As we move into 2026, both employers and recruiters are navigating a labour market shaped by rising candidate expectations and rapid workplace change. Job-seekers are entering the new year with clearer priorities, greater confidence, and a stronger commitment to pursuing opportunities that align with their values and long‑term goals.
For employers, this presents both a challenge and an opportunity. The organisations that understand what job-seekers really want in 2026 will be the ones that attract stronger talent, reduce turnover, and build more resilient teams in a skills-short market.
In this blog, we look at the expectations of job-seekers and how employers can attract and retain the talent they need.
The trends shaping job-seekers' expectations
The hiring landscape is shifting quickly, and those changes are showing up clearly in the conversations recruiters have every day. The trends below highlight the biggest shifts shaping candidate expectations as we move through 2026.
Skills-first hiring
More job-seekers are responding positively to roles that focus on what they can do rather than what they’ve done. As recruiters, we’re seeing more workers ask about progression pathways, training, and how a role will help them grow.
Flexibility
Flexibility remains one of the biggest decision-makers for job-seekers in 2026. It’s not just about hybrid working; they want upfront clarity on working patterns, expectations, and how flexible the employer really is.
Human connection in an AI world
AI has become a normal part of work and hiring, but workers still want to feel seen, supported and understood. Younger workers (18-34) in particular are open to AI but still value human interaction; 43% see it as critical, according to The Global Recruiter.
Transparency
We’re finding that transparency not only improves worker engagement but also speeds up the hiring process, because candidates feel more confident in their decisions. When job descriptions, role expectations, and information about salary and progression are vague or withheld, job-seekers lose trust quickly and can often withdraw.
Values-driven environment
More job-seekers are choosing employers whose values genuinely align with their own. They are asking more questions about leadership, purpose, and ethics of the company. Recruiters are seeing this in mid-career job-seekers in particular, those who are prioritising meaningful work and positive culture over flashy perks.
What this means for you as an employer
For employers, these trends highlight just how important it is to stay aligned with what candidates actually care about in 2026. Job-seekers are making decisions based on clarity, culture, and long-term fit, and your recruiter is often the first person they share those expectations with.
When you use your recruiter’s market knowledge and candidate feedback effectively, you can not only attract better talent, but also make the whole hiring process faster, smoother, and far more competitive.
Practical steps
- Review your job descriptions with your recruitment partner to ensure they reflect what candidates actually care about - skills, clarity, flexibility, and long-term fit.
- Be upfront about flexibility and expectations, so candidates get a clearer picture from the start.
- Keep the process moving with timely feedback and quick decisions, which make a huge difference in a selective market.
- Share real insight into your culture, values, and progression opportunities through your recruitment partner, so candidates get an honest sense of what it’s like to work with you.
If you’re reviewing your hiring plans for the year ahead, now is a great time to double-check your job briefs, refresh your messaging, and make sure your offer reflects what candidates are looking for.
If you would like support turning these trends into a practical hiring strategy, our team is ready to help you navigate the market with confidence.
