Saudization is evolving from a regulatory requirement into a cornerstone of national workforce transformation. As Saudi Arabia accelerates its Vision 2030 goals, organizations are expected not only to hire nationals but to develop them into future leaders across industries. This requires a shift from ad-hoc hiring to a long-term strategic approach built on planning, coaching, and capability building.

A successful Saudization pipeline should include:
Workforce planning & skills gap analysis:

Identify where nationals are underrepresented and which skills are missing.

Graduate hiring programs:
Design rotational schemes for fresh graduates to gain exposure across departments.
Mentoring & coaching:

Assign internal leaders or experienced expats to develop Saudi talent.

Career progression & KPIs:

Set development benchmarks, track retention, and recognize internal promotions.

Case Example – National Utility Company:

Sharef & Co helped a national utility in Riyadh develop a 3-year Saudization roadmap. The program included bootcamps for technical jobs, monthly one-on-one coaching sessions, quarterly learning checkpoints, and a “Saudization dashboard” that tracked workforce nationalization by department. Within 18 months:

  • Internal promotions for Saudis rose by 45%
  • Retention among Saudi hires increased by 31%
  • 12 new Saudi team leads were appointed across operations
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Pro Tip:

Link Saudization efforts to your HR strategy. Use learning data and talent analytics to make better hiring, promotion, and leadership decisions.

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Saudization is not about checking a box. It’s a smart investment in national capability, continuity, and long-term business reputation.

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