1. Prioritization on diversity, equity and inclusion

Organizations and employees are increasingly prioritizing diverse workplaces. Diversity, equity and inclusion in the workplace means providing people of all ages, genders, cultural backgrounds and other characteristics with equal opportunity and representation. One in three candidates refrains from applying to organizations that lack diversity, and companies that embrace diversity can access compelling advantages, such as greater innovation and creativity, improved internal workforce development and better overall productivity.

A diverse and inclusive workplace doesn’t just mean increasing the number of traditionally underrepresented employees. To foster inclusion and equity, diversity should be supported by organizational efforts to build trust with employees and actively work against discrimination and systemic biases.

As an employer, that can mean implementing workplace initiatives such as:

• Diverse, equitable and accessible recruiting and hiring practices
• Flexible workplace and schedule arrangements
• Championing diversity and inclusion education resources
• Facilitating open and transparent conversations about diversity and inclusion

Read more: Diversity and Inclusion: Improving Practices to Hire and Retain Top Talent

2. Transparent and empathetic leadership

Transparent and empathetic leadership may be essential for fostering a safe, trusting and honest work environment that attracts and retains job candidates. In fact, studies show that 80% of workers want to know more about their organization’s decisions, and 87% of job seekers want transparency in their workplace.

By leading your employees with transparency, honesty and empathy, your team can gain better insights into your company values and build trust in leadership and the company’s vision. This can result in an enhanced sense of community, greater productivity and improved accountability.

Practicing transparency and empathy comes down to meaningful and open communication initiatives, such as:

• Facilitating regular check-ins and meetings
• Setting clear job expectations
• Encouraging employee feedback
• Involving employees in decision-making

Related: How To Be Transparent in Hiring and Managing Employees

3. Proactive candidate engagement

Most organizations reserve proactive candidate engagement and hiring for high-level and executive positions, but the ongoing U.S. labor force shortage and record-breaking resignation rates have disrupted hiring practices. Many industries saw high turnover rates throughout 2022, with the food and hospitality industry ranking highest at a 5.4% quitting rate and tech and healthcare industries experiencing significant resignation spikes.

As a result, many employers have had to take more proactive measures to attract workers for entry to mid-level positions rather than rely on passive job prospects.To proactively recruit candidates before job openings become stale, your organization may benefit from implementing the following strategies:

• Offer more competitive compensation packages
• Refine social media branding
• Create workforce talent pools
• Offer high-quality development opportunities

4. Increased health and safety initiatives

Even with COVID-19 restrictions leveling off, job candidates and companies alike continue to prioritize health and safety at the workplace. With the understanding that job candidates are looking critically at how companies handle workplace health and safety, many employers define their COVID-19 and general safety plans online and implement protocols such as social distancing and sanitation.

The pandemic has also shed light on overall employee wellness needs, highlighting the advantages of wellness programs and the prevalence of mental health challenges in 76% of the workforce. In addition to encouraging work-life balance, companies are offering mental health benefits, such as employee assistance programs, in response to 91% of the workforce’s belief that employers should support mental health.

5. Remote work

The COVID-19 pandemic kickstarted a rapid shift to remote work in 2020, and this trend has continued to pick up speed. Although only 4% of jobs offered remote work options at the start of 2020, work-at-home opportunities have since tripled. Many businesses have resisted a permanently remote or hybrid workforce model, but approximately 97% of workers desire remote work and 57% would leave their company if it didn’t allow them to work from home.

Remote work not only allows workers to pursue more mobile and dynamic lifestyles, but it may facilitate improved employee well-being and productivity. As an employer, it also allows you to access a wider talent pool from around the world as well as diverse cultural perspectives and experiences.

If you’re considering remote work for your business, keep in mind that your workers must possess the technical skills to use remote work tools, such as videoconferencing or cloud software. You may also need to invest in remote work equipment for employees and cybersecurity for confidential company information. A remote or hybrid work policy is also essential for outlining expectations and keeping your business’s employees organized and accountable.

Related: 11 Tips to Effectively Manage Remote Employees

6. Recruiting automation

Continued talent shortages and the increased need for unbiased and inclusive recruitment practices will likely drive the use of automated recruiting and AI technologies. In fact, many companies have already integrated applicant tracking systems and other tools to implement a digital or blended recruiting and hiring approach. These tools can:

• Source and engage job candidates
• Administer tests and assessments
• Filter and rank applicants
• Increase recruiting efficiency

Although AI can’t fully replace your recruiting team yet, it can automate time-consuming tasks and help create an inclusive and diverse pool of candidates that meet your business’s needs. AI has the potential to streamline tasks from weeks into a few moments, improve recruitment objectivity and enhance applicant experiences.

AI may miss factors relating to a candidate’s cultural fit and dismiss lower-achieving candidates who possess other valuable qualities, but this drawback can be mitigated when AI is managed with a strong recruiting strategy. Taking advantage of these technologies can help keep your business ahead in the job market, optimize your recruiting process and assist you in finding candidates that align with your job descriptions.

Read more: How Automation Can Help You Supercharge Talent Acquisition

7. Internal recruitment, upskilling and development

With widespread skills gaps in the labor market and increasingly competitive job opportunities, many employers struggle to access the skills and traits they need for their job openings. Instead of looking outward for new employees, organizations are focusing more on upskilling, training and developing current employees. Several influences, such as new technology, artificial intelligence and increased automation, also drive the need for upskilling, and 55% of surveyed employees say they need continued training to be successful in their roles.

Investing in employee development can create a more skilled and loyal workforce. This can translate to higher productivity, improved morale, better efficiency and lower turnover.

For 2026, consider upskilling options such as:

• Virtual training
• Employee tuition reimbursement
• Mentoring
• Peer-to-peer learning

8. A growing gig economy

Spread across diverse occupational groups, some gig workers take on temporary or casual jobs while others work gigs as a full-time self-employment option, often earning their income through the digital marketplace as contractors and freelancers. With the workforce looking for more autonomy and flexibility in their careers, self-employed gig workers represent a steadily growing talent pool.

The trades industry saw a sharp increase in self-employed workers, as did professional services such as accounting, consulting and marketing. As an employer, the gig economy presents the opportunity to take on temporary workers that fill in for labor gaps without the costs associated with hiring and training a payroll employee. For example, you can assign your business’s needs to an HR professional without creating an entire HR department.