CRITICAL CHALLENGES FOR JOB SEEKERS IN SAUDI ARABIA: THE ROLE OF SOFT AND HARD SKILLS IN RECRUITMENT IN SMALL AND MEDIUM-SIZED OF COFFEE SHOPS IN SAUDI ARABIA: A QUALITATIVE STUDY.
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Date
2023
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Publisher
Saudi Digital Library
Abstract
This study investigates the multifaceted challenges confronted by job seekers in Saudi Arabia, specifically focusing on the role of soft and hard skills in the recruitment process within SME coffee shops. As the Saudi labour market undergoes significant transformations, this research explores the dynamics of skill-based hiring practices, the tactics SMEs use in this industry, and practical recommendations that can augment the industry. The central research question guiding this study is: What are the critical challenges faced by job seekers in Saudi Arabia when seeking employment in small and medium-sized coffee shops, and how do soft and hard skills influence the recruitment process in this sector? This study employed a qualitative research design to capture the experiences and perceptions of job seekers and coffee shop owners/managers in Saudi Arabia. Semi-structured interviews were conducted with a purposive sample of job seekers, coffee shop managers, and owners across different regions of the country. Thematic analysis was employed to identify recurring themes and patterns in the data, allowing for a comprehensive exploration of the challenges and role of soft and hard skills in recruitment.
Description
Soft and hard skills play an imperative role in the success of SMEs in the coffee industry. Notably, there is a delicate balance between these skill sets. While soft skills, such as effective communication, attention to detail, flexibility, creativity, and personal clarity, play a pivotal role in customer interactions and adaptability, hard skills provide the foundation for delivering high-quality coffee products. A deep understanding of coffee types and beverages, expertise in operating and maintaining coffee machinery, and knowledge of international coffee orders are all essential hard skills that ensure consistency and customer satisfaction.
Budget constraints are one of the most fundamental challenges faced by SMEs within the coffee industry, which present a significant challenge in offering competitive salaries to attract and retain skilled employees. These financial limitations create a complex dilemma, impacting the ability of SMEs to compete with larger coffee chains for top talent. Limited budgets not only hinder talent acquisition but also contribute to high turnover rates and affect employee morale. To address this issue, SMEs must explore innovative compensation strategies and consider non-financial benefits while also focusing on creating a supportive work environment.
Traditional recruitment methods have limitations which have necessitated alternative approaches. While physical job postings and online job boards have their merits, they may fall short in reaching a diverse pool of candidates. Networking and utilising recruitment agencies were suggested as effective strategies, although the latter comes with associated costs. Innovative recruitment tactics, such as hiring Italian and Turkish workers for their expertise and showmanship, hosting barista competitions, and offering training programs, can set SMEs apart from competitors. The balance between hiring potential and prioritising experienced hires was also discussed, emphasising the value of both approaches.
Various practical recommendations for SME coffee owners and managers to enhance their recruitment processes were discussed. Crafting clear and detailed job descriptions, offering equitable compensation packages, collaborating with educational institutions, investing in employee development, and cultivating a positive and inclusive workplace culture were all identified as critical steps. Appreciating employees' contributions and leveraging the unique advantages of SMEs in terms of customer engagement, innovation, and adaptability can further enhance their staffing and retention efforts. SMEs can also get their employees enrolled in courses on platforms like Coursera, Google Learn, or Udemy, to help them develop soft skills related to confidence, teamwork, working under pressure, and communicating effectively etc. Similarly, hard skills in accordance with the needs of an organisation can also be developed through courses on these or other platforms.
SMEs in the coffee industry face a unique set of challenges when it comes to recruiting and retaining skilled personnel. However, these challenges also present opportunities for innovation. By carefully balancing soft and hard skills, exploring creative compensation strategies, embracing modern recruitment methods, and fostering a supportive workplace culture, SMEs can not only compete with larger chains but also thrive and make significant contributions to the coffee.
Keywords
SOFT AND HARD SKILLS IN RECRUITMENT, SMALL AND MEDIUM-SIZED OF COFFEE SHOPS IN SAUDI ARABIA, challenge, job seekers, SMEs, soft skills, hard skills, recruitment, coffee shops, Employment, recruitment process, private sector, vision 2030, critical challenge, qualitative research, QUALITATIVE STUDY
Citation
Harvard