Seventy-one per cent of employers across Asia Pacific and the Middle East (APME) report difficulty filling open roles, and AI skills are the single hardest-to-find competencies, according to ManpowerGroup's 2026 Global Talent Shortage Survey. The figure, nearly on par with the global average of 72%, signals a direct challenge for HR leaders who must now rethink how they attract, assess, and develop talent in an AI-driven market.
The survey captured responses from more than 39,000 employers across 41 countries, including 12,193 across 10 APME markets. Japan (84%) and India (82%) face the most severe hiring constraints in the region, while the U.A.E. stands at 76%. China, at 48%, is the least affected market both regionally and globally. Worldwide, Slovakia (87%), Greece (84%) and Japan report the highest shortages, while Finland (60%) and Poland (57%) sit at the lower end alongside China.
AI skills dominate the shortage list
In APME, AI Model & Application Development tops the list of hardest-to-find competencies at 27%, followed by AI Literacy at 26%. Traditional IT & Data skills rank sixth, at 18%. Specialized training, such as AI for Human Resources Courses, can equip HR teams with the knowledge to assess these emerging skill sets in candidates.
"The rise of AI has fundamentally reshaped both the skills landscape and the hiring process in APME," said François Lançon, Regional President, Asia Pacific & Middle East, ManpowerGroup. "Today, AI skills are no longer niche capabilities-they are foundational to workforce competitiveness across the region." Lançon said leaders must now operate across multiple horizons, supporting workers through rapid transformation while building deeper, future-ready AI capabilities. "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'."
Why this matters for HR professionals
For HR teams, the shortage of AI literacy and AI development skills changes the hiring calculus. Job descriptions, screening criteria, and interview processes must be updated to accurately gauge AI competencies that are new to many recruiters. The findings also point to an urgent need for internal upskilling, so that HR can partner with hiring managers to define what "AI-ready" looks like for the organization. Without that capability, the gap between talent demand and supply will only widen.
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