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Employer planning checklist · UAE

Prepare a clear workforce requirement brief

A useful enquiry starts with the work, site conditions and skills your team needs. Use this checklist to organize the details before discussing scope with a workforce provider.

Planning aid: this checklist helps structure an enquiry. It is not a quotation, confirmation of availability, or commitment to a delivery date. Scope and next steps are confirmed after the requirement is reviewed.

Eight details that help scope the request

Share what you know. If a detail is not confirmed yet, mark it as provisional so it can be clarified during the discussion.

  1. 1

    Company and enquiry contact

    Company name, business email or phone, and the person coordinating the requirement. Keep the initial brief to business contact details.

  2. 2

    Industry, project and worksite

    Describe the operation or project, the UAE emirate and worksite area, and whether the work is at one site or several.

  3. 3

    Roles and number of people

    List each role separately and give the expected number for each. Note any phased or changing requirements.

  4. 4

    Skills and experience

    State essential tasks, equipment experience, language needs, years or type of experience, and any role-specific qualifications you expect.

  5. 5

    Shifts and working conditions

    Include shift pattern, working days, hours, overtime expectations, site environment and any access or induction requirements.

  6. 6

    Target dates and expected duration

    Share the preferred start date, expected assignment duration, and any project milestones. Dates are planning inputs and require review before confirmation.

  7. 7

    Site and welfare arrangements

    Clarify who is expected to arrange accommodation, transport, meals, personal protective equipment, tools and site access, where applicable.

  8. 8

    Selection and document checks

    Explain the interview, trade test or other selection steps. Candidate qualifications and certificates belong to the candidates and should be reviewed by the employer or its appointed interviewer.