Top reasons why UAE professionals would quit their jobs

Top reasons why UAE professionals would quit their jobs

Top reasons why UAE professionals would quit their jobs


What would motivate you to change your job? A bigger salary? Better career development?

According to a recent survey held in the UAE, as much as 89 per cent of working professionals would consider changing careers for the right opportunity. However, the survey has also found that a third of companies have no strategy in place for targeting this group.

Conducted by recruitment consultancy firm Robert Walters, the survey involved more than 600 professionals and hiring managers from a range of sectors across the UAE.

It has revealed that 84 per cent of professionals said that they would switch jobs for a bigger salary or bonus; 79 per cent were willing to change jobs for better work–life balance; and 69 per cent would do it for better career development.

Moreover, 94 per cent of professionals surveyed said they would be open to a new job offer but are not “actively” looking, yet 59 per cent of employers do not have a strategy in place to reach such passive job seekers.

Another 13 per cent of employers said that they don’t have a strategy to attract 34 per cent of the professionals who have taken a career break and are looking to return, or have returned, to the workforce.



It is clear that employers have failed to rethink their strategy for addressing talent shortages and expanding their talent pool.

Jason Grundy, Head of Robert Walters Middle East, said, “In today’s competitive market, employers can still secure top talent; however, they need to broaden their approach and ensure they are opening up new recruitment channels.”

Seventy-two per cent of employers surveyed by Robert Walters have been affected by talent shortages, yet many still hold to traditional recruitment strategies. For instance, as many as 40 per cent of employers are unlikely to hire those who do not meet the exact requirements for the role.

Internships and graduate schemes can help safeguard against talent shortages among junior professionals, and these initiatives help employers to establish relationships with future candidates while also equipping them with valuable skills.

In addition, although candidates primarily see internships as a means to develop their CV, these programmes are also regarded by over 50 per cent of professionals as a potential route to securing a role with an employer, either at the end of the programme or at some point later in their career. Despite this, 35 per cent of employers do not operate graduate schemes or internships.

“Creating a network of future talent is essential for employers looking to avoid talent shortages,” said Jean Karim Vandenberghe, Manager at Robert Walters. “As professionals frequently change employers, establishing relationships with workers early in their careers has the potential to yield valuable rewards in the future.”