How to Attract and Retain Top Talent for Construction & Engineering Projects in the GCC

The GCC construction and engineering market is highly competitive for talent and contracts. Mega-projects in Saudi Arabia, the UAE, and Qatar, along with infrastructure upgrades in Oman, Bahrain, and Kuwait, create fierce competition for skilled professionals.

For employers, winning this battle goes beyond just salary. It’s about creating an employer brand, project culture, and career path that top professionals want to join and stay with.

1) Lead with Project Appeal, 

Today’s top talents seek more than a paycheck they want impact. Emphasizing project scale, innovation, and sustainability goals can be more appealing than a higher salary.

For example:

• Saudi Arabia’s NEOM attracts candidates with its ambition.
• Doha’s Hamad International Airport expansion draws specialists due to its complexity.
• UAE rail projects appeal to those who care about transport transformation.

Ensure your job descriptions tell a story: what the project is, why it matters, and how the candidate’s work will contribute.

2) Offer Industry Competitive, Transparent Packages

Pay still matters. In the GCC, where many professionals relocate, total package value not just salary shapes candidate choices. This includes:

• Housing allowance or accommodation.
• Annual flights home.
• Comprehensive healthcare.
• Education allowance for children.
• End-of-service benefits.

Being transparent helps. If a competitor is unclear but you provide a clear offer, you’re more likely to win the candidate.

3) Fast, Decisive Recruitment Processes

In a market where top engineers and managers may get multiple offers quickly, a slow hiring process is a major deal-breaker.

• Cut unnecessary interview rounds.
• Arrange interviews in weekends.
• Empower hiring managers to make quick decisions.
• Keep candidates updated regularly.

Delays suggest indecision and the best talent won’t wait.

4) Build a Culture of Respect and Safety

Retention in GCC construction often hinges on day-to-day site culture. Skilled professionals are likely to stay if they feel respected, supported, and safe.

• Maintain strict health and safety standards.
• Foster open communication between teams and management.
• Publicly recognize achievements.

The construction sector’s mobility means unhappy employees can easily move to another project.

5) Invest in Training and Career Development

Top professionals want to grow. Offering BIM certification, project management training, sustainability credentials (LEED, GSAS, Estidama), or leadership development can turn a short-term hire into a long-term asset.

This not only improves retention; it enhances your ability to deliver complex projects.

6) Support Nationalization Goals

Each GCC country has its own workforce nationalization program: Saudization, Emiratization, Qatarization, Omanization. Actively creating pathways for local talent through mentorship, training, and promotions not only meets legal requirements but also boosts your employer brand.

7) Retain Through Project Transitions

One major retention challenge in GCC construction is project completion. Skilled workers often leave if there’s no clear next assignment. Solution:

• Communicate early about upcoming projects.
• Offer retention bonuses for transfers within the company.
• Provide secondment opportunities to sister projects or other GCC offices.

Bottom line: In the GCC’s fast-paced construction and engineering market, attracting and retaining talent requires more than competitive pay. It’s about building a reputation for great projects, professional growth, and a culture that respects and supports its people. Companies that excel in this will not only win contracts they’ll deliver them without the talent gaps that can disrupt timelines and quality.