Recruitment & Retention Strategies (Nationalisation)
Recruiting and keeping national talent — structured selection, an honest read of local expectations, and retention strategies that survive contact with turnover data.
Format
Classroom · Live Virtual
Upcoming sessions
Pick a session to applyADMISSIONS OPENThe programme
Nationalisation programmes fail quietly: locals are hired to satisfy the mandate, then leave, and the turnover never reaches the board in terms it understands. Employers need to know how to recruit and select talented locals from the labour market, and to hold an honest view of labour turnover — how it affects performance and the organisation’s ability to reach its strategic goals. This workshop equips participants to draw up and implement recruitment and retention strategies targeting the local workforce: the challenges Nationalisation poses for private firms, structured interviews carried out well, selection techniques that match candidates to jobs, and the needs and expectations of national employees, men and women alike.
What you will do
Who attends
- HR professionals improving recruitment, retention and local talent management
- Decision-makers at operational, tactical and strategic level in HR
- Managers who need labour-turnover insight to inform their role
Programme agenda
Built for the decisions no textbook prepares you for
I.The Nationalisation mandate
- What the programme asks of private firms
- Labour turnover and its effect on strategic goals
- The case for recruiting locals effectively
II.Recruiting local talent
- Structured interviews — preparation and execution
- Selection techniques matched to the job
- Encouraging nationals, men and women, into the private sector
III.Retention
- Local needs and expectations for effective work outputs
- Defining national turnover and retention
- Retention strategies that hold the talent you recruit
Frequently asked
Do the HR programmes cover people analytics and workforce planning?
Yes. The curriculum runs from analytics for talent management through strategic workforce planning, competency frameworks and succession. Participants leave able to build a workforce plan, apply statistical techniques to the data already sitting in their HRIS, and connect talent decisions to business impact in numbers.
Do programmes address nationalisation and localisation mandates?
Yes — recruitment, retention and succession under nationalisation mandates are covered directly, including competency-based selection and the succession pipelines those policies demand. Participants leave able to build a localisation plan that fills roles with capability, not just headcount.
How does admission to an HR programme work?
Submit an application or a brochure request from the programme page; a senior practitioner answers within one business day, brochure included. There is no online checkout — dates, format and fees are settled in that conversation.
Can we train our whole HR function at once?
Yes. Every programme runs in-house, tailored to your HR operating model, your systems and your workforce priorities, in English or French. A private cohort lets the whole function work on the same live problem rather than sending individuals to separate courses.
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In their words
Knowledge transfer, emphasised throughout
“We worked with BIZENIUS for our Fresh Graduates Programme — they are simply amazing. Knowledge transfer and practical learning were emphasised throughout.”
Kuwait Investment Authority
Teams from these institutions train with BIZENIUS
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Take the brochure with you.
One request — the full agenda, the faculty and the next cohort dates, sent personally by the admissions team.