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Overqualification Dilemma: Eurostat Reveals Alarming Rates

Eurostat’s latest report highlights a concerning trend for the Cypriot labour market in 2023: the overqualification rate among workers is significantly above the EU average. Cyprus, known for its highly educated workforce, finds a substantial portion of its talent working in positions that do not fully utilise their qualifications. This phenomenon is especially pronounced among women and non-EU nationals.

Key Findings

In 2023, Cyprus recorded an overqualification rate of 39.3% for non-EU citizens, 43.1% for EU nationals, and 27.5% for Cypriots. These figures represent a notable decrease from 2022 but still place Cyprus among the top EU countries with the highest rates of overqualified workers.

Gender Disparity

The data reveals a stark gender disparity in overqualification rates. Women are significantly more likely to be overqualified than men across all worker categories. For non-EU women, the overqualification rate was 15.8 percentage points higher than for men. Among EU nationals and Cypriots, the rates were 12.6 and 5 percentage points higher for women, respectively.

Comparative Perspective

Cyprus ranks high alongside Greece, Italy, and Spain in terms of overqualification rates. While the EU’s average overqualification rate for non-EU citizens was 39.4%, Cyprus’ rate stood just below at 39.3%. However, the island nation still faces a challenge in ensuring that its workforce’s skills are effectively matched with job opportunities.

Implications for Policy and Economy

These findings highlight a critical issue for policymakers in Cyprus. Addressing the overqualification problem is essential for optimising the labour market and ensuring that the country can fully leverage its human capital. This situation calls for targeted strategies to create more high-skilled job opportunities and better align education outcomes with market needs.

UAE Job Trends For 2025: High-Demand And Lucrative Roles Revealed

The UAE’s flourishing asset management sector, bolstered by rising investor interest, regulatory advancements, and a surge in Family Offices and Ultra High Net Worth Individuals (UHNWIs), is driving demand for banking and finance talent.

Roles in fundraising and institutional sales are particularly sought after, with professionals in these fields highly valued for their regional networks and industry expertise, according to Michael Page’s UAE 2025 Salary Guides. The comprehensive report, which includes insights from 17 industries, offers an overview of current hiring trends, salary benchmarks, and the recruitment challenges businesses face.

Banking And Finance In High Demand

The report highlights a significant need for compliance professionals, especially those with experience in Dubai Financial Services Authority (DFSA) and Financial Services Regulatory Authority (FSRA) regulations. Chief Compliance Officers and Money Laundering Reporting Officers (MLROs) are among the most lucrative roles in the sector. Jon Ede, Regional Director UAE at Michael Page, pointed out that in 2024, the UAE’s workforce grew by 9%, and the number of new companies increased by 14.5%, showing the success of the nation’s strategic initiatives.

Sales, Marketing, And IT Growth

The sales and marketing sector has seen steady growth, especially in B2B industries like technology, real estate, energy, and logistics. Roles such as Business Development Manager, Chief Commercial Officer, and Strategic Sales Director are in demand, with a premium placed on business development, key account management, and communication skills.

The IT sector, meanwhile, continues to evolve rapidly, with high demand for positions like Head of Software Development, Full-Stack Software Engineer, Agile Product Manager, Senior DevOps Engineer, and Digital Adoption Specialist. The report underscores the significant shift in the UAE talent market for digital professionals in recent years.

Navigating The Skills Shortage

The study also highlights the growing skills shortage, with businesses grappling to find candidates with the right expertise. A staggering 37% of business leaders reported challenges in finding skilled talent, while nearly a third (30%) struggled with employee retention. Nearly half (48%) of employers also cited aligning salary expectations with candidates as a key obstacle.

Ede suggests that businesses can overcome these challenges by offering competitive packages that include benefits, career development opportunities, and workplace incentives, positioning themselves as attractive employers in the competitive UAE job market.

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