Facing recruitment challenges for certain roles? Here’s why

The overall pace of hiring in the U.S. slowed in 2025, driven largely by persistent economic uncertainty. Job gains totaled about 584,000 for the year, marking the lowest annual increase since 2003. While this more measured hiring environment seems likely to continue in the near term, Robert Half’s research shows hiring appetite is growing: 60% of business leaders say they plan to increase permanent headcount in the first half of 2026.

That intent to hire coincides with another trend in the labor market—rising application volume, as more professionals launch new job searches. Yet more applicants don’t necessarily translate into easier hiring. Candidates’ qualifications and experience levels vary widely, and specialized talent available for hire remains limited across many roles, creating ongoing recruitment challenges for employers.

In a Robert Half survey, 58% of business leaders said finding skilled talent is more difficult than it was a year ago. That challenge is especially pronounced for small businesses. In a recent NFIB survey, 91% of owners hiring or trying to hire at the end of 2025 reported few or no qualified applicants for the positions they were aiming to staff.

AI is also contributing to recruitment challenges in two important ways. First, it’s driving demand for new skill sets—and, in some cases, entirely new or redesigned roles—across industries. Second, AI-generated applications are adding friction to the hiring process, requiring employers to spend more time validating resumes, verifying credentials and confirming skills. Nearly two-thirds (65%) of business leaders report challenges tied specifically to AI-generated applications.

Hiring challenges for hard-to-fill roles (and how to solve them)

Low unemployment rates mean fewer skilled professionals are in play

How to overcome recruitment challenges in 2026

1. Strengthen your employer message

2. Be clear about total compensation

3. Make flexible work a fixture

4. Work with specialized recruiters

Resources to stay informed about hiring challenges and trends in 2026

Low unemployment rates mean fewer skilled professionals are in play

Low unemployment rates are also a factor in many employers’ recruitment challenges. At the end of 2025, the national unemployment rate stood at 4.4%, and the rate for college-degreed workers was just 2.7%. And for many roles requiring specialized expertise, unemployment trended even lower last year.

Robert Half’s analysis of Bureau of Labor Statistics’ data shows that the 2025 annual unemployment rates for several in-demand roles have seen either year-over-year declines from already low rates in 2024—suggesting rising demand—or have held steady at low levels, signaling a consistently tight market for specialized talent.

Finance and accounting

Bookkeepers: 2.3%

Accountants and auditors: 2.0%

Financial analysts: 1.7% (down from 2.2%)

Compliance officers: 1.5% (down from 1.9%)

Payroll professionals: 0.9% (down from 2.7%)

Tech and IT

Systems managers: 2.9%

Database administrators: 2.4%

Network and systems administrators: 2.3% (down from 3.2%)

Network architects: 2.3% (down from 3.9%)

Security analysts: 2.1%

Marketing and creative

Marketing specialists: 3.8% (unchanged)

Marketing managers: 3.3% (down from 4.9%)

Event managers: 3.2% (down from 3.5%)

Advertising and promotions managers: 2.6%

Legal

Paralegals and legal assistants: 2.0%

Lawyers: 0.8% (down from 0.9%)

Administrative and customer support

Office managers: 3.1%

Project managers: 3.1%

Human resources (HR)

Human resources managers: 3.9%

Learning and development managers: 3.0%

Compensation analysts and benefits specialists: 0.8%

Stay informed about the latest labor market trends with Robert Half

View Labor Market Overview

How to overcome recruitment challenges in 2026

The data shows your organization is far from alone in facing recruitment challenges, particularly for roles requiring specialized expertise. Even as hiring conditions become more employer-friendly, many skilled professionals remain employed and are not actively pursuing new opportunities.

To compete effectively for top talent in today’s job market, employers often need to be more intentional about how they position roles, communicate value, and identify and evaluate potential hires. Here are 4 strategies that can help.

1. Strengthen your employer message

Job seekers want a clear picture of what makes a role—and an organization—worth considering. When promoting open positions, go beyond outlining responsibilities and requirements to highlight what sets your workplace apart. This can include your corporate culture, mission and values, as well as how the role supports your organization’s strategic priorities.

Also, be specific about growth opportunities where possible. That could mean formal career progression, skills development, exposure to new work or the chance to take on broader responsibilities over time. Reinforce this message consistently across your career site, job postings and recruiting outreach so candidates experience clear, consistent messages about your business at every touchpoint.

2. Be clear about total compensation

A competitive salary can grab a top candidate’s attention, but total compensation, including incentives and long-term career value, is often what gets them to apply—and ultimately, accept an offer.

In job descriptions, consider providing details of the broader compensation package, including employee perks and benefits, along with a role’s salary range. Providing this information upfront can help you attract in-demand talent and reduce time spent on negotiations.

3. Make flexible work a fixture

Work flexibility can enhance both talent attraction and retention, and employers are taking note. In Robert Half’s latest benefits and perks research, nearly 9 in 10 employers report offering at least some hybrid work options, though availability often varies by role, seniority level and business needs. Our analysis of job posting trends across the U.S. found that about 1 in 4 new job postings in Q4 2025 were for hybrid roles, and 11% were fully remote.

Find out more about remote work statistics and trends for 2026.

4. Work with specialized recruiters

Get hiring help

For employers facing hiring challenges, specialized recruiters can provide practical support. In a recent Robert Half survey, 67% of business leaders said they’re likely to partner with a staffing or consulting firm this year specifically to get help navigating AI-related hiring challenges, including validating candidates’ skills and verifying their credentials.

Recruiters also support candidates by helping them identify roles that align with their skills, goals and work preferences. For employers, that means more efficient screening, better-matched shortlists and smoother communication throughout the entire hiring process.

At Robert Half, our experienced recruiters make it their business to know what’s happening in the hiring landscape, and their insight and assistance can provide your business with a critical edge in today’s highly competitive labor market for skilled talent. Learn more about how Robert Half can help you find your next hire.

Resources to stay informed about hiring challenges and trends in 2026

Staying in the know about what’s happening with talent recruitment in your local area, industry and beyond can help your organization meet hiring challenges head-on.

Robert Half provides workplace research to help employers better understand the current dynamics in the labor market—and what their organization can do to attract and retain the best available talent. Here are two publications that offer valuable insight:

Demand for Skilled Talent report

Salary Guide From Robert Half

You can also explore these articles to take a deeper dive into hiring trends and in-demand roles:

Administrative and customer support

Finance and accounting

Healthcare

Human resources (HR)

Legal

Marketing and creative

Technology