The employment landscape in the Asia Pacific and Middle East (APME) is undergoing a notable transformation, with the latest ManpowerGroup Employment Outlook Survey reporting a Net Employment Outlook (NEO) of +31% for the first quarter of 2026.
This marks an increase of three points from the previous quarter and seven points from the same period last year. The survey, encompassing responses from 12,193 employers across ten countries and territories, highlights a strategic approach to hiring as organisations navigate the complexities of the current economic climate.
The sectors displaying the most robust hiring intentions include information (+38%), finance & insurance (+38%), tech & IT services (+37%), and professional, scientific, and technical services (+36%). These trends indicate that employers are not only focused on expansion but are prioritising the roles that drive innovation and adaptability.
As François Lançon, regional president of ManpowerGroup in APME, observes, "Hiring plans reflect a shift towards intentional growth. Employers are expanding strategically, prioritising roles that enable innovation and adaptability."
A significant finding from the survey indicates that 44% of employers intend to grow their workforce, with 40% of these hires linked to company expansion. However, the landscape is not uniform across APME.
While countries like India (+52%) and the United Arab Emirates (+46%) exhibit strong hiring intentions, others, such as China (+24%) and Hong Kong (+1%), show more subdued optimism. Australia (+18%) and Singapore (+15%) have also seen minor declines in their Outlook, suggesting that while opportunities exist, caution prevails in these markets.
This deliberate approach to hiring resonates strongly with Lançon’s insights on employee mobility, particularly around bonus seasons. "Movement of employees often aligns with predictable points in the business cycle," he comments, highlighting how periods of performance reviews and bonuses create natural inflection points for career decisions.
He notes that although the trend of employees switching jobs after receiving bonuses is cyclical, the intensity of this movement is influenced by broader economic conditions. In 2026, the expectation is that while such transitions will continue, there may be a more cautious approach among employees, prioritising stability amid economic uncertainty.
In Southeast Asia, hiring intentions are notably shaped by a combination of backfilling vacancies due to staff movement, as well as strategic growth initiatives. Industries such as manufacturing, particularly in semiconductors, are driving demand for skilled roles, including engineers and technicians.
Lançon points out that as businesses embrace artificial intelligence and other technological advancements, the demand for talent in tech-related fields continues to grow. "The need to boost productivity and streamline operations is driving hiring," he explains.
Employers in the region are revisiting their workforce strategies, particularly in roles vulnerable to automation. "This transformation warrants caution," says Lançon. "More employers are emphasising reskilling and upskilling of existing talent to transition into higher-value roles."
This shift underscores a growing recognition that while agility is essential for capitalising on immediate opportunities, building a resilient workforce equipped with future-ready skills is equally crucial.
As hiring trends evolve, the focus on skills over titles emerges as a consistent theme across Southeast Asia. Businesses are prioritising capabilities in technology, data, and operational efficiency, echoing Lançon’s assertion that organisations must navigate complexity and drive growth through adaptable talent.
The blending of permanent staff with contract or freelance workers allows companies to remain flexible, accessing specialized skills as needed.
The survey findings suggest that while hiring intentions are on the rise, they reflect a nuanced approach, prioritising long-term capability development over rapid expansion. Employers appear to recognise that intentional growth, aligned with strategic workforce planning, is vital for sustained competitiveness in a rapidly changing environment.
The insights provided by Lançon indicate that employers must strike a balance between recruitment and retention. As employees move for better opportunities following bonuses, companies should deploy strategies focused on employee engagement, career development, and clear progression pathways.
This will not only help retain critical talent but also prepare organisations for the inevitable flux in the labour market, ensuring that they remain competitive and resilient in the face of change.
The ManpowerGroup Employment Outlook Survey reveals optimism tempered by caution across the region. Employers are taking commendable strides towards intentional growth while preparing to meet the challenges posed by evolving economic conditions, technological disruption, and the shifting expectations of a more mobile workforce.
As the landscape continues to unfold, the focus will remain on building robust talent pipelines capable of supporting both immediate and future needs in an increasingly complex world.
