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Recruitment in Casablanca and Entire Morocco

Recruitment is certainly a fundamental and essential step for every professional organization. It is a step forward for the company, and therefore an important decision that should be taken seriously.

However, the hiring plan is a process that can be long and constraining for the company. It is for this reason that the recruitment service is often qualified as a player hidden behind the success of companies.

FMC Group takes this into account as well as the strategic & business targets of its clients to make it easier and more efficient for them to select human resources in Morocco.

By acting as a real local HR Business Partner, we take care of the entire recruitment process, from the identification of recruitment needs to the evaluation and selection of motivated, reliable candidates to manage your business in the Moroccan market.

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Portrait of Imen Hamdi, Recruitment Manager Tunisia, FMC Group

Ms. Imen Hamdi

Recruitment Manager

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Recruitment Scope

We recruit all mid to senior positions in Morocco to form the local team of our Clients in general sectors and niche markets. We select highly motivated candidates with an international business mentality who will successfully develop the business of our clients in Morocco.

We know that each profile is unique and individual in terms of the required personal and behavioral abilities & qualifications and therefore we treat each recruitment request as unique and different. With our recruitment and consultancy background, we have a deep understanding of our clients’ needs and business culture. We also understand the local market & dynamics and manage the whole recruitment process accordingly.

Based on such an approach, we maintain open and objective communication with both our clients and the candidates to sustain a long-term & fruitful cooperation.

Advantages of Recruiting with FMC Group

We offer

  • many years of experience in recruiting for international clients
  • a good understanding of our customers’ needs, and the local dynamics of Morocco
  • selection of reliable and strong candidates with international business mindset and a good cultural fit
  • much more than the screening the CVs of candidates, we provide full HR consulting services for our clients, we join all meetings and support our client also with the contract negotiations
  • selection of candidates that are motivated & self-driven and willing to maintain long term cooperation with our clients

Our Recruitment Service Offering in Morocco

Job Description: After evaluating our clients’ business goals, FMC Group writes a job description and revises the profile selection criteria based on local understanding.

Advertisement: FMC Group prepares a job advertisement and publishes it on online job sites or on professional social networks.

Database Search: The FMC Group checks the database and contacts the profiles corresponding to the position to verify their interest in the position.

Direct Search / Headhunting: FMC Group performs a direct search for candidates according to the requirements of the position.

Pre-Selection of Candidates: FMC Group selects applications according to the position’s requirements and carries out written and oral communications.

Face-to-Face Interviews: After selecting a list of applications in line with the requirements of the position, FMC Group conducts direct interviews and pre-selects the best candidates.

Reporting: FMC Group prepares a report about the selected candidates including evaluations, resumes, and profiles.

Joint Interviews: FMC Group conducts joint interviews with our clients and assess the candidates previously selected in the delivered reports.

Reference Checks: FMC Group does reference checks on the selected candidates by phone interviews.

Personality/Talent Assessment: FMC Group evaluates the selected candidate and provides an individual report on the candidate’s skills and personality.

Contract Negotiations:  FMC Group provides support for contract negotiations until the employment of the selected candidate.

Remuneration Packages and Side Benefits for Employees

Compensation is a central point of the hiring plan. It occupies a preponderant place in the working relationship. The employee communicates his salary expectations which will be compared with the company’s salary scale.

In Morocco, the salary is freely fixed by direct agreement between the parties or by collective labor agreement, under reserve of the legislative provisions relating to the legal minimum wage.

All employees must benefit from a seniority bonus. The amount is set at:

  • 5% of the salary paid, after 2 years of service.
  • 10% of the salary paid, after 5 years of service.
  • 15% of the salary paid, after 12 years of service.
  • 20% of the salary paid, after 20 years of service.
  • 25% of the salary paid, after 25 years of service.

It is therefore important that the employer takes this into consideration when negotiating the salary during the hiring process.

Salary must be paid in the local currency. The number of monthly payments varies from one sector to another. For certain sectors such as banking, bonuses are determined by the collective labor agreement. For other sectors, it may vary from one company to another and employees can thus benefit from a 13th salary or more.

The most common side benefits included in the remuneration packages in Morocco are:

Company car – Generally, company car is provided to the members of the management committee but in some companies, the company car is also provided to the managing directors, marketing managers, and sales representatives. Still, others choose to include the amount of the car in the annual salary.

Fuel costs – Differs between companies; some provide a card with a monthly limit where others reimburse the monthly consumption based on the receipts provided.

Meal vouchers – When it comes to the manufacturing sector with high number of employees, resorting to the canteen with a service provider at low cost for the employees becomes the best solution. In others such as the service sector, it is better to provide an allowance or meal vouchers.

Private insurance – Since 2005, the National Social Security Fund has set up a new medical coverage scheme called AMO (Compulsory Health Insurance) for employees and pensioners in the private sector. Nevertheless, and for reasons of motivation, some companies continue to provide their staff with private health insurance.

Mobile phone – There is no fixed rule for mobile phones. Some companies provide it with an unlimited plan to executives only, others provide it to salespeople and/or anyone who works permanently such as the company guardian.

Working Hours in Morocco

Working hours are set at 44 hours per week, which is equivalent to 191 hours per month for sectors other than the agricultural sector.

Hours worked beyond this period are considered overtime and are increased to 25, 50 or 100%.

On the other hand, it is important to note that the calculation of the increase is made according to the number of hours worked in the month and not during the week.

In addition, overtime should not exceed 100 hours per year.

Vacation Days for Employees in Morocco

There are 11 Public holidays in Morocco:

  • 11 January: Independence Manifesto Day.
  • 01 May: Labour Day
  • 30 July: Throne Day
  • 14 August: Oued Ed-Dahab Day
  • 20 August: Revolution Day
  • 21 August: Youth Day
  • 06 November: Green March Day
  • 18 November: Independence Day
  • Islamic New Year
  • Prophet Muhammad’s Birthday 
  • Aid El Fitr (religious fest)
  • Aid El Idha (religious fest)

Every employee is entitled, after six months of continuous service in the same company or with the same employer, to paid annual leave. The duration is 1,5 days of actual work per month of service.

The period of paid annual leave extends throughout the year and is equivalent to 18 working days.

However, this period may be exceeded among members of the management of the company in certain sectors and reach for example 26 days.

Notice Period for Employees and Probation Period

The fixed-term employment contract (CDD) can only be concluded in the following cases:

▪ The replacement of an employee by another in the event of suspension of the latter’s employment contract, except if the suspension results from a state of strike

▪ The temporary increase in the company’s activity

▪ In case the work is seasonal

In the agricultural sector, the CDD is concluded for a renewable period of 6 months provided that the duration of the contracts does not exceed 2 years. The contract subsequently becomes indefinite. In other sectors, fixed-term contracts are concluded for a maximum period of one year, renewable once. After this period, the CDD becomes a CDI.

In the case of a permanent contract (CDI), the trial period varies according to the profile:

  • Executives and similar: 3 months renewable once
  • Technicians and similar: 1 and a half months
  • Agents or workers: 15 days

The notice period for the unilateral termination of the indefinite employment contract (CDI) is set as follows:

For executives and similar, according to their seniority:

  • Less than a year: one month
  • One year to 5 years: 2 months
  • More than 5 years: 3 months

For employees and workers, according to their seniority:

  • Less than one year: 8 days
  • One year to 5 years: one month
  • More than 5 years: 2 months

Disclaimer: Although we carefully researched and compiled the above information, we do not give any guarantee with respect to the actuality, correctness, and completeness.