Key Takeaways

• Understand Jordan’s Evolving Labor Market: Stay informed about key industries and emerging skill demands in Jordan to attract the best talent in 2025.
• Leverage Modern Recruitment Strategies: Utilize digital platforms, AI tools, and recruitment agencies to streamline hiring and find the right candidates efficiently.
• Prioritize Legal and Cultural Awareness: Navigate Jordan’s labor laws and respect local work culture to build a compliant and inclusive hiring process.

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In 2025, finding and hiring the right employees in Jordan presents a unique set of opportunities and challenges for businesses operating in the region.

As the country continues to evolve economically and socially, the labor market is becoming increasingly competitive, driven by factors such as the rise of digital transformation, an evolving education system, and shifting workforce dynamics.

With Jordan’s strategic position in the Middle East and its growing role as a hub for technology, healthcare, and services, businesses must adapt their recruitment strategies to secure top talent in this rapidly changing environment.

For companies looking to expand or strengthen their workforce in Jordan, understanding the intricacies of the labor market is key to building a successful hiring process.

The way employers identify, attract, and select candidates has dramatically shifted over the past few years, influenced by technological advancements, shifts in employee expectations, and changes in the global economy.

In 2025, businesses will need to leverage modern recruitment tools and methodologies, tap into local talent pools, and navigate the legal and cultural frameworks that define the hiring process in Jordan.

Moreover, the demand for highly skilled workers across industries like IT, engineering, healthcare, and education is at an all-time high, meaning employers must be proactive in reaching out to potential candidates and building an employer brand that resonates with the next generation of Jordanian professionals.

The role of online platforms, social media, and recruitment agencies will become even more pivotal as the talent pool becomes more accessible but also more competitive.

In this comprehensive guide, we will explore the best practices and essential strategies for finding and hiring employees in Jordan in 2025.

From understanding the local labor market to attracting the right talent and complying with employment laws, this blog will equip you with the tools and knowledge to successfully navigate the recruitment landscape in Jordan.

Whether you are a multinational corporation seeking to tap into the Jordanian market or a local company looking to grow your team, this guide will provide invaluable insights into optimizing your hiring process for success in 2025.

Before we venture further into this article, we would like to share who we are and what we do.

About 9cv9

9cv9 is a business tech startup based in Singapore and Asia, with a strong presence all over the world.

With over nine years of startup and business experience, and being highly involved in connecting with thousands of companies and startups, the 9cv9 team has listed some important learning points in this overview of How to Find and Hire Employees in Jordan in 2025.

If your company needs recruitment and headhunting services to hire top-quality employees, you can use 9cv9 headhunting and recruitment services to hire top talents and candidates. Find out more here, or send over an email to [email protected].

Or just post 1 free job posting here at 9cv9 Hiring Portal in under 10 minutes.

How to Find and Hire Employees in Jordan in 2025

1. Understanding the Labor Market in Jordan (2025)
2. Steps to Find Employees in Jordan
3. How to Attract the Right Talent
4. Legal and Cultural Considerations When Hiring in Jordan
5. The Hiring Process in Jordan
6. Retaining Talent in Jordan

1. Understanding the Labor Market in Jordan (2025)

In 2025, understanding the dynamics of the labor market in Jordan is crucial for businesses looking to hire effectively. The country’s economy, workforce demographics, and government policies all play significant roles in shaping the recruitment landscape. Companies must be well-versed in these factors to attract and retain the right talent. This section explores the key aspects of Jordan’s labor market, offering insights into the economic conditions, sectors driving employment, and government regulations that influence hiring practices.

Economic Conditions and Their Impact on Employment

• Growth in Key Industries: Jordan’s economy has shown resilience in recent years, with several industries showing strong growth in 2025, including:
  • Technology and IT: With the rise of the digital economy, the demand for tech professionals such as software developers, cybersecurity experts, and data scientists is booming.
  • Healthcare: Jordan continues to position itself as a regional medical hub, leading to a high demand for healthcare professionals such as doctors, nurses, and technicians.
  • Renewable Energy: As the world shifts toward sustainability, the renewable energy sector in Jordan has seen growth, leading to the need for engineers and technical experts.
  • Tourism: Although impacted by global events, the tourism sector is gradually recovering and offering employment in hospitality and services.
• Unemployment Rates: Unemployment in Jordan has been a persistent challenge, with youth unemployment being particularly high. According to the latest reports, Jordan’s unemployment rate for youth aged 15-24 is over 40%, indicating a significant gap between available job opportunities and qualified candidates. This presents both a challenge and an opportunity for employers who can provide training and development.
• Wages and Salary Expectations:
  • Salaries in Jordan are relatively competitive compared to neighboring countries in the region, especially in sectors like IT, healthcare, and engineering.
  • However, inflation rates and the cost of living in cities like Amman continue to influence wage expectations. Companies looking to attract top talent will need to offer competitive salary packages that reflect these economic factors.

Key Sectors Driving Employment in Jordan

• Technology and Innovation
  • With Jordan’s growing reputation as a tech hub in the Middle East, sectors such as software development, e-commerce, and digital marketing are seeing rapid growth.
  • Companies such as Zain Group and Orange Jordan are investing heavily in technology, creating numerous job opportunities in software engineering, IT support, and digital strategy.
  • The demand for AI specialists, app developers, and cloud computing engineers is expected to increase significantly in the coming years.
• Education and Training
  • Education is a cornerstone of Jordan’s development, with the country boasting a well-educated workforce. Many international and local universities are contributing to the pool of skilled graduates in fields like engineering, business, and medicine.
  • With a growing focus on vocational and technical training, there is an increasing demand for trainers, educators, and educational administrators. Jordan University of Science and Technology (JUST) and The University of Jordan are key players in producing skilled graduates for the labor market.
• Healthcare and Medical Services
  • Jordan’s healthcare sector is highly regarded in the region, attracting patients from neighboring countries, particularly for specialized treatments. This has spurred demand for doctors, nurses, and other medical professionals.
  • The King Hussein Cancer Center and Royal Medical Services are prime employers in the healthcare sector, offering a range of roles from administrative to clinical positions.
• Renewable Energy
  • With the global push toward sustainability, Jordan has invested in renewable energy projects, especially solar and wind energy.
  • Jordan’s National Electric Power Company (NEPCO) and several private companies are driving the demand for engineers, project managers, and renewable energy experts.

Demographic Factors Affecting the Workforce

• Youthful Population: Jordan has a relatively young population, with over 60% of its population under the age of 30. This offers a significant advantage for employers seeking to harness fresh, energetic talent. However, businesses must address the skills gap and ensure young workers are trained for the roles they are hired for.
• Labor Migration: Jordan has experienced a steady influx of migrant workers, particularly from neighboring countries like Syria, Egypt, and Iraq. These workers often fill low- and semi-skilled jobs in construction, agriculture, and hospitality. However, there has also been an increase in highly skilled professionals seeking employment in sectors such as healthcare and education.
• Gender Diversity in the Workforce: Gender equality remains a work in progress in Jordan, with a lower female labor force participation rate than men. However, there are ongoing initiatives to increase female employment, especially in fields like education, healthcare, and IT. Companies focusing on diversity and inclusion will have a competitive edge in attracting a wider talent pool.

Government Policies and Regulations Affecting Hiring

• Labor Laws and Employment Contracts
  • Jordan has specific labor laws that employers must adhere to, including regulations around working hours, minimum wages, and benefits.
  • Employers are required to offer written contracts to all employees, clearly outlining terms of employment, compensation, and job duties.
  • In 2025, labor law reforms continue to focus on worker protections, making it crucial for businesses to stay updated on the latest changes.
• Hiring Foreign Workers
  • While Jordanian labor laws prioritize the employment of nationals, foreign workers are crucial in filling gaps in the workforce, especially in sectors like construction and hospitality.
  • Foreign workers must have valid work permits, and companies must ensure compliance with immigration laws when hiring from abroad.
  • In 2025, there are continued efforts to streamline the work permit process, making it easier for companies to hire international talent in specific industries.
• Support for Startups and SMEs
  • Jordan’s government has introduced several initiatives to support small and medium enterprises (SMEs) and startups, including tax breaks and incentives for job creation. This is especially relevant for new companies in technology, innovation, and renewable energy.
  • The Jordanian Investment Commission has set up programs to encourage foreign investment and support local startups, creating opportunities for job creation.

The Role of Education and Skills Development

• Skilled Workforce Development:
  • The Jordanian government, alongside educational institutions, is working to enhance the skills of its workforce through vocational training and certification programs.
  • Programs designed to improve employability in high-demand sectors like technology, healthcare, and renewable energy are vital for businesses looking for specialized talent.
• University-Industry Partnerships:
  • Universities in Jordan are increasingly partnering with the private sector to offer internships, work-study programs, and direct job placements for graduates.
  • Companies like Aramex and Samsung Jordan are actively involved in providing internship programs, offering young people direct access to the job market.

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By understanding the economic conditions, sectors driving employment, demographic factors, and government regulations, businesses can navigate the complexities of Jordan’s labor market in 2025. With an evolving workforce and a focus on innovation and sustainability, the recruitment landscape offers significant opportunities for businesses to tap into a pool of skilled, young talent while complying with local laws and regulations.

2. Steps to Find Employees in Jordan

Finding and hiring the right talent in Jordan requires a well-thought-out approach that incorporates modern recruitment methods, local platforms, and strong networking. With an evolving labor market in 2025, businesses must be strategic in utilizing the right tools and resources to attract qualified candidates. This section outlines the most effective steps to find employees in Jordan, detailing best practices and relevant examples to help streamline your recruitment process.

Leverage Online Job Portals

• Utilize Popular Job Portals: In 2025, job portals remain one of the most efficient ways to find talent in Jordan. The most widely used job boards cater to a range of sectors, from general positions to specialized roles.
  • Akhtaboot: A leading online job portal in Jordan that offers a vast pool of local candidates across various industries. Akhtaboot is especially strong in attracting candidates in sectors like IT, engineering, and finance.
  • Bayt: One of the largest job search websites in the Middle East, Bayt allows employers to post job openings and search resumes, targeting skilled professionals across multiple industries.
  • Wuzzuf: This platform is another popular choice for employers looking to tap into the tech-savvy, younger workforce in Jordan, especially in startups and digital sectors.
• Best Practices for Job Posting:
  • Create clear, detailed job descriptions that specify required skills, experience, and qualifications.
  • Use relevant keywords to optimize your job posting for better visibility in search results.
  • Include information about the company culture and career growth opportunities to attract the right candidates.
  • Promote job ads through social media channels linked to job portals to increase reach.

9cv9 as the Top Job Portal in Jordan in 2025

In 2025, 9cv9 stands out as the leading job portal in Jordan, revolutionizing the hiring process for employers and job seekers alike.

Its innovative approach to recruitment, combined with cutting-edge technology, has made it the go-to platform for matching top talent with the right opportunities.

Here’s why 9cv9 remains unparalleled in Jordan’s job market:

Unmatched Reach and Market Presence

• 9cv9 connects employers to a vast pool of skilled professionals across Jordan, ensuring that companies find the perfect match for their roles.
• Its broad network covers key industries, such as IT, engineering, healthcare, education, and hospitality.
• Whether you’re hiring in Amman, Aqaba, or Irbid, 9cv9 offers a nationwide reach tailored to local market needs.

Cutting-Edge Technology for Smarter Hiring

• AI-Driven Matching Algorithms: 9cv9 uses advanced AI to analyze job requirements and candidate profiles, delivering highly accurate matches for faster hiring decisions.
• Intuitive Platform Design: The portal is user-friendly, enabling both employers and job seekers to navigate easily and efficiently.
• Customizable Job Listings: Employers can highlight specific criteria, such as language proficiency, certifications, and years of experience, for better targeting.

Trusted by Leading Employers in Jordan

• From multinational corporations to local startups, 9cv9 is trusted by businesses of all sizes to simplify their recruitment journey.
• High-profile companies across sectors regularly use 9cv9 to fill critical roles, underscoring its reputation as a reliable hiring partner.
• Example: A leading Jordanian tech firm recently reported a 50% reduction in time-to-hire after switching to 9cv9 for their recruitment needs.

Empowering Job Seekers with Comprehensive Resources

• Exclusive Job Listings: Many premium opportunities in Jordan are available only on 9cv9, giving job seekers a competitive edge.
• Career Development Tools: Resume builders, interview prep guides, and career counseling services make 9cv9 more than just a job board—it’s a career hub.

Localized Expertise and Market Knowledge

• Deep Understanding of Jordan’s Labor Market: 9cv9 tailors its services to the unique challenges and opportunities in Jordan, offering solutions that resonate with local needs.
• Bilingual Support: The portal caters to both Arabic and English speakers, ensuring accessibility for diverse user groups.
• Compliance with Local Laws: All job postings adhere to Jordanian labor laws, giving employers and candidates confidence in the platform’s integrity.

Why Choose 9cv9 for Your Hiring Needs in 2025?

• Efficiency: Streamline your hiring process with tools designed to save time and effort.
• Quality: Access top-tier talent that meets your specific requirements.
• Support: Benefit from 24/7 customer service and dedicated account managers.

In the competitive job market of 2025, 9cv9 is the ultimate solution for finding and hiring the best employees in Jordan. Whether you’re an employer looking to build a strong team or a job seeker aiming for your dream role, 9cv9 is your trusted partner in success.

Explore 9cv9 today and experience the difference it makes in transforming recruitment in Jordan

Partner with Recruitment Agencies

• Benefits of Using Recruitment Agencies: Local recruitment agencies can save businesses considerable time and effort by handling the initial stages of recruitment, including sourcing candidates and screening applicants.
  • Jordanian Recruitment Agencies such as Manpower Jordan and IQRAA HR specialize in connecting businesses with both local and international talent, often focusing on industries like healthcare, technology, and engineering.
  • Agencies provide a deeper understanding of the local job market, offering valuable insights into salary benchmarks, candidate expectations, and labor laws in Jordan.
• How Agencies Help:
  • Streamlined Hiring Process: Agencies take care of candidate sourcing, screening, and initial interviews, allowing businesses to focus on final interviews and job offers.
  • Specialized Talent Pools: Agencies often have access to niche candidates with specialized skills in sectors like IT, renewable energy, and healthcare.
  • Temporary and Permanent Staffing Solutions: Many agencies offer flexible staffing solutions, allowing businesses to hire temporary, contract, or permanent employees based on their needs.

9cv9: The Leading Recruitment Agency in Jordan for 2025

In 2025, 9cv9 stands out as the premier recruitment agency in Jordan, renowned for its comprehensive and tailored hiring solutions that bridge the gap between top-tier talent and employers.

Whether you’re looking to hire skilled professionals or seeking a career opportunity in Jordan, 9cv9 is your trusted partner for exceptional recruitment services.

Here’s why they are the best in the business:

Why Choose 9cv9 as Your Recruitment Partner in Jordan?

1. Unmatched Expertise and Experience

9cv9 has built a solid reputation for providing expert recruitment services across various industries, including technology, finance, healthcare, and engineering. Our deep understanding of the local job market, combined with global talent networks, allows us to deliver exceptional recruitment results, ensuring you find the right candidates quickly and effectively.

2. Tailored Solutions for Employers

At 9cv9, we don’t believe in one-size-fits-all solutions. We work closely with employers to understand their unique needs, company culture, and business goals. Our tailored approach ensures that every candidate we present is not only skilled but also aligned with your organization’s vision and values, ensuring a perfect fit.

3. Access to Top Talent

With an extensive database of pre-vetted, highly skilled candidates from both local and international pools, 9cv9 provides access to some of the best talent available. We specialize in finding professionals who can contribute immediately and bring value to your team, making the recruitment process more efficient and seamless.

4. Streamlined Hiring Process

We make hiring fast, efficient, and hassle-free. Our expert recruitment consultants handle everything from initial candidate screenings to in-depth interviews, saving you time and effort. Whether you need to fill a single position or hire for an entire team, we streamline the process to ensure you find the right talent, quickly and without delays.

5. Commitment to Diversity and Inclusion

9cv9 is committed to promoting diversity and inclusion in the workplace. We help employers in Jordan build diverse teams by recruiting talent from a variety of backgrounds, ensuring that your workforce reflects a broad range of perspectives and experiences.

The 9cv9 Difference: Empowering Employers and Job Seekers Alike

Whether you’re an employer looking to strengthen your team or a job seeker aiming to find your dream job, 9cv9 offers the tools and support you need to succeed.

Our recruitment services extend beyond just filling positions – we aim to build lasting partnerships that empower businesses and individuals to thrive in today’s competitive job market.

With 9cv9, you can rest assured that you’re working with a recruitment agency that prioritizes quality, integrity, and results.

Ready to elevate your hiring strategy in 2025? Contact 9cv9 today and let us help you discover the talent that will drive your business forward

Networking and Social Media Platforms

• Leverage LinkedIn for Talent Acquisition: LinkedIn is one of the most powerful tools for recruitment, particularly for senior-level and skilled professionals. In Jordan, it is increasingly being used to find candidates for roles in technology, finance, healthcare, and management.
  • Build a strong company profile to attract talent.
  • Use LinkedIn’s Recruiter tool to search for candidates by skills, experience, and industry.
  • Post job openings and share them with your professional network to boost visibility.
• Engage with Local Networks:
  • Attend industry conferences, workshops, and job fairs to build relationships with potential candidates. Events like the Jordan Career Fair provide direct access to a pool of job seekers, especially fresh graduates and young professionals.
  • Industry-specific forums and groups: Join online groups and local forums relevant to your business’s sector. Engaging with local communities can help you tap into passive talent—those who may not be actively job hunting but are open to new opportunities.
• Use Facebook and Twitter: Social media platforms like Facebook and Twitter are increasingly used for recruitment in Jordan. Many businesses post job openings on their social media pages or local job groups to reach a broader audience.
  • Facebook has several local job groups dedicated to specific sectors in Jordan, which can be an effective way to engage with a larger pool of candidates.
  • Create paid advertisements on these platforms to target specific demographics based on their qualifications and interests.

Engage with Local Universities and Colleges

• University and College Recruitment: Engaging with Jordan’s top universities can be an excellent way to find qualified young talent ready to enter the workforce.
  • University of Jordan and Jordan University of Science and Technology (JUST) are among the top institutions providing highly skilled graduates in fields like engineering, medicine, and business.
  • Many universities in Jordan offer internship programs, career fairs, and recruitment events, making it easier for companies to engage directly with students and recent graduates.
• Internships and Graduate Programs:
  • Offer internships to students to evaluate their skills and fit for your organization before extending a full-time job offer. This helps in building a pipeline of young, highly motivated talent.
  • Develop graduate programs that provide early career professionals with hands-on training, mentorship, and career advancement opportunities.
• Collaborate with Career Services: Many universities have dedicated career services teams that can help businesses connect with top students. By establishing partnerships with these services, you can tap into a steady stream of talent directly from educational institutions.

Utilize Employee Referrals

• Build a Strong Referral Program: Employee referrals remain one of the most cost-effective and successful methods of finding employees in Jordan.
  • Offer incentives for employees who refer successful candidates, such as bonuses or recognition programs.
  • Employees already familiar with the company culture can recommend candidates who fit well within the team, reducing the time spent on cultural alignment and onboarding.
• Create a Referral Culture: Encourage employees to leverage their personal networks to find suitable candidates for open roles. With Jordan’s interconnected professional networks, a referral program can extend beyond the company’s immediate employees.

Local Job Fairs and Recruitment Events

• Attend Local Job Fairs: Participating in job fairs is an excellent way to engage directly with potential candidates and showcase your company’s offerings to a wide range of job seekers. Some popular events in Jordan include:
  • The Jordan Career Fair: A large-scale event where top local and international employers meet job seekers.
  • Tech and Innovation Fairs: For companies in the technology sector, events like Jordan Tech Meetupsare great places to find skilled IT professionals.
• Engage with Universities and Private Institutions:
  • Collaborating with universities for campus recruitment events allows businesses to meet young talent early on, providing them with an opportunity to establish relationships with future employees.
  • Private recruitment agencies also organize job fairs and networking events that cater to specific sectors such as healthcare or engineering.

Advertise in Local Newspapers and Magazines

• Traditional Media for Broader Reach: While online job boards and digital platforms are on the rise, local newspapers like Al Rai and Jordan Times continue to play a significant role in reaching a broader, more diverse audience.
  • Local job ads in newspapers can attract candidates from a variety of backgrounds, including older professionals who may not use online platforms.
• Target Industry-Specific Magazines: For businesses in specialized sectors, placing job ads in trade-specific magazines or publications can help you reach candidates with relevant skills and experience.

Collaborate with Government Agencies

• Jordan Labor Ministry: The Ministry of Labor in Jordan offers resources and programs that support employers in finding local talent. They often help connect companies with job seekers through various employment initiatives and job boards.
  • Jordan Employment and Training Fund: This fund offers subsidies to employers who hire unemployed Jordanians, which can be a financial incentive for businesses seeking to hire locals.
• Government-Backed Job Matching Platforms: The Jordanian government provides digital platforms to connect employers with local job seekers, particularly in sectors experiencing skill shortages. These platforms can serve as a valuable resource for employers.

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By using a combination of modern job portals, recruitment agencies, networking platforms, and local university collaborations, businesses can effectively find and hire employees in Jordan in 2025. Employing these strategies not only helps companies access a wider talent pool but also ensures a more streamlined, efficient hiring process that aligns with local hiring practices and regulations.

3. How to Attract the Right Talent

Attracting the right talent in Jordan for 2025 requires a combination of strategies that address both the expectations of job seekers and the unique aspects of the local labor market. With an increasingly competitive job market and evolving industry needs, companies must go beyond traditional recruitment methods and focus on creating compelling value propositions. This section outlines effective ways to attract top talent in Jordan, offering practical tips and examples for businesses to consider.

1. Build a Strong Employer Brand

• Establish a Positive Company Reputation:
  • Showcase Your Company Culture: Talented candidates are not only looking for a job; they are seeking a workplace where they can thrive. Highlight your company’s values, mission, and work environment through social media platforms, career pages, and during the interview process.
    • Example: Leading companies like Zain Jordan emphasize their commitment to innovation, employee development, and community engagement. They share stories of employee success and corporate social responsibility initiatives, attracting talent that aligns with their values.
  • Employee Testimonials: Authentic testimonials from current employees can help reinforce your employer brand. These testimonials offer insights into the day-to-day work experience, team culture, and career growth opportunities at your company.
    • Example: Aqaba Development Corporation shares employee stories on their LinkedIn page and website, highlighting personal growth, challenges, and achievements within the organization.
• Promote Career Development Opportunities:
  • Training and Mentorship Programs: Top talent is often attracted to organizations that invest in employee development. Promote your company’s commitment to upskilling and mentorship programs.
    • Example: Orange Jordan offers regular professional development workshops and certifications for their employees, allowing them to acquire new skills and certifications that enhance their careers.
• Competitive Compensation and Benefits:
  • Offer Attractive Salaries: While not the only factor, competitive salaries remain a major attraction for potential employees. Ensure your salary packages are in line with industry standards and reflect the level of expertise you’re seeking.
  • Comprehensive Benefits: Beyond salary, provide benefits that enhance the employee experience, such as health insurance, retirement plans, performance bonuses, and flexible working options.
    • Example: Nestlé Jordan offers a comprehensive benefits package, including wellness programs and childcare assistance, which appeals to a broader range of professionals.

2. Optimize Your Job Listings

• Write Clear and Engaging Job Descriptions:
  • A well-crafted job description is essential in attracting the right candidates. Focus on outlining the role’s responsibilities, required skills, and growth opportunities clearly and concisely.
  • Be Specific: Avoid vague descriptions and ensure job titles are aligned with industry standards.
    • Example: Khayal, a tech company in Jordan, has highly specific job listings detailing not only the role’s duties but also the impact the candidate will have within the team and the company’s overall vision.
• Highlight Growth and Career Advancement:
  • Top talent in Jordan is often attracted to organizations that offer clear paths for career progression. Make sure to emphasize training, promotions, and long-term career development within the job description.
    • Example: Cedarcom in Jordan emphasizes career advancement in their job listings by detailing specific training programs and internal promotions for employees.

3. Leverage Social Media and Digital Platforms

• Use LinkedIn for Targeted Recruiting:
  • LinkedIn is an essential tool for reaching Jordanian professionals. Create an engaging LinkedIn company profile that highlights your employer brand, job openings, and employee success stories.
  • LinkedIn Ads: Use LinkedIn’s targeted advertising tools to reach specific talent pools based on skills, experience, and industry.
    • Example: Al-Hekma Pharmaceuticals uses LinkedIn to target candidates with pharmaceutical and healthcare backgrounds, highlighting job openings and engaging with top professionals in the industry.
• Engage in Facebook and Instagram Recruiting:
  • These platforms allow you to target younger demographics, including university graduates and entry-level candidates, who are active job seekers in Jordan.
  • Create engaging posts, paid ads, and stories showcasing your company’s culture and available job opportunities.
    • Example: Jumia Jordan leverages Facebook to create eye-catching job ads targeting young, tech-savvy individuals looking to join their dynamic e-commerce team.
• Utilize Industry-Specific Job Boards:
  • In addition to general job portals, use industry-specific websites to attract talent with specialized skills. Platforms like Akhtaboot, Bayt, and Wuzzuf allow for better targeting of candidates with specific qualifications.
    • Example: El-Haddad Group, which specializes in construction, utilizes local job boards like Wuzzuf to specifically target engineers and architects with experience in construction management.

4. Offer Flexibility and Work-Life Balance

• Provide Flexible Working Options:
  • In 2025, flexible work arrangements are increasingly important to the workforce in Jordan. Offering remote work options or flexible hours can attract top talent, particularly in sectors like technology, marketing, and design.
    • Example: Abdali Medical Center allows healthcare professionals to work flexible shifts, attracting qualified candidates who seek better work-life balance.
• Promote Work-Life Balance Initiatives:
  • Encourage a culture that values employees’ time outside of work. Provide adequate vacation days, mental health support, and a supportive environment for employees to manage their personal lives.
    • Example: Pharma International offers additional paid time off and wellness programs as part of their efforts to promote a balanced work environment, which has been a major selling point for prospective employees.

5. Engage with Local Universities and Educational Institutions

• Campus Recruitment Programs:
  • Engage with top universities in Jordan, such as University of Jordan and Jordan University of Science and Technology, to identify top graduates. Hosting recruitment events, career fairs, or information sessions will allow you to meet talented students directly.
    • Example: Tareeq Al-Mustaqbal Group partners with local universities to offer internships to students in fields like business management and engineering, which serves as a pipeline for future hires.
• Internship and Graduate Programs:
  • Develop structured internship programs to offer students hands-on experience, and create graduate development schemes that help them transition into full-time positions within your organization.
    • Example: Zain Jordan offers internships that often lead to permanent positions, allowing them to recruit top talent while providing young professionals with valuable industry experience.

6. Promote Diversity and Inclusion

• Create an Inclusive Workplace:
  • Fostering diversity in the workplace is crucial for attracting a wide range of talent. Ensure your recruitment efforts target a variety of candidates from different backgrounds, genders, and ethnicities.
  • Promote a culture of inclusivity that welcomes diverse perspectives, ensuring that your company is an attractive employer for underrepresented groups.
    • Example: MENA Energy in Jordan is known for its inclusive hiring practices, prioritizing gender diversity in its engineering and technology departments.
• Highlight Equal Opportunity Policies:
  • Ensure that your recruitment materials reflect your commitment to diversity and equal opportunity. Publicly support initiatives like gender equality and the inclusion of people with disabilities.
    • Example: Hilton Jordan includes their strong equal opportunity policies in all their recruitment materials, showcasing their commitment to hiring and supporting employees from diverse backgrounds.

7. Use Employee Referral Programs

• Encourage Current Employees to Refer Candidates:
  • Employee referral programs are one of the most effective methods for attracting top talent. Create a structured referral program that rewards employees for successful recommendations.
  • Candidates referred by existing employees often align better with the company culture and job requirements, which can improve retention rates.
    • Example: Arab Bank operates a robust referral program, encouraging employees to bring in skilled professionals by offering incentives for successful hires.

8. Engage with the Freelance and Gig Economy

• Target Freelancers for Specialized Roles:
  • Many industries, particularly tech and creative sectors, benefit from the increasing number of skilled freelancers in Jordan. Engage with freelance platforms such as Freelancer.com or Upwork to find short-term and project-based talent.
    • Example: Maktoob hires freelance software developers from Jordan through online platforms, allowing them to bring in specialized talent for specific projects.

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Attracting the right talent in Jordan in 2025 requires companies to employ a diverse range of strategies that prioritize company culture, flexible work arrangements, clear career progression, and competitive compensation. By leveraging digital tools, creating strong employer brands, and promoting inclusivity, businesses can ensure they attract top-tier candidates in an increasingly competitive market.

4. Legal and Cultural Considerations When Hiring in Jordan

Hiring in Jordan in 2025 requires not only an understanding of the labor market but also a deep awareness of the country’s legal framework and cultural dynamics. Both legal and cultural factors can significantly impact the recruitment process and the overall work environment, so employers must navigate these considerations carefully. This section will explore the key legal and cultural aspects that businesses must be mindful of when hiring in Jordan.

1. Legal Considerations

Understanding the legal requirements of hiring employees in Jordan is essential to avoid any potential legal pitfalls. Below are some of the critical aspects businesses should be aware of:

1.1. Labor Law Compliance

• Jordan’s Labor Law:
  • Jordan’s labor law provides a comprehensive framework that governs the rights and obligations of employers and employees. The law covers issues like contracts, working hours, wage rates, and termination procedures.
  • Employers must ensure compliance with the Labor Law, which aims to protect workers’ rights while balancing business interests.
    • Example: A business hiring new employees in Jordan must provide a written employment contract as per the law. This contract should outline the terms and conditions of employment, including job title, salary, benefits, and working hours.
• Minimum Wage:
  • As of 2025, the Jordanian government has set a minimum wage that employers must adhere to when offering compensation to workers. Failing to meet the minimum wage standards can lead to fines and legal consequences.
  • Employers must stay updated on any changes to the minimum wage rates, which are periodically revised by the Ministry of Labor.
    • Example: If you are hiring unskilled labor or entry-level employees, you need to ensure that their salary meets or exceeds the minimum wage, which may vary depending on the sector and the nature of the job.

1.2. Work Permits for Foreign Nationals

• Hiring Foreign Employees:
  • For companies seeking to hire foreign nationals, obtaining work permits is mandatory. The process involves submitting an application to the Ministry of Labor, which requires proof that no qualified Jordanian citizen is available for the role.
  • Specific industries, such as tech, healthcare, and engineering, often attract a higher number of foreign workers due to a lack of local expertise in specialized fields.
    • Example: If a tech company plans to hire foreign software engineers, they must demonstrate to the Ministry of Labor that they were unable to fill the position with qualified Jordanian candidates before offering the job to an expatriate.
• Jordan’s National Employment Program:
  • The Jordanian government runs a National Employment Program to promote the hiring of Jordanian citizens, especially in sectors that are dominated by foreign workers. Companies hiring foreigners must adhere to the guidelines set forth by this program, which aims to reduce unemployment rates among Jordanians.
    • Example: A multinational company like Cisco may face pressure from the government to hire a certain percentage of local talent in its Jordan operations, or else risk losing some of its foreign worker permits.

1.3. Social Security and Benefits

• Social Security Law:
  • According to the Social Security Law, all employers in Jordan must register their employees with the Social Security Corporation (SSC). This entitles workers to benefits such as pension, healthcare, and unemployment insurance.
  • Employers are required to contribute a percentage of their employees’ salaries toward social security, with a set amount deducted from the employee’s paycheck.
    • Example: For each employee earning a monthly salary, a certain percentage is deducted for pension and medical insurance, and the employer is required to match this contribution.
• End-of-Service Benefits:
  • Jordanian law mandates that employees are entitled to end-of-service benefits upon resignation or termination. This includes severance pay, calculated based on the employee’s years of service and final salary.
    • Example: If an employee has worked for a company for more than three years and leaves voluntarily, they are entitled to receive severance pay in accordance with the law, which is an important consideration when budgeting for new hires.

1.4. Non-Discrimination and Equal Opportunity

• Equal Opportunity Laws:
  • Jordan’s labor laws ensure that employees are not discriminated against based on gender, race, religion, or nationality. Employers are required to maintain an equitable work environment and offer equal pay for equal work.
  • In addition, companies must be careful to avoid any discriminatory hiring practices that could lead to legal challenges or reputational damage.
    • Example: A company like Saba Jordan, which hires employees from diverse backgrounds, must ensure that its recruitment and hiring practices are based purely on qualifications and experience, regardless of gender or religious background.

2. Cultural Considerations

Jordan’s unique cultural environment plays a significant role in shaping the dynamics of the workplace. Understanding local cultural norms and values will help businesses foster a positive work environment and attract top talent. Here are key cultural considerations to keep in mind when hiring in Jordan:

2.1. Importance of Personal Relationships

• Building Trust and Rapport:
  • In Jordanian culture, building personal relationships is often a prerequisite for doing business. Employers and recruiters should invest time in getting to know candidates, especially for senior or leadership roles.
  • Interviews and professional interactions may begin with informal discussions to establish rapport before moving into the specifics of the job.
    • Example: Hiring managers in Jordan may begin their interviews with casual conversation about family, personal interests, or mutual acquaintances before discussing the professional qualifications of the candidate.

2.2. Gender Dynamics in the Workplace

• Increasing Female Workforce Participation:
  • Although Jordan has traditionally had a lower female workforce participation rate compared to other countries in the region, there has been a growing push for gender equality in recent years. In 2025, many businesses are striving to create more inclusive work environments for women.
  • Offering flexible working arrangements, career development programs, and equal pay for women can help attract and retain female talent.
    • Example: Bank Audi Jordan has implemented several gender-sensitive policies, such as female leadership training and maternity leave benefits, to create a more inclusive work environment for women.

2.3. Religion and Public Holidays

• Respect for Religious Observances:
  • Jordan is a predominantly Muslim country, and Islamic holidays like Eid al-Fitr, Eid al-Adha, and Ramadan play a central role in the lives of employees. Businesses are expected to provide time off during these holidays.
  • Work hours are also typically adjusted during Ramadan, with reduced working hours for employees fasting.
    • Example: Companies like Jordanian Zain Telecom adjust working hours during Ramadan to accommodate employees observing the fast, offering shorter working days or flexible schedules to maintain productivity without compromising religious practices.

2.4. Family Values

• Strong Focus on Family Life:
  • In Jordanian culture, family is a central value, and many employees prioritize their family responsibilities. Employers who offer family-friendly benefits, such as parental leave and child care support, can attract talent that values work-life balance.
    • Example: The Royal Jordanian Airlines offers various family benefits, including child education subsidies and family health insurance packages, which have been instrumental in building employee loyalty.

2.5. Communication Styles

• Indirect Communication:
  • Jordanian communication tends to be more indirect compared to Western cultures. It’s important for employers to be sensitive to non-verbal cues and to maintain respect and politeness in all business interactions.
  • Feedback and criticism should be given privately to avoid embarrassment in front of peers or subordinates.
    • Example: During the interview process, hiring managers at companies like Microsoft Jordanensure they maintain respectful communication, avoiding confrontational or overly direct language.

3. Conclusion

Navigating the legal and cultural landscape of hiring in Jordan in 2025 requires a deep understanding of both the legal framework and cultural expectations. Employers must comply with Jordan’s labor laws, respect cultural norms, and create inclusive, family-friendly work environments. By doing so, companies will not only avoid legal challenges but also attract and retain top talent, fostering a positive and productive workplace. Understanding these key factors will enable businesses to thrive in Jordan’s competitive hiring landscape.

5. The Hiring Process in Jordan

The hiring process in Jordan is evolving in 2025, as companies adopt more digital tools and strategies to recruit top talent while adhering to local labor laws and cultural norms. Understanding the complete hiring journey, from job posting to employee onboarding, is crucial for businesses aiming to attract skilled professionals. This section will provide an in-depth look at the typical hiring process in Jordan for 2025, covering each stage and offering examples to highlight key practices.

1. Job Posting and Recruitment Channels

Effective recruitment begins with posting job openings on the right platforms and utilizing various recruitment channels to reach qualified candidates.

1.1. Online Job Portals

• Local and International Job Boards:
  • Companies in Jordan typically use both local and international job portals to post vacancies. Local platforms such as Waseet and Forasna are popular for reaching job seekers within the country, while international platforms like LinkedIn and Bayt.com are frequently used to attract talent from across the MENA region.
  • Online job portals allow employers to quickly filter applicants based on skills, experience, and qualifications, making the initial screening process more efficient.
    • Example: A company like Orange Jordan might post a job opening for a senior network engineer on both Waseet and LinkedIn to attract local and international talent.

1.2. Recruitment Agencies

• Partnering with Recruitment Agencies:
  • Recruitment agencies are often engaged to streamline the hiring process, especially when hiring for specialized roles or bulk recruitment. Agencies have a deep understanding of the local labor market and can provide valuable insights.
  • Some well-known recruitment agencies in Jordan include Manpower Jordan and Adecco Jordan. They assist in identifying qualified candidates and help businesses avoid the pitfalls of an inefficient hiring process.
    • Example: A multinational corporation like Coca-Cola Jordan may partner with a recruitment agency to help source candidates for senior management positions, ensuring that only the most qualified individuals are shortlisted.

1.3. Social Media Recruitment

• Leveraging Social Media Platforms:
  • Social media plays an increasingly important role in recruitment in Jordan. Employers use platforms like Facebook and Instagram to post job openings and engage with potential candidates.
  • Companies are also using LinkedIn to headhunt candidates for high-level roles, with job listings and company pages acting as attractive touchpoints for job seekers.
    • Example: Zain Jordan posts job openings on its LinkedIn page, creating a strong employer brand presence and attracting tech-savvy candidates looking for opportunities in the telecommunications sector.

2. The Screening and Interview Process

Once applications are received, the next step is screening and interviewing candidates to assess their suitability for the role.

2.1. CV Screening and Shortlisting

• Filtering Applicants:
  • With a large pool of candidates, the screening process is vital for identifying the most qualified applicants. HR departments or recruitment agencies often use Applicant Tracking Systems (ATS) to scan resumes for relevant keywords, qualifications, and experience.
  • Employers in Jordan should ensure that their job descriptions clearly outline the required qualifications, skills, and experience to help filter out unqualified candidates at this stage.
    • Example: Arab Bank Jordan uses ATS to scan resumes for applicants who meet the specific technical skills required for their software engineering roles, narrowing down the pool of candidates.

2.2. Conducting Interviews

• Initial Phone or Video Interviews:
  • Initial interviews are often conducted over the phone or via video calls, especially for roles that involve international recruitment. These interviews allow employers to gauge the candidate’s communication skills, motivation, and cultural fit before bringing them in for an in-person interview.
  • Video interviewing tools like Zoom and Microsoft Teams have become essential in Jordan’s hiring process, particularly since the pandemic.
    • Example: Abu Dhabi Commercial Bank (ADCB) Jordan conducts initial screenings through Microsoft Teams, enabling them to assess the candidate’s digital literacy and ability to work remotely.
• Face-to-Face Interviews:
  • After narrowing down the shortlist, employers in Jordan typically invite candidates for in-person interviews. During these interviews, candidates are assessed for both technical abilities and cultural fit within the organization.
  • Interviews in Jordan often start with a general discussion and move toward specific questions about skills, experiences, and motivation.
    • Example: Nestlé Jordan invites shortlisted candidates for face-to-face interviews where the company’s hiring managers assess both professional qualifications and alignment with Nestlé’s values of integrity and innovation.

3. Evaluating Candidates

After interviews, employers must evaluate the candidates’ qualifications, skills, and suitability for the role.

3.1. Technical Assessments and Tests

• Skills Assessment:
  • For roles that require specialized technical knowledge (e.g., IT, engineering, finance), companies in Jordan often conduct technical tests or assessments to evaluate the candidate’s expertise in specific areas.
  • These tests may be written or practical, depending on the job’s requirements.
    • Example: Intel Jordan conducts coding tests for software engineering roles, ensuring that candidates possess the technical skills necessary for the job before offering employment.

3.2. Background Checks and References

• Checking References:
  • Conducting background checks is a standard practice in Jordan to verify a candidate’s work history, qualifications, and criminal record (if applicable).
  • Employers may also reach out to professional references provided by the candidate to confirm their previous job performance and work ethics.
    • Example: Al-Quds College conducts reference checks to ensure the qualifications and prior job experiences listed on a candidate’s CV are accurate before making a final hiring decision.

4. Job Offer and Negotiation

Once the ideal candidate has been identified, the next stage is making an offer and negotiating terms.

4.1. Extending the Offer

• Formal Offer Letter:
  • The hiring company sends a formal offer letter to the chosen candidate, outlining the terms of employment, including salary, benefits, job title, and work schedule.
  • The offer letter may also include probationary periods, performance metrics, and company policies.
    • Example: JORDAN Phosphate Mines Company extends an offer to candidates via email, ensuring the offer letter includes key details on compensation packages and probation terms.

4.2. Salary and Benefits Negotiation

• Salary Discussions:
  • In Jordan, salary negotiations are common, particularly for higher-level positions or candidates with specialized skills. Employers should be prepared for candidates to negotiate salaries, benefits, and other compensation-related terms.
  • Jordan’s economic conditions can influence salary expectations, so businesses should remain flexible but competitive.
    • Example: A candidate applying for a role at Samsung Jordan may negotiate a higher salary package, which may include allowances for housing and transportation, considering the cost of living in the region.

5. Onboarding and Integration

Once the candidate accepts the offer, the final stage is onboarding, where the new hire becomes part of the organization.

5.1. Pre-Employment Documentation

• Gathering Documents:
  • Before officially starting, the new hire is required to submit documentation, including identity proof, academic certificates, previous employment records, and work permits (if applicable).
  • Employers must also ensure the candidate is registered with the Social Security Corporation to comply with legal requirements.
    • Example: Jordan Telecom Group (Zain) ensures that all newly hired employees are registered with the Jordanian Social Security System before starting their first day.

5.2. Orientation and Training

• Onboarding Program:
  • Most companies in Jordan offer a structured onboarding program that helps new hires understand the company culture, policies, and key processes.
  • Training sessions are typically provided, focusing on both technical skills (for example, software systems) and soft skills (such as teamwork and communication).
    • Example: The University of Jordan offers a comprehensive onboarding program that includes orientation about academic and administrative procedures, cultural integration, and career development.

5.3. Probation Period and Performance Reviews

• Performance Monitoring:
  • Many employers in Jordan institute a probationary period of 3 to 6 months to assess the performance of new hires. During this period, managers closely monitor employee performance and provide regular feedback.
  • Upon successful completion of the probation period, the employee’s contract becomes permanent.
    • Example: Petra Engineering Industries uses the probation period as an opportunity to evaluate new hires’ technical and interpersonal skills before offering them a permanent position.

6. Conclusion

The hiring process in Jordan for 2025 is evolving with the adoption of more advanced digital tools, but still relies heavily on traditional methods such as personal interviews, reference checks, and on-the-job evaluations. From posting job openings to onboarding employees, each step requires careful planning, legal compliance, and consideration of local cultural norms. By understanding the hiring process in Jordan, businesses can ensure a smooth, efficient, and successful recruitment experience, ultimately helping them build a strong, skilled workforce.

6. Retaining Talent in Jordan

Retaining top talent is one of the most critical challenges facing employers in Jordan for 2025. With an evolving job market and increasing competition for skilled professionals, businesses must adopt comprehensive strategies to ensure employee satisfaction and long-term retention. This section will explore various retention strategies, focusing on the key elements that contribute to retaining talent in Jordan’s labor market.

1. Competitive Compensation and Benefits

A robust compensation and benefits package is one of the primary drivers of employee satisfaction and retention in Jordan. Offering competitive pay and benefits ensures that employees feel valued and motivated to stay with the company.

1.1. Offering Competitive Salaries

• Market Research:
  • Conducting salary benchmarking is essential to ensure that your compensation packages are competitive. Jordan’s labor market is influenced by the demand for specialized skills, so offering salaries that align with industry standards is critical to attracting and retaining talent.
  • Companies in Jordan should regularly review salary trends in their respective industries to ensure they remain competitive.
    • Example: Citi Bank Jordan regularly conducts salary reviews to ensure their compensation packages remain competitive, especially for key financial and technical roles.

1.2. Comprehensive Benefits Packages

• Health and Wellness Benefits:
  • Employees in Jordan increasingly expect comprehensive health and wellness benefits, including medical insurance, dental care, and mental health support. Offering these benefits can significantly increase job satisfaction and loyalty.
  • Companies offering wellness programs, such as gym memberships, yoga sessions, or stress management workshops, can foster a positive work environment.
    • Example: Abu Dhabi Islamic Bank (ADIB) Jordan provides comprehensive health insurance, covering employees and their families, which is a key factor in employee retention.
• Retirement Plans and Savings Options:
  • Providing employees with retirement plans or matching pension contributions can contribute to long-term retention by helping them secure their financial future.
  • Social Security contributions are mandatory in Jordan, but companies that go beyond these basic requirements by offering additional savings plans or profit-sharing initiatives demonstrate a commitment to employees’ future financial well-being.
    • Example: Petra Engineering Industries offers employees access to a company-sponsored retirement savings plan, making it easier for workers to plan for their long-term financial goals.

2. Professional Development and Career Growth

Offering opportunities for career development is vital for retaining talent in Jordan. Employees are more likely to stay with a company that invests in their personal and professional growth.

2.1. Training and Skill Development Programs

• Continuous Learning Opportunities:
  • Providing ongoing training opportunities, whether through in-house programs, workshops, or external courses, is crucial for employee development. This helps employees keep their skills up-to-date and grow in their careers.
  • Companies should focus on skills relevant to their industries, such as technology, management, or soft skills, to meet both individual and organizational needs.
    • Example: Orange Jordan offers an internal training program focused on digital transformation, helping employees stay ahead of industry trends and improve their skill sets.

2.2. Career Pathing and Succession Planning

• Clear Career Advancement Paths:
  • Employees are more likely to stay with a company if they see a clear path for growth and promotion. Implementing career pathing strategies helps employees understand the opportunities available to them and provides motivation for achieving higher positions.
  • Succession planning is equally important in ensuring that key roles are filled by internal candidates, which boosts employee morale and loyalty.
    • Example: Jordan Telecom Group (Zain) has a strong focus on succession planning and internal promotions, offering high-potential employees leadership training programs that lead to managerial roles within the company.

3. Positive Work Culture and Employee Engagement

A positive work culture that fosters employee engagement and satisfaction can significantly contribute to retention. Employees who feel connected to their organization and valued by their colleagues are more likely to remain with the company.

3.1. Work-Life Balance

• Flexible Work Arrangements:
  • In 2025, offering flexible work options, such as remote work, flexible hours, and job-sharing, is a major contributor to employee retention. Many employees in Jordan increasingly expect a balance between their professional and personal lives.
  • Companies should tailor work arrangements based on job roles, considering what is most beneficial to both employees and the organization.
    • Example: Jumia Jordan has embraced flexible work policies, allowing employees to work remotely two days a week, leading to higher satisfaction and retention among their workforce.

3.2. Employee Recognition Programs

• Recognizing Achievements:
  • Regularly acknowledging and rewarding employees for their contributions to the company fosters a culture of appreciation. This can include employee of the month programs, bonuses, or public recognition during meetings.
  • Recognizing hard work and dedication not only boosts morale but also encourages employees to continue performing at their best.
    • Example: Nestlé Jordan runs quarterly recognition programs where employees are celebrated for their contributions, creating a positive and motivating environment.

3.3. Building a Supportive and Inclusive Culture

• Fostering Diversity and Inclusion:
  • Companies in Jordan are increasingly focusing on creating diverse and inclusive workplaces where employees feel respected, supported, and heard. A positive work culture that embraces diversity is an attractive feature for prospective and existing employees.
  • Offering support for various demographic groups, such as women in the workplace or individuals with disabilities, is essential for fostering inclusivity.
    • Example: HSBC Jordan has implemented several diversity and inclusion initiatives, including mentorship programs for women in leadership, helping to retain talented employees from diverse backgrounds.

4. Effective Communication and Employee Feedback

Open and transparent communication is critical for maintaining a high level of engagement and trust, which directly impacts employee retention.

4.1. Regular Feedback and Performance Reviews

• Continuous Feedback Systems:
  • Employees who receive regular feedback are more likely to stay with the company. Implementing performance review cycles, where feedback is provided constructively, helps employees improve and grow within their roles.
  • Ongoing feedback can also address concerns early on, preventing employee dissatisfaction and disengagement.
    • Example: Coca-Cola Jordan conducts quarterly performance reviews, offering constructive feedback and setting clear goals for employees, which leads to higher engagement and job satisfaction.

4.2. Employee Satisfaction Surveys

• Understanding Employee Needs:
  • Conducting annual or bi-annual employee satisfaction surveys helps companies understand employee concerns, satisfaction levels, and potential areas for improvement. This allows employers to address issues before they lead to turnover.
  • Actively listening to employees and making necessary adjustments to workplace policies can significantly increase retention rates.
    • Example: The Royal Jordanian Airlines frequently conducts employee satisfaction surveys to gauge morale and make necessary adjustments to company policies, such as increasing vacation days or improving internal communication channels.

5. Creating a Clear Employer Brand

Having a strong employer brand is essential for attracting and retaining top talent in Jordan. Employees want to work for organizations that align with their values and offer a positive working environment.

5.1. Promoting Corporate Social Responsibility (CSR)

• Involvement in Social Initiatives:
  • Companies that are involved in corporate social responsibility (CSR) initiatives are often seen as more attractive to employees who are looking for a sense of purpose in their work. Engaging in community service or supporting sustainable practices can build a positive image and improve employee loyalty.
    • Example: Al Hikma Pharmaceuticals actively participates in community health initiatives, which helps the company attract socially conscious employees who are looking for purpose-driven work.

5.2. Employer Branding through Company Culture

• Showcasing Company Values and Vision:
  • Strong employer branding starts with a clear communication of company values, culture, and mission. Companies in Jordan that effectively communicate their corporate vision and culture can retain employees who are aligned with these values.
  • Highlighting career growth, work-life balance, and employee success stories on social media and company websites can enhance the employer brand and attract top talent.
    • Example: King Hussein Cancer Center (KHCC) showcases employee success stories and the impact of their work on social media, demonstrating the rewarding career paths they offer in the healthcare sector.

6. Conclusion

Retaining talent in Jordan for 2025 requires a holistic approach that addresses compensation, career development, workplace culture, communication, and employer branding. Companies that create an environment where employees feel valued, supported, and engaged will not only increase retention rates but also build a workforce that drives long-term success. By focusing on employee well-being, professional growth, and recognition, businesses in Jordan can maintain a stable and motivated workforce, positioning themselves as employers of choice in the competitive talent market.

Conclusion

Navigating the talent landscape in Jordan in 2025 presents unique challenges and opportunities. As the country’s economy continues to evolve, the demand for skilled labor across various sectors is increasing, making it essential for employers to stay ahead of the curve in their hiring strategies. From understanding the local labor market to attracting and retaining the right talent, the hiring process in Jordan requires a multifaceted approach.

1. Understanding the Dynamic Labor Market

In 2025, the Jordanian labor market is shaped by a combination of factors such as technological advancements, changing demographic patterns, and evolving employer expectations. A deep understanding of these dynamics is essential for crafting a successful recruitment strategy. Employers need to stay informed about labor market trends, such as shifts in demand for specific skills, and adapt to the growing importance of sectors like technology, healthcare, and engineering.

• Example: In recent years, sectors like information technology and healthcare have seen rapid growth, and the demand for tech talent has outpaced supply. Companies that understand these trends are better positioned to attract the right candidates.

2. Attracting Top Talent

Attracting the right candidates in Jordan requires a combination of employer branding, competitive compensation, and strong recruitment strategies. As job seekers become more discerning, they are not just looking for good salaries—they are seeking companies that offer opportunities for growth, work-life balance, and a positive work environment. In 2025, employers will need to emphasize these factors in their recruitment efforts.

• Building a strong employer brand: Companies must communicate their corporate culture, values, and opportunities for career development. Candidates are increasingly drawn to organizations that prioritize employee satisfaction and long-term growth.
• Leveraging digital recruitment platforms: Job boards, LinkedIn, and industry-specific websites will remain key channels for sourcing candidates. Additionally, employers can leverage AI-powered recruitment tools to streamline the hiring process, improving efficiency and candidate matching.

3. Navigating the Hiring Process

The hiring process in Jordan is not just about selecting candidates; it is about ensuring a smooth and efficient journey from job posting to onboarding. Employers need to craft job descriptions that are clear and attractive, offer a structured interview process, and maintain transparent communication throughout.

• Structured recruitment process: From advertising vacancies to shortlisting candidates, interviews, and assessments, every step should be designed to evaluate not just the technical skills of applicants, but also their cultural fit within the organization.
• Onboarding: Once employees are hired, a comprehensive onboarding process is critical to ensuring they feel welcomed and integrated into the company. This process helps new hires become productive more quickly and reduces turnover rates.

4. Overcoming Legal and Cultural Barriers

Employers must also be aware of Jordan’s labor laws and cultural nuances, which play a significant role in the recruitment process. From complying with labor regulations to understanding local customs and practices, businesses need to ensure they operate within the legal framework while respecting cultural expectations.

• Legal considerations: Jordanian labor law mandates that all employees receive certain benefits and protections, including social security and paid leave. Employers must be aware of these requirements to avoid legal pitfalls.
• Cultural considerations: Understanding the local work culture is crucial in making candidates feel comfortable and valued. Jordan has a diverse workforce, and employers must respect local customs, communication styles, and work ethics to foster a positive and inclusive work environment.

5. Retaining Talent

While hiring the right candidates is essential, retaining them in the long run is equally important. Offering competitive salaries and benefits, investing in employee development, fostering a positive workplace culture, and providing clear career progression paths are all key strategies for retention.

• Example: Companies like Zain Jordan have excelled in offering career development programs and opportunities for internal promotions, significantly reducing turnover rates among their staff.

6. The Role of Technology and Innovation

The role of technology in recruitment continues to grow, with AI-powered tools, applicant tracking systems (ATS), and data analytics reshaping how companies identify and hire talent. These tools enable businesses to streamline their recruitment efforts, reduce bias in hiring decisions, and make data-driven decisions.

• Artificial Intelligence: AI-driven tools can automate many parts of the recruitment process, from job postings to screening candidates. By analyzing resumes and matching candidates to job requirements, AI can significantly reduce the time and resources needed for hiring.

7. Collaboration with Recruitment Agencies

Partnering with local recruitment agencies can offer valuable insight into the Jordanian job market. These agencies bring knowledge of industry-specific hiring trends and access to a network of qualified candidates. Additionally, they can assist with legal compliance and offer expert guidance in navigating the local hiring process.

• Example: Agencies like Talent Jordan specialize in sourcing highly skilled candidates for sectors such as IT, finance, and engineering. Their expertise in the local labor market can help employers reduce time-to-hire and improve hiring outcomes.

8. The Future of Hiring in Jordan

The hiring landscape in Jordan will continue to evolve in 2025 and beyond. As the country integrates more into the global economy and continues to develop its tech-driven industries, employers must be prepared to adapt their recruitment strategies. This includes embracing remote work opportunities, investing in employee well-being, and continuously evolving hiring practices to meet the demands of a changing workforce.

• Remote and hybrid work models: With the rise of digital transformation, remote work is becoming more prevalent in Jordan, especially in industries like technology and marketing. Companies will need to adjust their hiring processes to accommodate virtual interviews and remote onboarding.
• Diversity and inclusion: The growing focus on diversity and inclusion will shape hiring practices in 2025. Employers who prioritize a diverse workforce will have a competitive advantage in attracting top talent from all backgrounds.

Final Thoughts

Successfully finding and hiring employees in Jordan in 2025 requires a strategic, well-rounded approach. Employers must stay informed about market trends, adapt their recruitment strategies to align with candidate expectations, and foster a workplace culture that attracts and retains top talent. By embracing technological advancements, complying with legal requirements, and understanding cultural nuances, companies can build a strong, sustainable workforce that drives business success. In a competitive job market, the ability to attract and retain skilled employees will be a key differentiator for organizations looking to thrive in the coming years.

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People Also Ask

What is the current state of the labor market in Jordan in 2025?

The labor market in Jordan in 2025 is marked by growth in sectors like technology, healthcare, and engineering, while the demand for skilled workers, particularly in IT and digital fields, continues to rise.

What are the best strategies for hiring employees in Jordan?

To hire effectively in Jordan, leverage local job boards, partner with recruitment agencies, and promote your employer brand through social media and employee referral programs.

How can I find skilled talent in Jordan?

You can find skilled talent in Jordan by targeting industry-specific job boards, collaborating with local universities for internships, and attending job fairs where skilled professionals are likely to be.

What legal considerations should I be aware of when hiring in Jordan?

When hiring in Jordan, employers must comply with the Labor Law, which mandates fair wages, working hours, social security benefits, and paid leave for employees.

What are the cultural considerations when hiring in Jordan?

Understanding Jordan’s cultural norms, such as respect for hierarchy and work-life balance, is key to fostering a positive work environment and attracting the right talent.

What are the key industries for recruitment in Jordan in 2025?

Key industries for recruitment in Jordan in 2025 include technology, engineering, healthcare, construction, and finance, as these sectors see substantial growth and innovation.

How do recruitment agencies in Jordan assist in hiring?

Recruitment agencies in Jordan can help you identify suitable candidates, handle legal paperwork, and streamline the hiring process, saving time and ensuring compliance with local laws.

How can I attract top talent in Jordan?

Offer competitive salaries, career growth opportunities, a positive workplace culture, and work-life balance. Highlight these factors on your job listings and company website to attract top talent.

What platforms should I use to recruit employees in Jordan?

Leverage popular job boards like Akhtaboot, LinkedIn, and Bayt, as well as industry-specific platforms, to find the right candidates for your positions.

Is remote work popular in Jordan in 2025?

Remote work is becoming more common in Jordan, especially in tech, digital marketing, and customer service roles, where employees have the flexibility to work from home.

What are the common challenges when hiring in Jordan?

Common challenges include a competitive job market for skilled talent, varying salary expectations, and navigating local labor laws and cultural differences.

What skills are in high demand in Jordan in 2025?

In-demand skills in Jordan include software development, IT infrastructure, digital marketing, data analytics, engineering, and healthcare-related expertise.

How long does the hiring process usually take in Jordan?

The hiring process in Jordan typically takes 4-6 weeks, depending on the role, company size, and the number of applicants being reviewed.

How should I write job descriptions for Jordanian candidates?

Be clear and concise, outlining job responsibilities, qualifications, and benefits. Emphasize career development and opportunities for growth, as these are important to Jordanian candidates.

What salary ranges should I offer in Jordan?

Salaries vary by industry, but competitive compensation packages should be based on market research, job level, and candidate experience, ensuring they align with local standards.

What is the process for onboarding new employees in Jordan?

Onboarding in Jordan involves introducing new hires to the company’s culture, providing necessary training, completing legal documentation, and ensuring compliance with local labor laws.

How can I retain talent in Jordan for 2025?

Offer career development opportunities, competitive compensation, positive workplace culture, and flexible working conditions to retain talent in Jordan.

How does social security work for employees in Jordan?

In Jordan, employers are required to contribute to the Social Security Corporation, which provides health insurance, retirement benefits, and work injury compensation for employees.

How can I assess candidates effectively in Jordan?

Assess candidates through structured interviews, skills tests, and reference checks, focusing on both technical abilities and cultural fit for the organization.

Should I hire local or international candidates in Jordan?

It depends on the role. For positions requiring specialized knowledge or international experience, hiring from abroad can be beneficial, while local hires are ideal for roles requiring familiarity with the local culture.

What are the common employee benefits in Jordan?

Employee benefits in Jordan typically include social security contributions, annual leave, public holidays, healthcare, and bonuses, depending on the company.

How do I ensure compliance with Jordanian labor laws?

Work closely with a legal advisor to ensure your recruitment practices, contracts, and employee benefits meet Jordan’s labor law requirements.

How can I foster diversity in the hiring process in Jordan?

Promote inclusive hiring practices by advertising job openings to diverse groups and ensuring your recruitment process is free from bias. Embrace diversity in your company culture to appeal to a wider range of candidates.

What is the minimum wage in Jordan?

The minimum wage in Jordan is set by the government and varies depending on the industry. As of 2025, the minimum wage is approximately JOD 260 per month.

What is the importance of employer branding in Jordan?

Employer branding helps attract top talent by showcasing your company’s culture, values, and benefits. A strong employer brand in Jordan highlights why your company is an ideal place to work.

What documents do I need when hiring employees in Jordan?

When hiring employees in Jordan, you need a valid work contract, employee identification, proof of qualifications, and necessary social security documentation.

How can I use technology to enhance recruitment in Jordan?

Technology like applicant tracking systems (ATS), AI-powered recruitment tools, and digital interview platforms can streamline your hiring process, making it faster and more efficient.

Are there any gender-specific hiring challenges in Jordan?

While Jordan has made strides towards gender equality, there can still be cultural preferences and workplace biases. Companies can address this by ensuring equal opportunities and promoting diversity.

How do I conduct background checks on candidates in Jordan?

Background checks in Jordan typically involve verifying academic qualifications, previous employment, and professional references. Ensure you comply with data protection laws during this process.

How do I handle work permits for foreign employees in Jordan?

Foreign employees in Jordan require work permits, which are issued by the Ministry of Labor. Employers must submit relevant documents and ensure compliance with work visa requirements.

What is the probation period for employees in Jordan?

The probation period for new employees in Jordan typically lasts for three to six months. During this time, either party can terminate the employment with notice.

How does the recruitment process in Jordan compare to other Middle Eastern countries?

The recruitment process in Jordan is similar to other countries in the region but is influenced by the local culture, labor laws, and job market conditions, which may vary slightly.

How can I handle employee disputes in Jordan?

To handle employee disputes in Jordan, it’s crucial to have clear communication, address grievances promptly, and seek legal advice if necessary to ensure compliance with labor laws.

What role does networking play in hiring employees in Jordan?

Networking plays a vital role in hiring in Jordan, where personal connections and recommendations are often used to identify candidates and secure job placements.

How can I support employee well-being in Jordan?

Support employee well-being by offering work-life balance initiatives, health insurance, wellness programs, and opportunities for career development to boost morale and retention.