4 hiring trends to watch in 2026
With a new year just around the corner, employers and recruiters may be wondering what changes 2026 will bring to the workforce – and what that means for hiring
As fast-evolving technology and economic shifts shape everything from skills and salary to AI and recruitment processes, the year ahead is set to bring new hiring challenges – and new opportunities for employers to build talented teams.
Here are four workplace trends experts predict will shape the workforce of tomorrow, and how organisations can adapt to attract and retain great talent in 2026.
1. The choice between work-life balance and salary will be more nuanced
SEEK’s Money Matters report found 68% of New Zealand workers would prioritise good work-life balance over higher pay. In fact, for a pay rise of up to 20%, Kiwi workers would be willing to work extra hours (30%) and take on more responsibilities (28%).
With only 33% of Kiwis feeling financially secure, this tension between salary and lifestyle will continue to influence workers’ career decisions in 2026.
“The relationship between salary and work-life has always been complex and the traditional trade-offs are increasingly nuanced in 2025,” says Kylie Pascoe, SEEK Customer Insights & Research.
By understanding candidates’ and employees’ individual preferences, employers and hirers can create packages that better match what workers value.
2. Power skills will continue to be in demand
Power skills – also known as people skills – will grow in demand as technology evolves and certain technical skills become less important. People skills, which include communication, adaptability, teamwork, creativity and emotional intelligence will increasingly be key to a successful workplace in 2026 and beyond.
For employers, consider not just how to hire for these abilities but how to strengthen your existing team’s power skills through training. “Employers need to be realistic about the skills their teams currently have and recognise that their teams may need extra support, both in people and technical skills, to strengthen the team’s capabilities,” says Kristine Tuazon, Principal Consultant at Good People HR.
3. More people will follow non-traditional career paths
Gone are the days of following a straightforward career path your entire life. These days, more people are exploring different career pathways, whether through job changes, taking on side gigs, forgoing traditional education, or pursuing a new passion later in life.
In 2026, employers should embrace candidates that can offer unique skills and experience, who might not have followed a traditional career pathway.
“Hirers often want people with deep expertise in one area, but there’s a lot of benefit to bringing in people with more breadth of experience,” says Leah Lambart, Career Coach and Director of Relaunch Me. “These people might understand how to connect different teams, bring new capabilities, or have stronger business acumen.”
Often, candidates from diverse backgrounds see things from a different perspective. “When hiring for this, employers need to figure out what skills and traits they’re looking for, rather than specific experience,” says Tuazon. “You can teach a lot of things, but there are certain traits that are generally innate, like character and values – this is what you should prioritise.”
4. Use of AI in recruitment and job hunting will increase
Adoption of AI in the recruitment process has exploded this year. Candidates are using it while job hunting to write resumés (25%), draft cover letters (35%) and prepare for interviews (17%), according to SEEK data.
Meanwhile, businesses are streamlining their hiring processes with AI. Employers say they’re open to using it for tasks like writing job descriptions (76%), screening resumés (72%) and scheduling interviews (61%).
The use of AI is only expected to grow throughout the next 12 months. Employers should keep adapting their recruitment processes to get the most out of the new technology, while managing candidates’ use of it.
Although AI is a helpful tool for hirers, Tuazon says it’s still important to prioritise human moments during key parts of the recruitment process, such as interviews. “It’s all about continuously adapting and finding the right ways to add AI to enhance your processes.”
As with any year, 2026 will bring new challenges for employers, but also new opportunities and ways to connect with candidates. By staying up to date with AI products, focusing on power skills, and offering competitive remuneration packages, employers have the best chances of building, and retaining, a talented team.