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Saudi Arabia: Recruitment and selection

Original and updating authors: Hesham Al Homoud and Zahir Qayum, Al Tamimi & Company

Consultant editor: Sara Khoja, Clyde & Co LLP

See the legal services provided by the authors/consultant editors of XpertHR International > Saudi Arabia, including any discounts/offers for subscribers.


  • There is no legislation specifically prohibiting discrimination in recruitment and selection, except in the case of discrimination on the ground of disability, and discrimination is in fact required in favour of citizens of the Kingdom of Saudi Arabia. (See Discrimination)
  • Employers are required by law to notify the public employment office of all job vacancies and to advertise the vacancies on the online national jobs portal (Taqat) for specified minimum periods. (See Advertising vacancies)
  • Other than some requirements for foreign nationals, there is no general statutory framework governing the practice of recruitment and selection of job applicants in the private sector. (See General)
  • There are various rules relating to the employment of children and minors. (See Young people and children)
  • Foreign nationals are required to have a valid residency visa and work permit for employment in the Kingdom of Saudi Arabia. (See Foreign nationals)
  • Non-citizens may be employed only where suitably qualified Kingdom of Saudi Arabia citizens are not available. (See Priority for employment)
  • Men and women must generally be segregated in the workplace. (See Employment of women)
  • All employers with at least 25 employees must, if the nature of the work allows, ensure that at least 4% of their employees are people with disabilities. (See Employment quota for people with disabilities)