Direct-to-customer (DTC) brands have a unique and complex working mechanism in terms of marketing, advertising, and talent acquisition strategies in the Gulf region. Acquiring Gulf talent for direct-to-consumer brands naturally faces many challenges, but it is not the end of the world—trust us. RFS HR Consultancy is here to help your business prosper through excellent talent acquisition strategies.
Direct-to-consumer brands are distinct because these business models directly deal with the consumers which means the brand that is selling a product must have remarkable customer service among other things. And that is only possible through the best resources that your brand has.
Since the talent is directly responsible for making up your brand image and sales revenue. Apart from that, direct-to-consumer doesn’t necessarily mean a physical infrastructure or a shop for your brand but also E-commerce of your business.
If we look at the MENA region, setting up a brand or acquiring Gulf talent is challenging due to the fast-paced market and fierce competition. However, RFS HR specialises in all forms of talent acquisition, but it’s not just talent handling. We seek the best Gulf talent as required by your specific direct-to-consumer brand. Following are the few steps to overcome numerous challenges faced by Gulf DTC brands in recruitment.
Challenges To Overcome Gulf Talent
Finding the Right Specialized Talent
We talked very briefly about the forms of direct-to-consumer brands in terms of their forms, such as E-commerce, digital marketing, and data analytics. Finding the right talent with specialized expertise can be challenging.
For instance, in an E-commerce brand set-up, the company would require people with software development, UX/UI designers, and IT specialists. Now, Gulf talent means more difficulties since the market is edgy and extremely saturated. Each second counts. That is where you should think about hiring professionals for this talent acquisition, such as RFS HR Consultancy.
Recruiting required talent is one of the most significant challenges direct-to-consumer brands face, and it is undoubtedly the first step to success for any business.
But why outsource talent acquisition to Gulf Talent? We are experts in our field and know the custom-tailored requirements your DTC brand requires, i.e., specialized skill and relevant experience.
Talent & Brand Alignment
It is a fact that any Direct-to-Consumer brand needs a specialized talent that is aligned with the company’s core values, goals and strategies. Since the brand is dealing with direct consumers through its employees the only way the employees could make a good fit is when they are aligned with the company’s goals.
Direct-to-consumer brands rely heavily on brand storytelling and strong connections with its customers or audience. And that is why it is significant for the company to choose only those people that are well-connected with the brand’s mission and values. Talent acquisition becomes a little tricky in this situation when dealing with direct-to-consumer brands but that is essentially why your business requires professional services for Gulf Talent.
Employees must be customer-focused and understand the importance of connecting with the consumer and feedback loops.
A study by Deloitte found that 94% of executives and 88% of employees believe a distinct workplace culture is important to business success.
Employee Turnover
Initially, we talked about direct-to-consumer brands’ fast-paced and dynamic nature, especially in the Gulf region. Due to its rapid, ever-changing environment, we have to deal with another difficult challenge, i.e employee retention or employee turnover. Because the market is saturated, the competition is high which means there are loads of opportunities for Gulf talent if they have the knack for selling.
What’s the solution, you ask? Don’t worry we have got you covered!
In order to overcome this challenge, you would first have to revisit this article’s initial point which is finding the right talent. Providing clear career paths and growth opportunities along with a healthy work environment is essential to retaining your talent. After all, it is the employees who are the core of any organization. Making the employees feel part of your brand is necessary, according to this article.
Talent acquisition agencies like RFS HR understand the Gulf market and also the company’s needs; therefore choose only those competitive recruits that would stay for the long haul and provide a great benefit to the company.
Competitive Benefits & Growth Opportunities
We talked about the employee retention challenges in direct-to-consumer brands regarding Gulf talent which brings us to our next important point i.e. competitive salary packages and benefits for the employees. Talent acquisition requires meticulous research. Given the saturation of direct-to-consumer brands in the dynamic market, competing with larger, established companies for top talent means DTC brands must offer competitive salaries and benefits.
Your brand must develop a total rewards strategy that includes not just a good salary but also benefits and most importantly equity benefits. Let’s suppose your business is just starting out and it is difficult for your company to compete with the already established businesses but you want your employees to stay connected. Then let them be a part of your business through stock shares and equity benefits because if they are aligned with the company’s goals and mission – they would feel themselves to be a part of your company.
Adapting to Market Trends
While employee benefits and career growth are important challenges that must be overcome, the fast-paced nature of the direct-to-consumer brands market requires constant adaptability. Regarding the Gulf talent, your company needs to partner with training providers to offer continuous learning and upskilling opportunities, ensuring candidates stay updated with the latest market trends and skills.
Talent acquisition doesn’t just end at recruiting resources with relevant experience but our services include the factor that your business has the talent that adapts to market shifts for your business. There is a difference between the right person for the job and the right fit for the job – RFS HR focuses on the latter.
Adaptation to the market means implementing an agile recruitment process that can quickly adapt to changing market trends and demands.
Navigating Regulatory and Compliance Issues
Navigating Gulf Talent means your brand would have to be careful about the region’s labour laws, hiring regulations, and compliance issues to ensure your direct-to-consumer brand’s recruitment process is legally compliant.
Every region has their laws and regulations. RFS HR Consultancy provides the industry-leading best services that ensure your business faces zero hassles regarding compliance with any rules and regulations.
Expanding into new markets can be challenging, and that is why it can be difficult to navigate the complexities of labor laws and regulations across different regions.
Conclusion
In conclusion, navigating Gulf Talent in the dynamic direct-to-consumer brands can be challenging in regard to talent acquisition. However, there is a solution for every problem and in this blog, we have explained in detail the problems along with their solutions for talent acquisition. Whether it’s recruiting the best fit for your brand, retaining the Gulf Talent, innovative ideas to make the talent feel like a part of your company or finding the kind of energetic resources that can adapt to the dynamic nature of the direct-to-consumer market.
