Investing In Existing Talent As Jobs Shift In 2026

In a labour market defined by constant transformation, organizations are navigating workforce shifts at an unprecedented pace. Roles that were once central to business operations are increasingly being re-evaluated as technological advancement, automation, and evolving business priorities reshape the nature of work.

Today we’re revisiting the World Economic Forum’s Future of Jobs Report 2025 to examine which projections are proving accurate, where expectations have shifted, and what these trends mean for employers and job seekers alike.

Top 15 Fastest Growing Jobs

1. Big Data Specialists
2. FinTech Engineers
3. AI and Machine Learning Specialists
4. Software and Application Developers
5. Security Management Specialists
6. Data Warehousing Specialists
7. Autonomous and Electric Vehicle Specialists
8. UI and UX Designers
9. Light Truck or Delivery Services Drivers
10. Internet of Things Specialists
11. Data Analysts and Scientists
12. Environmental Engineers
13. Information Security Analysts
14. DevOps Engineers
15. Renewable Energy Engineers

 

Top 15 Fastest Declining Jobs

1. Postal Service Clerks
2. Bank Tellers and related Clerks
3. Data Entry and Data Processing
4. Cashiers and Ticket Clerks
5. Administrative Assistants and Executive Secretaries
6. Printing and related Trades Workers
7. Accounting, Bookkeeping, and Payroll Clerks
8. Material-recording and Stock-keeping Clerks
9. Transportation Attendants and Conductors
10. Door-to-door Sales Workers
11. Graphic Designers
12. Claims Adjusters, Examiners, and Investigators
13. Legal Officials
14. Legal Secretaries
15. Telemarketers

By this point, the effects of AI on the job market are reshaping the workforce, perhaps marking one of the most significant shifts in decades. Not because people have stopped working, but because how, where, and why we work continues to evolve. Jobs that can be automated increasingly are, (and already have been), remote and hybrid work has become standard across many industries, and the combined impact of the pandemic and technological advancement has accelerated change at an unprecedented pace.

Consider your own organization: hiring takes longer, turnover costs more, and the skills that were in demand just two years ago may already feel outdated. As workforce expectations and business needs continue to shift, employers are being challenged to rethink how they attract, develop, and retain talent.

We’re no longer in a talent crisis. We’re in a talent recalibration. 

In some cases, the decline of these jobs can result in a restructuring rather than a complete disappearance. In most cases, it’s an opportunity to examine our Skill Passports. Look at what other skills your current employees have, and ask yourself: what other skill sets do your current employees have that are not being used and would be of value to company growth? People skills, communication, compassion, and empathy that someone brings to a company combined with hard skills remain key hiring triggers.

What does this mean for employers and job seekers?

 

Investing in Your Existing Talent

For employers, the organizations that will most successfully adapt won’t simply be those who hire an abundance of talent, but those who recognize and develop the talent they already have. Internal mobility, upskilling, and identifying transferable skills will become essential strategies for staying competitive.

The Rise of Adaptability

For job seekers, technical expertise will remain critical, but adaptability, emotional intelligence, communication, and the ability to continuously learn will increasingly differentiate top performers in a rapidly evolving market.

Hiring for Potential, Not Just Experience

The strongest hiring decisions will be based less on whether someone has performed an identical role before, and more on whether they possess the skills, mindset, and capacity to grow alongside the demands of the business.