Which Industries Are Recruitment & Resignation Hotspots in 2025?

In the Ministry of Manpower’s Q2 2025 report on the Singapore labour market, these key trends emerged:

In growth sectors, Professional Services, Information & Communications and Financial Services, both recruitment and resignation rates rose, reflecting more movement of employees in and out of these sectors.
Employment fell in outward-oriented sectors such as Professional Services and Information & Communications.
The proportion of firms who plan to hire in Q3 2025 has declined to 43.7% in June 2025, down from 44.0% in March 2025 (for Q2 2025 outlook).
The proportion of firms planning redundancies also rose slightly but stayed low (1.6% in March 2025; 1.9% in June 2025)

We spoke to Cindy Lee, Adecco Singapore’s country head, to discuss the MOM report, together with the latest on-the-ground market sentiment for this year.

Which industries are seeing a rise in recruitment rates, and why?

In terms of recruitment, these industries are showing growth:

Semiconductor

As a core pillar of the artificial intelligence (AI) industry, the semiconductor industry is also experiencing a surge in recruitment.

Driven by advancements in AI, 5G, etc., this blooming industry is on a fast track to become a US$1 trillion (S$1.34 trillion) powerhouse by 2030.

Based on the 2025 MOM Shortage Occupation List (SOL), labour shortages were identified in the fields of semiconductors, instrumentation, and process engineers. This increase in demand has translated into a real need for semiconductor-related roles.

Green and renewable energy

According to Cindy, Adecco has seen a rising demand in environmental consultancy services, green technology, as well as local and global decarbonisation roles. This demand is blossoming across APAC and reinforced by Singapore’s goal of achieving net zero emissions by 2050.

A wave of upcoming projects is also set to accelerate job creation in the sector. Notable examples include Sembcorp’s floating solar farm on Pandan reservoir, and the Asia Pacific Sustainable Aviation Centre, both of which showcase strong investment into sustainable infrastructure.

It has also been observed that that roles related to sustainable supply chain are picking up speed. This is due to stricter government regulations and heightened eco-awareness, on top of Singapore’s reputation and status as a global logistics hub.

Data centre and infrastructure

Thanks to the Johor-Singapore special economic zone, the data centre sector is gaining real traction, with Singapore poised to become a regional epicentre. As reported in The Business Times, the industry is expected to see a 2.8-fold increase in job opportunities, many of which offer above-average wages, driven by strong investment inflows.

The sector’s long-term outlook remains resilient. Singapore’s strategic location and reputation as a trusted financial and digital hub allows us to offer seamless access to European and US markets, while serving as a gateway to high-growth opportunities across Asia.

These advantages place Singapore in prime position to lead the next wave of regional data centre expansion.

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What about in terms of resignation rates, and why?

For resignations, these industries have seen more workers leaving:

Retail and hospitality

The retail and hospitality industries have long grappled with high resignation rates. According to the latest MOM Labour Market Report, F&B and retail trade recorded some of the highest resignation rates across all industries in 2025 — at 2.2% and 1.9%, respectively — underscoring a shift away from traditional frontline roles.

Cindy observed that voluntary turnover in Adecco’s candidates were due to factors such as career progression and burnout. Additionally, a recent Aon report showing that the retail and hospitality sector in Singapore also has the highest involuntary turnover rate (7.3%). As such, these suggest that both voluntary and involuntary turnover figures have been high in 2025 for this industry.

Customer service

Large companies with technological capabilities are increasingly adopting a hybrid approach to customer service, conjoining AI with human support to streamline operations, Cindy shared.

Much like a filtering funnel, hotlines now use AI agents to handle initial queries and filter cases that require human intervention.

This model has led to the displacement of some roles while reshaping the scope of others, with human staff focusing more on complex, high-value interactions.

Are there industries that show a rise in both recruitment and resignations?

These industries have seen their doors swing both ways in 2025:

Banking

While recruitment in Singapore’s banking industry remains robust, Cindy observed a strategic pivot in hiring practices.

Responding to the uncertain economic climate, as well as regulatory complexity and cost-side pressures, financial firms are increasingly leaning into contract roles. This is affirmed by the MOM labour market report, which noted high recruitment and resignation in Financial Services.

Another trend Cindy shared is that while the offshoring and centralisation of back-office functions are accelerating to neighbouring hubs, recruitment within Singapore tends to focus more on middle-office and high-value client services, driving demand for Singapore-based professionals in such areas.

Technology

Across all sectors, AI adoption has been a paradigm shift, but the impact is asymmetrical. According to latest research, AI adoption rates vary widely depending on the amount of data in a given industry. Sectors rich in structured data, like radiology, have seen breakthroughs, while human-centric fields like nursing remain relatively protected.

In technology, especially in fields such as software development, the impact is outsized as data abundance and a swarm of innovators have accelerated innovation.

On both sides of the AI coin — for both companies and jobseekers — the landscape is defined by supercharged flexibility, in which high mobility and job-hopping is the new norm.

In Singapore, the technology industry’s high recruitment and resignation rates reflect a dynamic job market.

Companies are actively seeking top talent for strategic and senior roles locally, while also leveraging offshore teams and AI solutions for operational and development needs.

For jobseekers, this evolving landscape presents opportunities to future-proof their careers, as job-hopping has emerged as a smart strategy to gain diverse experience, enhance compensation, and stay agile.

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Why have some industries seen heightened movement of workers in 2025?

Cindy believes that the gig economy is rewriting the rules of employment, normalising contract jobs, fractional roles, and job-hopping.

“What we are seeing in many industries is a reconciliation between evolving employee expectations and shifting market dynamics,” she said.

“Jobseekers are no longer chasing the 9-to-5 dream, but rather flexibility, autonomy, and balance.”

She added that one of the first questions Adecco job candidates have tended to ask is if a job vacancy is a hybrid role.

“This expectation is especially prevalent for office roles which may not require 24/7 facetime. The shift is steering jobseekers toward fractional, part-time, and gig roles, which often fall outside the traditional full-time job market.”

Even for those already employed, they may be diversifying their options by keeping an eye out for potential opportunities while assessing their company’s long-term outlook, Cindy believes.

As it stands, most local employers are largely cognisant of the need for retention, as well as training and upskilling to ensure that their workforce is future-ready in the age of AI.

Aware that talent is the scarcest resource, bigger organisations are proactively planning ahead to future-proof their workforce by training internally or even through double, or triple, hatting.

This also works as a retention strategy to supply opportunities for growth, exposure and development to promising employees.

In sectors with such churn, how can workers, jobseekers, and mid-careerists who are interested in joining them pivot into these industries?

For jobseekers, Cindy’s advice can be summed up in one word: skills.

“From digital skills, to technical skills, to soft skills, every skill acquired is an investment into your future. And the blessing is that Singapore offers a buffet of structured skill pathways – from SkillsFuture credits, to career conversion programmes, to mid-career or mature worker programmes – for every individual.”

“By understanding the skillsets needed for your industry, you can enroll in short, specialised courses, take up a professional certification, or even work on side projects to enhance your skills portfolio.”

Another recent career trend Cindy noted is that adaptability across roles, functions and industries has become a premium skill.

The adage of IQ and EQ is no longer sufficient, and the new term that companies are looking for is AQ — agility quotient — which is what distinguishes good candidates from truly stellar ones.

When you are ready to enter a new sector, her advice would be to start with contract or project-based roles to gain exposure and to build your network. Compared to permanent roles which usually have stricter assessments, contract roles have a lower barrier-to-entry, while offering valuable exposure.

While top-tier firms may prefer industry professionals, many others are open to hiring from different sectors. Cindy added that these days, it is quite common that jobseekers move from contract roles at well-established companies, to permanent positions in top-tier companies.

Finally, while many employers seek “plug-and-play” talent, she also encourages companies to hire for will over skill.

“Skills can be taught, but curiosity, and drive are what truly power long-term success. Someone with the right will — the attitude, gumption, and grit — will make a world of difference in your organisation, as long as they are given the right resources to shine,” she proclaimed.

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Reading the career market tea leaves for the rest of 2025, and ahead to 2026

Cindy shared the following four titbits:

The job market in 2025 is showing signs of stabilisation. While economic headwinds and restructuring have created a climate of caution, we’re seeing a “wait-and-see” approach from both employers and employees. Many are holding on to existing roles, contributing to a relatively low resignation rate of 1.1%, according to the MOM labour market report.
Hiring has continued but in a more cautious and strategic manner. Companies are prioritising backfills over new headcount, leaning into contract roles, and investing in automation and AI to boost productivity. This is especially true in mature markets like Singapore, where strategic roles remain anchored, while operational functions are increasingly supported by regional talent hubs.
Looking ahead to 2026, we expect continued growth in high-performing sectors such as healthcare, finance, and technology. These industries are actively hiring, but with a sharper focus on agility, digital literacy, and role-specific skillsets. The rise of contract roles will likely persist, offering jobseekers a viable entry point into new industries.
For jobseekers, the message is clear: skills are currency. Whether through short-term courses, certifications, or hands-on projects, building a future-ready skillset is key. Companies, in turn, should look beyond just technical fit and consider hiring for agility and potential — especially in a market where adaptability is the new competitive edge.

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