<p>（第一财经）3 月 27 日——根据迈克尔·佩奇的一项新调查，超过三分之一的中国公司计划在今年扩大员工队伍，尤其是国内企业的这一意图更加明显。</p>
<p>在中国运营的企业中，36% 计划在今年增加员工人数，英国全球招聘机构和咨询公司发布的《2026 年中国 C-Suite 信心洞察报告》显示，41% 计划维持现状，而 16% 预计将裁员。</p>
<p>该报告汇总了对 304 名高管进行的一对一访谈结果，这些访谈在去年底至今年初之间进行，涵盖了中国大陆、香港和台湾。</p>
<p>报告指出，48% 的国内公司——仅在本土市场运营的中国企业——计划在今年增加员工人数，这表明对本地市场前景的乐观。24% 计划不做任何改变。</p>
<p>中国跨国公司也相对自信，40% 计划增加员工人数，41% 预计不做改变。然而，在中国的外资跨国公司则更加谨慎，只有 29% 计划增加员工，而 48% 希望保持现状。</p>
<p>报告称，主要的招聘驱动因素是新业务线和项目的启动，强调了持续的投资和创新。其他关键因素包括整体业务扩展、强劲的运营表现、变革性举措、组织重组和海外扩展。</p>
<p>在招聘领导层时，企业主要关注候选人的 “推动业务的能力”，报告指出。“解决问题的能力” 和 “成长心态” 紧随其后，突显了对能够推动增长、应对复杂性和引导绩效的人才的需求。</p>
<p>传统的领导属性，包括 “商业敏锐度”、“沟通能力” 和 “战略思维”，仍然备受重视，因为它们在影响利益相关者、做出明智决策和使团队与短期和长期目标保持一致方面至关重要。</p>
<p><strong>销售驱动</strong></p>
<p>销售领域的招聘势头最为强劲，36% 的受访者预计将增加员工。“无论你是推出新产品和服务，还是改进现有产品和服务，当然，你需要优秀的销售人员来推动这一切，” 迈克尔·佩奇中国区高级董事总经理鲁珀特·福斯特昨天对第一财经表示。</p>
<p>福斯特指出，22% 的国内公司今年首次计划进行海外投资，因此对销售人才的需求既受到国内增长（“在中国为中国”）的推动，也受到支持国际扩展的需要。</p>
<p>57% 的受访者表示，国内扩展已成为主要战略。31% 计划通过国际扩展实现增长，类似比例的公司则旨在降低成本和提高效率。</p>
<p>中国企业在 2026 年以对本地市场的强烈信心进入，远比其他群体更明确地关注在中国的扩展。中国跨国公司最具国际视野，领先于海外扩展计划，同时也优先考虑效率提升。外资跨国公司则保持最为谨慎，成本控制是其主要关注点。</p>
<p>45% 的公司已经招聘或计划招聘人才以支持其全球雄心，反映出在为海外市场建立人才管道方面的强劲势头。</p>
<p>典型的做法是招聘在国内的具有海外市场经验的中国专业人士。同时，国际招聘仍然很重要。48% 招聘在国外的中国人才，30% 招聘具有中文技能或与中国相关经验的外国专业人士。</p>
<p><strong>对人工智能的怀疑</strong></p>
<p>报告显示，公司的首要人工智能相关优先事项是 “实现渐进式改进，专注于推动运营效率”。但提到这一目标的企业比例从去年的 67% 降至 61%。</p>
<p>值得注意的是，报告中提到没有改变人工智能驱动战略优先事项的企业比例从 2025 年的 2% 跃升至 22%，这表明许多企业已经明确了其人工智能方向，或对该技术的投资回报变得更加关注。</p>
<p>福斯特表示，这一变化可能反映出对人工智能投资未能带来实质性回报的日益怀疑。</p>
<p>报告还指出，人工智能的使用方式发生了变化。使用人工智能 “开发新产品或服务” 的企业比例从 24% 降至 17%，而提供 “个性化但可扩展的客户体验” 的关注度则从 6% 上升至 16%。</p>
<p>预计今年人工智能投资仍处于早期阶段，大多数公司计划进行低到中等水平的支出。16% 的公司表示由于回报不明确或预算限制而没有人工智能投资，42% 的公司则表示仅进行有限支出。只有 7% 的公司表示人工智能已成为业务战略的核心支柱。</p>
<p>人工智能的采用在不同职能之间差异很大。技术和信息技术领域以 50% 的比例遥遥领先，其次是研发 36%，领导层 27%，财务和市场营销各占 26%。人力资源在人工智能使用方面仍然相对有限，采用率为 18%。</p>
<p>福斯特表示，在招聘中，人工智能在流程的早期阶段有效，特别是在候选人筛选和初步筛选方面。“当你查看大量数据集，并希望以高效的方式缩减它们时，人工智能肯定会发挥作用，” 他说。“但在招聘的下游部分，人工智能将面临挑战。”</p>
<p>编辑：马丁·卡迪耶夫</p>

综合指数

上证指数

<p>最近的一项迈克尔·佩奇调查显示，中国超过三分之一的公司计划在今年增加员工，36% 的公司打算招聘更多员工。国内企业表现出最强的乐观情绪，48% 的公司计划扩张。招聘的主要驱动因素包括新的业务线和整体扩张。销售岗位预计将面临最强的需求。然而，外资跨国公司仍然保持谨慎，专注于成本控制。此外，企业对人工智能投资的态度变得怀疑，许多公司更重视运营效率而非新产品开发</p>

<p>(Yicai) March 27 -- More than one-third of companies in China plan to enlarge their workforces this year, with the intention to scale up even more pronounced among domestic firms, according to the findings of new survey by Michael Page.</p>
<div class="lb-trans"><p>（第一财经）3 月 27 日——根据迈克尔·佩奇的一项新调查，超过三分之一的中国公司计划在今年扩大员工队伍，尤其是国内企业的这一意图更加明显。</p>
</div><p>Thirty-six percent of businesses operating in China intend to up their staffing levels this year, the 2026 China C-Suite Confidence Insights Report published yesterday by the UK-based global recruitment agency and consultancy revealed. Forty-one percent plan to maintain the status quo while 16 percent envision job losses.</p>
<div class="lb-trans"><p>在中国运营的企业中，36% 计划在今年增加员工人数，英国全球招聘机构和咨询公司发布的《2026 年中国 C-Suite 信心洞察报告》显示，41% 计划维持现状，而 16% 预计将裁员。</p>
</div><p>The report aggregated the results of one-on-one interviews conducted with 304 executives across the Chinese mainland, Hong Kong, and Taiwan between late last year and early this year.</p>
<div class="lb-trans"><p>该报告汇总了对 304 名高管进行的一对一访谈结果，这些访谈在去年底至今年初之间进行，涵盖了中国大陆、香港和台湾。</p>
</div><p>Forty-eight percent of domestic companies -- Chinese firms operating only in the home market -- intend to add to their payrolls this year, a sign of optimism around local market prospects, the report indicated. Twenty-four percent plan no changes.</p>
<div class="lb-trans"><p>报告指出，48% 的国内公司——仅在本土市场运营的中国企业——计划在今年增加员工人数，这表明对本地市场前景的乐观。24% 计划不做任何改变。</p>
</div><p>Chinese multinationals are also relatively confident, with 40 percent aiming to swell headcounts and 41 percent anticipating no changes. Foreign multinationals in China are much more cautious, however, with only 29 percent aiming to hike staffing levels and 48 percent looking to keep them unchanged.</p>
<div class="lb-trans"><p>中国跨国公司也相对自信，40% 计划增加员工人数，41% 预计不做改变。然而，在中国的外资跨国公司则更加谨慎，只有 29% 计划增加员工，而 48% 希望保持现状。</p>
</div><p>The main hiring driver is the launch of new business lines and projects, underscoring continued investment and innovation, the report said. Other key factors include overall business expansion, strong operating performance, transformative initiatives, organizational restructuring and overseas expansion.</p>
<div class="lb-trans"><p>报告称，主要的招聘驱动因素是新业务线和项目的启动，强调了持续的投资和创新。其他关键因素包括整体业务扩展、强劲的运营表现、变革性举措、组织重组和海外扩展。</p>
</div><p>When hiring leadership, businesses mainly look to a candidate’s “ability to drive the business,” the report said. “Problem-solving skills” and a “growth mindset” follow closely behind, highlighting the need for talent who can drive growth, navigate complexity, and steer performance.</p>
<div class="lb-trans"><p>在招聘领导层时，企业主要关注候选人的 “推动业务的能力”，报告指出。“解决问题的能力” 和 “成长心态” 紧随其后，突显了对能够推动增长、应对复杂性和引导绩效的人才的需求。</p>
</div><p>Conventional leadership attributes, including “commercial acumen,” “communication skills,” and “strategic thinking,” remain highly prized, given their importance in influencing stakeholders, making sound decisions, and aligning teams with both short- and long-term objectives.</p>
<div class="lb-trans"><p>传统的领导属性，包括 “商业敏锐度”、“沟通能力” 和 “战略思维”，仍然备受重视，因为它们在影响利益相关者、做出明智决策和使团队与短期和长期目标保持一致方面至关重要。</p>
</div><p><strong>Sales Drive</strong></p>
<div class="lb-trans"><p><strong>销售驱动</strong></p>
</div><p>The strongest hiring momentum is seen in sales, where 36 percent of respondents anticipate an increase. “Whether you are introducing new products and services or evolving your existing products and services, of course, you need great salespeople to drive that,” Rupert Forster, senior managing director for China at Michael Page, told Yicai yesterday.</p>
<div class="lb-trans"><p>销售领域的招聘势头最为强劲，36% 的受访者预计将增加员工。“无论你是推出新产品和服务，还是改进现有产品和服务，当然，你需要优秀的销售人员来推动这一切，” 迈克尔·佩奇中国区高级董事总经理鲁珀特·福斯特昨天对第一财经表示。</p>
</div><p>Forster noted that 22 percent of domestic firms are looking to invest overseas for the first time this year, so the demand for sales talent is being driven both by domestic growth (“in China for China”) and by the need to support international expansion.</p>
<div class="lb-trans"><p>福斯特指出，22% 的国内公司今年首次计划进行海外投资，因此对销售人才的需求既受到国内增长（“在中国为中国”）的推动，也受到支持国际扩展的需要。</p>
</div><p>Cited by 57 percent of respondents, scaling up domestically has become the dominant strategy. Thirty-one percent intend to grow through international expansion, and a similar proportion aim to cut costs and improve efficiency.</p>
<div class="lb-trans"><p>57% 的受访者表示，国内扩展已成为主要战略。31% 计划通过国际扩展实现增长，类似比例的公司则旨在降低成本和提高效率。</p>
</div><p>Chinese businesses have entered 2026 with the strongest confidence in the local market and, far more than other groups, a clear focus on expanding within China. Chinese multinationals are the most outward-looking, leading in overseas expansion plans while also prioritizing efficiency gains. Foreign multinationals remain the most cautious, with cost control as their primary focus.</p>
<div class="lb-trans"><p>中国企业在 2026 年以对本地市场的强烈信心进入，远比其他群体更明确地关注在中国的扩展。中国跨国公司最具国际视野，领先于海外扩展计划，同时也优先考虑效率提升。外资跨国公司则保持最为谨慎，成本控制是其主要关注点。</p>
</div><p>Forty-five percent of firms have already hired or are planning to hire talent to support their global ambitions, reflecting strong momentum in building talent pipelines for overseas markets.</p>
<div class="lb-trans"><p>45% 的公司已经招聘或计划招聘人才以支持其全球雄心，反映出在为海外市场建立人才管道方面的强劲势头。</p>
</div><p>The typical approach is to recruit Chinese professionals with overseas market experience who are based domestically. At the same time, international hiring remains important. Forty-eight percent recruit Chinese talent abroad, while 30 percent hire foreign professionals with Chinese language skills or China-related experience.</p>
<div class="lb-trans"><p>典型的做法是招聘在国内的具有海外市场经验的中国专业人士。同时，国际招聘仍然很重要。48% 招聘在国外的中国人才，30% 招聘具有中文技能或与中国相关经验的外国专业人士。</p>
</div><p><strong>AI Skepticism</strong></p>
<div class="lb-trans"><p><strong>对人工智能的怀疑</strong></p>
</div><p>Companies’ top AI-related priority is to “deliver incremental improvement focusing on driving operational efficiency,” the report showed. But the share of businesses citing this objective fell to 61 percent from 67 percent last year.</p>
<div class="lb-trans"><p>报告显示，公司的首要人工智能相关优先事项是 “实现渐进式改进，专注于推动运营效率”。但提到这一目标的企业比例从去年的 67% 降至 61%。</p>
</div><p>Notably, the share of firms reporting no change in AI-driven strategic priorities jumped to 22 percent from just 2 percent in 2025, suggesting that many have already defined their AI directions or are becoming more concerned about the return on investment from the technology.</p>
<div class="lb-trans"><p>值得注意的是，报告中提到没有改变人工智能驱动战略优先事项的企业比例从 2025 年的 2% 跃升至 22%，这表明许多企业已经明确了其人工智能方向，或对该技术的投资回报变得更加关注。</p>
</div><p>This shift likely reflects growing skepticism that AI investments may not have delivered tangible returns yet, Forster said.</p>
<div class="lb-trans"><p>福斯特表示，这一变化可能反映出对人工智能投资未能带来实质性回报的日益怀疑。</p>
</div><p>There is also a change in how AI is being used, according to the report. The share of companies using AI to “develop new products or services” fell to 17 percent from 24 percent, while the focus on providing “personalized yet scalable customer experience” rose to 16 percent from 6 percent.</p>
<div class="lb-trans"><p>报告还指出，人工智能的使用方式发生了变化。使用人工智能 “开发新产品或服务” 的企业比例从 24% 降至 17%，而提供 “个性化但可扩展的客户体验” 的关注度则从 6% 上升至 16%。</p>
</div><p>AI investment is expected to remain at an early stage this year, with most companies planning low- to mid-level spending. Sixteen percent indicated no AI investment due to unclear returns or budget constraints, while 42 percent indicated only limited spending. Just 7 percent said AI has become a core pillar of business strategy.</p>
<div class="lb-trans"><p>预计今年人工智能投资仍处于早期阶段，大多数公司计划进行低到中等水平的支出。16% 的公司表示由于回报不明确或预算限制而没有人工智能投资，42% 的公司则表示仅进行有限支出。只有 7% 的公司表示人工智能已成为业务战略的核心支柱。</p>
</div><p>AI adoption varies widely by function. Technology and information technology lead by a wide margin of 50 percent, followed by research and development at 36 percent, leadership at 27 percent, and finance and marketing at 26 percent each. Human resources remains a relatively limited area for AI use, with adoption at 18 percent.</p>
<div class="lb-trans"><p>人工智能的采用在不同职能之间差异很大。技术和信息技术领域以 50% 的比例遥遥领先，其次是研发 36%，领导层 27%，财务和市场营销各占 26%。人力资源在人工智能使用方面仍然相对有限，采用率为 18%。</p>
</div><p>In recruitment, AI is effective in the early stages of the process, particularly in candidate sourcing and initial screening, Forster said. “When you're looking at large data sets, and you want to cut them down in an efficient manner, AI is definitely going to play a role,&#34; he said. &#34;But when it comes to the downstream part of the hiring, AI will struggle.”</p>
<div class="lb-trans"><p>福斯特表示，在招聘中，人工智能在流程的早期阶段有效，特别是在候选人筛选和初步筛选方面。“当你查看大量数据集，并希望以高效的方式缩减它们时，人工智能肯定会发挥作用，” 他说。“但在招聘的下游部分，人工智能将面临挑战。”</p>
</div><p>Editor: Martin Kadiev</p>
<div class="lb-trans"><p>编辑：马丁·卡迪耶夫</p>
</div>

迈克尔·佩奇的调查显示，超过三分之一的中国公司计划在今年增加员工人数