Employers in the Kingdom of Saudi Arabia (KSA) are subject to regulatory requirements governing the advertisement of job vacancies and the conduct of recruitment interviews, including an obligation to notify candidates of the outcome of their interviews within 30 days. In October 2024, the Saudi Ministry of Human Resources and Social Development (MHRSD) issued a ministerial decision regulating job advertisements and recruitment interviews (the Decision). The Decision came into force on 23 March 2025, following its publication on the MHRSD’s website.
In September 2026, the MHRSD published a reminder of the requirements under the Decision, bringing renewed attention to employers’ obligations throughout the recruitment process. The Decision introduced a number of requirements aimed at promoting transparency, fairness, and consistency in recruitment practices. These apply to both Saudi and non-Saudi candidates.
Obligation to Notify Candidates of Interview Outcomes
One of the key requirements under the Decision is the obligation for employers to inform candidates of the outcome of their job interviews, regardless of whether they have been successful.
Employers must notify candidates through an official means within a maximum period of 30 days from the date of the interview. Where a candidate is unsuccessful, the employer must also communicate the reasons for the rejection.
Additional Requirements for Job Advertisements
The Decision also establishes requirements relating to the content and publication of job advertisements. In particular, employers must ensure that:
- Job advertisements do not discriminate on the grounds of sex, disability, age, marital status, or any other discriminatory ground.
- Advertised positions correspond to occupations listed in the Saudi Standard Classification of Occupations.
- Vacancies are advertised through MHRSD-approved digital platforms, the employer’s website or official social media accounts, or licensed job fairs.
- Job advertisements include a clear job description and details of the job title, duties, minimum educational qualifications, required skills and experience, application procedure, nature of work, working hours, and benefits.
- Advertisements specify the opening and closing dates for applications, which must be received electronically.
These requirements are intended to ensure that prospective candidates receive clear and accurate information about available positions and the applicable recruitment process.
Requirements for Conducting Job Interviews
The Decision also regulates how employers arrange and conduct recruitment interviews. Employers must provide candidates with at least three days’ notice of an interview. Invitations must specify the interview format, whether conducted in person, remotely, or by telephone, together with the interview date and expected time.
Where interviews are conducted in person, employers must ensure that the chosen venue is appropriate and provides adequate facilities, including sufficient seating, suitable security arrangements, restrooms, and drinking water. Employers must also ensure that candidates with disabilities are provided with appropriate communication methods, reasonable accommodations, and accessibility arrangements.
An interview committee consisting of at least two Saudi members, including at least one Saudi national specializing in human resources, must be established by the employer. Non-Saudi specialists may also participate in interview committees, provided that they do not constitute more than half of the committee’s membership. Interview committees are prohibited from asking questions relating to candidates’ personal freedoms or confidential information concerning their previous employers.
Key Takeaways for Employers
The Decision introduces important compliance considerations for employers recruiting in the KSA, particularly in relation to the transparency of recruitment processes and communication with candidates. In light of the MHRSD’s September 2026 reminder, employers should review their existing recruitment policies and procedures to ensure alignment with the Decision.
In particular, employers should consider:
- Reviewing job advertisement templates to ensure that all mandatory information is included and that vacancies are published through permitted channels.
- Updating interview procedures to ensure that invitations are issued within the required timeframe, interview committees are appropriately constituted, and interview questions comply with the applicable restrictions.
- Implementing a formal candidate notification process to ensure that all interviewed candidates are informed of the outcome within the prescribed 30-day period, including the reasons for rejection where applicable.
- Maintaining appropriate records of interview results, candidate communications, and recruitment decisions.
The MHRSD’s recent reminder serves as a timely opportunity for employers to assess their recruitment practices and ensure that their hiring processes meet the applicable regulatory requirements.