2026年新加坡人才趋势报告

HiringThroughthe HypeHow to navigate the noise to find the talent who’ll make a realdifference to your organisation INTRODUCTION FROM OUR SENIOR MANAGING DIRECTOR CONCLUSION How to navigate our report What is Talent Trends? through the noise: exploring what working professionals think, expect and need from their careers today.Now in its fifth year, it brings together the views of 60,000 people, with insights covering36 markets, to give organisations a clear picture of what’s really shaping hiring and work.Each year, we keep part of the survey consistent so we can track how expectations 1. The HypeMakes sense of the headlines and the big claims shaping each topic – and why they matter now. change over time. We also add new questions to capture emerging shifts – from theimpact of AI and skills shortages, to how people feel about flexibility, progressionandwellbeing.Businesses use Talent Trends to guide their hiring decisions throughout the year. Our Shows what professionals are really thinking, separating noise fromfact using insight from our survey respondents. consultants bring these insights into everyday conversations with customers, exploringthem in even more detail through the events and webinars we run around the world.It helps leaders make confident, informed decisions by basing their plans on what people Talent Trends exists for a simple reason: to help organisations hire, develop and keep thetalent that truly makes a difference. Turns the insight into action with clear, practical habits companies canuse to hire with confidence. Want to hire talent that makes a realdifference to your organisation? Cut through the hype to get to what really matters.2026 is seeing Singapore’s labour market enter a more deliberateTechnology is accelerating this shift.AI adoptionis now widespreadDrawing on insights from more than 60,000 professionals globally, phase. Employment continues to grow and unemployment remainslow, yet geopolitical shifts, trade disruption, and cost pressures haveplaced productivity and return on investment firmly at the centreof workforce planning. The market is increasingly discerning, withroles becoming more specialised and clear direction playing a moreimportant role than ever.In this environment, the challenge for leaders has shifted. Clarity stillacross functions, shaping job design, productivity expectations, andrecruitment processes. As AI literacy becomes a baseline expectation,human judgement, critical thinking, and communication continue toplay a vital role alongside technology.At the same time,workforce expectationshave stabilised. Flexibility,wellbeing, and meaningful work are firmly established priorities,shaped by a multigenerational workforce as Gen Z forms a growing the findings in this year’s Talent Trends report reinforce that. Hiringtoday is more complex, more competitive, and more human than ever.Technology will continue to advance, and organisations will continueto adapt, but trust, clarity, and sound judgement remain the realdifferentiators. When leaders stay pragmatic, communicate openly,and build genuine connections, they create stability and confidence, even in unpredictable times.Contact our specialist consultants todayto cut through the noise and share of the talent pool. Many professionals are taking a moredeliberate approach to career decisions, balancing stability withdevelopment and long-term alignment. In this context, retention,capability building and leadership quality are central to recruitmentsuccess.As we celebrate PageGroup’s 50th anniversary globally and 30 yearsin Singapore, decades of leading through change has given us ahire the very best talent with confidence.Let’s dive into the report.Nilay KhandelwalSenior Managing DirectorMichael Page Singapore & India prioritise, what to set aside, and how to respond with confidence in afaster, more complex hiring landscape.Navigating through the noise.Making decisions with confidence. Keeping people at the centre.These shifts are evident in how organisations think about talent.Skills-based hiringis gaining traction. With nearly half of all vacancies in 2025 being newly created roles, and hard-to-fill positions continuingto rise, employers are placing less emphasis on traditional credentialsand linear career paths, and more on demonstrable soft skills,adaptability, and applied experience. This has driven growing interestin flexible workforce models, including contract, project-based, andfractional roles, as organisations seek to access specialised skillsquickly, manage costs, and stay aligned with business priorities.perspective we are proud of. It’s taught us that while the contextchanges, the fundamentals don’t. Listening well, understanding whatpeople value, and helping them make strong, informed choices isthe constant. And throughout these years, one thing has defined ourwork: connecting talent that makes a difference. Key findings for 2026What have we learned from this year’s Talent Tr