Kick-Starting the New Year in Recruitment 2026

As businesses return from the festive break and reset priorities, kick-starting the New Year in recruitment 2026 is front of mind for organisations looking to stay competitive in a fast-evolving labour market. January has long been one of the most influential months for hiring decisions, and 2026 is shaping up to be no exception.

With renewed budgets, fresh strategic focus and increased candidate activity, the early weeks of the year present a critical opportunity. Whether you’re scaling teams, refining workforce plans or strengthening long-term talent pipelines, understanding the trends shaping recruitment in 2026 can set the tone for the year ahead.

Why January 2026 Sets the Pace for Hiring

Following the natural slowdown of December, both employers and candidates return in January with renewed energy and intent. Projects paused in Q4 are reactivated, budgets are confirmed, and leadership teams look to build momentum quickly.

Across Surrey, East Sussex, Essex and the wider South East, we’re seeing businesses reassess priorities and act decisively. This aligns closely with rising search demand around workforce planning, labour market trends, and talent acquisition strategy – all pointing to a more considered, strategic approach to hiring in 2026.

Skills-First Hiring Continues to Gain Ground

One of the most significant shifts continuing into 2026 is the move towards skills-first hiring. Employers are placing greater emphasis on capability and potential rather than traditional credentials alone. This approach broadens talent pools, supports diversity and inclusion, and enables faster, more effective hiring decisions.

AI-Enhanced Recruitment, Not AI-Led

Technology will play an increasingly important role in recruitment this year, but not at the expense of human judgement. In 2026, the focus is firmly on AI-enhanced recruitment, where automation supports sourcing, screening and insight, while experienced recruiters provide context, relationship management and decision-making.

Flexible Working Is Now an Expectation

Hybrid and flexible working models remain central to candidate decision-making. In 2026, flexibility is less a “benefit” and more a baseline expectation. Employers who continue to optimise flexible structures are better positioned to attract, engage and retain high-calibre talent.

Employer Brand as a Strategic Advantage

Employer branding remains one of the most powerful differentiators in a competitive market. Organisations that invest in culture, wellbeing, transparency and values-led leadership consistently see stronger engagement and retention. A clear employer value proposition will be essential to kick-starting the New Year in recruitment 2026 with confidence.

January is a pivotal period for aligning people strategy with business objectives. The most successful organisations are focusing on three key areas:

Strategic Workforce Planning

Early-year project launches and growth plans require clarity around talent needs. Effective workforce planning helps prevent skills gaps, reduces hiring delays and ensures teams are resourced to deliver at pace.

Retention and Internal Progression

Hiring momentum isn’t just about attraction. Employers are revisiting retention strategies, focusing on career development, internal mobility and recognition to keep their strongest performers engaged.

Building Agile, Future-Ready Teams

Agility remains a priority across the South East. Businesses are designing structures that allow teams to adapt quickly – whether responding to technological change, economic shifts or evolving customer expectations.

To maintain momentum beyond the festive reset, businesses should focus on the following actions:

• Reassess hiring priorities for Q1 and Q2
• Review employer brand and candidate experience
• Analyse 2025 hiring data to inform 2026 strategy
• Upskill teams with relevant digital and AI-enabled tools
• Engage early with talent pipelines to avoid bottlenecks
• Partner with recruitment specialists who understand your market and sector

These steps are central to successfully kick-starting the New Year in recruitment 2026 and sustaining progress throughout the year.

1. What hiring trends should businesses focus on in 2026? Skills-first hiring, flexible working models and strong employer branding will be key to remaining competitive locally.
2. How can employers improve recruitment outcomes early in 2026? Early pipeline engagement, retention planning and working with experienced recruitment partners can significantly improve results.
3. What skills will be most in demand in 2026? Digital literacy, analytical thinking, adaptability and leadership skills remain highly sought after across sectors.
4. How can Sammons support early-year hiring momentum? Sammons provides strategic recruitment support, workforce planning insight and access to high-quality candidates across specialist markets.
5. Why is January such a strong time to recruit? Candidate activity increases, competition is often lower, and hiring aligns closely with annual business objectives.
6. What should employers prioritise for workforce planning in 2026? Succession planning, talent mapping and internal mobility pathways will be critical to long-term stability.
7. How can businesses maintain recruitment momentum after the festive break? Clear communication, consistent processes, early engagement and a compelling employer proposition are essential.

If you’re ready to strengthen your hiring strategy and build momentum early, our teams across Sammons Recruitment Group are here to support you.

📞 Farnham: 01252 727887
📞 Hastings: 01424 723723
📞 Pensions: 020 7293 7022
📧 enquiries@sammons.co.uk