11. Issue of the Newsletter - The Job & Career Equation🧪

New Year. New Momentum. Let’s Make It Count. - January 2026

Andrea_Job & Career Advisor

Jan 27, 2026

∙ Paid

The Agenda:

Who is hiring?
Top HR and work-related articles
Tips for CV making, job search, interviews, and career progression
Industries trends
Leadership
Recruitment news
Freelancing news
Vocational guidance
Mindfulness
Psychological insert
Top stories from my clients
Blog recap

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Who is hiring?

As we enter 2026, the global labour market seems stable at a surface level, yet it is structurally fragile underneath.

Unemployment rates are relatively low worldwide, but the momentum for hiring is diminishing, job quality is declining, and workforce polarisation is on the rise.

This situation is influenced by three primary factors: the adoption of artificial intelligence, economic uncertainty, and demographic shifts.

Collectively, these forces are transforming hiring practices, skill demands, and career trajectories.

In advanced economies, especially in the US and Europe, businesses are taking a more cautious approach to hiring.

There has been a noticeable slowdown in recruitment within technology, finance, consulting, and professional services, while investments in automation, AI, and workforce upskilling are on the rise.

Entry-level job opportunities are shrinking, creating higher barriers for entering the labour market and leading to increased underemployment among graduates.

Wage growth is slowing down, and the share of income going to labour continues to decrease.

Conversely, Asia and emerging markets, particularly India and Southeast Asia, are witnessing stronger job creation, bolstered by the relocation of manufacturing, outsourcing, and demographic growth.

As global supply chains become more regionalised, employment growth is increasingly moving towards these areas.

Artificial intelligence stands out as the most significant structural disruptor.

Approximately 60% of jobs in advanced economies are already impacted, especially routine cognitive and junior positions.

While this trend is enhancing productivity, it is also leading to job displacement and skills becoming outdated.

Simultaneously, there is a sharp increase in demand for AI specialists, cybersecurity experts, healthcare professionals, and roles related to sustainability, which is exacerbating the global skills mismatch.

In terms of sectors, hiring remains robust in healthcare, renewable energy, logistics, cybersecurity, and advanced manufacturing, whereas clerical, administrative, marketing, finance, and consulting positions are experiencing structural decline.

This trend is further entrenching labour market polarisation, with growth primarily focused on both high-skill and low-skill sectors.

The issue of youth employment is becoming increasingly significant.

Conventional entry-level jobs are diminishing, giving way to internships, temporary contracts, and freelance opportunities, which extend the time it takes for young people to secure stable employment and exacerbate generational inequality.

In summary, the global labour market in early 2026 can be characterised as stable yet experiencing significant structural changes.

For individuals, developing career resilience, engaging in continuous upskilling, and being adaptable are becoming crucial.

For organisations, formulating effective workforce strategies and fostering human–AI collaboration are now vital for maintaining long-term competitiveness.

Top 10 Multinationals Hiring Right Now:

Amazon - Sectors: Cloud (AWS), logistics, AI, robotics, operations;
Microsoft - Sectors: AI, cloud, cybersecurity, enterprise software;
Google (Alphabet) - Sectors: AI, cloud, digital platforms, cybersecurity;
Tesla - Sectors: EV manufacturing, energy, AI, robotics;
Hitachi - Sectors: Infrastructure, energy, rail, digital systems, AI;
Accenture - Sectors: Consulting, digital transformation, AI, cybersecurity;
Siemens - Sectors: Industry 4.0, automation, energy, smart infrastructure;
Deloitte - Sectors: Consulting, cybersecurity, sustainability, AI advisory;
IBM - Sectors: AI, hybrid cloud, enterprise systems, cybersecurity;
Unilever - Sectors: FMCG, supply chain, digital marketing, sustainability;

Top HR and work-related articles

10 Employment Law Risks HR Must Track in 2026.

Discrimination & Harassment – Still the top concern (47% of respondents), though fewer traditional claims are expected. Focus is shifting to policy design, enforcement, and the potential rise of reverse discrimination after the Ames v. Ohio decision;
Disability Accommodations – A growing risk (42%), driven by post-pandemic flexibility, remote work, and mental health requests. Employer pushback may lead to more litigation;
Wrongful Termination – Now a standalone concern (37%), reflecting pressures from workforce adjustments, return-to-office policies, and performance enforcement;
Paid Sick & Family Leave – Expanding state/local mandates (36%) increases risk, especially when policies are applied inconsistently across locations;
Employee Classification & Gig Work – Misclassification disputes remain high (42%), particularly as organisations rely more on contractors or flexible staffing;
Employee Data & Privacy – Risk has declined (33%) due to limited HR data coverage in current laws, but data breaches remain a concern;
AI in Employment Decisions – Slightly lower risk (32%), but scrutiny continues over hiring algorithms and automated decision-making tools;
Regulatory Scrutiny – About one-third expect more uncertainty due to shifts in enforcement and court interpretations post-Chevron overturn;
Wage & Hour / Pay Equity – Rising risk (29%) from incremental state-level wage adjustments, pay transparency laws, and differing multistate rules;
Jurisdictional Complexity – Compliance across multiple states remains challenging (28%), with patchwork laws on pay, benefits, and workplace regulations;