Kukje Overseas is a Best manpower in India

Kukje has successfully delivered manpower for numerous international projects in the past, and we plan to expand this list significantly. With new offices set to open soon in countries such as Japan, Korea, Australia, Russia, Germany, and various regions in Africa, we are confident in our ability to further penetrate these markets and surrounding areas. This expansion will greatly enhance our services, enabling us to support more businesses in achieving growth and success. We are committed to helping organizations flourish and reach new heights.

Kukje Overseas India Key Achievements:

Employers in the Middle East often face significant challenges in sourcing a quality workforce for large-scale projects. These challenges include slow deployment speeds, submission of incorrect documentation, and frequent resignations. Kukje India addresses these obstacles, streamlining the hiring process to ensure seamless workforce solutions.

We specialize in deploying quality candidates quickly and efficiently, with a focus on maximum retention, providing our valued clients with complete peace of mind.

Our dedicated team ensures utmost transparency when briefing candidates, significantly reducing resignation rates. Additionally, we adhere to stringent quality standards, ensuring the submission of 100% accurate documentation to authorities, which minimizes delays caused by rework. Last year, we successfully recruited 3,000 workers for the Middle East across a wide range of industries, including Civil, MEP, Infrastructure, Facilities Management, Medical, Hospitality, Security, and Manufacturing.

Challenges in Recruitment:

Common Recruitment Issues in Saudi Arabia and the Middle East & Kukje India's Winning Solution

Kukje has supported numerous companies in industries such as Construction, Facility Management, Oil and Gas, Hospitality, Security, Manufacturing, Hypermarkets, Petrochemicals, Telecom, Power, EPC, Mining, Infrastructure, Paramedical, Renewable Energy, and Industrial sectors.

Problem 1:

Speed of Deployment:

The recruitment industry in the Middle East often suffers from a lack of formal hiring procedures, which slows down deployment and leads to unnecessary rework. The industry remains heavily reliant on manual processes rather than efficient, system-based workflows.

Documentation Issues:

Failure to comply with employer or country-specific guidelines—such as submitting critical documents like medical reports, passport copies, police clearance certificates, and photographs—frequently results in over 1% of candidates being rejected.

Loss of Time:

The need to resubmit and reprocess documents, along with the time required to finalize vendors for external sourcing, consumes significant extra time and effort.

High Costs and Fees:

Sourcing workers externally increase costs for employers, compounded by the fees paid to authorities for reprocessing incomplete or incorrect documentation.

Problem 2:

Quick Resignations:

In the Middle East, over 4% of workers resign within the first 60 days of joining. This high turnover rate is primarily due to inadequate briefing during the hiring process.

Lack of Information and Transparency: -

Candidates often lack clarity regarding:

Their work responsibilities
Their role within the organization
The type of accommodation provided
The terms of their contract
The work culture of the organization
This lack of transparency leads to dissatisfaction and early resignations.

Costly Rework

When replacements are not selected in consultation with the employer’s representative, the recruitment process must be restarted, leading to:
Increased costs and resource wastage
Significant loss of time
Poor quality of replacement candidates
Frustration and blame within the management and HR departments due to poor vendor selection

Problem 3:

Faulty Interview Arrangements and Itinerary Planning

A significant number of interviewer’s express dissatisfaction with the poor arrangements made by recruitment agencies for interviews and itinerary planning.
Interviewers are often scheduled on back-to-back flights, leading to inconvenience and exhaustion.
Many delegates report dissatisfaction with inadequate or inappropriate trade testing arrangements.

Problem 4:

Inadequate Number of Workers During Interviews

A significant concern for employers in the Middle East is the insufficient number of workers available during interviews.
In many cases, only a limited pool of candidates is present for testing by the employer’s representatives. This shortage results in project delays and disrupts the entire hiring process.

For Employer

Our Future Plans