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- Talent shortages persist across APME, with 71% of employers reporting difficulty hiring in 2026, though hiring pressures vary by market.
- AI Model & Application Development (27%) and AI Literacy (26%) rank as the region’s hardest-to-find skills, outpacing traditional IT & Data roles (18%).
VIETNAM (26 FEBRUARY 2026) – Talent scarcity continues to intensify across Asia Pacific and the Middle East (APME), underscoring a critical inflection point for employers and economies alike. According to ManpowerGroup’s 2026 Global Talent Shortage Survey, 71% of employers in APME report difficulty filling open roles — nearly on par with the global average of 72%.
The study, which surveyed more than 39,000 employers across 41 countries, including 12,193 employers across 10 APME countries and territories, shows that the intensity of hiring challenges varies across markets. In APME, Japan (84%) and India (82%) experience the most severe constraints, while the U.A.E. records a talent shortage of 76%, and China (48%) is the least affected both regionally and globally. On a global scale, Slovakia (87%), Greece (84%) and Japan report the most acute challenges, while Finland (60%) and Poland (57%) face the lowest levels of talent shortage worldwide, alongside China.
Even as the degree of shortage differs by market, AI skills consistently rank among the hardest to find across the APME region, led by AI Model & Application Development (27%) and AI Literacy (26%), while traditional IT & Data skills place sixth (18%).
“The rise of AI has fundamentally reshaped both the skills landscape and the hiring process in APME. Today, AI skills are no longer niche capabilities—they are foundational to workforce competitiveness across the region. As organizations accelerate adoption, leaders must operate across multiple horizons simultaneously. They need to support workers through rapid transformation in the now, ensuring they can adapt confidently to AI-driven change. While also preparing for the next by building deeper, future-ready AI capabilities that their organizations will rely on in the years ahead. At the same time, the hiring process is changing at an accelerated pace and they now need to build, buy or borrow the skills to recruit ‘AI enhanced candidates’,” says François Lançon, Regional President, Asia Pacific & Middle East, ManpowerGroup.
Key Findings:
- AI creates a new hierarchy of technical demand: AI Model & Application Development (27%) and AI Literacy (26%) top the list of hardest‑to‑find technical skills, ahead of Sales & Marketing (21%), Engineering (21%), and Manufacturing & Production (19%). These AI‑related capabilities now outrank traditional IT & Data skills, which sit in sixth place (18%), signaling a rapid realignment of strategic talent investment toward AI‑driven competencies.
- The Human Edge Becomes More Valuable: Despite accelerating demand for AI capabilities, core human strengths remain highly sought after. Communication, Collaboration & Teamwork (38%) lead the list, followed by Adaptability & Willingness to Learn (35%) and Professionalism & Work Ethic (33%)—reinforcing the enduring importance of interpersonal and cognitive agility in the workplace.
- Geography Defines the Scarcity Experience: While talent shortages persist across the region, intensity varies significantly by market. Employers in Japan (84%) and India (82%) report some of the most pronounced challenges in APME, followed by Middle Eastern markets such as Türkiye (78%), the U.A.E. (76%), and Israel (75%). Singapore (71%) aligns with the regional average, while Taiwan (68%), Hong Kong (66%), and Australia (65%) fall below it. China (48%) stands out as the least constrained labor market both regionally and globally, underscoring a fragmented landscape where local conditions heavily influence workforce strategy.
- Talent Scarcity Spans All Sectors: Although the Information industry reports the highest shortage at 77%, the Public Sector and Health & Social Services face nearly identical pressure at 76%. Significant gaps are also evident in Professional, Scientific & Technical Services (74%), Construction & Real Estate (74%), and Finance & Insurance (72%).
- Employer Strategy—Invest, Adapt, and Compete: Faced with structural talent scarcity, 95% of employers in APME are deploying a mix of strategies to strengthen their workforce and remain competitive. A key area of focus is building internal capability, with Upskilling and Reskilling (30%) emerging as the most widely adopted approach. Concurrently, to bolster competitiveness, organizations are Targeting New Talent Pools (22%), Increasing Wages (22%), and offering greater Schedule Flexibility (21%) and Location Flexibility (20%). Notably, 17% are also Leveraging AI or Automation to reduce staffing needs.
To view the full APME Findings of the 2026 Talent Shortage Survey, visit: https://www.manpower.com.vn/en/insights/talent-shortage-survey/2026.
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SURVEY METHODOLOGY
ManpowerGroup interviewed 39,063 employers in 41 countries & territories: Argentina, Australia, Belgium, Brazil, Canada, Chile, China, Colombia, Costa Rica, Czech Republic, Finland, France, Germany, Greece, Guatemala, Hong Kong, Hungary, India, Ireland, Israel, Italy, Japan, Mexico, Norway, Panama, Peru, Poland, Portugal, Puerto Rico, Romania, Singapore, Slovakia, Spain, Sweden, Switzerland, Taiwan, The Netherlands, Türkiye, United Arab Emirates (U.A.E.), United Kingdom (U.K.), United States of America (U.S.). The fieldwork was completed in all markets between October 1 – 31, 2025. 12,193 employers were surveyed across 10 countries and territories in Asia Pacific and the Middle East.
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.
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 for our diversity – as a best place to work for Women, Inclusion, Equality, and Disability, and in 2025 ManpowerGroup was named one of the World's Most Ethical Companies for the 16th 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.
