- Singapore’s seasonally adjusted Net Employment Outlook (NEO) for Q4 2026 stands at +13%, unchanged from the previous quarter and a seven-point decline year-on-year.
- Nearly half (47%) of employers plan to maintain current staffing levels in Q4 2026, up from 41% in the previous quarter, while the share of employers planning to increase headcount declines by three percentage points to 32%.
- Trade & Logistics (+22%), Finance & Insurance (+20%), and Tech & IT Services (+18%) report the strongest hiring intentions in Q4 2026.
- A majority of employers report that filling vacancies takes the same amount of time (42%) or longer (33%) than a year ago, with candidate-job mismatch (43%) cited as the leading barrier to hiring.
- Compared to a year ago, 37% of employers report increased early-career hiring, while 39% report no change and 22% report a decline.
SINGAPORE (8 SEPTEMBER 2026) – Singapore employers are taking a more selective approach to hiring in the fourth quarter of 2026, as more organizations plan to hold headcount steady, according to the latest ManpowerGroup Employment Outlook Survey.
Singapore's seasonally adjusted Net Employment Outlook (NEO) stands at +13% for Q4 2026, unchanged from the previous quarter and down seven percentage points year-on-year. Singapore's Outlook also remains below the Asia Pacific and Middle East (APME) regional average (+33%) and the global average (+29%).
Of the 651 employers in Singapore surveyed about their Q4 2026 hiring plans, 32% plan to increase headcount, 47% expect to maintain current staffing levels, while 19% anticipate a decrease in their staffing levels. The remaining 2% are uncertain about staffing changes in the upcoming quarter. Compared to the previous quarter, employers increasingly favor maintaining current staffing levels, while the share planning to increase headcount declines.
“Organizations remain prepared to invest in talent where there is a clear business need, but many are becoming more disciplined in how they allocate headcount,” says Ms. Linda Teo, Country Manager of ManpowerGroup Singapore. “Rather than pursuing broad-based workforce expansion, employers are increasingly prioritizing hires that support transformation, address critical capability needs, and strengthen long-term competitiveness. As business priorities evolve and operating conditions remain uncertain, hiring decisions are becoming more targeted, selective, and closely aligned to areas that deliver the greatest value.”
Hiring Timelines and Early-Career Talent
Beyond hiring intentions, the survey examined changes in vacancy fill times and early-career hiring compared to a year ago. The findings suggest employers are becoming more selective in their hiring decisions, with many taking longer to fill roles while continuing to invest in early-career talent to support future workforce needs.
Employers are taking longer to secure suitable talent, with 33% reporting that filling vacancies takes longer than it did a year ago, while 42% report no change and 24% report that vacancies are being filled more quickly.
Among employers experiencing longer hiring timelines, candidate-job mismatch (43%) is the most cited challenge, followed by a lack of candidates with the required skills (35%) and a shortage of qualified candidates in the local market (29%). For employers filling vacancies at the same speed or faster, better targeting of candidates (27%) and increased workplace flexibility (23%) are helping to attract and secure talent more quickly.
Early-career hiring remains relatively stable, with 37% of employers reporting increased hiring compared to a year ago, 39% reporting no change, and 22% reporting a decline. Among employers that have reduced early-career hiring, AI-driven automation (38%), cost pressures driving a preference for more experienced talent (34%), and an overall reduction in hiring activity (30%) are the most commonly cited reasons.
“Employers are navigating a hiring environment where finding the right candidate is becoming increasingly complex,” says Ms. Teo. “As skill requirements evolve and expectations on both sides of the hiring process shift, achieving the right match is taking longer for some organizations. At the same time, continued demand for early-career talent suggests employers remain focused on building sustainable talent pipelines and developing the skills they will need in the years ahead.”
Employment Outlooks Across the Asia Pacific and the Middle East
- The Asia Pacific and the Middle East (APME) region reports an Outlook of +33%, improving by five points quarter‑on‑quarter and by four points year‑on‑year.
- India (+54%) continues to anchor regional confidence, improving by six points quarter-on-quarter and four points year-on-year. It also records the highest Employment Outlook globally in Q4 2026.
- At +7%, Japan reports the most cautious hiring Outlook in the region for Q4 2026, despite improving by six percentage points from the previous quarter.
- Across APME, most employers report that vacancies are being filled at the same speed (40%) or faster (31%) than a year ago, with better targeting of candidates (27%) cited as the leading factor helping employers maintain or accelerate hiring speed.
- Across APME, employers continue to invest in early-career talent, with 45% reporting increased hiring compared to a year ago, while 36% report no change and 18% report a decline.
To view complete results for the Q4 2026 ManpowerGroup Employment Outlook Survey, visit: https://www.manpower.com.sg/en/meos. The next survey will be released in December 2026, reporting hiring expectations for Q1 2027. The 2027 cycle marks the 65th anniversary of the ManpowerGroup Employment Outlook Survey.
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ABOUT THE SURVEY
The ManpowerGroup Employment Outlook Survey, now in its 64th year, is the most comprehensive, forward-looking employment survey of its kind, used globally as a key labor market indicator. The Net Employment Outlook (NEO) is derived by taking the percentage of employers anticipating an increase in hiring activity and subtracting from this the percentage of employers expecting a decrease in hiring activity.
SURVEY METHODOLOGY
Survey responses were collected from April 1-30, 2026. Size of organization and sector are standardized across all countries and territories to allow international comparisons.
ABOUT THE INDUSTRY SECTORS
ManpowerGroup has introduced an updated industry sector classification to ensure our insights more closely reflect today’s global economy. Beginning with this release, data will be reported across nine sectors: Construction & Real Estate; Finance & Insurance; Hospitality; Information; Manufacturing; Professional, Scientific & Technical Services; Public Sector, Health & Social Services; and Trade & Logistics. Historical data has been reclassified to maintain consistency over time, and national and regional results remain unchanged. This update enhances comparability with other research and ensures greater relevance for clients, media, and market stakeholders.
Tech & IT Services is a specialty sector that combines subsectors across Manufacturing, Information, and Professional Services to provide a holistic view of all aspects relating to IT and telecoms.
ABOUT MANPOWERGROUP SINGAPORE
Established in 1995 in Singapore, ManpowerGroup works with a range of manufacturing, resources, mining, transport and logistics, government, blue chip investment and retail banks, IT vendors and outsourcers, telecoms service providers and infrastructure, utilities and engineering services companies. In Singapore, the ManpowerGroup suite of solutions is offered through Manpower®, and Talent Solutions. More information on ManpowerGroup Singapore is available at: www.manpowergroup.com.sg
ABOUT MANPOWERGROUP
ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis, and Talent Solutions – creates substantially more value for candidates and clients across more than 70 countries and territories and has done so for more than 75 years. We are recognized consistently as a best place to work for Women, Inclusion, Equality, and Disability, and in 2026 ManpowerGroup was named one of the World's Most Ethical Companies for the 17th time; all confirming our position as the brand of choice for in-demand talent.
For more information, visit www.manpowergroup.com, or follow us on LinkedIn, Facebook, and Bluesky.
FORWARD LOOKING STATEMENTS
This report contains forward-looking statements, including statements regarding labor demand in certain regions, countries and industries, and economic uncertainty. Actual events or results may differ materially from those contained in the forward-looking statements, due to risks, uncertainties and assumptions. These factors include those found in the Company's reports filed with the U.S. Securities and Exchange Commission (SEC), including the information under the heading "Risk Factors" in its Annual Report on Form 10-K for the year ended December 31, 2025, whose information is incorporated herein by reference. ManpowerGroup disclaims any obligation to update any forward-looking or other statements in this release, except as required by law.
