According to Manpower, the net employment prospects for the Asia-Pacific (APME) in the fourth quarter of 2025 are stable at 28%.
The strongest recruitment prospects are recorded in the UAE (+45%), India (+40%) and China (+34%). Notably, the UAE continues to lead the recruitment outlook, exceeding the global average of 22 percentage points. The information technology (IT) and finance & real estate industries both maintained their leading position in recruitment demand (+38%), followed by transportation, logistics & the auto industry (+32%).
%.2% of businesses in the APME region are expected to recruit more staff in the fourth quarter, mainly to serve the expansion of operations (41%), followed by meeting the human resource needs for new projects and business sectors (34%).
The latest recruitment trend survey from Manpower shows that the labor market in the APME region continues to grow steadily. Net employment (NEO) reached +28% in the fourth quarter of 2025 - unchanged compared to the third quarter of 2025 and increased by 5 points compared to the same period in 2024. Employers in the United Arab Emirates (UAE) continue to lead the region at +45%.
In Vietnam, Manpower has recognized a number of similar challenges through cooperation with partners and businesses. Many businesses have difficulty recruiting candidates who are both technical proficient and fluent in foreign languages (English, Chinese or Japanese). In particular, when expanding production facilities or implementing new projects, the urgent need to recruit a large number of skilled personnel makes the human resource problem more complicated.
According to Manpower, the pressure is not only limited in supply but also in fierce competition between businesses in the same industry.
The lack of a system to monitor and analyze recruitment performance also makes the recruitment process ineffective, consumes a lot of resources and negatively affects the candidate experience.
To gradually remove challenges, Manpower Vietnam recommends that businesses review recruitment criteria, thereby selecting suitable channels to approach candidates more effectively, based on actual data from the labor market.
At the same time, managers need to analyze the salary and benefits of companies in the industry, and adjust welfare policies to increase competitiveness.
