Workforce Trends Companies Must Prepare for in 2026: Randstad

The Mexican labor market is entering 2026 with structural pressures that demand more than annual planning cycles. Companies are being pushed to rethink how they recruit, develop and retain talent as technological adoption accelerates and younger generations reshape expectations in the workplace.

Randstad Mexico reports that AI-driven transformation, demographic shifts, and new employee values are redefining organizational priorities, particularly as automation alters job structures and the ambition of Generation Z challenges traditional approaches to development. The firm notes that the question for employers is no longer whether disruption will continue, but how quickly they can adapt their talent strategies to new realities.

Sofia Bentick, CEO, Anchor Relocation, says the shift in workforce expectations is substantial. “They (Gen Z) are not rejecting ambition, they are redefining it,” she says. “The newest generations in the workforce are forcing business leaders to re-examine what success, leadership, and global opportunity look like. And as they grow to represent nearly three-quarters of the global workforce by 2030, the change is no longer theoretical but strategic.” Her comments reflect a broader trend: younger professionals want continuous development, meaningful work, and transparent career paths, and they evaluate employers based on the alignment between culture and daily experience.

Gen Z Expectations Will Redefine Employer Value Proposition

Randstad reports that 61% of Generation Z in Latin America believe employers do not offer clear career advancement, making development a decisive factor in job satisfaction. The cohort shows high self-confidence, as 79% say they can learn new skills. Yet, 46% have been rejected for lacking them, reflecting a mismatch between motivation and preparedness.

Gen Z’s preference for wellness, hybrid flexibility, and purpose is reshaping employer strategies. “The best strategy is to become truly attractive, not just in messaging but in culture,” says Sebastián Guerrero, CEO, Mancii. “Generation Z expects organizations to deliver on promises of wellness, flexibility, and purpose in their daily experience.”

Culture has also become a decisive factor for attraction and retention. Carlos Gutiérrez, Regional Manager South Europe and Latam, Teamtailor, notes that candidates increasingly evaluate employers based on daily behaviors rather than branding campaigns. He argues that culture is becoming the core of employer value propositions, particularly in remote and hybrid environments where consistency and transparency shape employee perceptions.

Yet the entry-level job market is tightening. Randstad notes that while Gen Z gravitates toward fast-growth sectors like IT, healthcare, and financial services, postings for entry-level tech roles have fallen 35% since early 2024, creating tension between supply and opportunity.

AI Adoption Among Workers Outpaces Corporate Frameworks

The gap between employee adoption and formal organizational policy continues to widen. According to Michael Page’s Talent Trends 2025, 37% of professionals in Mexico use AI tools daily, reporting productivity gains in both speed and quality of output.

Despite this, few employers formally recognize AI proficiency. A Fast Company review found that fewer than 1% of design job listings mention AI tools, even though companies such as Meta, Duolingo, and Shopify use them extensively. Buk’s HR Trends 2025 study shows that 68% of recruiters struggle to fill tech-driven roles, and most HR teams have not yet integrated AI into recruitment processes.

Industry leaders expect rapid change. “Roles will change or disappear, not in 10 years, but in three,” says Vera Makarov, Co-CEO, Apli. According to Mercer, 54% of Mexican HR leaders rank AI and automation integration as a top priority, while predictive models are already used to reduce turnover and improve hiring decisions.

Latin America Faces the World’s Deepest Skills Shortage

The OECD’s Latin America Economic Outlook 2025 identifies Latin America and the Caribbean as the regions most affected globally by skills shortages. Companies are 13 times more likely to face performance issues linked to talent gaps than those in East Asia.

Advanced manufacturing is one of the hardest hit, with the probability of operational difficulties 160% higher than other sectors. In Mexico, where 9.5 million people work in manufacturing, four out of five advanced manufacturing firms struggle to find workers with digital, technical, and managerial skills.

Traditional education is no longer sufficient. The OECD notes that academic programs often lag behind industry needs, as seen in mining, agri-food, and automotive. Mexico’s challenge is widening, as 70% of employers report difficulty finding talent, according to ManpowerGroup. The country faces a paradox: although it produces millions of young professionals each year, nearly 50% do not have the skills required for available roles, says Gabriel Aparicio, Country Manager, Kelly Services. High dropout rates and rapid technological change contribute to this mismatch, leaving companies to consider alternative strategies.

Organizations are turning to blended workforce models, like “build, buy, and borrow,” to move talent across industries. Platforms like UBITS offer tailored upskilling in AI, cybersecurity, leadership and communication, while corporate learning ecosystems support continuous development. Online learning adoption is also accelerating. Coursera reports 356% growth in Generative AI enrollments in Mexico in 2025, the highest rate in Latin America. 

Preparing for 2026: Skills, Agility, and Worker Experience

Industry consensus across reports points to several trends companies must prioritize to remain competitive in 2026:

1. Clear career progression frameworks to meet Gen Z expectations
    

2. AI fluency across roles, supported by structured internal guidelines and training
    

3. Cross-industry mobility strategies to fill critical roles
    

4. Continuous reskilling aligned to market demand and digital transformation
    

5. Inclusive workforce development, particularly for women and underrepresented groups
    

6. Stronger public-private cooperation to modernize training ecosystems
    

7. Human-centric culture, backed by wellness, flexibility, and purpose
    

Technology, demographic change, and worker expectations are converging quickly. Companies that prioritize skills, adaptability, and meaningful employee experiences will be positioned to navigate a complex 2026 landscape and build resilient talent pipelines for the decade ahead.