Hire, develop, keep — recruiting to performance and retention
Every scene in this chapter of the demo film, in order. From chapter 7: Growing people
Posting a job in English and Arabic 37s
Yes — every job is written twice, English and Arabic, including the description and requirements, and the location defaults to your country rather than the…
Your own careers page, in Arabic and English 1:55 min
No — publishing a job gives you a public page grouped by department, with the same text you wrote and no second system to maintain. The Arabic version is f…
The applicant pipeline, six stages, no silent rejections 35s
Type a known email and it warns you — the same person with three spellings stays one record in one database. Notes stay on the candidate rather than in you…
The recruiting assistant that drafts, but never decides 1:13 min
A job description in both languages and interview questions for a role you have never hired — and it reads your actual pipeline before it answers, because …
Interviews end to end — scheduling around the Gulf weekend 2:47 min
Yes — it suggests three times and says why, avoiding Saturday and Sunday for a UAE company. Duration fills itself, your own people get notified and externa…
Turning a candidate into an employee in one click 2:39 min
One button turns a candidate into a colleague: the employee record is created, onboarding starts, payroll can already see them and a joining checklist crea…
An employee onboarding checklist per country 2:02 min
Watch on YouTubeTasks with an owner — HR, IT, the manager or the new hire — and a day: before they start, day one, or week one. Write the list once and reuse it forever.
Day one, tracked — a new hire's first week 2:27 min
Colour tells you the owner, and a late step says so. You tick it and the progress bar moves, or mark it started for a long one, or skip what does not apply…
The review cycle — self-assessment first 39s
A window when everyone is reviewed — quarterly, half-year, annual or probation — named in both languages, saved as a draft and activated when you are ready…
Goals and competencies, written down once 2:32 min
Something specific by a date: say what good looks like in both languages, say how you would know, set the type — performance, development or project — and …
How to write a performance improvement plan that holds up 2:18 min
Watch on YouTubeA written, time-boxed second chance. It names the person and who is accountable for helping them, says why specifically — not "attitude" — sets how long th…
Anonymous pulse surveys, three questions at a time 1:32 min
Tick the anonymity box and no identity is ever stored — the results show averages and what people wrote, with no name to click because there isn't one.
The monthly Culture Audit and its shareable grade 1:18 min
Integration note: Results are shown in aggregate, but responses are stored with an identity. Only pulse surveys are fully anonymous.
Five questions once a month — belonging, clarity, growth, recognition and momentum — one tap each, no essay. The company result is a single letter for the …
Flight risk scored from your own data, and what to do about it 2:18 min
No. Every point traces to your own data and the reasons are listed — no leave taken in a year, absence up, pay below the internal benchmark — so a score of…
Succession cover, and a grievance process with a clock 45s
Mark the role, how critical it is and how likely you are to lose it, then candidates sort themselves readiest first — ready now, one to two years, three-pl…