How Middle East professionals are making bold career moves to boost earnings

This trend is also driven by the desire for personal growth, better work-life balance and new challenges

Using transferable skills to switch careers is a growing trend in the region, according to recruitment experts. Nick Donaldson / Getty Images

Lebanese expat Ghassan Khairallah worked as a customer relationship manager for a Dubai bank for 12 years, selling credit cards, loans, fixed deposits, mortgages, investments and insurance schemes.

However, he lost his job during the Covid-19 pandemic and stayed at home, unemployed, for two years.

“My former manager would always ask why I wasn’t using my negotiation skills and connections to sell real estate and make more money,” says Mr Khairallah, 44, who lives in Arabian Ranches, Dubai.

“At the time, I was afraid to take the risk of changing my career owing to family responsibilities.

Ghassan Khairallah, sales director at property technology company Huspy, moved from banking to real estate. Photo: Huspy

“The job termination made me rethink my decision. I was a salesman and could sell anything anywhere.

“I used my transferable skills and joined property technology start-up Huspy in 2022 as an agent, and have moved up to a sales director role today.

“All this has been possible due to customer referrals and how I operate with integrity and loyalty. I used the same skills in my banking role, too. If I am not convinced by the product I am selling, then I cannot convince others.”

Mr Khairallah and his wife also own a company that deals in property maintenance and he separately earns rental income, too.

Leveraging transferable skills to switch careers is a growing trend in the region, according to recruitment experts.

Forty-four per cent of regional employees are considering changing employers within the next 12 months, a significant increase compared to the global average of 28 per cent, according to the Middle East Workforce Hopes and Fears Survey 2024 by recruitment agency TASC Outsourcing.

This shift is driven by a desire for financial improvement and career advancement, with 71 per cent of respondents planning to ask for a pay raise and 67 per cent seeking promotions.

Opportunities to learn new skills are also a major factor, with 67 per cent of Middle Eastern employees highlighting this aspect, compared to 47 per cent globally, the survey found.

The workforce in the Middle East is particularly eager to acquire new skills due to rapid technological advancements.

About 63 per cent believe that artificial intelligence, generative AI and robotics will affect their jobs in the next three years, compared with 46 per cent globally, the findings revealed.

Professionals are using skills such as effective communication, leadership, problem-solving, critical thinking, digital literacy, adaptability, emotional intelligence, creativity, time management and networking to adapt and succeed in different roles and industries, Anil Singh, senior vice-president and country leader of Saudi Arabia at TASC Group, says.

The UAE’s dynamic job market and evolving economic landscape are driving this trend, with many workers recognising the value of their diverse skill sets and exploring new career paths, he adds.

Recruiters value the ability to shift smoothly between roles, as it demonstrates adaptability and versatility.

Tailoring these skills to job descriptions and emphasising quantifiable achievements can enhance CVs and career prospects, according to the recruitment agency, Mr Singh says.

However, Mark Timms, founding partner and chief growth officer at recruitment company GRG, says the UAE presents significant challenges for professionals wishing to change careers.

The country's job market is highly competitive, with more jobseekers than available opportunities. This results in a company-driven market where candidates must meet many criteria to be considered for a position.

According to Mr Timms, in a market where there may be 10 requirements for a job, candidates who do not meet at least nine of them will struggle to secure an interview.

Czech national Kristina Melsova has leveraged her transferable skills to transition across industries including banking, e-commerce, food ordering, and now the travel and creator economy.

She worked in Prague, Czech Republic, for eight years as an Agile coach in banking and e-commerce. She later moved to Dubai in her next big career change after accepting a role in human resources with food delivery platform Talabat.

“I was open to switch careers every three or four years because I believe in the principle of being more broad in what you do,” says Ms Melsova, 30. “I value people who are more multifunctional.

“This helps you be more competitive, have more fun at work and learn something new. The next step was to launch my own start-up, called atlaseek, in the travel and creator economy, a year ago.”

It is a platform that helps five-star hotels, destinations and tour companies connect with travel creators and produce campaigns to promote places.

“What helped me as an entrepreneur was having different experiences from various departments, such as IT, product, people management and leadership,” she says. “As an entrepreneur, you have to wear different hats.

Kristina Melsova changed her career from banking and e-commerce to travel and the creator economy. Photo: Kristina Melsova

“Change is something I always seek. I believe in being curious, learning constantly and focusing on where I can bring value instead of only having one expertise my entire life.”

She believes it is important to have the right mindset while shifting industries. As an Agile coach bringing transformation to companies, she encouraged people to be curious, flexible, self-motivated, learn new things, have an open mind and see change as a positive.

Mr Timms says finance, IT and HR have remained resilient against industry biases over the past two decades. These functions are grounded in a set of fundamental principles with minimal variation from one company to another.

As a result, hiring managers are increasingly valuing each candidate's skill set, rather than solely focusing on the industry they originate from, he adds.

“Thirty- to 45-year-olds are the largest group of professionals looking for change,” Mr Timms says.

“The challenge, however, is weighing up the thrill or ‘idea’ of something new with the likelihood that it may come with compromise – this can be either financial, the level of seniority or even the amount of professional equity you take into this new adventure.”

For TASC Group's Mr Singh, whether you are a seasoned worker or just starting your career, emphasising transferable skills can enhance your employability and adaptability.

The primary reason people switch industries is the search for more fulfilling and meaningful work.

Many professionals are looking for opportunities that align better with their values, interests and long-term career goals. This trend is driven by the desire for personal growth, better work-life balance and new challenges, according to Mr Singh.

Additionally, the dynamic job market and rapid technological advancements have opened up possibilities for career changes. Economic factors, such as job stability and better compensation, also play a role in motivating professionals to explore different industries, he says.

Mr Timms says: “The UAE is one of the best places to live and work in the world. This is a double-edged sword because people don’t want to leave and glass ceilings across a company’s hierarchy are created.

“With this, professional and personal growth is stifled and boredom and frustration with stagnancy can seep in. Boredom is the biggest reason we see for professionals wishing to switch industries.”

Mr Singh from TASC has identified the leisure and hospitality sector as facing significant attrition due to overwhelming workloads. In the health care and social assistance industries, essential workers have been particularly under pressure from the pandemic, resulting in many employees choosing to leave their positions.

White-collar professionals often leave roles that lack meaning, challenge, or opportunities for growth. Similar issues are driving attrition in the trade, transportation, and utilities sectors, according to TASC. The education sector is also struggling with retention of employees.

“On the flip side, many industries are increasingly open to candidates from different backgrounds,” he says.

“By reinventing recruitment strategies and emphasising upskilling programmes, organisations can attract diverse talent and adapt to the changing job market. This openness to varied backgrounds not only helps fill vacancies but also fosters innovation and resilience in the workforce.”