Recruitment Foundations & UAE Hiring

The operational foundation of the Recruitment & Talent Acquisition track. This tier makes you the person who can fill a role correctly and legally, end to end: taking a vacancy brief, writing a job description that attracts and screens, sourcing from portals, LinkedIn, referrals and agencies, screening and shortlisting, checking right-to-work and visa eligibility, running a structured interview, doing reference and document checks, issuing a compliant offer under Federal Decree-Law 33/2021, and coordinating the handoff that gets a hire onboarded.

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12Modules

96Lessons

BeginnerLevel

Outcomes

What you will learn

The UAE Hiring Landscape and Your Role in It
Raising a Vacancy: The Requisition and Intake Brief
Writing the Job Description and Job Advert
Sourcing Channels: Portals, Direct and Referrals
LinkedIn Sourcing and Professional Outreach
Working with Recruitment Agencies Correctly
Screening CVs and Phone Screening
Right-to-Work, Visa Status and Emiratisation Eligibility
and 4 more modules, listed below

Syllabus

12 modules, 96 lessons

Prefer to take it one module at a time? Each module below can be taken on its own at the price shown. Taking the full course saves you AED 300 against buying every module separately.

01The UAE Hiring Landscape and Your Role in ItAED 250

Module 1 of Recruitment Foundations & UAE Hiring: the legal and commercial frame every recruiter must own before touching a candidate, grounded in Federal Decree-Law 33/2021, Cabinet Resolution 1/2022, mainland vs free-zone reality, Emiratisation, and candidate-data basics.

1.1Why the 2021 Law Replaced the 1980 Law, and What Actually Changed for YouLocked

1.2Mainland vs Free-Zone vs DIFC/ADGM: Whose Rules Apply to Your HireLocked

1.3The Players You Coordinate With and Where Recruitment SitsLocked

1.4What You Can Promise and Sign Versus What Only the Company CanLocked

1.5Reading a Headcount Request: Budgeted or Not, Replacement or NewLocked

1.6The Real-Estate Sales Hiring Reality: Churn, Commission, and ProcessLocked

1.7How Emiratisation Sits Over Your Whole Hiring PlanLocked

1.8Candidate Data and Privacy Basics From First ContactLocked

02Raising a Vacancy: The Requisition and Intake BriefAED 250

How to turn a hiring manager's vague "I need a salesperson" into a defined, budgeted, legal, auditable role before you spend a dirham advertising, grounded in UAE 2025-26 reality and high-churn RERA brokerage hiring.

2.1Running the 30-Minute Intake MeetingLocked

2.2Must-Have vs Nice-to-Have: Building Real CriteriaLocked

2.3Confirming the Commercials Before You AdvertiseLocked

2.4Defining the Visa and Eligibility Reality Up FrontLocked

2.5Writing the One-Page Requisition RecordLocked

2.6Setting a Realistic Time-to-Fill and Pipeline TargetLocked

2.7Spotting a Role That Should Not Be OpenedLocked

2.8Getting Written Sign-Off Before You SpendLocked

03Writing the Job Description and Job AdvertAED 250

Master the two documents beginners blur: the internal job description that becomes the legal basis of the contract, and the external advert that attracts and pre-screens applicants, kept UAE-compliant and tuned for high-churn real-estate sales hiring.

3.1The Job Description vs the Job Advert: Two Documents, Two JobsLocked

3.2Structuring a JD That Holds UpLocked

3.3Writing Responsibilities as Observable OutcomesLocked

3.4Non-Discriminatory Language Under UAE LawLocked

3.5Being Honest About Commission-Only and Mixed PayLocked

3.6Writing a Real-Estate Sales Advert That Pre-ScreensLocked

3.7Adding the Screening Filters That Save HoursLocked

3.8Localising the Advert for Each ChannelLocked

04Sourcing Channels: Portals, Direct and ReferralsAED 250

The core craft of sourcing in the UAE: mapping channels to roles, writing posts that convert, building a referral engine for high-churn sales, poaching professionally, tracking cost-per-hire, Boolean search, mining your own pool, and setting channel expectations with managers.

4.1Mapping the UAE Channel Landscape to the RoleLocked

4.2Writing a Portal Post That Ranks and ConvertsLocked

4.3Building a Referral Engine for High-Churn Sales RolesLocked

4.4Sourcing Real-Estate Closers Where They GatherLocked

4.5Using Free vs Paid Channels and Tracking Cost-per-HireLocked

4.6Boolean Search BasicsLocked

4.7Talent Rediscovery: Mining Your Own Pool FirstLocked

4.8Setting Channel Expectations With the Hiring ManagerLocked

05LinkedIn Sourcing and Professional OutreachAED 250

How to use LinkedIn as a search engine, not a job board: pick the right seat tier, build precise Boolean searches, read profiles for real signal, write outreach that earns replies, follow up without spamming, work warm networks, stay compliant, and build a reusable talent list for UAE sales and professional roles.

5.1Free search vs Recruiter Lite vs Recruiter: what each tier actually unlocksLocked

5.2Boolean and filter search to isolate the exact candidateLocked

5.3Reading a profile for real signal, not self-titled inflationLocked

5.4Writing a first outreach message that gets repliesFree preview

5.5The follow-up cadence that works without becoming spamLocked

5.6Using warm introductions instead of always going coldLocked

5.7Staying compliant and professional while headhuntingLocked

5.8Building a lightweight talent list for candidates you cannot place nowLocked

06Working with Recruitment Agencies CorrectlyAED 250

How to use UAE recruitment agencies legally and effectively: choosing when to engage one, verifying its MOHRE licence and guarantee bond, keeping fees off the candidate, reading the agreement, understanding the two employment models, briefing for signal, and protecting your own pipeline.

6.1When to Use an Agency vs Source DirectLocked

6.2Verifying the Agency Is Legitimately Licensed by MOHRELocked

6.3The Guarantee Framework Under Cabinet Resolution 1/2022Locked

6.4Fees Are Charged to the Employer, Never to the Job SeekerLocked

6.5Reading an Agency Agreement: Fee, Guarantee Period, and RefundLocked

6.6Direct-Hire Mediation vs Outsourcing: Who Actually Employs the WorkerLocked

6.7Briefing an Agency So They Send Signal, Not NoiseLocked

6.8Keeping Agency and Direct Pipelines From CollidingLocked

07Screening CVs and Phone ScreeningAED 250

Turn a flood of applicants into a defensible shortlist: build a scorecard from the must-haves, read a UAE CV for real signal, run a fast qualifying phone screen, handle money and eligibility cleanly, and record every decision so the company is protected.

7.1Build a screening scorecard from the must-havesLocked

7.2Reading a UAE CV for real signalLocked

7.3Spotting red flags in real-estate sales CVsLocked

7.4The 15-minute phone screen structureLocked

7.5Asking the money question early and cleanlyLocked

7.6Confirming eligibility basics on the callLocked

7.7Keeping candidates warm and informed during screeningLocked

7.8Recording screening outcomes and reasons consistentlyLocked

08Right-to-Work, Visa Status and Emiratisation EligibilityAED 250

The UAE-specific module that turns a recruiter into a legal one: reading visa types, mapping transfer and sponsorship paths, recognising Golden Visa candidates, and factoring Emiratisation and Nafis into every shortlist so no offer collapses on an immigration or quota surprise.

8.1The residency and visa types you will actually meetLocked

8.2Transfer vs new sponsorship vs cancel-and-fresh-entryLocked

8.3Reading the current sponsor and whether you need an NOCLocked

8.4Golden Visa basics you must recognise on sightLocked

8.5Emiratisation in practice: the quotas that sit over your hiring planLocked

8.6The cost of getting Emiratisation wrongLocked

8.7The Nafis upside: turning a quota into an affordable hireLocked

8.8Flagging visa and Emiratisation status on every shortlistLocked

09Running a Structured InterviewAED 250

How to design and run a structured, evidence-based interview that is fairer, more legally defensible under UAE law, and far more predictive, especially for high-churn real-estate sales hiring.

9.1Why structured beats unstructuredLocked

9.2Designing the interview from the JDLocked

9.3The STAR technique for asking and scoringLocked

9.4Interviewing real-estate sales candidatesLocked

9.5Practical logistics and candidate experienceLocked

9.6Legal guardrails: questions you must not askLocked

9.7Scoring immediately against the scorecardLocked

9.8Selling the role while you assessLocked

10Reference Checks and Document VerificationAED 250

How to verify that a candidate is who they say they are and did what they claim, before you make an offer, in a UAE market full of title inflation and forged documents.

10.1Getting Consent and Running Reference Checks the Right WayLocked

10.2A Reference-Call Script That Surfaces Real PerformanceLocked

10.3Verifying the Documents That MatterLocked

10.4Checking Role-Critical Credentials Before OfferLocked

10.5Spotting Forged or Altered Documents and InconsistenciesLocked

10.6Confirming the Current Package and End-of-Service PositionLocked

10.7Handling a Bad or Ambiguous ReferenceLocked

10.8Recording Verification Results So the Hire Is AuditableLocked

11Making a Compliant Offer Under Decree-Law 33/2021AED 250

How to sequence, structure, and close a legally compliant UAE job offer under Federal Decree-Law 33/2021: the offer-then-contract order, mandatory contract terms, probation rules, WPS-payable pay design for sales roles, gratuity you can explain, and clean negotiation to a signed acceptance and firm start date.

11.1The correct legal sequence: verbal, written offer, acceptance, then MOHRE contractLocked

11.2Mandatory contract elements under Decree-Law 33/2021Locked

11.3Probation done right: the 14-day rule and probation-notice mechanicsLocked

11.4Structuring a sales offer: basic, commission, allowances, all WPS-payableLocked

11.5End-of-service gratuity you can explain to a candidateLocked

11.6Aligning the offer with WPS from day oneLocked

11.7Handling negotiation and counter-offers professionallyLocked

11.8Getting written acceptance and triggering the visa and contract processLocked

12Onboarding Coordination and Closing the LoopAED 250

Own the hire from signed offer to a legally working, productive person, then feed what you learn back into the next requisition so churn drops over time.

12.1Owning the Offer-to-Start BridgeLocked

12.2Preparing the Paperwork PackLocked

12.3Keeping the Candidate Engaged Through the Visa GapLocked

12.4Coordinating the Day-One BasicsLocked

12.5A Clean Handoff to the Hiring ManagerLocked

12.6Running the 30/60/90-Day Check-InLocked

12.7Closing the Requisition ProperlyLocked

12.8Feeding Lessons Back Into Intake and the JDLocked

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