Riyadh Air is committed to fostering the growth and career aspirations of its employees by prioritizing internal recruitment whenever possible. By encouraging internal mobility, we aim to motivate and empower our team to realize their professional potential. Internal candidates are given precedence in the recruitment process, ensuring fair and transparent opportunities for career advancement. The Talent Acquisition team remains dedicated to selecting the most qualified candidate through a rigorous and unbiased selection process.
1. Equal opportunity
Riyadh Air is dedicated to providing equal opportunities in recruitment, ensuring all employees are considered for internal positions based on their qualifications, regardless of background. The company adheres to state regulations on Saudisation and actively works toward achieving its internal Saudisation targets.
2. Who can apply?
Only full-time employees are eligible to apply for internal opportunities. Candidates must meet the minimum qualifications and criteria outlined in the job posting and maintain satisfactory performance in their current role.
3. Performance evaluation
Candidates must have a recent performance evaluation of "Meets Expectations" or higher in their current role, ensuring that only employees meeting performance standards are considered for new opportunities.
4. Position grade eligibility
Employees are encouraged to explore growth opportunities by applying for positions up to one grade higher than their current role. Applications for roles beyond one grade will not be considered, as we aim to ensure a structured and fair career progression for all.
5. Tenure requirement
Candidates must have completed a minimum of one year in their current role to be eligible to apply for internal positions, ensuring adequate experience and contribution in their current capacity.
6. Disciplinary actions
Employees with active written disciplinary actions, are not eligible to apply for internal positions. Eligibility will be reinstated once the disciplinary action is no longer active, and the employee has demonstrated consistent improvement in performance or/and behavior.
7. Application process:
Employees are required to submit their application through iCIMS as part of the official internal recruitment process, including their CV and any other necessary documentation.
8. Job posting visibility
Internal job postings will be prominently shared on the internal career portal, ensuring all eligible employees are informed of available opportunities.
9. Interview process
Shortlisted candidates will be notified promptly and provided with comprehensive details about the interview process. The Talent Acquisition (TA) team will share all relevant information, including the interview format, timeline, and any necessary preparation or documentation requirements to ensure a smooth and transparent process.
10. Start date
If an internal candidate is selected to fill a vacancy, their effective start date will, wherever feasible, align with the first day of the following month to ensure a smooth transition and proper planning.
11. Feedback on applications
Candidates who are interviewed and not selected for a position will receive constructive feedback, either face-to-face or in writing, to support their professional growth and future applications. Feedback will be provided by the Recruiter or the Hiring Manager, ensuring a supportive and developmental approach.
12. Manager notification and approval process:
It is the employee's responsibility to inform their line manager of their application for an internal position. If the employee is shortlisted, the Recruitment Department will contact the manager to confirm the employee's suitability, ensure there are no active disciplinary actions, and gather input to support the selection process. This approach promotes transparency, allows the manager to provide valuable feedback, and facilitates planning for a smooth transition should the candidate be selected.