Research shows that hiring managers are more selective than ever. Here is the Way to Win.

Editor’s Note: This story originally appeared on Monster.

If your job search feels slow, overwhelming, or difficult to get into right now, you’re not thinking about it. A new study by Monster suggests that many employers are putting more energy into retaining the talent they already have than expanding their workforce.

In Monster’s 2026 Hiring WorkWatch Report, a survey of 800 US-based decision makers, 52% say retaining existing employees is their top priority in 2026, compared to 45% who prioritize hiring new talent.

Employers also report that finding qualified people is still difficult: 64% say it is difficult to do so. That helps explain why many organizations invest heavily in internal development and skill building.

What does first year retention mean to you as a job seeker? It doesn’t mean hiring is off. It means hiring can be more deliberate, and candidates may need to be more specific about the value they bring.

Hiring is still happening, but employers are selective

Even though retention tops the priority list, employers are still hiring. The process can feel slow and selective as teams focus on fit, capabilities, and cost.

Monster’s research highlights several performance factors that can reduce hiring, including:

• Finding the right candidates (64%)
• Expected salary and benefits (44%)
• Addressing skills gaps (30%)
• Competition from other employers (27%)
• Meeting distant and mixed expectations (24%)

What to do

Make your resume and LinkedIn profile more specific to the roles you want. Lead by skills and results, not just responsibilities. Share what you’ve developed, saved, posted, or supported. When you rotate, translate your knowledge into the specific language of the job description.

Upskilling is a real employer strategy, especially around AI

Recruiters aren’t just talking about AI. They invest in:

• 74% plan to invest in AI training or upskilling employees by 2026
• 41% already use AI in recruiting or workforce management
• 31% plan to use AI tools soon

What to do

Build effective AI workflows. Focus on how you use AI to do your job, not just casual interest. Be prepared to explain your approach to accuracy, validation, and judgment. If you’ve used AI tools for writing, analysis, customer support, project work, or production, describe the workflow and output.

Return to office policies affect your employment and options

Workplace policy is part of the hiring puzzle:

• 54% of employers say the mandate to return to the office has made hiring difficult
• 72% expect their hybrid or local policies to remain unchanged
• 22% plan to increase work demands

What to do

Determine negotiable items in advance, such as remote, hybrid, or commute, and search accordingly. If you are open to mixed or local roles, say so clearly. Being flexible can expand your set of possibilities. If you’re choosing a long-term career, support your choices with a solid resume, skills match, and work samples.

The last-early years can be the years to facilitate the right transition

When employers prioritize retaining talent, internal development and growth can be very important. For job seekers, that can cut two ways. Some roles may open gradually. At the same time, employers may value people who can fill real vacancies and move up quickly, especially in mid-level roles.

What to do

If you’re hired, consider asking about growth opportunities, training budgets, or internal moves. If you’re looking for a job, show how you’ll help solve the team’s immediate problems.

Employers are concerned about the economy, and that shapes decisions

When asked about the top concerns of the workforce in 2026, hiring leaders tended to point to:

• Economic uncertainty (48%)
• Retaining talent (41%)
• Attracting qualified candidates (39%)
• Pressure to raise wages (36%)
• Skills gaps (29%)
• Compatibility with AI and automation (26%)

What to do

Expect further compensation consideration. Be prepared with a clear scope and rationale. Emphasize reliability, adaptability, and the ability to learn, especially when the company is navigating change.

Bottom line: Recruiting hasn’t stopped, it’s becoming more intentional

The biggest sign from the data is that many employers are prioritizing stability by 2026. They retain strong employees, build capabilities internally, and embrace AI thoughtfully.

For job seekers, standing out will depend on broad applications and more on specific evidence: the skills you have, how you use them, and the results you’ve delivered.