In early December 2025, Midlandjobs.ie conducted a comprehensive survey of just over 1,200 website users to gauge the pulse of jobseekers and visitors on the site heading into 2026. While the results reflect a primary focus on the Midlands region with Westmeath (37.6%) and Offaly (17.9%) leading the way the data reveals several emerging trends that may assist recruiters to attract and maintain top employees in 2026.
For employers, the message is clear: the “Great Resignation” of recent years has been replaced by the era of the “Secure Jobseeker.”
1. The Rise of Job Hugging
One of the most significant findings is the lack of recent movement in the market. Over 61% of respondents have not changed jobs in the last 12 months.
This indicates that Midland workers are not job hoppers by nature. Instead, we are seeing confirmation of the Job Hugging trend of where employees are staying put in roles they find stable. While 86% say they will be looking in 2026, their behavior suggests they are more likekly opportunistic shoppers. Given recent difficulties in the housing market, some of this could be attributed to the younger workforce more interested in having a good employment record when approaching a bank for a mortgage, or those that might have been pre-approved with a mortgage that would be rescinded if they change jobs. Others could be using job boards to benchmark their own pay and conditions, ensuring they aren’t falling behind the market while remaining cautious about making a move unless the offer is significantly better.
2. The Perfect Square of Motivation
Historically, salary was the undisputed king of recruitment, and maybe it still is, however, today, the “Pull Factors” that attract a candidate to a new role have leveled out into a four-way tie. Money, Shorter Commutes, Career Advancement, and Job Stability/Pension all carry nearly equal weight. We are witnessing a “Stability Shift.” In a fluctuating economic climate and worldwide volatility, a secure pension and a stable contract are now just as competitive as a high salary. Workers are hunting for safe harbors, they want to know that if they leave their current role, their quality of life and future security are guaranteed.
3. The Career Ceiling vs. Interesting Work
The most startling “Push Factor” in our data is the gap between how people feel about their daily tasks versus their future prospects. The vast majority of workers are relatively content in their current roles, 86% rate their work as Great or OK in terms of interest and most are satisfied with their team, current salary levels and even their boss.
However, Career Progression is the “Black Hole” of the survey. Nearly 90% of respondents flagged their career prospects as either “Bad” or only “OK.” This suggests that people aren’t leaving because they dislike their jobs; they are looking at a new job because they feel they have hit a ceiling where they are. They like the work and people there, but they feel they need to change jobs to fulfill their ambitions.
4. Skilled and Manual Labor: The Active Majority
It is noteworthy that Skilled and Manual workers (Manufacturing, Construction, Transport, and Agri) make up the largest cohort of jobseekers at nearly 41%. In the Midlands, this sector is the engine room of the economy. For employers in these industries, the talent is actively watching the market, but they are prioritizing lifestyle factors such as a shorter commute and quality of life over almost everything else.
Key Takeaways for Midlands Employers
If you are looking to retain your best staff or attract new talent in 2026, keep these three points in mind:
- Highlight Stability: In your job ads, don’t just talk about the salary. Emphasize pension schemes, contract permanence, and company longevity. Ensure your job is seen as a safe sensible move.
- Break the Ceiling: Since Career Prospects is the biggest pain point, look at potential internal carrots. Even if a promotion isn’t available, offering specialized training, mentorship, or leadership opportunities can satisfy the hunger for advancement.
- The Local Advantage: With the commute being a top-three motivator, local Midlands companies have a massive advantage over Dublin-based roles. Selling the short commute and lifestyle balance is a powerful recruitment tool.
Conclusion: The 2026 jobseeker is cautious, stable, and generally happy at work, but they are invested in their future. If you can show them a path upward and a secure place to land, you will win the talent war in the Midlands.
Notes:
Survey was carried out on MidlandJobs.ie website between November 26 and December 16th 2025.
A total of 1211 respondants completed the survey either visiting the midlandjobs.ie website or via social media links.
Professions and County breakdowns are shown below for reference.
