As the year comes to a close, HR and talent leaders are already looking ahead to 2026. December is one of the most important months for workforce planning because it sets the foundation for budget decisions, hiring strategies, and organizational priorities in Q1 and beyond.
With ongoing labor shortages, evolving workforce expectations, and rapid advances in technology, the planning you do now will determine how prepared your organization is for the year ahead.
Here are the key areas HR leaders should focus on to ensure a strong start to 2026.
Anticipate Early 2026 Hiring Demands
Workforce needs tend to shift quickly at the start of every year. The U.S. Bureau of Labor Statistics continues to report a tight labor market in many sectors, including healthcare, logistics, manufacturing, and professional services. Organizations that wait until January to forecast or staff up often face intense competition for talent.
Consider the following:
- Review upcoming projects, product launches, or operational changes
- Forecast staffing gaps based on retirements, turnover trends, and internal mobility
- Prepare for potential economic shifts that could influence hiring or retention
Factor in Technology, Automation, and Evolving Workforce Trends
Digital transformation continues to reshape workforce needs across industries. Deloitte and other leading research firms consistently note that organizations integrating automation and AI see gains in productivity, efficiency, and decision-making speed.
When planning for 2026, HR leaders should examine:
- The skills required to support automation and AI integration
- Opportunities to upskill or reskill existing employees
- Roles that may shift, expand, or phase out due to technological change
- How remote and hybrid work preferences will impact scheduling and recruitment
Aligning your workforce strategy with emerging trends ensures your organization stays competitive in a rapidly evolving labor market.
Use Contingent Labor to Build Flexibility During Uncertainty
Even the strongest workforce plans must account for unexpected challenges, including changes in demand, economic fluctuations, and seasonal surges. Contingent labor is a powerful tool for creating agility without overextending full-time teams.
A flexible talent model offers:
- Faster response times during spikes or downturns
- Reduced overtime costs and burnout for permanent staff
- Access to specialized skills that may not be needed year-round
- Greater budget control during periods of uncertainty
Strengthen Your Talent Pipeline With Eastridge’s GATE Program
As competition for skilled workers intensifies, building a reliable and high-quality talent pipeline is essential. Eastridge’s GATE Program is designed to provide employers with pre-qualified, skills-assessed candidates who can onboard quickly and support core business objectives.
With GATE, organizations gain:
- Predictable access to screened and ready talent
- Reduced time to fill and faster project ramp-up
- Customized assessments that align with specific job requirements
- Improved quality of hire and long-term workforce stability
Integrating programs like GATE into your 2026 workforce strategy helps ensure you have the right talent at the right time, even in a competitive market.
Set Your Organization Up for a Successful 2026
The decisions employers make now will shape their ability to perform, compete, and grow in the year ahead. By forecasting needs early, embracing emerging technologies, building flexibility into your labor model, and strengthening your talent pipeline, HR leaders can position their organizations for a resilient and productive 2026.
Connect with Eastridge to build a proactive hiring strategy for Q1 2026.