Your company needs to hire Emirati professionals, but the usual recruitment process is taking longer than expected.
You have advertised vacancies, reviewed CVs and contacted potential candidates. Yet finding suitable UAE nationals with the right skills, experience and availability remains a challenge.
What if your HR team could meet several Emirati job seekers directly, conduct interviews and identify potential hires through a government-supported recruitment event?
This is one of the opportunities provided by the Ministry of Human Resources and Emiratisation (MoHRE) through its open recruitment days.
On 21 July 2026, MoHRE announced that it had organised 64 open recruitment days during the first half of 2026, bringing together 226 private-sector companies across the UAE.
The initiative connects Emirati job seekers with employers through direct recruitment activities, supporting genuine employment opportunities and Emiratisation workforce objectives.
For businesses struggling to fill skilled positions, these events may provide another useful recruitment channel.
But how do they work, and how can your company participate?
What Are MoHRE Open Recruitment Days?
MoHRE open recruitment days are organised recruitment events that bring UAE national job seekers and private-sector employers together.
The events are conducted in cooperation with the Ministry’s strategic partners.
Rather than relying exclusively on online applications, participating companies can interact directly with candidates interested in private-sector employment.
These events provide opportunities for:
- Direct candidate interviews.
- Immediate recruitment discussions.
- Matching candidates with available vacancies.
- Identifying qualified Emirati professionals.
- Supporting private-sector Emiratisation requirements.
MoHRE also oversees recruitment activities and follows up on interview outcomes.
The objective is to help create genuine employment opportunities and improve connections between employers and UAE national talent.
What Did MoHRE Announce in July 2026?
According to the Emirates News Agency (WAM), MoHRE organised 64 open recruitment days across the UAE during the first six months of 2026.
The events involved 226 private-sector companies working with the Ministry and its strategic partners.
Farida Al Ali, Assistant Undersecretary of National Talents at MoHRE, highlighted the importance of these events in connecting UAE nationals with employers.
The Ministry also explained that it monitors participating companies’ recruitment activities and follows up on interview outcomes.
This approach is intended to encourage serious recruitment efforts rather than treating participation as a purely promotional exercise.
MoHRE confirmed that it would continue organising open recruitment days with government and private-sector partners.
Source: Emirates News Agency — MoHRE Organises 64 Open Recruitment Days in Six Months.
Why Should UAE Employers Consider This Recruitment Channel?
Traditional recruitment methods remain important, but they are not always sufficient for every vacancy.
Employers may face challenges involving candidate availability, lengthy screening processes and competition for experienced professionals.
Open recruitment days offer a different approach.
1. Direct Access to Emirati Job Seekers
Participating employers can meet candidates who are actively exploring private-sector employment.
This creates an opportunity for direct conversations about qualifications, experience and career expectations.
2. Faster Initial Screening
Instead of arranging every initial discussion separately, HR teams may be able to meet multiple candidates during an organised recruitment event.
This can help employers identify suitable applicants for further assessment.
3. Opportunities for Immediate Interviews
Recruitment days can provide direct interview opportunities.
Where an employer and candidate are ready to proceed, discussions may advance quickly.
However, employers should still complete appropriate screening and employment formalities.
4. Access to Different Specialisations
The events are designed to connect companies with UAE national candidates across a range of professional backgrounds.
This may be useful for employers recruiting into different departments.
5. Support for Emiratisation Workforce Planning
For businesses required to meet Emiratisation targets, recruitment days can form part of a broader hiring strategy.
They provide another way to identify candidates for genuine positions.
Can Any UAE Company Participate?
MoHRE has stated that companies wishing to participate in future open recruitment days can register through the Nafis platform.
However, employers should not assume that registration guarantees a place at every event.
Participation may depend on the event arrangements, available vacancies, eligibility requirements and coordination with the relevant organisers.
Businesses interested in participating should check the official Nafis platform for current opportunities and instructions.
Official platform: https://nafis.gov.ae/
How Can Employers Register for MoHRE Recruitment Days?
The Ministry’s July 2026 announcement directs interested companies to the Nafis platform.
A practical approach is to follow these steps.
Step 1: Access the Nafis Platform
Visit the official Nafis website and access the relevant employer services.
Step 2: Review Available Recruitment Opportunities
Check for information about upcoming recruitment days and employer participation.
Availability and registration procedures may differ between events.
Step 3: Prepare Genuine Vacancies
Before expressing interest, identify positions that your business genuinely needs to fill.
Each vacancy should have a clear job description and appropriate employment terms.
Step 4: Provide the Requested Employer Information
Follow the instructions provided through the relevant official channel.
Step 5: Confirm Participation Requirements
Check event details, required documentation, interview arrangements and any other instructions.
Step 6: Prepare Your Recruitment Team
Ensure the representatives attending the event understand the vacancies and have authority to conduct meaningful recruitment discussions.
The exact registration process should always be confirmed through Nafis or MoHRE.
What Should Companies Prepare Before Attending?
Participating in a recruitment day should involve more than sending an HR representative with a list of vacancies.
Employers should prepare carefully to make the most of the opportunity.
Finalise Job Descriptions
Each position should clearly explain:
- Job title.
- Main responsibilities.
- Required qualifications.
- Essential skills.
- Experience expectations.
- Work location.
- Employment arrangements.
Approve Salary Budgets
Hiring managers should know the approved compensation range before speaking with candidates.
This helps avoid delays after identifying a suitable applicant.
Identify Interviewers
Where possible, include someone who understands the technical requirements of the position.
For example, a finance manager may be better positioned to assess a finance candidate’s technical capabilities than a recruiter working alone.
Prepare Structured Interview Questions
Use consistent questions that evaluate the skills and responsibilities relevant to the position.
Establish a Follow-Up Process
Decide who will contact candidates, schedule further assessments and coordinate employment offers.
Without a clear follow-up process, promising recruitment conversations may not lead to actual hires.
Which Positions Could Be Suitable for Recruitment Days?
The suitability of a vacancy depends on the candidates attending and the particular event.
However, employers may consider using this channel for positions across several business functions.
Finance and Accounting
Potential vacancies include:
- Junior accountants.
- Financial analysts.
- Finance assistants.
- Compliance officers.
- Internal audit professionals.
Human Resources
Companies may recruit for:
- HR coordinators.
- Recruitment specialists.
- HR operations executives.
- Learning and development roles.
Technology
Relevant positions may include:
- IT support.
- Data analysis.
- Software development.
- Cybersecurity.
- Digital transformation.
Sales and Customer Relations
Employers may seek candidates for:
- Account management.
- Business development.
- Customer service.
- Sales coordination.
Administration and Operations
Potential positions include:
- Administrative executives.
- Project coordinators.
- Operations assistants.
- Procurement professionals.
The key is to match actual vacancies with the skills and experience available.
How to Conduct Effective Interviews at Recruitment Events
Recruitment days may create opportunities to meet many candidates within a limited period.
Employers should therefore use a structured screening approach.
Begin With the Candidate’s Background
Ask about qualifications, relevant experience and career interests.
Explain the Position Clearly
Candidates should understand what the role involves before discussing an offer.
Assess Essential Skills
Focus on the capabilities genuinely required for the vacancy.
Discuss Availability
Ask about notice periods and potential joining dates.
Explain the Recruitment Process
Tell candidates whether additional interviews or assessments will be required.
Record Relevant Interview Outcomes
Maintain accurate notes to support consistent evaluation and timely follow-up.
Don’t Judge Candidates Only by Their CVs
A recruitment event creates an opportunity to evaluate candidates beyond their written applications.
For example, a recent Emirati graduate may have limited work experience but demonstrate:
- Strong communication.
- Analytical thinking.
- Problem-solving ability.
- Digital literacy.
- Learning potential.
- Professional motivation.
Employers should consider whether certain skills can be developed through training.
For suitable entry-level positions, a candidate’s potential may be as important as previous employment experience.
What Should Happen After the Recruitment Day?
Attending an event is only the beginning.
Employers should establish a clear process for moving suitable candidates towards employment.
Within the First Few Working Days
Review interview notes and identify candidates for further consideration.
Schedule Additional Assessments
Where required, arrange technical interviews, practical exercises or management discussions.
Communicate With Candidates
Provide timely updates about the recruitment process.
Finalise Employment Offers
Ensure the proposed salary, responsibilities and employment terms are accurate.
Complete Employment Formalities
Once a candidate accepts an offer, complete the applicable work-permit, contract, payroll and pension-registration processes.
Verify the Employment Position
Where the hire is relevant to the company’s Emiratisation target, confirm that the employee is correctly reflected in the applicable records.
Can Recruitment Days Help Companies Meet Their Emiratisation Targets?
They can support recruitment efforts, but participation alone does not satisfy an Emiratisation requirement.
For applicable private-sector establishments with 50 or more employees, MoHRE’s published framework requires progressive increases in Emiratisation within skilled jobs.
In 2026, the framework provides for a 1% increase during each half of the year.
Employers should therefore consider recruitment days as a way to identify suitable candidates for genuine positions.
However, a candidate attending an interview does not automatically become a recognised Emirati employee.
The relevant employment and registration requirements must still be completed.
Recruitment Days vs Recruitment Agencies: Which Should Employers Use?
Both channels can serve useful purposes.
| Consideration | MoHRE recruitment days | Recruitment agencies |
|---|---|---|
| Candidate access | Candidates participating in organised events | Candidates sourced through the provider’s networks and methods |
| Interview format | Direct interviews during scheduled events | Interviews coordinated according to the recruitment process |
| Availability | Depends on announced events | Depends on the provider’s capacity and engagement |
| Specialist sourcing | Depends on the candidate pool at the event | May include targeted searches for specific skills |
| Employer involvement | Direct participation in candidate evaluation | Varies according to the agreed services |
| Follow-up | Employer manages subsequent hiring stages | Agency may provide additional coordination |
The most suitable approach depends on the vacancy, urgency, required experience and available internal recruitment resources.
Employers can also use both channels.
Why Recruitment Days Should Complement a Year-Round Hiring Strategy
One of the biggest mistakes employers can make is waiting for a single recruitment event to solve every hiring challenge.
Event participation can create valuable opportunities, but employers should maintain other recruitment channels.
A broader strategy may include:
- Nafis job postings.
- Direct candidate sourcing.
- Graduate recruitment.
- University engagement.
- Employee referrals.
- Professional networking.
- Recruitment agency support.
- Internal workforce development.
Using multiple channels can reduce dependence on any one source of candidates.
How Smaller UAE Employers Can Benefit
Smaller businesses may struggle to compete with larger organisations that have established employer brands and dedicated recruitment teams.
Government-supported recruitment events may provide another opportunity to introduce their vacancies to Emirati job seekers.
However, smaller employers should be prepared to explain why a candidate might choose their company.
Potential advantages may include:
- Direct access to management.
- Broader responsibilities.
- Opportunities to develop multiple skills.
- Faster decision-making.
- Visible contributions to business outcomes.
- Individual career development.
Employers should communicate these advantages accurately rather than making promises they cannot fulfil.
Common Mistakes to Avoid at Recruitment Days
Attending Without Genuine Vacancies
Employers should participate with real employment opportunities.
Sending Representatives Who Cannot Explain the Roles
Candidates need accurate information about responsibilities and expectations.
Failing to Prepare Salary Information
Unclear compensation discussions can delay recruitment decisions.
Relying Entirely on CV Screening
Direct interviews should be used to assess relevant capabilities and motivation.
Making Promises About Immediate Hiring
Employers should only make commitments they are prepared and authorised to fulfil.
Failing to Follow Up
A promising candidate may accept another opportunity if communication is delayed.
Assuming Participation Guarantees Emiratisation Compliance
The actual employment requirements still apply.
How to Measure the Success of Recruitment-Day Participation
Employers should evaluate recruitment outcomes rather than attendance alone.
Useful performance indicators include:
| KPI | What it measures |
|---|---|
| Candidates interviewed | Number of direct candidate discussions |
| Qualified candidates | Applicants meeting essential role requirements |
| Second-stage interviews | Candidates progressing to further evaluation |
| Offers issued | Formal employment offers made |
| Offers accepted | Candidates agreeing to join |
| Successful hires | Employees who complete the hiring process |
| Time to hire | Duration from initial interview to joining |
| Employee retention | Whether recruited employees remain with the business |
These measures can help HR determine whether recruitment days are delivering value.
Conclusion
MoHRE’s announcement of 64 open recruitment days involving 226 private-sector companies during the first half of 2026 highlights another channel available to UAE employers seeking Emirati talent.
These events can provide opportunities for direct interviews, candidate screening and genuine recruitment discussions.
For businesses struggling to identify qualified UAE nationals, participation may be worth exploring.
However, successful recruitment still requires preparation.
Employers should define genuine vacancies, approve salary budgets, conduct structured interviews and follow up with suitable candidates.
Recruitment days should also form part of a wider workforce strategy rather than becoming the company’s only source of Emirati candidates.
The important question is not simply whether your company can attend a recruitment day. It is whether your business is prepared to turn the opportunity into genuine, sustainable employment.
Frequently Asked Questions
How many recruitment days did MoHRE organise in the first half of 2026?
MoHRE organised 64 open recruitment days across the UAE during the first six months of 2026, involving 226 private-sector companies.
What are MoHRE open recruitment days?
They are organised recruitment events connecting Emirati job seekers with private-sector employers through direct interviews and hiring discussions.
How can UAE companies participate in MoHRE recruitment days?
MoHRE has stated that companies interested in participating can register through the Nafis platform. Employers should check the current registration requirements and available events.
Are MoHRE recruitment days only for large companies?
The announcement describes participation by private-sector companies. Employers should verify the eligibility and arrangements for each event rather than assuming that every company can participate automatically.
Can companies hire Emirati employees directly during recruitment days?
The events can facilitate immediate recruitment discussions and hiring opportunities. Employers must still complete the applicable employment and registration processes.
Do recruitment days guarantee Emiratisation compliance?
No. Participation or interviewing candidates does not automatically satisfy Emiratisation requirements. Employers must complete genuine recruitment and the applicable employment formalities.
Can recruitment agencies still help companies using MoHRE recruitment days?
Yes. Recruitment agencies can complement event participation by providing targeted sourcing, screening and candidate follow-up, depending on their services.
Where can employers find information about upcoming recruitment days?
Employers can check the official Nafis platform and MoHRE communications for announcements and participation instructions.
Verified source: The figures, reporting period, MoHRE oversight and Nafis registration route are confirmed in the 21 July 2026 Emirates News Agency announcement and MoHRE’s own public communication.
