The Lebanese job market is grappling with a severe skills shortage, leaving employers struggling to find qualified workers who meet market demands. According to the 2023 World Bank report, 31% of Lebanese companies suffer from a lack of suitable talent, while 75% of employers believe that the gap between education and labor market requirements continues to widen.

The Root Causes of the Skills Deficit

Dr. Khaldoun Abdel Samad, an economist, explains to Al Safa News the main reasons behind this growing divide:

1. Economic Crisis and Financial Collapse

Since 2019, the economic crisis has led to the closure of thousands of businesses and mass layoffs, forcing many Lebanese to seek job opportunities abroad rather than developing their skills locally. According to the International Labour Organization, Lebanon’s unemployment rate reached 29.6% in 2023, further exacerbating hiring difficulties.

2. Talent Exodus and Brain Drain

As the economic situation worsened, Lebanon witnessed a massive migration of skilled workers, particularly in the medical, engineering, and technology sectors. According to the World Bank, more than 200,000 Lebanese have left the country since 2019, most of them young graduates, leading to a severe shortage of local expertise.

3. An Education System Misaligned with Market Needs

The Lebanese educational model still prioritizes academic learning over practical skills, leaving large numbers of graduates unprepared for the job market. A study by the World Economic Forum reveals that 60% of future jobs will require advanced technical skills, yet a significant portion of Lebanese graduates lack these competencies.

The Most In-Demand Skills in the Lebanese Job Market

With rapid technological advancements and economic shifts, certain skills have become essential for workforce integration:

- Digital and IT skills: Programming, data analysis, and digital marketing, as the tech sector continues to grow despite the crisis.

- Technical and vocational skills: Electricity, plumbing, welding, and metallurgy, in response to a critical shortage of skilled labor.

- Healthcare and social services: An increasing demand for healthcare providers, especially due to the large-scale migration of doctors and nurses.

- Tourism and hospitality: Despite economic challenges, this sector remains a key revenue generator, requiring skills in cooking, hotel management, and customer service.

- Renewable energy: As the country shifts towards sustainability, there is a rising demand for engineers and technicians specializing in solar and wind energy.

Solutions to Bridge the Skills Gap

To address this issue, several measures can be implemented to reduce the mismatch between labor supply and demand:

1. Developing Specialized Vocational Training Programs

Technical education must be reinforced with short-term, targeted training focused on market needs. Major companies could collaborate with training institutes to provide practical courses for students.

2. Strengthening Public-Private Partnerships

Closer cooperation between the government and businesses would help identify critical labor shortages and design relevant training programs. For instance, tech firms could offer free workshops to enhance young people's digital skills.

3. Promoting Online Learning and Remote Training

E-learning platforms like Coursera and Udemy provide accessible and affordable opportunities for acquiring in-demand skills.

4. Encouraging Entrepreneurship and Small Businesses

Starting a business can be a viable alternative to traditional employment. Financial incentives and entrepreneurship training could help stimulate this trend.

5. Implementing Incentives to Repatriate Skilled Workers

Competitive job offers and continuous training opportunities could encourage expatriates to return and contribute to the local economy.

A Model Initiative: ANERA’s Training Program

The NGO ANERA has launched a training program to address the skills gap in Lebanon. Charbel Chkair, a recruitment consultant, explains the initiative to Al Safa News:

"We organize training sessions across the country in various fields, including construction (electricity, carpentry, welding), agriculture, healthcare, and hospitality. We also offer training in sewing and information technology (IT). These programs target young people aged 18 to 25, with 50% Lebanese, 45% Syrians, and 5% Palestinians, provided they have the necessary legal documents. Each course lasts about 200 hours and leads to a certificate recognized by the Ministry of Education."

For ANERA, however, success is not just about earning a certificate:

"Our goal is job placement. After training, we send participants for internships in reputable companies. For example, culinary students are placed in top hotels and restaurants in Beirut, and many secure jobs afterward."

Chkair also highlights the need to change the negative perception of vocational training in Lebanon:

"In advanced countries like Canada, professionals in their 40s or 50s retrain for new careers through 150- to 200-hour courses. We must value technical professions—carpentry, plumbing, painting, electricity, agriculture—because they are essential and well-paid in many countries."

A Necessary Shift to Secure the Future of the Job Market

To bridge Lebanon’s skills gap and meet labor market demands, a fundamental reform of education and training is essential. While initiatives like ANERA’s set a positive example, stronger engagement from both authorities and the private sector will be crucial to restoring hope among young people and preventing further talent migration.