Quality talent is increasingly few and far between, recruiters say

“Under Pressure” isn’t just an iconic Queen song with an amazing bassline—it’s also how recruiters feel going into 2026.

Last year proved to be a tough one for recruiters, as hiring slowed, application volume increased, and AI created as many headaches as solutions. And it appears they’re continuing to feel the pain going into 2026: 66% of recruiters believe finding quality talent has gotten harder, according to a newly published survey from LinkedIn, with 42% saying they face mounting pressure to fill roles quicker and 39% perceiving expectations around finding hidden gem candidates.

On a tightrope. Recruiters, like most workers these days, are under pressure to do more with less, Erin Scruggs, LinkedIn’s VP of talent acquisition, told HR Brew via email. And their workloads will likely increase: total US applicants per role on LinkedIn have doubled since 2022, and 52% professionals surveyed by the platform say they’re actively seeking a new role this year. In 2026, Scruggs expects that finding candidates fitting desired skills profiles will continue to be a challenge, particularly among top candidates.

“In a labor market where hiring is slow, each hire carries more weight. It’s not just about filling seats quickly. It’s about finding the right fit,” she said.

Looking to AI. Recruiters plan to rely on AI even more to help them manage their jobs, with 93% planning to increase their use of the tech in 2026, according to the survey. Regarding specific use cases, 66% plan to increase AI usage for pre-screening interviews, which they believe will help them get better insights into candidates, and improve conversations with those who have been pre-screened.

Scruggs also expects recruiters may use it to improve the candidate experience, by speeding up response times or explaining to candidates whether a role is a good fit, as well as to improve recruiter assessments.

In addition to leveraging AI, Scruggs stressed the importance for HR leaders to simply ask—and listen to—what support their recruiters need.

“Deeply understanding their pain points and where they most value automation and reduced friction will help us make the right decisions that actually drive value for those doing the work.” Scruggs said. “Being very close to the details of our processes, systems, and tools is critical for leaders right now, so we make the best decisions to invest in the right places.”