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How to Pivot Professionally in a Competitive Job Market

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We tackled the complexities of career transitions with recruitment experts John Borneman (Country Manager, Hays Recruitment Singapore) and Pierre Lim (Team Manager, Atomic Recruitment Singapore). Our interview with them delved into salary trade-offs, AI-driven disruptions, and strategies for thriving in Singapore’s evolving job market. Here’s a breakdown of their candid conversation.

Career Switching: Motivations, Risks, and Realities

We opened with a listener question: “How do I navigate a career switch in my early 30s if salaries in the new industry match my current starting pay?”

John Borneman emphasised the importance of weighing risks versus long-term satisfaction:

“If you’re stuck in a role you don’t enjoy, why not take the leap? You’ve got 35+ working years ahead. A pay cut now could mean fulfillment later.”

Pierre Lim highlighted the need for introspection:

“Candidates often say they want to ‘explore,’ but lack clarity. Before switching, ask: Is this burnout, passion loss, or income-driven? Self-discovery is key.”

Both experts agreed that while soft skills (e.g., stakeholder management) are transferable, employers often prioritize industry-specific experience. For mid-career professionals, strategic patience—upskilling while maintaining current roles—is critical.

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Red Flags in Career Switching

Frequent job-hopping emerged as a recurring concern. John cautioned:

“Employers invest time and money training hires. If someone jumps roles every 6–9 months, it signals instability.”

Pierre added nuance, noting generational shifts:

“Gen Z views job mobility as growth, but traditional industries still value tenure. Align your approach with the employer’s culture.”

Key Red Flags for Candidates:

  1. Vague motivations: “Exploring” without clear goals.

  2. Push factors only: Leaving due to unhappiness, not career growth.

  3. Overlapping industry jumps: Frequent lateral moves without progression.

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AI, Upskilling, and Future-Proofing Careers

A listener queried transitioning into AI roles despite time constraints as a sole breadwinner. Pierre advised microlearning:

“Break courses into 20-minute daily sessions—use commutes or lunch breaks. Consistency matters more than intensity.”

John stressed urgency:

“AI is reshaping roles. If your job is at risk, invest in upskilling now. Singapore’s government-funded programs offer accessible pathways.”

However, both warned that practical experience trumps theoretical knowledge. Pierre noted:

“Completing courses isn’t enough. Freelance gigs or contract roles build credibility.”

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Economic Realities: Offshore Competition and Fewer Jobs

The 2025 job market’s tightness dominated the conversation. John observed:

“Companies are offshoring senior roles to cut costs. Singaporeans compete with talent in Malaysia, Vietnam, and Thailand.”

Pierre cited the “Great Stay” trend:

“With global GDP slowdowns, professionals cling to stable jobs. Retrenchments flood the market with experienced candidates, raising hiring bars.”

2024-2025 Job Market Snapshot:

  • Longer hiring processes: 7–10 interview rounds vs. traditional 3–4.

  • Employer’s market: High applicant volumes per role.

  • Hybrid work: Remote interviews ease scheduling but intensify competition.

Lateral Moves and Internal Mobility

For those stuck in stagnant roles, lateral shifts offer growth. Pierre recommended:

“Network internally through casual coffee chats. Transparency with your manager ensures smoother transitions.”

John added:

“Moving to competitors isn’t a red flag if done strategically. Two-year stints show ambition; six-month hops signal flight risk.”

Steps for Internal Mobility:

  1. Explore informally: Discuss opportunities with cross-department peers.

  2. Leverage hybrid work: While unorthodox, one could maximise WFH days when there are lesser travel time to plan for career pivots

  3. Frame returns positively: Position past role switches as skill-building.

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Final Takeaways: Balancing Risk and Reward

The experts concluded with actionable advice:

  1. Prioritise self-discovery: Clarify motivations before switching.

  2. Embrace microlearning: Dedicate 20 minutes daily to upskilling.

  3. Leverage networks: Internal referrals bypass recruiter biases.

  4. Consider lateral growth: Titles aren’t the only measure of success.

As John succinctly put it:

“Regret trying is better than regret staying. Even Michael Jordan swung and missed before returning to greatness.”

 

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