Submit a manpower requirement

Turn a manpower request into a reviewable hiring brief

The employer form starts a private review; it does not publish a vacancy, approve a company profile or establish a partnership. A useful request identifies the authorized organization, Saudi location, exact roles, quantities, selection evidence, employment terms and required timeline. The recruitment team can then flag missing information before sourcing begins.

Define each occupation separately

Avoid combining cleaners, drivers, technicians, supervisors and engineers under one generic “manpower” line. For every occupation, state the number required, minimum experience, essential qualifications, licences, language needs, shift pattern and work environment. Separate mandatory requirements from preferences so suitable applicants are not rejected by an unclear scorecard.

Where a trade assessment is relevant, describe the task, equipment, safety controls, pass criteria and who will approve the result. A job title alone is not an assessment plan. The same principle applies to professional interviews: define the evidence the employer needs to compare.

Record complete employment terms

• Legal employer identity and authorized contact.
• Job title, duties, city and actual worksite.
• Contract duration, duty hours, rest arrangements and proposed start date.
• Confirmed wage and allowances where authorized for publication.
• Accommodation, transport, meals, medical cover or other benefits only as actually offered.
• Probation, notice and other terms in the written contract process.
• Application, interview, approval and document responsibilities.

The Saudi Ministry of Human Resources and Social Development describes contract-management information including job title, duration, working hours and financial obligations. Employer-specific terms must remain aligned across the requirement, offer and approved contract process. Use the official HRSD contract-management information for the current Saudi service description.

Authorize publication and protect applicants

State whether AL AHAD GROUP may publish the vacancy, which employer identity may be shown, whether full text can be redistributed and whether candidates must apply on an original company route. Public availability elsewhere is not redistribution permission. Candidate information should be requested only for a defined recruitment purpose and stored behind access controls.

What happens after submission

The employer desk reviews the brief and may request evidence or clarification. No role should go live until authorization, source, dates, application route and required media have passed the publication gate. Submission does not promise candidate availability, selection results, visa approval or mobilization timing.

Plan the shortlist and handoff before sourcing

Define who reviews documents, who conducts interviews or trade tests, which evidence is mandatory and how final decisions will be recorded. Use one comparable scorecard for candidates in the same role. Record rejections against the stated criteria rather than introducing new requirements after interviews begin.

Before mobilization activity, reconcile the accepted candidate list with the written employer terms and authorized document process. Changes to quantity, occupation, location, pay, benefits or joining expectations should return to formal review. This protects candidates and helps the employer avoid an ambiguous handoff.

Keep the public vacancy consistent with the approved brief

If publication is authorized, the visible title, duties, location, dates, source and application route should match the approved requirement. Updates must be reviewed, and closure must remove the role from active feeds. Employer submission data remains private and should not be exposed in page metadata or public downloads.

Measure the process with factual records

Track the approved requirement version, applicants reviewed, assessments completed, decisions recorded and unresolved document issues. Do not convert internal pipeline counts into public recruitment-volume claims unless they are verified and authorized. A clear audit trail supports correction, closure and future planning without exposing candidate identities.