.

Areas of coverage:

. Architects

. Construction

Managers/Directors

. Electrical

Engineers

. Facility Managers

. QA/QC Engineers

. Fit Out & Interiors

. Surveyors

. Material Engineers

. Project

Managers/Directors

. Quantity Surveyors

. Real Estate

Managers

. Structural

Engineers

• Oil and Gas

o ANOC has seen great success and expansion over the last 48 months, and with this brings

the launch of the Oil & Gas division. Having spotted a market that has not been

effectively catered for by many agencies, we now offer a service second to none

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Dubai – U.A.E. www.alnahdagroup.com

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Our Oil & Gas division covers, but is not limited to the MENA (Middle East and North

Africa) region. As with all our Consultants they have relevant industry knowledge and

experience. Having already taken on board some of the leading industry companies we

continue to offer our services at the highest level.

Areas of coverage:

. Business Development

. Contract Management

. Drilling

. Engineering

. Geo-Science

. Health & Safety

. Procurement

• IT & Telecom

o ANOC has a specialist team of IT Recruitment Consultants who offer both international

experience and a deep understanding of the local market. We have established a

successful track record of recruitment service delivery across a variety of technical roles

across the public and private sectors.

For clients, ANOC IT offers an unparalleled network of contacts throughout the Middle

East and beyond, an in-depth insight into the latest technologies and trends that could

affect your business, and access to a comprehensive database of outstanding candidates.

ANOC IT is well placed to deliver an outstanding service across the full spectrum of IT

positions including:

. CIO, CTO and COO

. Data Warehousing / Business Intelligence / DBA

. Enterprise Architecture / SOA

. Governance

. Quality Assurance

. Security

. Support / Systems and Network Administration

ANOC has handled recruitment projects for a number of companies, some of the below are: -

I. MAKKAH Expansion Project, Kingdom of Saudi Arabia

a. Categories

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i. QA/QC Engineers

ii. Surveyors

iii. Inspectors

iv. E&I Field Engineers

v. CSWIP Inspectors

vi. Others (Blue-collared positions: Multi-welders, Labors, etc.)

II. Doha Towers, Doha – Qatar

a. Categories

i. Site Supervisors

ii. Construction Engineers

iii. Land Surveyors

iv. QC Engineers

III. HILTON Kampala, Uganda (Africa)

a. Categories

i. Operation Managers

ii. Project Manager

iii. Cost Engineers

iv. Earthquake Engineer

v. PA / Office Managers

IV. EMAAR Projects – Jebel Ali, U.A.E

a. Categories

i. Civil Engineers

ii. Project Managers

iii. Construction Engineers

iv. QA/QC Inspectors

V. Mitsubishi DEWA Power Plant – Jebel Ali, U.A.E.

a. Categories

i. Project Engineers

ii. Site Supervisors

iii. Foreman

iv. QA/QC Engineers

v. Estimators

vi. Land Surveyors

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VI. Ras Lafan Project (Oil & Gas) – QATAR / Abu Dhabi (U.A.E)

a. Categories

i. Qualified Multi Welders

ii. Riggers

iii. Scaffolder

iv. Pipe Fitters & Fabricators

v. Site Supervisors

vi. General Labors

VII. U.S. Military Base (ISAF) – IRAQ

a. Categories

i. Complete Catering & Hospitality Staff

VIII. BURJ KHALIFA & Dubai Mall – Dubai, U.A.E

a. Categories

i. Instrument Technicians

ii. Fitters, Fabricators & Welders

iii. Production Supervisors

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Reference List

• Waseem Ahmad – I/C International Recruitment

Sinsina Corner Company for Contracting Riyadh/Jubail KSA

• Jayantha Athauda – International Recruitment Head

Renaissance Group

• P. Nair – HR Manager / Fahmi Abdullah – Project Manager

Al Jaber Engineering Qatar

• Mohammed H. Hamid – Executive Chairman

The AYA Group of Companies

• Hisham Al Ahji – Projects Manager

United Engineering Construction (UNEC)

• Sikander Basha – HR Manager

ETA – Ascon Group

• Arshad Sajjad – Projects Manager

Descon Engineering L.L.C.

• Saleem Basit – HR Manager

Maclean Metals Industries

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Recruitment Process

Methodology

ANOC believes in employing whichever solutions are the most

appropriate to each assignment ensuring the most successful and

expedient solution in any given industry sector / geography and

assignment. Active advertising campaigns in local media and

Internet applications act as a means to generate further candidate

flow to compliment any contingent search. The Internet is

becoming increasingly productive in accessing new talent pools globally and we continue to invest,

strengthen and utilize our Internet capabilities.

Our "Four-Way Methodology", encompassing search, selection, portfolio networking and the

internet effectively scours the whole market for talent and forms our preferred method and

thoroughly searches a market for active, semi-passive and passive talent ensuring the client reaches

the best possible talent, and not just the available talent.

In order to source the right candidate, our Initial identification step comes in place wherein we

gather the applications through the following resources:

o Advertisements

! Newspaper & Banners

o In-house database

! Applications received directly via our branch offices & associates

! Applications received through our online web portal

o Online Job Portals

! Monster, Naukri & Gulf Talent

o Associates & Tie-ups

! Industrial Training Centers (for advanced level Talents)

! Vocational and other Professional centers

o Social Networking Sites

! AL NAHDA Group & ANOCRecruiters

Executive Search:

A direct "headhunt" approach into a pre-selected and researched target market. Primarily useful

where talent is likely to be working in direct competitors and be secure, well rewarded and

performing - the ultimate passive candidate. It enables the client to adopt "hire to hunt" strategies to

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gain competitive advantage and market insight. Targeted search is highly effective. ANOC sources

candidates that match the client’s corporate culture and skill set.

Employing this methodology is ultimately more expedient, efficient and effective. We provide strict

confidentiality, an extensive network of contacts, objectivity in candidate evaluation, and

negotiation experience and expertise.

Selection Advertising: We advertise in the leading newspapers across the states when we intend to

recruit our candidates.

• This is often used in conjunction with a search campaign to reach a wide market of talent / diverse

demographic and disparate geographic.

• Invaluable when candidates are located remotely, a disparate population, or are field based.

• Advertised selection also allows us to help the client & candidate achieve true diversity and

equality in the selection process.

• Advertising has a distinct advantage in significant talent funnel generation attracting both active

and passive candidates alike.

• Our large media discounts are passed onto the client’s advantage. Adverts can be dual branded or

anonymous, utilizing our brand for confidentiality.

Database / Portfolio Networking:

ANOC manages a global Talent Pool of individuals who are highly motivated to move. We share

information internally ensuring that each relevant consultant can assist on a search. Over 20% of

our assignments are filled via sharing information between offices / consultants, not something

widely practiced to this level of success elsewhere in our industry. By pooling our resources in each

locality, we initiate seamless cross state searches across a region to secure the best talent for a role.

Online / www / .com

With the boon of the World Wide Web in recent years and its awareness within every layman, we

are active on the social media network as well, which includes LinkedIn, Facebook and Twitter.

This enables us to enhance our visibility and not missing on the young talent actively available in

the market. Selecting fresh graduates gives our client an option to train and mold the candidate’s

work attitude as per the company rules & trend.

ANOC’s experience of this tool on a worldwide basis has led to unrivalled partnerships and

purchasing power with some of the leading career sites such as Monster's database plus

NaukriIndia / NaukriGulf, Bayt, GulfTalent, e-financialcareers and more local sites such as the

Dubizzle, ANOCit, GulfNews, KhaleejTimes. This is in addition to our own job board and makes

us ideally positioned to advise our clients on best possible solutions and tap the best of the web.

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Associates / Tie-ups

ANOC has tie-ups with several manpower agencies in which experienced and knowledgeable

candidates are sourced. Many of our partners maintain a database of only Gulf-experienced

candidates, which can reduce our labor search to only those applicants who are well verse with

Gulf standards & high quality-standards. With our associates across various states, candidates are

easily able to get in touch with us to submit their applications and thus help us create a pool of the

most talented candidates from across the region.

Interview Evaluation / Screening Tools

ANOC employs some of the industry's leading recruitment consultants and as such each is

experienced in conducting formal interviews and in particular is well versed in the skill of

Competency Based Interviewing. Usually, interviewer will have a number of pre-planned questions

to ask candidates. For each of these questions they will ask for real-life evidence where the

candidate has demonstrated the behavior or skills. They will know what the desired behaviors are

and will look for positive and negative indicators. Examples of competencies that can be tested

include:

o Organizational Awareness

o Organizational Commitment

o Strategic Thinking

o Communication

o Client Focus

o Relationship Building

o Teamwork

o Service Facilitation

o Leadership

o Innovation

o Self-Management

o Impact and Influence

o Resource Management

Working with affiliates we can offer full human capital management services combining the most

effective screening processes in the market, as a result we are able to reduce the risk attached to

making an expensive wrong hire

a. Procedure

Upon confirmation of the Job order & Demand Letter / POA, our team will conduct the following

steps to secure the top-tier level of candidates: -

• Advertising in newspapers & online Job postings via our Company portal in order to

create a pool of fresh applicants.

• Shortlisting suitable applications fine-tuned to the clients requirements

• Conduct Telephonic interviews and grade the CVs based on the candidate’s

Qualification, Work experience and Academic history

• Our experienced Recruitment engineers then conduct Face-to-Face interviews of the

filtered applicants.

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• Collection of all relevant documents of the candidates such as the Passport copies,

Academia certifications, Experience letters

• Verification of Certifications / Background checks & Past employment history along

with Reference checks

• Categorizing applicants based on their ratings achieved by our Recruitment engineers

& preparing the profiles for a client review

• After client’s feedback, preparing the candidates for an interview

• Scheduling web-based Video interviews (Skype / Microsoft Lync) between the client

& the final pool of applicants

• Initiating Construction language proficiency test, medical exams as well as arranging

Trade tests of the confirmed applicants (wherever necessary)

• Processing official documents for the final selected applicants:

o Processing of original Power of Attorney

o Processing of the recruitment agreement

o Filing of Employment Contracts

o Documents processing for the applicants

o National Bureau of Investigation filing

o Medical clearance filing

o Preparation of bio-data, copies of passport, employment certifications, training

certificates and employment

o Processing of Entry Visas (issued by the client)

• Arrangement of Pre-Departure orientation Seminar for selected applicants

o Language skills (English & Construction Language Skills)

o Foreign culture, customs and local laws

o Client company orientation or similar briefing selected by the client

• Assistance of Air – ticketing arrangements for the candidate

o Assistance in preparing a complete set of required travel documents such as

the Visas, Employment offer letter, local recruitment certificate, Itinerary

vouchers, Travel Insurance & Medical test certificates (if required)

o Coordinating with the client for updating the detailed travel itinerary

o Rescheduling of air tickets in case of any flight cancellations or candidate’s

late arrival

• Recruitment Process Tracking (scheduled for 1st quarter 2015)

ANOC offers a recruitment tracking system, where clients can log on to our

systems, which tracks the processing steps of their recruits. The system lists

each recruit by name and the current step of the recruitment process that

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particular recruit is in. Days in each recruitment step are tracked and updates

are provided to the client with an estimated time frame to complete each step.

Delays in any particular step are noted to the system with a notation of why

the delay occurred and what the new estimated date of completion for the step

would be. The system keeps track of the total estimated days necessary for the

completion of all processing steps and can either add or subtract days to the

total estimation based on any delays or early processing. This is a vital tool,

based on real time information, which allows our clients to accurately plan

projects around the estimated arrival of their recruits.

Summary: -

o 24hr access to ANOC’s Recruitment Tracking system where clients can track the processing steps of the

recruitment process.

o Labor pool management, which limits searches to recruits who have had poor project reviews by their

ex-employers

o Extensive Background and Security checks

o Medical and psychological tests that focus on any illnesses and psychological profiles

o Language skills tests which includes basic and construction lingo based language testing

o Bookings and Payment of one-way air tickets from India to the desired country

o Assistance in temporary local Accommodation & Airport transfers

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Recruitment Timescale

The below figures are average considering the minimum and maximum number of days to complete a project: -

5 days

1 – 2 days

1 – 2 days

2 – 5 days

1 – 2 days

1 – 2 days

3 – 5 days

* Post-‐completion of Project

ANOC - Profile · and combine to form a team capable of dealing with the entire construction...

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