پاکستانی افراد کے لیے سعودی عرب ورک ویزا کے بارے میں خصوصی معلومات حاصل کریں۔ قبال مین پاور اور سعودی وژن 2030 کے تحت ملازمتیں تلاش کریں
Saudi Arabia Work Visa Process for Pakistan: A Complete Guide
Are you tired of trying your luck to work abroad? does your work visa keep getting rejected? It is time you try a new region. Saudi Arabia is actively hiring for blue and white-collar jobs to fulfill their Saudi Vision 2030. Most successful applicants are from Pakistan and we are here to get you there as well. According to the Bureau of Emigration and Overseas Employment, by mid-July this year, approximately 226,000 Pakistani workers have registered for employment in Saudi Arabia. Iqbal Manpower, the leading recruitment agency in Saudi Arabia, connects laborers, workers, and white-collar professionals with forward-thinking companies across various industries. Hence, we have curated an exclusive guide on Saudi Arabia Work Visa for Pakistan to assist you in the application process.
What Documents Do You Need?
The first and most crucial step is to gather all the required documents you need to apply for a work visa. Often applicants are turned down due to lack or incomplete documents. So here is a complete list of documents you need to submit to the Saudi embassy in Islamabad:
- A valid passport
- A copy of your educational certificates
- A copy of your work experience certificates
- A medical certificate
- A sponsorship letter from a Saudi employer
- A visa application form
The Saudi Work Visa Stamping Process in Pakistan
Getting around the stamping process of your work visa is not hard. If you keep following the simple steps, you will complete the process in no time.
- the employer in Saudi Arabia must request a work visa from the Ministry of Labor in the form of an application.
- If the Ministry of Labor approves the request, they will issue a labor license.
- The employer then submits a work visa application to the Saudi Arabian Consulate in the applicant’s home country.
- The applicant needs to provide the following documents to the consulate:
- A valid passport
- A completed visa application form
- A medical certificate
- A copy of the employer’s labor license
- A copy of the applicant’s employment contract
- The consulate will review the application and issue the visa if approved.
How Long Will the Process Take?
Your processing time depends upon the country you are applying from. Usually, applications for work visas for Saudi Arabia submitted from Pakistan take around 3 to 4 weeks. It could take longer if you are applying from another country for example USA.
After your visa is approved, you must schedule an appointment at the Saudi embassy or consulate in your country to have it stamped. The stamping process usually takes 1-2 days, though it can vary by embassy or consulate.
Once the visa is stamped, you can travel to Saudi Arabia and start your work. voila!
How Long Is the Validity of a Saudi Work Visa?
Congratulations, if you have achieved the Saudi work visa which is valid for one year. However, if you wish to stay longer it can be renewed for up to two extra years. The visa extension limit is a maximum of three years altogether.
To renew your Saudi work visa, we’ve got you covered. All you have to do is submit the following documents to the Saudi embassy or consulate in your home country:
- Your valid Saudi work visa
- Your passport
- A copy of your employment contract
- A medical certificate
- A police clearance certificate
The processing time for renewing a Saudi work visa will take up to two to three weeks. So hang in there patiently.
How to Apply for a Work Visa Extension
If you wish to extend your Work Visa, you can easily do so by providing the following documents:
- Your current Saudi work visa
- A copy of your passport
- A recent pay stub
- A letter from your employer stating that you are still employed
Transferring Saudi Work Visa
A Saudi work visa can be transferred to another individual if the original holder passes away, becomes incapacitated, or loses their job. The transfer process is as follows:
- The original visa holder must request a transfer from the Saudi Ministry of Labor.
- The Ministry of Labor will review the request and approve it if the new visa holder meets the necessary criteria.
- The new visa holder must pay the applicable fees and submit the required documents to the Ministry of Labor.
- The Ministry of Labor will then issue a new work visa to the replacement.
Once the new visa is issued, the new holder can start working in Saudi Arabia.
It’s important to note that visa transfers are not automatic. The original holder must initiate the transfer request, and the new holder must fulfill all visa requirements. The transfer process can take several weeks, so early planning is essential.
So What you are thinking about? Come To Saudi Arabia Habibi…
We hope after this you are fully ready and equipped to apply for your Saudi Work Visa. It is crucial to follow all steps diligently and have all your required documents complete. Iqbal Manpower has been the leading recruitment agency for Saudia Arabia for the past 46 years and we have all the right expertise and jobs available for you in KSA. So, get ready and pack up to get your dream job in Saudi Arabia! good luck Habibi!
Understanding the Global Talent Shortage Challenge
In Riyadh, Saudi Arabia, one of our esteemed clients, a leading construction company, faced a significant challenge. Despite offering competitive salaries and benefits, they struggled to find workers with the relevant skills to propel their projects forward. The issue wasn’t just about a shortage of workers; it was about the scarcity of workers with the right skills needed for modern construction projects. This challenge isn’t unique to their company. Across the globe, organizations grappled with a talent shortage that seemed to defy traditional solutions.
Talent shortage is a complex issue exacerbated by factors such as 𝑖𝑛𝑎𝑑𝑒𝑞𝑢𝑎𝑡𝑒 𝑒𝑑𝑢𝑐𝑎𝑡𝑖𝑜𝑛 𝑜𝑟 𝑡𝑟𝑎𝑖𝑛𝑖𝑛𝑔, 𝑙𝑖𝑚𝑖𝑡𝑒𝑑 𝑜𝑝𝑝𝑜𝑟𝑡𝑢𝑛𝑖𝑡𝑖𝑒𝑠 𝑓𝑜𝑟 𝑚𝑎𝑟𝑔𝑖𝑛𝑎𝑙𝑖𝑧𝑒𝑑 𝑐𝑜𝑚𝑚𝑢𝑛𝑖𝑡𝑖𝑒𝑠, and 𝑑𝑖𝑠𝑐𝑟𝑒𝑝𝑎𝑛𝑐𝑖𝑒𝑠 𝑏𝑒𝑡𝑤𝑒𝑒𝑛 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑟 𝑒𝑥𝑝𝑒𝑐𝑡𝑎𝑡𝑖𝑜𝑛𝑠 and 𝑐𝑎𝑛𝑑𝑖𝑑𝑎𝑡𝑒 skills.
Reasons for Global Talent Shortage:
Demographic Shifts:
Aging populations and low birth rates in many countries have led to a shrinking workforce, creating a gap between the number of available workers and the demand for skilled labor.
Skills Mismatch:
The rapid technological advancements and evolving employer requirements have led to a gap between the skills possessed by job seekers and those required by employers.
Geographic Mismatch:
Unequal distribution of talent across different regions also leads to challenges in finding qualified candidates, especially in areas with limited talent pools. The shift towards remote work has also increased this issue.
Expectations Mismatch:
Cultural misalignment, salary, and benefits expectations also contribute to the talent shortage.
Our experience of the past 𝟒𝟔 𝐲𝐞𝐚𝐫𝐬 in the Recruitment Industry has led us to argue that the real challenge lies in the 𝐒𝐤𝐢𝐥𝐥𝐬 𝐦𝐢𝐬𝐦𝐚𝐭𝐜𝐡. Rapid technological advancements left many job seekers with outdated skills, unable to meet the evolving demands of employers.
Rethinking Talent Acquisition to Overcome the Challenge
To address this challenge, we must prioritize 𝐓𝐚𝐥𝐞𝐧𝐭 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭. By investing in training and education programs, we can bridge the gap between available talent and the skills required by employers. This not only benefits businesses but also empowers individuals, especially those in underserved communities, by enhancing their employability and contributing to economic growth.
At Iqbal Manpower, we understand the challenges of the global talent shortage. As part of our business philosophy, the first principle of our “3R” approach is to find the “Right Man” for the job. In this competitive environment, where the demand from employers is high, we believe in conducting industry-driven training programs. These trainings ensure that talent gains hands-on experience and relevant skills before joining the job. This not only reduces the time and resource wastage for employers but also provides a sense of security for the resources themselves.
Join Iqbal Manpower in reimagining talent acquisition. Let’s focus not only on finding talent but also on nurturing and developing it. Together, we can build a more inclusive and skilled workforce for the future.
Why Soft Skills Are More Important Than Ever
Do you ever wonder, how you turn clients into regular customers? Is it because of the high degrees you have or the high-end products or services? Honestly, it is both but a secret ingredient goes in too! A whole bag of soft skills.
Don’t be surprised, it is due to the constantly evolving market and interconnected global economy, and along with that landscape of desirable skills for professionals is shifting as well. These interpersonal attributes, ranging from communication and collaboration to adaptability and empathy, are now more important than ever.
Adaptability in A Dynamic World
Nowadays, talents who have high potential to mold themselves according to the ever-changing workplace environment, are preferred. Technological advancement is a huge factor in why adaptability is a valuable asset for employees. Industries are disrupted, new tools emerge, and job roles evolve. In such a fluid environment, employees who can quickly learn new skills, pivot their approach, and embrace innovation are invaluable. If you are not updated regarding the new technological updates, we suggest you get to work!
Effective Communication Across Boundaries
Isn’t it frustrating when you are trying to pitch an idea to a client and it goes above their head? Well, this often happens due to poor communication skills. While engaging communication skills are necessary for local clients, it has become even more important after the collaboration of teams having geographical barriers. Effective communication skills both verbal and written are vital for ensuring clarity and preventing misunderstandings. In a world where remote work and digital collaboration are booming, mastering these soft skills always comes in handy.
Collaboration and Teamwork
The modern workplace environment is no longer a One-Man show. Although the big shots are still called by the Big Boss, complex problems often require interdisciplinary teams to pool their expertise and perspectives. Strong soft skills like teamwork, negotiation, and conflict resolution enable individuals to contribute effectively to group dynamics. The ability to build consensus, motivate others, and work towards shared goals is essential for driving collective achievements.
Leadership and Emotional Intelligence
It is not enough to be sitting on the high chair anymore. Seniority doesn’t always lead to promotions if you do not possess leadership qualities. Assertive leadership is defined as acquiring strong influence, vision, and emotional intelligence. Soft skills such as empathy, self-awareness, and the ability to inspire trust are increasingly recognized as effective leadership. A great leader who can understand and navigate the emotions of themselves and others gives rise to a healthier organizational culture. It boosts the employee morale and improves their decision-making. We all love going to our workplace if the boss is a great leader.
Problem-solving and Critical Thinking
How embarrassing would it be if an employee is unable to solve even the smallest of workplace problems? Staying up to date is paramount in this knowledge-based era. It allows you to think critically and solve complex problems. Soft skills such as analytical thinking, creativity, and decision-making underpin these capabilities. They enable individuals to approach challenges systematically, generate innovative solutions, and adapt strategies based on evolving circumstances. Employers value these skills as they contribute directly to business growth and competitive advantage.
Customer Focus and Service Orientation
The customer is always right! A very common phrase often heard in client-based businesses. You see, how you treat your customers determines the success of your business. A single unfortunate incident with a customer can drastically bring the business down. In industries driven by customer satisfaction and service excellence, soft skills play a major role. A customer-centric approach requires empathy, active listening, and the ability to anticipate and respond to client needs effectively. Satisfying customers in today’s social media era has become even more crucial, as clients are constantly sharing their experiences on online platforms.
Final Verdict
Are you still wondering why there is a need to focus on soft skills as well? We hope not. Technical skills are still the foundation for performing specific tasks, there is no denying it. However, alongside, soft skills also prove to be instrumental in empowering individuals to navigate through complexities, and collaborate effectively. Let us share a valuable insight that in our interconnected and fast-paced world, employers increasingly seek candidates who possess a balance of technical proficiency and strong soft skills. So you might want to invest in developing these interpersonal attributes for successful career prospects. Happy learning!
Top 5 Recruitment Challenges and How to Overcome Them?
Recruitment is a basic process in any organization, with a direct relationship with the talent-driven for the organization’s success. however, various challenges come in the way of a smooth and efficient recruiting system. Understanding these challenges and designing strategies to counter them is an essential part of successful recruitment for the organization. This article digs into the Top 5 Recruitment Challenges and How to Overcome Them.
Recruiting the right candidates (resources)
Talent hunt is one the most crucial challenges in the recruitment process that attracts candidates well-suited for the organization. market is full of competition where opportunities are waiting to hunt the right talent on the first chance. therefore, an efficient recruitment system requires an effective system to attract employees.
Solution:
- Build a strong employer brand to attract qualified candidates
- Create a positive brand image through effective campaigns on various platforms
- Use platforms like social media, organizational website, and employee testimonials
- SEO techniques to optimize the recruitment experience, stand out, and attract candidates
- Use a clear job description that reflects responsibilities that are easy to match with the candidates
Establishing an efficient recruiting system (resources)
Recruitment teams need faster communication and evaluation processes when it comes to candidates. They need to stay updated on every step of the way.
This requires an effective and fast communication strategy which is quite a challenge. This is highly influenced by the relationship between the hiring managers and the recruiters.
Moreover, various tasks take up a lot of time and resources that are fully invested in just one stage of recruitment, leaving recruiters with time constraints.
Solution:
- Using recruitment data and metrics to enhance the recruitment process.
- Using spreadsheets to manage time and track the hiring process
- Tracking data and trends accurately is difficult
- Create well-organized strategies for managing candidates’ data and other details
Elaborate recruitment process
The recruitment process is lengthy and time-consuming. Unusually longer recruitment processes are prone to losing potential candidates in this excessively compatible market. this not only takes time but also consumes investment in terms of finance and resources, adding a burden to the workforce as well.
Solution:
- Streamline the recruitment process
- leverage technology like Tracking Systems to manage applicants
- Set clear timelines for each stage to improve the recruitment process
- Keep your candidates engaged throughout the process
- Regular communication with the applicants keeps them interested in the organization
Salaries and incentives
Recruitment can also be challenging if the organization does not have the right incentives and salaries to offer. There are two major aspects in the recruiting process; finding the right candidate, and keeping them interested in the offer.
Organizations often succeed in the former but fail in the latter aspect. There are two crucial points to ponder upon in this challenge; employee expectations and company budget, and secondly, benefits to attract and retain top candidates.
Solution:
Budget vs Employee Expectations
- Clear communication over budget constraints
- Highlight compensation expectations and other benefits or incentives
- effectively managing employee expectations and preventing disappointments
Employee Benefits and Retention
- Competitively offering compensation in areas like salaries, bonuses, etc.
- Training, benefits, and allowances can also help make the employees feel secure and grow at the same time
Employee engagement and retention
Employee turnover and optimal utilization of talent are two crucial challenges in recruitment. The hiring process is a tiring phase that requires extensive research, investment, resources, and finances, only to end up facing the challenge of talent retention in the organization.
There are two kinds of challenges that are faced in this aspect; employee retention and managing employee disengagement. The former refers in the literal sense where lack of growth, incentives, and recognition, as well as poor management and work-life balance, cause a decrease in employee turnover.
The latter is about handling the lack of interest and efforts on the employee’s end due to a disengaged attitude. Which can either be caused by the above reasons, or ineffective communication within the organization.
Solution:
- Implementing onboarding process with comprehensive methods and regular feedback and check-ins
- Offering benefits and incentives with competitive salaries, growth, and career development opportunities, as well as employee training
- establishing clear paths for career progress along with fostering a healthy work environment
- ensuring employee rewards and recognition for achievements offering a healthy work-life balance, and open, effective communication
Conclusion:
Organizations are faced with challenges every step of the way, where the challenge of talent hunt and retention are some of the most common issues every organization faces in the recruitment process. There are various kinds of challenges attached to this particular area. Keeping a systemized hiring process, maintaining records, engaging employees, and keeping them motivated will help to stay on top of the game. It is also important to ensure a competitive workforce that can effectively attract and keep candidates interested in the organization among the saturated market options.
How to Use LinkedIn Effectively for Job Hunting?
LinkedIn is considered the most popular place for job hunting and engaging with professionals. It is a platform for virtual socialization for the sake of career and growth. However, not everyone is aware of the tricks and hacks to make the most of this platform and get noticed by top recruiters and organizations constantly searching for potentially suitable candidates for the jobs. Therefore, the platform is enriched with opportunities for everyone in various fields, job levels, and organizations waiting for the right candidates. In this article, let us discuss the optimal way to use LinkedIn to land your dream job stress-free.
Setting Up a Profile that Stands Out
Like a physical marketplace, LinkedIn is a virtual marketplace where one needs to showcase their talent and achievements to recruiters. Creating an attractive LinkedIn profile with clear information about the candidate is crucial.
Here are a few things to keep in mind
- Professional Photo: use a high-quality photograph that looks professional. This helps build trust in the recruiter to approach your profile.
- Compelling Headline: it is important to understand that the headline is more than just a job title; it is a statement that explains your job title
- Detailed Summary: use this to portray your unique values and professional story with what you have achieved and what role you wish to recreate in your career
- Experience and Achievements: tell about your work experience and what you have achieved in your career; mention your roles and responsibilities accomplished.
- Skills and Endorsements: the market values skills and credibility even if you do not have enough experience; it shows you have the right expertise for the job and the endorsements from your colleagues and friends will testify to your potential
- Education/Certificates: education level makes it easy for both candidate and recruiter to figure out if the job suits you well, additional certificates can also increase your chances of getting hired by the organization
- Recommendations: recommendations testify to your abilities and professionalism, request previous employers to provide you with these to increase your credibility and value.
Start Building Your Network
Networking for LinkedIn is just as important as you would do practically. This is a virtual platform for creating contacts and meeting new people to form a network to boost your career path. Here are a few tips to do that
Engaging with colleagues and classmates: staying connected to your circle in the physical world helps you stay engaged in the virtual world, your colleagues and classmates are the closest network who can vouch for your potential.
Joining relevant groups: this keeps you actively connecting with different people and you can stay updated on job openings and other market trends.
Attending events on LinkedIn: LinkedIn provides you with the opportunity to join different events and webinars where you can connect, engage, and learn from various professionals.
Engaging with content on LinkedIn: liking and commenting on content, and sharing posts can foster new relationships and be highlighted on this platform.
Following relevant companies: following different companies keeps you posted on recent opportunities as well as market trends and competition.
Personalized Connection Requests: when sending a connection request, it is ideal to send a personalized message each time to show authenticity and genuine interest in the person.
Do Your Research
It is essential to do your homework every time you use a platform or try a new strategy for career development or personal growth. Research is the key to effectively achieve the desired goals. Here are some of the things you can research for using LinkedIn
Check Employee Insights: getting to know about the employees in a particular organization through reviewing their profiles can help understand the company culture, skills, expertise, and career paths while working for the institute.
Review Company Pages: keeping a tab on organizational pages can provide insight into important news, job openings, and other information that can be useful during interviews for the particular organization.
Explore Industry News: following news on the relevant market can keep you updated on the trends and demands of the market. This can be done by following relevant hashtags and joining discussion forums.
Understand Job Descriptions: job descriptions are mentioned with every job opening which can help in updating your resume to relevance, as well as benefit during interviews where you are already aware of company expectations and the expertise you can offer.
Find Salary Insights: salary insights can help you determine whether you are interested in the job and what compensations can be made when you begin your negotiations.
Analyze the Competitive Aspects: following professionals with similar career paths and fields can help you understand the company expectations, tell a lot about the kind of competition in the market, and help you identify your development areas.
Engage with Recruiters
The process of recruitment is a crucial phase for hiring talent and retaining employees in any organization. Therefore, it can be of great benefit if you can engage with recruiters. LinkedIn provides you with such opportunities. Here is how you can achieve this goal.
Optimize for Recruiters: just like one updates their resume in relevance to the job they are applying for, similarly, it is beneficial to optimize your LinkedIn profile to attract the relevant recruiters who might be able to see you as a potential candidate.
Follow Relevant Recruiters: following recruiter profiles keeps you updated on recent opportunities and what they are looking for in form of talent, skills, and expertise. This can also help in connecting well with recruiters in the interview phase.
Pro Tip: Adding relevant keywords helps recruiters to easily find you in their search results.
Engage with Recruiters’ Posts: engaging with recruiters through their posts helps gain their attention where they might be interested in reviewing your profile for an opportunity.
Make Prompt Responses: when approached by a recruiter, it is crucial to respond promptly and with a positive professional attitude. This can help for future opportunities as well.
Attend Events for Recruitment: these events are a great opportunity to connect with market and professionals, identify market trends, and get noticed by different recruiters.
Represent your Work: in a virtual space, tangible evidence is crucial for credibility and authenticity. This platform can be effectively utilized by creating a portfolio and representing your work samples to make you stand out in a pool of potential candidates.
Conclusion
The virtual world has become a progressively useful place to express and represent yourself. LinkedIn provides the best opportunities for personal growth and career development if used optimally. With proper hacks and tips, you can become the master of this platform and tap into various potentials for your career path.
جاپان میں ملازمتوں کی اقسام اور مطلوبہ شرائط
ابھرتے ہوئے سورج کی سر زمین جاپان اپنی ثقافت، ٹیکنالوجی اور ہنر مند افراد کی بدولت دنیا بھر میں مشہور ہے۔ جب ہم جاپان کا نام لیتے ہیں تو جاپانی قوم کی وقت کی پابندی اور انکا اپنے کام میں منظم ہونا ہمیشہ ضرب المثل کے طور پر استعمال ہوتا ہے۔ گذرتے ہوئے وقت کے ساتھ جہاں جاپان نے ترقی کے معراج کو چھوا وہیں مختلف عوامل کے باعث 2008 کے بعد جاپان میں بچوں کی پیدائش کی شرح میں واضح کمی آئی ہے۔ ۔ جاپان کی قومی ادارہ برائے آبادی اور سماجی تحفظ کی تحقیق کے مطابق، 2023 میں جاری کیے گئے ڈیٹا کے مطابق، 2005 میں پیدا ہونے والی جاپانی خواتین میں سے 40 فیصد تک کا بے اولاد رہنے کا امکان ہے۔ اس مشکل صورتحال کے باعث جاپانی انڈسٹری کو ہنرمند افراد کی کمی کا سامنا ہے۔ اس مشکل صورتحال کے باعث جاپان نے غیر ملکی ہنر مند افراد کو مختلف شعبوں میں بھرتی کرنے پر توجہ مرکوز کی ہے اور انکے لیے جاپان میں ملازمتوں کی اقسام اور مطلوبہ شرائط پر نئے ویزہ پروگرام کا آغاز کیا ہے۔ آئیے، ہم آپکو تفصیل بتاتے ہیں۔
:مخصوص ہنر مند کارکن پروگرام (SSW)
2019 میں، جاپانی حکومت نے ایک نیا پروگرام شروع کیا جسے مخصوص ہنر مند کارکن پروگرام (Specified Skilled Worker Program) کہا جاتا ہے۔ اس پروگرام کا پہلا مرحلہ پانچ سال کا تھا اور اس میں دنیا بھر سے کل 345,000 غیر ملکی ہنر مند افراد کو جاپان میں نوکری دی گئی۔ اب جاپان اگلے پانچ سالہ منصوبے میں ہنر مند کارکنوں کی تعداد کو بڑھا کر 800,000 سے زیادہ کرنے کا ارادہ رکھتا ہے تاکہ انڈسٹری میں ہنر مند افراد کی کمی کو پورا کیا جا سکے۔
SSW پروگرام کے تحت آپ کس کس شعبے میں ملازمت کر سکتے ہیں؟
SSW پروگرام کےمیں ابتدائی طور پر کل 12 صنعتیں شامل تھیں: جن کے نام درج ذیل ہیں۔
- نرسنگ کیئر
- عمارت کی صفائی کا انتظام
- صنعتی مشینری
- الیکٹرانکس
- تعمیرات
- جہاز سازی اور مشینری
- گاڑیوں کی مرمت اور دیکھ بھال
- ہوا بازی
- ہوٹلنگ اور مہمان نوازی کی صنعت
- زراعت
- ماہی گیری اور آبی زراعت
- خوراک اور مشروبات، اور فوڈ سروس
لیکن اب مالی سال 2024 سے جاپانی حکومت نے اس میں مزید چار مزید صنعتیں شامل کی ہیں
1۔ روڈ ٹرانسپورٹ
2- ریلوے
-3جنگلات
4-لکڑی
SSW پروگرام کی اقسام:
یہ پروگرام دو اہم اقسام پر مشتمل ہے:
مخصوص ہنر مند کارکن (i):
- یہ ویزا ان ہنر مند افراد کے لیے ہے جن کے پاس بنیادی مہارتیں موجود ہوں۔
- امیدوار کی عمر 18 سال سے زیادہ ہونی چاہیے اور اسے متعلقہ ہنر اور جاپانی زبان کی قابلیت کے ٹیسٹ پاس کرنے ہوں گے. جن افراد نے پہلی ہی جاپان میں ٹیکنیکل انٹرن ٹریننگ مکمل کر لی ہے ، انکو اس سے استثنی ہے۔
- اس ویزے کی معیاد 5 سال ہے۔
- اس ویزا کے تحت آپ اپنے خاندان کے افراد کو اپنے ساتھ جاپان نہیں نہیں لا سکتے۔
مخصوص ہنر مند کارکن (ii):
- یہ ویزا ان لوگوں کے لیے ہے جن کے پاس علمی اور ہنر سے متعلقہ مہارت کا معیار زیادہ ہے۔
- اس میں بھی آپکو ہنر اور جاپانی زبان کی قابلیت کے ٹیسٹ پاس کرنے ہوں گے ۔
- یہ ویزا 3 سال کے لیے دیا جا سکتا ہے۔
- کل قیام کی مدت پر کوئی پابندی نہیں ہے۔
- اس ویزا کے تحت خاندان کے افراد آپکے ساتھ آسکتے ہیں۔
پاکستان کے لیے اہم مواقع:
جاپانی منڈیوں میں پاکستانیوں کے لیے بڑھتے ہوئے مواقعوں کا اندازہ اس بات سے لگایا جا سکتا ہے کہ جاپان میں ملازمت اور کاروبار کے لیے پہنچنے والے پاکستانیوں کی تعداد دسمبر 2023 تک اپنی بلند ترین سطح پر پہنچ چکی ہے، پچھلے 10 مہینوں میں 5000 سے زائد پاکستانیوں نے نئی رجسٹریشنز ہوئی ہیں۔ جاپان میں پاکستانی کمیونٹی انڈونیشیا اور بنگلہ دیشی کمیونٹیز کے بعد تیسرا سب سے بڑا مسلم اکثریتی گروپ ہے۔ دسمبر 2023 تک، جاپان میں 25,334 رجسٹرڈ پاکستانی مقیم تھے۔ حال ہی میں ایک جاپانی کمپنی، بارڈر لنک، نے ٹوکیو میں پاکستانی سفارت خانے کے تعاون سے پاکستان سے 32 اسسٹنٹ لینگویج ٹیچرز کی خدمات حاصل کی ہیں۔
اکتوبر 2023 تک، جاپان میں موجود غیر ملکی ہنر افراد کی تعداد تقریباً 20 لاکھ ہو چکی ہے اور جاپان میں لیبر کی بڑھتی ہوئی ڈیمانڈ کے باعث یہ تعداد مستقبل میں مزید بڑھنے کی توقع ہے ۔یہان یہ بات قابل ذکر ہے کہ سپیسیفائیڈ سکلڈ ورکرکیٹیگری میں جاپان صرف ٹرانسپوٹ کے شعبے میں 25,000 ڈرائیورز (ٹیکسی، بس اور ٹرک) کی خدمات حاصل کرنے کا منصوبہ بنا رہا ہے۔
ان دونوں پروگرامز کے تحت ملازمت کے لیے آپ کو متعلقہ مہارت اور جاپانی زبان کا متعلقہ ٹیسٹ پاس کرنا ہوگا۔ اسکے بعد جاپانی کمپنی سے جاب آفر اور اہل ہونے کے سرٹیفیکیٹ کی ضرورت ہوگی ، جس میں اقبال مین پاور آپ کی مکمل رہنمائی کرے گی۔ یاد رہے کہ اقبال مین پاور کنسلٹنٹس اب پاکستان میں جاپان میں بھرتی کےلیے حکومت پاکستان اور جاپان سے منظور شدہ ایجنسی بن چکے ہیں۔ مزید معلومات کے لیے، آپ ذیل میں دی گئی ویڈیو میں ہمارے سی ای او، جناب ندیم اقبال کو سن سکتے ہیں جوجاپان میں ملازمت کی اقسام اور مطلوبہ اشیاکے بارے میں بتا رہے ہیں۔
Specified Skilled Worker Program Japan
Japan is known for its cultural, and technological advancement and highly skilled workforce. It is also known to have achieved a reputation for efficient and disciplined work environment. For decades, Japan has trained its population to be excellent skilled workers. However, the decrease in the birth rate since 2008, has caused a shortage of young labor in the country. According to data released in 2023 by Japan’s National Institute of Population and Social Security Research, over 40% of Japanese women born in 2005 could potentially remain childless. With such a dilemma, Japan has shifted its focus on recruiting an international workforce to appoint in various fields.
Consequently, in 2019, Japan has created a new “Status of Residence” through a program known as Specified Skilled Worker Program where it aimed to facilitate foreign workforce in different fields. The first phase of this program was consist of five years and was capped at 345,000 workers and resources. The program further strives to increase the number of skilled workers in the following 5 year-plan. As per resources, Japan plans to more than double the number of skilled worker visas for foreigners to over 800,000 within five years starting fiscal 2024, aiming to address labor shortages.
Types of Industries Cover Under the SSW Program
The SSW program initially covered 12 industries: Nursing care, Building cleaning management, Industrial machinery, Electronics and information industries, Construction, Shipbuilding and machinery, Automobile repair and maintenance, Aviation, Accommodation, Agriculture, Fishery and aquaculture, Food and beverages, and Foodservice. However, starting from fiscal year 2024, four additional industries—Road transportation, Railways, Forestry, and Timber are also included to facilitate more sectors.
The Types of SSW Program
The SSW Program has two main categories defined by the nature of work, skills, and language expertise of individuals. The visa is based on these factors and is categorized as.
- Specified Skilled Workers (i)
- Specified Skilled Workers (ii)
Let us delve into the details of these categories.
The Specified Skilled Worker (i) visa is intended for workers with basic skills. To qualify, applicants must be over 18 years old and pass both a skills test and a Japanese language test, unless they have completed Technical Intern Training. The visa can be granted for up to 5 years in total. However, family members cannot accompany the visa holder under this category.
The Specified Skilled Worker (ii) visa is for those with more advanced skills, typically requiring completion of Specified Skilled Worker (i) and passing advanced skill tests. It can be granted for 3 years, with no limit on total stay duration. Unlike the (i) visa, this category allows family members to accompany the visa holder.
Important Prospect for Pakistan
The growing opportunities in Japanese markets for Pakistanis are projected by the number of Pakistanis arriving in Japan for employment, and business has reached an all-time high as of December 2023, with over 5,000 new registrations in the past 10 months. The Pakistani community in Japan is the third-largest Muslim-majority immigrant group, following the Indonesian and Bangladeshi communities. As of December 2023, there are 25,334 registered Pakistanis living in Japan. Recently a Japanese company, BorderLink, has hired 32 Assistant Language Teachers from Pakistan in collaboration with the Embassy of Pakistan in Tokyo. This reflects the increasing demand for Pakistani workers in various sectors and highlights the job opportunities for Pakistanis in Japan.
Conclusion:
As of October 2023, Japan had around 2 million foreign workers, according to the Ministry of Health, Labor, and Welfare. This figure is anticipated to grow further as the country faces increasing labor shortages. It is pertinent to mention that the addition of transportation in the SSW category suggests that Japan is planning to hire 25,000 drivers for taxis, buses, and trucks as part of this expansion. So opportunities never knock twice at the door. Both types of SSW programs will require a Certificate of Eligibility (COE) and a job offer from a Japanese company (Ministry of Foreign Affairs) (Ministry of Foreign Affairs) for which Iqbal Manpower will be assisting you to get. It is pertinent to mention that Iqbal Manpower Consultants is now also an authorized recruiting agency for Japan in Pakistan. For more information, you can listen to the CEO of Iqbal Manpower, Mr. Nadeem Iqbal explaining the job types and requirements.
The Benefits of Using a Recruitment Agency for Your Hiring Needs
How do I find the finest candidate?” Strange question, no? Well not to us! We are well familiar with it. Why, you ask? The answer is we are the ones who get you those candidates. Combining our knowledge, expertise, and experience in the matter, we help you to smoothly hire your dream candidate. Why working with a recruiting agency is beneficial for a hiring manager of a company,well the Benefits of Using a Recruitment Agency for Your Hiring Needs let us explained in the following.
Faster Hiring
You know very well that as soon as the “vacancy available” is posted, a company’s mail is flooded with resumes. On average, a hiring manager will have to spend 6-8 seconds reviewing a single CV. Now imagine doing that for hundreds of them, sifting through them can be time-consuming, and time is very valuable for every company. This is where Iqbal Manpower steps in, saving your and your company’s time and energy, which can be utilized for other productive activities.
At times, conducting background checks on the candidates can slow down the process of hiring, therefore, we conduct preliminary interviews to see if the candidate is fulfilling the criteria or not. After a survey, it was found that 52% of recruiters believe that as a part of the recruiting process, screening the candidates is often the challenging part. This is mostly due to the large pool of applicants. Fret not, we put the efforts to efficiently sort out the most suitable candidates for the company. The shorter the list, the quicker the company can pick its candidate.
Quality of Candidates
While recruitment agency, speeds up your recruitment process, we also provide you with the best of candidates. We take the responsibility of generating the pool of candidates that are the most eligible for the position. All you have to do is pick the one you like, rest let us do the work.
Over the years, the dynamics of the recruiting world have been such that there is a great gap between, the jobs available and the candidates. In such a case, where the job opportunities are low and more candidates, a load of non-qualified candidates also apply, this creates a huge burden on the company. However, with our recruiting expertise, we meticulously filter applicants through interviews, screening and analyzing their capabilities according to your hiring needs.
ISO-Certified Company
Now, we understand why investing in a recruitment agency might seem like a risk, especially when hiring from foreign countries. To put you at ease, Iqbal Manpower is an ISO-certified recruiting agency. As we greatly deal with foreign companies looking for talent, we have accreditation from local and international governing bodies. This allows us to operate freely and with full transparency within international borders.
We take great consideration of completing all documentation, to avoid any hassle. A smooth transition and positioning of the talent at the company is our aim.
Instant Deployment
One of the benefits of acquiring accreditation from governing bodies is that we get to swiftly deploy the talents to their companies both locally and internationally. Once the candidate is hired, all the legal necessities are completed by the recruiting agency.
This benefits the companies as well as they continue to operate without any delay or hindrance. The vacancy is smoothly filled with the most eligible candidate and the operation flow doesn’t break.
It’s what we do!
To be honest, we excel at recruiting talents because it’s what we do. Our expertise in dealing with a larger pool of applicants allows us to present you with the top candidates. As part of our recruiting process, we stay updated about the latest hiring trends, qualifications, and standards of the various companies.
Our extensive knowledge of the market lets us reach out to the finest talents. We understand the expectations of both parties, guiding them better about the wage rates and skill sets according to the nature of the job. Our vast experience benefits the company in finding alternate talents, in case any specific skill set is hard to find among the group of applicants.
In a nutshell
To put it in a nutshell, hiring a recruiting agency will not only save time, and energy but also bring out the best of the candidates as a productive outcome. Their experience and expertise pave a smooth way in hiring talents which can prove to be resourceful for the company. So, if you need a recruiting agency, what are you waiting for reach out to us now!
How to Choose the Right Recruiting Agency
Looking for a perfect candidate can be as daunting as a job hunt. Sometimes what may appear to be a golden candidate on the resume is a waste of time during the interview.
Sounds terrifying? Spending all those hours and mounds of energy on nothing! Well, this is why recruiting agencies were created. We are here to get our hands dirty for you! However, one question remains “How do you choose the right recruiting agency?” Do not worry we have the answer to that as well… psst! Keep scrolling!
Track Record
You know how you order a product online and check the review before confirming it… The same goes for recruitment agencies. No matter how fancy the website looks or the big words that are mentioned, here is a pro tip; always check the agency’s record of accomplishment and client testimonials.
A positive review instills confidence in the hiring manager that their choice of recruiting agency is right. A reputable agency should have a history of successful placements and satisfied clients. We are proud to share that Iqbal Manpower is an ISO Certified company approved by the Government of Pakistan. Iqbal Manpower is also an approved sending organization for Japan and sending manpower to Gulf countries such as Saudi Arabia, Kuwait, UAE, Qatar, Oman, and Bahrain and our partners have boosted our morale with their positive and affirming reviews. Iqbal Manpower’s client list includes the names of renowned industrial groups such as Siemens, Saudi Electric Company, Ministry of Communications and Information Technology of Saudi Arabia, Isam Khairi Kabbani Group – IKK Group, Alfanar, Nadec, etc.
Industry Expertise
With new agencies emerging every day, it can be overwhelming to pick the right one. The best strategy is to look for agencies that specialize in your industry or have experience in recruiting for similar roles. This ensures they understand the specific skills and requirements needed for your positions.
Iqbal Manpower Consultants, collaborating with over 500 global companies, have vast experience in finding talents in multiple industries. Our expertise, ranges from the health sector to construction, including manufacturing, IT, and communication as well.
Recruitment Methods
Why should we be concerned about the recruiting methods of the agency? You really should be, after all it is the methods and approach that makes a difference. Agencies, having a wider network and intense screening process often produce custom-made talents for your hiring needs. Understand the agency’s approach to sourcing candidates. Do they use a variety of methods such as direct sourcing, networking, or job boards? Their methods must align with your preferences and needs because, in the end, the talent provided will affect your company’s growth.
Candidate Quality
Picking up candidates from the resume is not enough. Candidates often seem perfect on paper, however, through screening at times they are not up to the standard. Let us give you another free tip, look for agencies, that filter through candidates using numerous methods and not just relying on CVs. This guarantees the top-notch talents coming forward. At, Iqbal Manpower Consultants, we screen and interview the candidates along with extensive background checks to provide unmatched quality candidates.
Cost and Terms
Here is a scenario for you, you hire a recruitment agency, and they provide you with an average candidate and a bill of hefty amount with hidden charges added. Now this is something you want to avoid. Hence, when it comes to closing the deal, ensure to clarify the agency’s fee structure and terms of service upfront. Understand any costs involved and how they charge for their services (e.g., contingency fees, retained search).
We, Iqbal Manpower Consultants, our terms and conditions and fee structure are discussed before sealing the deal.
Communication and Transparency
The most important aspect of any business is strong and clear communication. Maintaining transparency throughout the process boosts the client’s confidence in the agency. Therefore, choose an agency that maintains clear communication throughout the hiring process. They should update you regularly on progress and be transparent about candidate feedback. Moreover, a complete background check should be shared with the company to avoid any future hassles.
Accessibility and Responsiveness
Let us be honest we all love to be responded to in an instant. Therefore, ensure the agency is accessible when you need it and responsive to your queries. A responsive agency can expedite the hiring process and address any concerns promptly. Since they are responsible for setting up candidates for the company, their availability post-hiring is equally important as it is during the process. Iqbal Manpower Consultants excels on this note. We keep in touch and take in regular feedback from the companies and the candidates. We are there during the settling period as well, to ensure our clients are well-adjusted to the new hiring.
So What Have You Decided?
It is time to make a sound choice and look for a recruiting agency that has the above qualities. You have one right in front of you. As we check all the boxes, we can confidently say, you will not regret working with us. Iqbal Manpower Consultants is built upon the foundation of complete transparency and strong communication with the clients. We understand your needs and strive to find the best for you. Our value-added services and modern hiring methods are instrumental to your company’s growth. We look forward to working with you.