If your job ads are attracting resumes but not the right people—the problem isn’t the market. It’s your employer brand.

In today’s hyper-competitive hiring landscape—especially in places like Dubai, where top talent can choose between 10 offers—being “a good company” is not enough. You need to become the company people fight to work for.

Let me explain how.

A Familiar Scene from the UAE Market

A tech startup in Business Bay came to us recently, frustrated. They had an open role for a Marketing Manager—offering great pay, flexible hours, and a central location. They received 200+ applications. After 2 months? Still no one hired. Or worse—those they did hire quit within 6 months.

The CEO said, “We just want people who are motivated, loyal, and think like owners. Is that too much to ask?”

Actually… no. But you won’t find those people with a job post alone. You attract them by who you are—not just what you offer.

The Hidden Truth Behind Talent Problems

Most business leaders think recruitment is about filtering CVs. In reality, your people problem is almost always a leadership problem.

You can’t attract high-performers with generic perks or titles. Top talent wants purpose, clarity, and leaders who see them.

Yet here’s what we often find inside companies:

❌ No clarity on career growth

❌ No real motivation culture

❌ Managers who “delegate” tasks, but not authority

❌ Recognition only when someone resigns

How OSM Fix the Root of the Problem

At OSM Middle East, we don’t fix hiring by rewriting your job descriptions. We fix it by changing what your leadership feels like from the inside.

Through the Mind Business School (MBS) leadership tracks, we help you:

✅ Build a culture where appreciation is routine—not reserved

✅ Train managers to involve people in the mission, not just tasks

✅ Create real delegation systems so your best people grow—not quit

Because here’s the truth:

A great employer brand isn’t built on Instagram posts. It’s built in the daily experience of your people.

3 Practical Moves You Can Start Today

1. Appreciation Catch people doing something right—and say it immediately. Publicly recognize team wins (big or small) in meetings or internal chats.

2. Involvement Involve your team in decision-making. Ask: “What do you think we should do here?” Let them co-own solutions.

3. Delegation Stop handing off tasks. Start assigning outcomes. Document the process. Give authority. Review results. When you delegate well, people grow—and they stay.

If people leave your company, the market will say it’s about money. But inside, they’re saying: “I couldn’t see a future here.” “I didn’t feel seen.” “I wasn’t growing.”

If this resonates, maybe it’s time to stop “recruiting” and start leading. That’s where employer branding truly begins.

Let’s Talk

Want to build a brand your dream candidates chase after?