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Since the pandemic, each year has offered a different theme in talent acquisition. 2021 was the year of the Great Resignation, 2022 brought in a wave of diversity and inclusion initiatives, and 2023 saw the rise of AI.
Recognizing and understanding these latest recruitment themes can give your organization a serious edge in attracting and retaining top talent.
With the latest data and expert insights, here are 10 top trends business leaders need to know about in 2026:
Recruiters are frequently leaning on AI to whip up ads and job descriptions to post on job boards in a flash. Some may use integrated bias checkers to ensure the language isn’t too masculine or feminine; others may use AI-based screening tools to match best-fit candidates to open vacancies. It’s worth noting that new local or state laws, such as NYC’s Local Law 144, now require companies that use AI tools to make employment decisions to conduct and publish regular bias auditing.
On the other side of the coin, candidates are also exploring the technology. Some may lean on generative AI to craft cover letters, resumes, and certain sections of their job applications. Recent research suggests that 53% of hiring managers frown on AI-generated resumes. Yet, a separate MIT study reported that candidates who used AI tools to flag or correct grammatical errors in their resumes were 8% more likely to be hired. This suggests that AI can give candidates a successful edge so long as it’s not detectable.
Talent managers pay more attention to resumes than we think. While a 2018 Ladders Inc. eye-tracking study revealed that recruiters spend an average of seven seconds looking at a resume, new data from Resume Genius highlights that 57% of hiring managers spend roughly 1 to 3 minutes reviewing a resume; Baby Boomers are the most thorough, with 37% spending more than 3 minutes scouring the details, compared to 24% of Gen X, 19% of millennials, and 16% of Gen Z managers willing to give this document a thorough scan.
54% of talent acquisition leaders prefer a two-page resume and consider the Resume Introduction and the Hobbies & Interests among the most important sections.
Recruiters frequently focus on the skills a candidate brings to the table or their potential to learn new capabilities. Resume Genius data reveals that 65% of managers would consider candidates with relevant skills even if they lack relevant work experience. In contrast, 47% consider educational qualifications important, although only 25% believe they’re absolutely essential.
But what skills are recruiters looking for?
One of the biggest trends we’ve spotted this year is the drive to provide a positive candidate experience to all job applicants, whether you end up hiring them or not. Candidates don’t want to waste their time, so this means:
Caroline Pennington, Executive Search Recruiter and host of the Feminine Founder podcast, describes:
“I’m noticing that companies that are enhancing the candidate experience during the interviewing process are the companies that are landing top talent. The days of 5+ interviews are over. There must be a streamlined process in place to make sure your organization hires the best!”
Rob Boyle, Marketing Operations Director at Airswift, sees an even deeper trend of using technology to personalize communication during recruitment and better engage every candidate. He shares:
“Personalized communication can prevent tech-driven recruitment from coming across as too impersonal or automated, while data can help employers better identify the right candidates to reach out to. An HR department has more time to engage candidates in a more personalized way if they are utilizing technology to streamline some of the other aspects of the recruiting process, so I definitely see these two trends having a symbiotic relationship.”
Big data is powering many recruitment decisions this year, not just in terms of candidate selection but also in shaping specific recruiting and hiring processes to ensure they’re swift, streamlined, and compliant. For example:
While DEI initiatives have taken a battering recently, with companies like Meta and Google cutting their diversity programs, savvy employers understand that improving minority representation across org charts and in leadership starts at the hiring level.
Michael Hurwitz, CEO and Co-Founder of Careers in Government, explains how to do this:
“Companies are recognizing the importance of fostering diverse and inclusive workplaces to drive innovation, enhance employee engagement, and meet the evolving expectations of customers and stakeholders. As a result, recruiters are implementing proactive measures to attract, retain, and advance diverse talent, including targeted outreach efforts, unbiased hiring practices, and DEI training programs for hiring managers.”
Part of creating a diverse workforce hinges on looking beyond geographical confines and attracting highly skilled people from further afield—in some cases, globally. While popular cities like New York, San Francisco, or Chicago may always have a pull for job seekers, many underrepresented groups may not have access to these opportunities if they can’t afford to live there. Pat Schirripa, CEO of People 2U, explains the alternative:
“Companies can now access talent pools worldwide due to the widespread use of digital applicant evaluations, asynchronous recruiting procedures, and virtual interviews. Additionally, AI-powered tools for selecting and screening candidates continue to develop, simplifying the hiring process and boosting productivity.”
Previously, hiring teams worked in siloes, separate from the main organization. In 2026, the silo walls are abolished, and we’re seeing closer relationships between the following key stakeholders:
When hiring for permanent positions seems like too much of a commitment or is too lengthy, contract work is a happy medium that offers multiple advantages:
Benepass tip: Employers must be careful not to misclassify employees as independent contractors. Refer to the Department of Labor’s Employee or Independent Contractor Classification Under the Fair Labor Standards Act, RIN 1235-AA43, for full guidance.
While a healthy salary, thriving company culture, and professional development opportunities all play a crucial role in attracting and retaining the best talent in the industry, a creative benefits package can also be a game-changer for your talent acquisition strategy.
Employers have traditionally shared details of their benefits plans quite far along the talent acquisition process, either during an interview discussion or when making a formal job offer. However, the recent trend is for hirers to include more details in their initial job ad so candidates know exactly what’s up for grabs.
Michelle Forstrom, HR Manager at BYU Library, shares what she’s noticed recently:
“As an HR Manager in a university setting, one trend I’ve noticed is that we don’t post the job description in its entirety anymore. We post selected portions of the job description and use the rest of the posting to highlight benefits. Candidates can request the full job description, but the majority of the posting is used to emphasize the full compensation package.”
Curious about the variety of stipends you can offer to employees? We put together a guide to employee stipends to provide an overview of this popular employee benefit and offer inspiration as you design your stipend program. Download the guide to learn about the types of stipends available and how to design a successful program.
In a competitive job market, the right blend of benefits can ensure your vacancy and employer brand stand out from the crowd. Benepass offers a wide variety of pre-tax and perks programs to tempt the best talent to your organization and keep them there. Choose from:
Book a free Benepass demo today or contact sales@getbenepass.com to connect with a benefits specialist.
