4 Workforce Recruiting Trends Taking Shape in 2026

By Gregg Wartgow, Special to the Association of Equipment Manufacturers (AEM) --

Recruiting experts like Kate Ziek will be the first to tell you that the workforce recruiting landscape is always changing. A few big changes have taken shape this year, and they are all pointing to a more upbeat recruiting environment.

"I remember the first day of CONEXPO-CON/AGG back in March when I was asking people what the temperature was out there," said Ziek, director of recruiting at AEM member company Green Mountain Lion, which specializes in corporate and executive recruitment. "I was so happy to report back to our team that things were good and people were happy. It was wonderful to see because 2025 was tough. If 2025 was the year of 'wait and see,' 2026 is the year of 'go and do.'"

Many recruiters have adjusted their "go and do" approach, however, to better align with the current recruiting landscape. Ziek, a member of AEM's Workforce Development Committee, shared her thoughts on the top recruiting trends with her fellow committee members during one of their recent monthly meetings:

1. AI boosts efficiency, but risks authenticity.

The number of companies using AI at various phases of the hiring process continues to grow.

"AI is reshaping recruiting directly," Ziek said. "The problem is that candidates can't tell what's real and what isn't. It's like robots vs. reality now."

Finding ways to use AI to automate and streamline the hiring process is important today. But recruiting professionals and the brands they represent must prove they are real.

"It's important to keep human relationships in the center," Ziek said. "Authenticity is becoming a professional advantage, especially as candidates respond more favorably to communication that feels personal, credible, and human."

One AEM Workforce Development Committee member said her company has begun using AI to perform tasks like writing job descriptions and interview questions, helping the HR team improve efficiency without sacrificing authenticity.

Another committee member said his company has used AI to screen applications. He offered a word of caution, though. The AI tools' evaluation of candidates was far different from his own. In other words, he noted, organizations need be careful about how much of the hiring process is delegated to AI until they're certain it will produce the desired results- without compromising your ability to be authentic and connect with candidates.

2. Remote work is a challenge for many organizations.

One of the biggest workforce trends in recent years, remote work, is under increasing scrutiny.

"We're really starting to see a divide out there now," Ziek said.

While some employers still see value in having remote workers, there is no disputing the fact that fully remote roles continue to decline across industries. There are several reasons why, according to Ziek.

Perhaps the biggest relates to culture and camaraderie. There is a lack of engagement with remote workers. Many companies are now looking to rebuild team cohesion and accountability. The passion and energy that permeate through an office is a proven way to accomplish that.

Companies have also found that mentorship and organic learning are difficult to replicate in a virtual setting. While it's true that different types of people have different learning styles, learning on the job through osmosis is typically quite effective.

"Leaders now want to accelerate the learning of new hires and junior talent," Ziek said. "That's another reason why they view an office setting as essential today."

But let's be realistic. A good chunk of today's professional workforce has taken a liking to working from home. One AEM Workforce Development Committee member said he can relate. Not having one or two hours of commuting time each day can have a huge impact on an employee's attitude and productivity. And for workers who are disciplined and organized, working from home can sometimes be more distraction-free than working in an office.

Finding the right balance between remote and in-office work is something each organization must discover for itself.

"Ultimately, flexibility still matters in the workplace," Ziek pointed out. "Remote work is often negotiated through the interview process now. Some solutions we've seen are flexible in-office hours. For example, entire teams may need to be in the office (for collaboration) during certain hours in the middle of the day, but there is flexibility at the beginning and end of the day. We're also seeing more instances where employees are allowed to work remotely on certain days of the week. We're also seeing instances where companies provide incentives for coming into the office, such as having the opportunity to attend skills development training, for example."

A wealth of strategies exist to help attract and retain the workforce of tomorrow, and AEM is here to help bring them to light through its Workforce Development Committee. Learn more.

3. "Messy" resumes are more common than ever before.

The volatile employment market over the past six years has created what Ziek refers to as "the era of messy resumes." Corporate restructurings and layoffs, M&A activity, and post-pandemic career resets have led to more blips on resumes than most recruiters and hiring managers are used to seeing. It's important to view those blips through the proper lens.

"It's hard to punish a candidate for a lot of that," Ziek said. "Blips on resumes today don't necessarily reflect a lack of loyalty like they may have signaled in the past."

It's important to ask a candidate the right questions to gain an accurate understanding of what's been going on with their career. It's also important to make sure that the initial conversation with a candidate helps determine if their career goals align with the needs of the position and company's overall direction.

"Applying for a job isn't just about trying to make more money or climb a little higher on the corporate ladder," Ziek said. "A candidate's motivations are more complex now. It's often a sliding scale you need to piece together to determine if a position is really what a candidate is looking for and will make them happy."

Factors influencing today's workers include a desire to be closer to family, fatigue from dealing with a revolving door of managers, and a change in travel preferences.

"Companies can have dedicated workers who may not have had a lot of longevity in the past," Ziek said. "It's about having the right fit today, making sure that what you have to offer is what candidates are looking for."

4. Optimizing workforce performance matters.

As the recruiting environment has grown more upbeat in 2026, Ziek said employers are also being more strategic with the hiring moves they make. They have a clear understanding of the roles they are looking to fill, as well as the types of people they want to fill those roles.

Employers also have a clear understanding of what they're expecting their teams to accomplish.

"Employers are putting on their Lean Six Sigma hats and analyzing teams in terms of efficiency, cost, and throughput," Ziek said, adding that low performers are often being replaced with high-impact talent that will help drive KPIs. And we're not just talking about obvious KPIs like revenue and production output.

High-impact employees are making their presence felt across an organization. They are inquisitive, coachable, and good collaborators. High-impact employees are engaged with the company and industry. They want to learn, grow, and really make a difference. "Those types of characteristics help determine the full value and potential of a candidate today," Ziek said.

Want to invest in your team, expand your network, and keep workforce issues at the top of your agenda? Visit AEM's Workforce Solutions page or email Senior Vice President of People Strategy Julie Davis at [email protected].