HR Trends 2026: What Companies Are Looking For in Candidates

The digital revolution is accelerating, AI is becoming an integral part of our daily work, and change is the only constant. As the way we function in society evolves, so do the demands placed on candidates. HR leaders across the HR industry are turning to resources like HR Leaders Magazine to navigate the complexities of digital HR and stay ahead of the latest HR trends developments.

What was considered attractive just a few years ago often fails to impress today. Companies are shifting their focus to different competencies; rather than just specific technical hard skills, they are prioritizing how quickly a person can adapt. To put it slightly dramatically: what you master today might be nothing more than a nostalgic memory of the “good old days” tomorrow.

The trends of recent years haven’t disappeared—in fact, they are intensifying. Hybrid work has become the standard, wellbeing is now a strategic priority, and soft skills are no longer just a “nice-to-have” add-on but a fundamental candidate attribute. Furthermore, Diversity, Equity, and Inclusion (DEI) has moved beyond marketing buzzwords into the realm of concrete data and reporting.

Competencies Companies Will Look For

Transferable Skills

In 2026, organizations will place significantly more emphasis on transferable skills—capabilities that a person can carry from one profession to another, even if the roles seem vastly different.

Soft skills form the foundation here, primarily because automation and AI are already capable of taking over certain hard skills. Investing in these areas supports professional development and employee wholeness, ultimately boosting leadership capability while improving the overall employee experience and employee well-being.

However, communication, critical thinking, and adaptability cannot be learned overnight; mastering them takes months, if not years. Companies are seeking individuals who can function effectively in diverse situations because work is ultimately about people and relationships—something no AI can fully replace.

Learning Agility

Learning agility—the ability to learn new things—will be one of the most sought-after competencies. Employers will be watching to see if a candidate can abandon an old process when it no longer makes sense and find a new way forward. The capacity to learn, reflect on mistakes, and test different approaches will determine how well a person handles a changing environment.

AI Skills and Digital Literacy

“Proficiency in MS Office” is no longer a differentiator. Companies expect candidates to know how to formulate effective prompts for AI, work with data, verify outputs, and evaluate when AI accelerates work versus when it poses a risk. This also includes the ability to think critically about information. A candidate who can leverage AI practically gains a significant competitive advantage.

As artificial intelligence and generative AI reshape the workplace, successful AI integration requires more than just tools; it demands an AI-Infused HR Operating Model. Many organizations are appointing a Chief AI Officer to oversee this AI transformation, ensuring that AI agents are deployed effectively within the broader context of AI in HR. Furthermore, understanding the importance of a robust security solution and security service is vital to protect against online attacks and risks associated with malformed data.

Systems Thinking

There is a growing need for systems thinking. It is no longer sufficient to simply execute one’s own task; it is necessary to understand its impact on the surrounding environment. Systems thinking allows people to foresee problems, connect the dots, and make decisions that are meaningful both today and for the future. For companies, this is a key competency because it helps them navigate the complexity that is becoming the new normal.

Emotional Intelligence

Emotional intelligence is shifting into the realm of relationship management. Companies will assess how applicants handle difficult situations: can they navigate a tough conversation, set boundaries, provide feedback, or manage conflict without unnecessary tension? Relationship intelligence is something AI cannot replace, and in hybrid teams, it is a primary factor in successful collaboration.

The Ability to Work Hybrid and Independently

Hybrid work is an increasingly common operational model. Since colleagues don’t see each other every day, the emphasis on independence is growing. Employers will look at how candidates plan their work, communicate across platforms, and maintain momentum without constant supervision.

A hybrid environment requires precision, trust, and the ability to explain an idea so that others understand it without face-to-face contact. In the era of remote working and distributed working, utilizing tools like a platforma intranetowo-społecznościowa becomes essential for maintaining connection and clarity.

The hybrid model has introduced one fundamental change: collaboration doesn’t just happen when people are sitting in the same room. It happens at times people choose for themselves, using the channels available to them. This places higher demands on clear communication and the willingness to maintain a shared rhythm, even remotely.

Collaboration in Diverse Teams

Today’s teams are composed of people from different generations, cultures, and working styles. Therefore, companies monitor how candidates react to differences, how they handle disagreement, and how they adapt to varying perspectives.

Additionally, the pressure regarding DEI and ESG is mounting. European legislation requires transparency, and companies are tracking real data regarding equality, sustainability, and the impact of their decisions. Candidates must therefore be able to think in a broader context and understand that their behavior impacts not just the team, but the company as a whole. Acting as a strategic partner, HR must drive a Culture Strategy Reset and robust organizational planning to ensure that employee benefits and policies align with these diverse needs.

Generational Influence: The Shift in Candidate Priorities

New generations bring different priorities. While it used to be enough for a job to simply “make sense,” today’s candidates want to know how values on paper translate into practice. Purpose, fairness, and transparency are becoming key selection criteria.

HR Trends for Recruitment Process

Emphasis on Measurement, Not Guesswork

Intuition is nice, but decisions must be based on data you can explain. “I have a feeling” simply won’t cut it anymore. HR will work more with data, structured methods, and objective tools. To achieve this, HR operations are increasingly relying on the human resources information system and human capital management system for precise workforce planning.

Integrating HR predictive analytic and performance management tools, often guided by a specialized HR consultant service, allows for data-driven decisions that go beyond simple intuition. Behavioral interviews, model situations, and simulations will reveal a candidate’s actual behavior, allowing companies to improve the quality of their decision-making. Have you considered the potential of VR in recruitment yet?

Robots in the Early Stages of Recruitment

Did you know that today, it is often not a human who reads a CV first, but a robot that processes the relevance of the resume based on keywords? These are Applicant Tracking Systems (ATS). While not a novelty, they will become increasingly ubiquitous in HR. Moreover, smart ATS platforms will be powered by AI, allowing them to “understand” context. And cover letters? They are slowly fading away, with companies increasingly requesting short video introductions instead.

Tip: To stay competitive in 2026, leverage an ATS that automates competency evaluation and potential matching. Sloneek’s ATS facilitates this with AI matching and a clear, organized talent pool.

Assessing Potential Over History

Recruitment will shift toward evaluating what a person can achieve. Skills mapping, competency models, and internal talent marketplaces will help identify potential. Practical work samples or mini-case studies will replace traditional screening because they demonstrate how a person thinks and solves problems.

A CV shows the past, not how a person will function when the situation changes. This is precisely why simulations and competency verification within behavioral interviews are gaining ground.

Culture Fit and Value-Based Interviews

Companies will test values and decision-making styles more rigorously. This will involve specific scenarios that reveal how a person reasons, how they handle responsibility, and how they react in demanding situations. The goal is not to find a “likable” candidate, but someone who fits into the company environment and can fully develop their competencies and potential within it.

The labor market in 2026 will be built on skills that withstand change. Transferable competencies, flexibility, working with AI, collaboration in diverse teams, and the ability to learn quickly will determine success. Consequently, companies are paying more attention to behavior, values, and mindsets than to lists of technical skills.