Key takeaways
- KPMG’s January survey found cautious expectations for headcount growth in 2026.
- Employers should agree the role’s priorities and salary budget before interviewing.
- Candidates should assess the responsibilities, support and full package before accepting an offer.
A recruitment plan needs a clear answer to a basic question: what will the new hire help the team achieve? That question becomes especially important when budgets are closely controlled.
KPMG’s Hong Kong Employment Outlook 2026 provides a useful backdrop to that discussion, with its January survey showing more respondents expecting headcount reductions than increases.
A cautious start to the year
KPMG surveyed 281 business executives and professionals from 12 to 25 January 2026. Of those respondents, 19% expected headcount to increase and 22% expected it to fall. The figures describe hiring expectations at the start of the year.
For employers reviewing a vacancy, the practical task is to decide which work needs an additional person and what budget is available. For candidates, it is worth asking whether the position has been approved and when the employer expects to make a decision.
Agree the brief before asking for a shortlist
A replacement role does not have to repeat the previous job description. Check whether the team’s workload, systems or responsibilities have changed. For a new position, identify the work the existing team cannot cover.
Set out the priorities for the first six months, the reporting line and the decisions the person will be responsible for. Separate the skills needed from the start from those the new hire can learn.
For example, if a finance role requires someone to take ownership of month-end reporting, experience with that work may matter more than familiarity with the exact accounting system. Agreeing that distinction gives the recruiter room to consider relevant candidates.
Before interviews begin, confirm the approved salary range, the interviewers and the final decision-maker. Set a date for feedback after each stage.
Compare salaries on the same basis
When using a salary guide, look for roles with similar responsibilities, experience requirements and location. Check whether the figures refer to monthly base pay or an annual package that includes bonuses.
An annual increase for an employee staying in the same job and a pay rise sought by someone changing employers measure different things. Set the vacancy’s budget against the work and the relevant salary range.
Discuss the range during initial conversations. Employers should explain which parts of the package are guaranteed and which are variable; candidates should identify any gap between the budget and their expectations before the next interview.
A question to ask
“Could we confirm the salary range and which payments are guaranteed before arranging the next stage?”
Make the assessment relevant to the job
Choose interview questions that reflect the work the person will do. For a finance position, that might be investigating a reconciliation difference; for an account manager, it might be handling a client complaint.
Ask candidates to explain their approach, the information they would need and the decisions they would make. Give interviewers the same assessment criteria so their feedback can be compared.
If a practical exercise is needed, tell candidates what it covers and how long it should take. A short scenario can test judgement without turning the interview into a substantial project.
For candidates: check what comes with the offer
Prepare two or three examples that show how your experience fits the role. Then use the interviews to investigate the parts of the job that a vacancy description cannot fully explain.
- Why is the position available?
- What would you be expected to achieve in the first six months?
- Who would you report to, and what support would be available?
- What are the working hours and arrangements?
- Which payments are guaranteed, and how is any variable bonus determined?
A higher salary may come with a larger team, longer hours or wider responsibilities. Compare the offer with what you want from the move, and resolve outstanding questions before accepting.
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Related reading: How to prepare for a job interview in Hong Kong
Sources
KPMG Hong Kong Employment Outlook 2026
Updated 13 October 2026.