Press release
Read our press release for the ManpowerGroup Employment Outlook Survey
A message from Mr. François Lançon, Regional President, Asia Pacific & Middle East, ManpowerGroup
“The broad moderation in hiring sentiment across the region reflects a far more complex operating environment in Q3, shaped by geopolitical tensions, supply chain disruptions, and rising cost pressures. These forces are affecting markets unevenly, dampening confidence in more trade‑ and energy‑exposed economies, while growth markets with strong domestic demand and technology momentum show relative resilience. Even so, employers are taking a more cautious approach to hiring as the downstream effects of higher energy and operating costs continue to unfold.”
Key Findings
- Hiring sentiment across APME markets eased in Q3: The seasonally adjusted Net Employment Outlook (NEO) for Q3 2026 in the region stands at +28%—down 10 points from Q2 2026, while remaining unchanged year over year.
- Businesses in India lead the region in hiring sentiment: Despite a 20‑point decrease from the previous quarter, India (+48%) continues to report the strongest hiring outlook in the region, and globally, followed by China (+33%) and Vietnam (+28%).
- The strongest Outlooks by sector: With an NEO of +39%, the Tech & IT Services specialty sector leads hiring intentions in Q3 2026, followed by the Information sector (+36%) and Finance & Insurance sector (+35%).
- AI‑related capabilities lead technical skills demand: More than two‑thirds (69%) of employers in APME report being willing to pay a premium for AI literacy skills, while 68% cite AI model and application development skills. This is followed by sales and marketing skills, with 66% reporting a willingness to pay more for these capabilities.
- Soft skills remain highly valued: The top soft skills employers in the region are willing to pay a premium for in the coming quarter include communication, collaboration, and teamwork (74%), followed by critical thinking and problem‑solving (71%), with adaptability and willingness to learn, as well as professionalism and work ethic tied for third at 70%.
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About the ManpowerGroup Employment Outlook Survey
What is the ManpowerGroup Employment Outlook Survey?
The ManpowerGroup Employment Outlook Survey measures employers’ intentions to increase or decrease the number of employees in their workforce during the upcoming quarter. It is the most extensive forward-looking survey of its kind, unparalleled in its size, scope and longevity. The Survey has been running since 1962 and is one of the most trusted indicators of labor market trends in the world.
What questions do you ask in the survey?
All the data in the survey is based on the answer to one question: How do you anticipate total employment at your location to change in the coming three months as compared to the current quarter?
In addition to the main employment question, the survey asks up to six additional questions which change quarterly. These questions reflect changing economic or workforce dynamics and trends. Topic areas range from talent shortage to workforce training and development to employee sentiments and well-being.
In addition to the main employment question, the survey asks up to six additional questions which change quarterly. These questions reflect changing economic or workforce dynamics and trends. Topic areas range from talent shortage to workforce training and development to employee sentiments and well-being.
What is meant by Net Employment Outlook (NEO)?
The Net Employment Outlook is derived by taking the percentage of employers anticipating an increase in hiring activity and subtracting from this the percentage of employers that expect to see a decrease in employment at their location in the next quarter. A positive Net Employment Outlook figure means that, on balance, there are more employers who expect to add to their headcount in the following three months than those who intend to reduce staff.
Does the survey provide data on planned employment changes?
The ManpowerGroup Employment Outlook Survey only measures if employers expect to hire or not and does not provide information about specific job changes. The Survey is a forecast, not a commitment, based on informed opinions from employers and hiring managers on what will likely happen in their organization in the following quarter.
How large is the sample worldwide?
The Q3 2026 ManpowerGroup Employment Outlook Survey is based on interviews with 40,592 public and private employers in 42 countries and territories.
What is the survey methodology?
The methodology used to collect the data for the Employment Outlook is digitized across the 42 markets, beginning with the Q1 2022 report.
Respondents in previous quarters were contacted via telephone. Data is now collected online with double opt-in member panels and they are incentivized to complete the survey.
The survey participants are not derived from ManpowerGroup’s customer base. To protect the integrity of the data, survey respondents remain completely anonymous and confidential.
In line with standard findings of online surveys, more people are now taking a position – selecting that their workforce will either increase or decrease vs. no change. Because the Net Employment Outlook is based only on the people saying increase or decrease, the result of this higher level of engagement means the methodology shift may contribute to a higher Outlook.
For the Q3 2026 report, the survey responses were collected between 1 Apr – 30 Apr 2026.
What is the updated industry sector classification in the latest MEOS report?
ManpowerGroup has introduced an updated industry sector classification to ensure our insights more closely reflect today’s global economy. Beginning with Q1 2026, the industry sectors have been updated to align with the North American Industry Classification System (NAICS) and data will be reported across nine sectors: Construction & Real Estate; Finance & Insurance; Hospitality; Information; Manufacturing; Professional, Scientific & Technical Services; Public Sector, Health & Social Services; Trade & Logistics; and Utilities & Natural Resources. 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. Automotive is a specialty sector that combines subsectors across Manufacturing and Trade & Logistics to provide a holistic view of all aspects relating to the automotive value chain.
How are companies selected for the survey?
Employers are selected based on the types of companies and organizations they represent. We want to ensure that our panel is representative of each participating country’s national labor market, so each country’s panel is built in proportion to that country’s overall distribution of industry sectors and organization sizes.
Who do you interview in each company?
The person we select to interview will be someone with a good overview of staffing levels and hiring intentions within their organization. Normally this will be the head of HR or an HR manager. However, in smaller organizations, that person may be a general manager or even the CEO.
Who conducts the research?
Reputation Leaders is our lead research partner who analyzes data for all 42 countries and territories to ensure consistency.
Press Release