Updated 03:40 PM,September 24,2025
The two companies' software is likely to significantly impact hiring, promotion, and compensation practices across the Middle East and North Africa region by providing employers with objective tools to assess skills and accurate salary databases.
The software aims to help regional employers identify suitable candidates and fairly evaluate their abilities based on systematic and precise criteria.
Through this technology, employers can analyze both technical and non-technical skills of applicants, along with personality traits, to determine their fit for specific roles and company culture, as well as assess their long-term professional potential. This enables hiring decisions based on objective data while minimizing bias.
The software includes the following features:
- Assessment of over 3,000 skills and integration of more than one million questions.
- Coverage of over 25 industries and more than 200 job roles.
- Conducting both psychological and technical evaluations.
"Implementing these assessments will be a transformative step in hiring practices across the Middle East," said Ted Ravol, Product Business Manager at Mercer. "Hiring the right candidates based on accurate testing will improve role fit, enhance corporate competitiveness, and support workforce development."
"Another key benefit of these evaluations is reducing bias and ensuring transparent, fair hiring decisions," said Ahmed Al-Awdan, Employment Solutions and Business Manager at the platform. "These assessments will also help companies promote employees appropriately and build succession plans based on individual skills and performance."
In addition to the assessment platform, a comprehensive salary survey will also be launched. Organizations participating in this survey will disclose salary levels for their positions and gain access to competitive salary benchmarks and structures from peer companies. This will be a crucial step for organizations aiming to increase transparency and ensure fair compensation practices.
