Page 224 - Aamir Rehman - Dubai & Co Global Strategies for Doing Business in the Gulf States-McGraw-Hill (2007)

206 Dubai & Co.

SHORT-TERM STRATEGY: EXPATRIATES
WHO FIT

In the short term, multinationals need to attract expatriates who
bring more to the region than the basics. Too often in the past, post-
ings in the Gulf have been for executives who are average or even
lackluster performers. One reason for this has been the policy of
keeping the top-notch staff close to the multinational’s main office
and in large OECD markets, sending second-tier talent to emerging
markets like those of the GCC countries. This approach is short-
sighted, however, as the opportunities and challenges in the Gulf
today are complex and rich, calling for some of the best minds a
firm can deploy. Further, the dynamic nature of the GCC market
provides an outstanding proving ground in which junior execu-
tives can learn and grow and senior management can generate
results and demonstrate high-level leadership qualities.
The world’s leading global firms have all understood by now that
the Gulf is no backwater, and should not be used as a posting
for second-rate talent, and that not staffing appropriately
can cause your firm to miss out on the potential of booming
markets.
The Gulf is also, generally speaking, not a good place to send
staff for involuntary or compulsory rotations if they are averse to
the move. Bringing executives to the market who have a distaste for
it is a recipe for disaster. Their resentment will be apparent to
colleagues (destroying morale) and, even worse, to clients. No one
likes working with, or being served by, someone whose heart is
elsewhere. Staff who are posted against their wishes will be most
likely to have a short-term, exploitative, take-the-money-and-run
attitude in their dealings. Also, in the present environment, there
should be no shortage of qualified candidates who recognize the
Gulf for the opportunity it is and therefore seek postings there
willingly. They can be found, with a little bit of effort.
The right kind of expatriate for the GCC countries today
brings a combination of experience, skills, and genuine passion
for the region. All three are important for success. Table 7.3 provides
a basic checklist to consider when recruiting expatriates—
either through an external search or through an internal transfer
process.