January always brings a bit of headspace. After the rush of the end of the year, people have time to stop and think about work — what’s going well, what isn’t, and what they want more (or less) of in the year ahead.
As we move into 2026, one thing feels clear: people aren’t looking for big, dramatic changes for the sake of it. They’re looking for work that feels sustainable, purposeful and realistic.
Careers Are Being Thought About More Carefully
For a lot of people, the last few years have changed how they think about work. Instead of asking “What’s my next job?”, the question has become “What actually works for me now?”
That might mean wanting clearer progression, more flexibility, better support from managers, or simply a role that feels aligned with personal values. In sectors like public services, education, housing and not-for-profit, that sense of purpose is often a big part of the picture.
January 2026 feels like a natural moment to reflect — not to rush into applications, but to think honestly about what needs to change and what should stay the same.
What People Are Really Looking for in 2026
While no two careers look the same, we’re seeing some common themes:
- Progression that’s clearly mapped out, not promised “down the line”
- Flexible working that genuinely supports day-to-day life
- Supportive leadership and manageable workloads
- Organisations whose values show up in how they operate
People are also more confident about asking questions and taking their time. Accepting a role is a big decision, and in 2026, many candidates are treating it that way.
What This Means for Employers
For employers, the start of the year is a chance to get the foundations right. Clear job briefs, realistic expectations and open conversations make a huge difference to how roles are received.
Salary still matters, of course, but it’s rarely the only deciding factor. How people are treated during the recruitment process, how inclusive that process is, and how transparent organisations are about challenges all play a part in attracting the right candidates.
Inclusive recruitment continues to be central to this. Reaching wider talent pools and creating fair access to opportunities isn’t a tick-box exercise — it’s about building stronger, more representative teams that last.
Starting 2026 on the right foot
At Morgan Hunt, January is less about pushing quick outcomes and more about listening. Whether someone is exploring their next step or an organisation is planning its hiring for the year ahead, 2026 is a good time to slow things down slightly and be intentional.
Work will keep changing — but people’s need for clarity, fairness and purpose remains the same. Starting the year with those things in mind sets a far better tone for the months ahead.