Staffing and recruiting intel to consider in 2026

Moving into 2026, there are key pieces of staffing and recruiting intel that employers and job seekers need to know. That's why we've compiled them for easy reference and backed them up with proof, so you can make informed decisions, regardless of which side of hiring you're on.

In a hurry? Many of the statistics in this article can be found in our companion infographic.
 

Return-to-office (RTO) mandates will continue to increase

Currently, approximately 70% of employers have RTO policies.¹
 

Reasons employers want employees back in the office:

• Visibility
• Pre-pandemic workplace nostalgia
• Real estate costs
• Fairness (not all roles can be remote)
   

Reasons job seekers want flexibility:

• Family obligations
• Home location choice
• Dining at home
• No commuting
• Less distractions
   

Statistic: Bamboo HR ran a survey and discovered that 28% of workers may think about leaving their job if given an RTO mandate.²

There is no one right answer for whether RTO is right for a company or not, but a focus on flexibility¹ as a whole can be the most beneficial option. This is harder to achieve as it involves employers collaborating directly with their teams to learn what individuals want as opposed to blanketing them with one policy.

Insight: We predict that companies that follow that path will achieve better results. Some employees want remote, others desire hybrid and a certain group wants in-office time. As long as you can achieve it realistically, let them pick. They will be happier, and you'll be able to retain them, saving you money.

If your industry norms necessitate RTO, take the time to design thoughtful and helpful benefits that assist your team. Some could include childcare, dining or commuting allowances or other cost-savings-focused ideas.

Big companies have already done this!¹

• Salesforce fully embraced flexibility by letting team members choose their working style.
• Bank of America focused its efforts on working parents with back-up childcare and other expense coverage.
   

Ask yourself: What could you offer your onsite or in-office team that would make life better?

Bias call-out: Research indicates that RTO policies contribute to steeper attrition and lagging workforce growth. Beyond that, they affect women with caregiving responsibilities disproportionately. Since mid-2021, negative reviews about RTO have increased five times over.⁹
 

Artificial intelligence (AI) will be everywhere

The use of AI within the realm of human resources is being reined in.
 

Legislation around AI and hiring choices:³

1. The European Union (EU) AI Act
2. Colorado's AI Act
3. California's new regulations
    

However, though legislation exists in some areas, AI is being actively used by 85% of staffing firms for all kinds of things, including sourcing, screening and onboarding.⁴

And it's a job requirement for many departments beyond HR, so job seekers should consider upskilling to meet that need.
 

Helpful Beacon Hill skill-building resources

• 5 strategies to close skill gaps and solve talent shortages
• Using soft skills and hard skills to follow a non-linear career path
   

"Around 78% of companies report using AI-related applications in at least one business area."⁶

"58% of job seekers use AI tools in their job search."⁷
 

Beacon Hill's team is all about values and transparency. We leverage secure productivity tools to streamline internal workflows, but candidate evaluation is entirely human‑led—people, not algorithms, make our hiring decisions.
 

Targeting will be vital

When looking for a new role, it was once commonplace for job seekers to apply to a multitude of jobs with a generic resume. That is no longer the case, thanks to innovations within ATS systems, such as AI integration.

What works now is reverse job searching (not waiting for jobs to be posted, proactively reaching out), promoting your skills, maintaining a personal brand and using AI responsibly within your search.⁷
 

Skills-first continues to rule

Degrees are less important than skills in today's market

This trend isn't new, but it is growing. 94% of companies believe practical skills are better indicators of on-the-job success compared to traditional resumes.⁴

This means upskilling will become even more important for job seekers!
 

More contractors will be needed

Contract staffing and fractional roles are rising to fill gaps. Those who have the ability to be flexible in that manner will be prized.
 

The talent market will shift⁵

Sector growth areas

• Skilled manufacturing
• Construction
• Healthcare
• Technology
• Supply chain

Sector declines

• Administrative
• Office
   

Compensation will get more complicated

Pay transparency is on the upswing.⁶ However, we are in a strange time where businesses are, in many cases, hiring at reduced rates that talent will not accept given the inflated conditions. This is likely why contract work is exploding.

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Which part of the evolving talent landscape interests you most? We're always here to answer questions. Just comment on the article!

Want to hire the best around? Partner with us!

Ready to apply for a role? Take the next step in your career.
 

Sources and inspiration

1. How Rigid Return-To-Office Mandates Might Cost You Your Best Talent
2. Return-to-office policies are ‘creeping up,’ researcher says. Many workers would rather quit
3. Top 6 HR Trends to Follow in 2026
4. Staffing Industry Trends to Watch in 2026
5. 61% of Recruiters Predict Market Stability: What 2026 Holds for Staffing Agencies
6. Workplace Trends 2026 | Key Changes in Work & Staffing
7. Your 2026 Job-Hunting Guide: Here's What Actually Works
8. Top hard and soft skills each of our Divisions search for
9. Research Insights: The Future of the Flexible Workplace