Talent acquisition trends to watch in 2026

1. Skills-based hiring and a better candidate experience

One of the biggest talent acquisition trends in 2026 is the shift toward hiring for what people can actually do — not just where they went to school. In our research, 83% of professionals want companies to prioritize experience and competencies over degrees.

But the hiring process itself is also a problem. An alarming 63% of candidates report being ghosted during their job search. Meanwhile, 60% encounter job descriptions that barely resemble the actual role, and more than half face salary secrecy that forces them to invest time in applications without knowing if the pay aligns with their needs.

Previous research found that 64% of employees had a negative candidate experience (CX) that hurt their relationship with a company long-term. Other research has emphasized the broad-ranging effects of negative CX. And Korn Ferry has identified empathy — the ability to sense others’ feelings and take an active interest in their concerns — as a critical talent acquisition skill. From an organizational standpoint, that's the active result of belonging (the B in DEIB).

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2. Salary transparency is now the law (in more places)

When PowerToFly asked professionals about pay, the dissatisfaction was clear — and uneven across different backgrounds. About 44% of White respondents were dissatisfied with their salary, compared to 64% of Black respondents, 54% of Asian respondents, and 46% of Latino respondents. Racial pay gaps remain a serious challenge for underrepresented identities in the workplace.

Salary transparency is one of the most straightforward talent acquisition trends addressing this problem. It disrupts the old practice of pay secrecy — whether informal or formal — that has long contributed to gender and racial pay gaps.

And it’s spreading fast. As of 2026, 16 states plus Washington D.C. have enacted pay transparency laws requiring employers to disclose salary information in job postings or during the hiring process. New Jersey, Vermont, and Massachusetts all passed or expanded their laws in 2025, and Delaware signed new legislation set to take effect in 2027. In Europe, the EU Pay Transparency Directive is being implemented by member states with a June 2026 deadline.

Pay transparency is increasingly expected by Gen Z and Millennial professionals, even outside of mandated areas. Whether your company is willing or legally obligated to embrace it, the practice improves pay equity, trust, productivity, talent acquisition, and retention.

3. Learning, development, and upskilling

Employees don’t just want jobs — they want growth. Our research shows that 91% of employees see upskilling as critical to their careers. Yet only 24.5% feel confident about their company’s career advancement opportunities — a number that drops to 17% for women, 20% for Black employees, and 16% for Latino employees.

The gap between expectation and reality is a retention risk. We also found that 97% of employees would leave their current job for one that pays more — and when companies don’t invest in development, workers don’t feel they have a reason to stay.

The 2025 report also surfaced differences in how people prefer to learn. Women showed stronger interest in mentorship (70%), while men favored self-paced learning and technical skills. Effective development programs need multiple pathways to accommodate these preferences.

Upskilling workers through structured learning and development — not just formal training, but mentoring, coaching, and access to upskilling platforms like PowerUp — is one of the most impactful talent acquisition trends in 2026. Companies that invest in their people build higher-performing teams and keep talent from walking out the door.

4. AI in talent acquisition

AI is no longer a “hot potato” that HR departments are unsure how to handle. By 2026, incorporating AI into the hiring process is standard practice for competitive organizations. AI’s potential in talent management lies in its ability to automate labor-intensive and time-consuming tasks — from sourcing candidates to scheduling interviews to initial screenings.

AI-powered recruiting chatbots handle candidate questions, help applicants complete job applications, and connect qualified candidates to hiring managers automatically. Many of the top AI recruitment software platforms incorporate these capabilities alongside resume screening and Boolean search generation.

But there’s a balance to strike. Anything an organization can do to reduce repetitive tasks and inject more humanity into the candidate experience will help. AI should handle the administrative work so recruiters can spend more time on what matters — building real relationships with candidates.

Companies also need clear policies for AI use, including guidelines for bias auditing in AI-driven screening tools. The technology is powerful, but without oversight, it can replicate the very biases talent acquisition teams are working to eliminate.

5. Flexibility is non-negotiable

The return-to-office push continues in 2026, but employees aren't backing down. More than half — 53.5% — of professionals say flexible schedules are their top priority. And 92% say they’d quit for a job with better flexibility.

The data on job postings tells a similar story. According to Robert Half’s Q4 2025 analysis of over 423,000 U.S. job postings, 11% of new positions were fully remote and 24% were hybrid. Among job seekers, only 16% said their top choice is a fully in-office job.

PowerToFly’s report on considerations with the hybrid work model found that where employees work matters less to diverse professionals than when and how. Previous research showed respondents were divided 50/50 on whether a no-remote option was a deal-breaker — but when given a choice between a 5-hour workday, 4-day work week, and a fully flexible 40-hour schedule, nearly half (45%) chose the flexible schedule.

6. Doubling down on workplace inclusion — despite the headwinds

This is the most complex talent acquisition trend in 2026. On one side, there’s been political and corporate pushback. Executive orders in early 2025 pulled back federal diversity requirements, and several major companies publicly scaled back DEI programs. We've seen anti-diversity legislation being passed in many U.S. states.

On the other side, employees are sending a clear signal: this still matters. According to Glassdoor, 76% of employees and job seekers say a diverse workforce is an important factor when evaluating job offers. Our research goes even further — 93% of respondents said they’d leave their current job for one that better aligns with their values.

PowerToFly research has also shown that diverse employees are experiencing real negative outcomes when organizations pull back on workplace inclusion. Diverse professionals reported discrimination including fewer professional development opportunities, fewer promotions, fewer raises, microaggressions, and job insecurity.

In a 2023 executive forum, 56% said they were either maintaining or increasing DEIB spend, while just 9% said they were decreasing it. Some organizations are shifting language — using terms like “belonging” or “culture” — but the underlying work remains essential.

To set your organization apart, don't let a sensational headline lead you astray. The research shows that inclusion strategies remain a crucial part of an attractive candidate experience.

Build the future of talent acquisition

Talent acquisition trends in 2026 are rooted in what employees have been asking for all along: fair pay, honest hiring, real career growth, workplace flexibility, inclusive cultures, and smart use of technology. None of this is revolutionary — but the gap between what employees expect and what most companies deliver remains wide.

The good news is that staying on top of these trends doesn’t have to be complicated or resource-draining. Small, impactful changes — like sharing salary ranges in job postings, building a mentorship program, or auditing your AI screening tools for bias — go a long way. Staying flexible, keeping inclusion at the forefront, and automating time-consuming tasks will bring hiring managers back into human-facing relationships. That human element is at the heart of the talent acquisition trends in 2026.

Frequently asked questions

What are the biggest talent acquisition trends in 2026?

The top talent acquisition trends in 2026 include skills-based hiring, salary transparency, learning and development investment, AI-powered recruiting, workplace flexibility, and a continued commitment to workplace inclusion. These trends reflect what employees are actually asking for — and companies that respond will have an advantage in attracting and retaining top talent.

Why is skills-based hiring important for talent acquisition?

Skills-based hiring expands your talent pool by focusing on what candidates can do rather than where they went to school. PowerToFly research shows 83% of professionals want employers to prioritize experience and competencies over degrees. This approach also creates a fairer hiring process for underrepresented candidates who may have non-traditional backgrounds.

How many states have pay transparency laws in 2026?

As of 2026, 16 states plus Washington D.C. have enacted statewide pay transparency laws. New Jersey, Vermont, Massachusetts, and Delaware all passed or expanded legislation in 2025. The EU Pay Transparency Directive is also being implemented by member states with a June 2026 deadline. Employers operating across multiple states — especially those hiring remote workers — need to stay on top of these requirements.

How is AI changing talent acquisition?

AI is streamlining recruitment by automating time-consuming tasks like candidate sourcing, resume screening, and interview scheduling. AI-powered chatbots handle initial candidate interactions, freeing recruiters to focus on relationship-building. However, companies need clear policies and bias audits for AI-driven tools to make sure they're supporting — not undermining — equitable hiring practices.

Is workplace flexibility still a priority for employees in 2026?

Yes. According to PowerToFly's What Talent Wants 2025 report, 53.5% of professionals rank flexible schedules as their top priority, and 92% say they'd quit for a job with better flexibility. Robert Half's Q4 2025 data shows that only 16% of job seekers prefer a fully in-office role. Rigid return-to-office mandates are a significant talent retention risk.