As you plan for tomorrow’s business landscape, one question looms large: What does your workforce need to look like by 2026?
Emerging technologies, shifting customer demands, and evolving industry regulations are reshaping the roles and competencies that will matter most. Here’s how you can anticipate skill demand and turn recruitment into an investment in your future success.
Anticipate Tomorrow’s Priorities with Skill Forecasting
To prepare your business for 2026 and beyond, start by forecasting which key skills will be in high demand. Look at trends such as automation, sustainability, and data-driven decision making. Some examples to be mindful of are:
- Digital fluency & data literacy — as more companies use analytics and AI-driven tools, employees at all levels will need to understand data flows, dashboards, and basic predictive insights. According to Deloitte’s predictions, 50 percent of firms using generative AI today will further explore tools such as agentic AI by 2027.1
- Sustainability & compliance knowledge — regulatory pressure and green initiatives are becoming core parts of company strategy, especially in manufacturing, retail, or supply chain roles.
- Adaptable leadership & soft skills — navigating hybrid or remote teams, fostering resilience, and supporting employee well-being will be as important as technical proficiency in 2026.
- Technical specialization — roles around cybersecurity, cloud infrastructure, machine operation with smart sensors, or industrial automation will continue to grow in importance.
Survey existing employee strengths and identify roles that will likely change or expand. By conducting a skills gap analysis today, you can create a clearer picture of where your talent pipeline strategy should focus.
5 Top Roles to Watch in 2026
SHRM reports that 28 percent of organizations require new skills for full time roles.2 So, understanding which roles will drive business performance in 2026 helps you stay strategic rather than reactive. Below are some key positions that employers should anticipate needing more of:
1. Strategic Data & Automation Specialists
Data engineers, automation analysts, and AI-support roles will be critical as companies scale predictive maintenance. It’s also crucial for businesses aiming to optimize workflows and leverage machine learning in daily operations.
2. Workforce Development Coordinators
As job responsibilities shift, internal training becomes mission-critical. Coordinators or learning-and-development specialists will help close skill gaps continuously rather than relying solely on external training.
3. Hybrid Work & Culture Leads
Organizations with distributed teams will benefit from roles focused on employee experience, remote-site coordination, and culture-building. These professionals design hybrid policies, measure employee engagement, and bridge remote and in-office dynamics.
4. Sustainability & Compliance Officers
With new regulation and consumer pressure for greener operations, these roles will combine environmental strategy with legal or quality assurance expertise. This becomes increasingly important for industries like manufacturing, logistics, and retail supply chains.
5. Flexible Operations & Maintenance Technicians
As production systems become smarter, technicians with advanced skills become crucial. Those who can work with automated machinery, predictive maintenance systems, and IoT integration will be in high demand across factories, warehouses, and fulfillment centers. Some specific examples based on recent BLS reports are those with experience in providing wind turbine services and analyzing data.3
Build Your Talent Pipeline Strategy Today
Waiting until 2026 to look for these employees is too late. Investing now means gaining a competitive edge for the upcoming year.
Here’s how you can get started:
1. Map future roles against current gaps
Review your organizational chart and job descriptions. Compare existing employees’ skills with the ones needed for 2026. Identify which roles are emerging and where you’ll need to source new talent.
2. Create training-to-hire pathways
Consider developing internal upskilling programs such as apprenticeships or temp-to-hire arrangements. These pathways let you cultivate people already familiar with your culture and help maintain institutional knowledge.
3. Partner with a staffing expert
A staffing partner like Masis can advise you on how similar organizations are adapting their workforce. We can help you recruit specialists, temporary-to-permanent hires, or hybrid roles that will form the backbone of your future operations.
4. Monitor industry forecasts and update regularly
Establish a cadence quarterly or twice a year. This is meant to review skill demand trends specific to your sector. Update job requirements and candidate profiles accordingly. Keep an open dialogue with team leads to capture emerging needs.
Read more: Future-Proof Your Staffing Strategy: Navigating Economic Uncertainty
5. Embed soft skills and employee well-being
Beyond certifications or technical qualifications, prioritize communication, collaboration, adaptability, and employee wellness. These soft-skill investments will reduce turnover and support smoother transitions during periods of change.
Future-proof your workforce with Masis Staffing.
Building your workforce with tomorrow’s needs in mind is necessary for business success. By anticipating the roles and skillsets that will define success in 2026, you free yourself from last-minute talent gaps and set your operations up for reliability, innovation, and growth.
Masis Staffing Solutions is your partner in aligning hiring today with tomorrow’s goals. Contact us today to explore how we can help you develop a forward-looking talent pipeline strategy and access skill-ready candidates for the jobs you’ll need in 2026.
References
- “AI, Demographic Shifts, and Agility: Preparing for the Next Workforce Evolution.” Deloitte Insights, 25 Aug. 2025, www.deloitte.com/us/en/insights/topics/talent/strategies-for-workforce-evolution.html.
- “Fastest Growing Occupations.” U.S. Bureau of Labor Statistics, 2024, www.bls.gov/ooh/fastest-growing.htm.
- “2025 Talent Trends Skills.” SHRM, 2025, www.shrm.org/topics-tools/research/2025-talent-trends/hr-skills.
