Companies are delaying big projects because they can’t find enough skilled candidates, and they plan on boosting hiring by the end of 2026, according to a new survey from Robert Half.

“Fifty-eight per cent of employers are trying to increase some of the permanent hiring through the second half of 2026, so even though it’s a slight increase from the 55 per cent in the first half, it’s giving us cautious optimism,” Mike Shekhtman, senior regional director western Canada with Robert Half Canada said during an interview with PeopleNX.

For the survey, the company heard from 1,360 Canadian hiring managers in April.

“We do this twice a year, so it gives us a snapshot into the first half of the year and then the second half, and explore what companies are looking for when it comes to most in-demand positions and ongoing talent storages as well,” Shekhtman said.

Stalled progress due to lack of workers

It found that 56 per cent of hiring leaders have had serious project delays due to staff shortages and 48 per cent have cancelled big development plans.

But the same managers are not able to hire the right workers to undertake digital projects because of the pace of change.

“When you think about how technology has shifted over the last couple of years and that evaluation of AI skill demand, it’s just accelerating at a faster pace.”

When asked what specific skills are needed, 48 per cent of managers are looking for specialized skills, while 47 per cent want industry-related employees who have experience in the firm’s technology.

“There is a gap between what companies are looking to achieve, whether it’s digital transformation or implementing new technology, finding that talent is not the easiest, especially when it comes to specific sectors and industries,” he said.

Hot in-demand professions include legal (74 per cent strong hiring demand), marketing and creative (66 per cent), HR (64 per cent), finance and accounting (58 per cent), and technology (48 per cent).

Need for more HR expertise

Along with the expected growth in staffing levels, it also means that more HR workers are needed to keep up with the demand.

“As business confidence increases, HR tends to come along with that, so when hiring increases, HR is a big component. Organizations are now navigating workforce planning, retention; a lot of leadership development, change management, so there’s a lot of HR expertise that’s required as businesses continue to see some optimism in their organization,” he said.

With AI tools everywhere, hiring managers are getting plenty of bites when posting. “It’s never been easier to apply to positions now, with people being able to just create resumes through ChatGPT or other platforms,” Shekhtman said.

“In a one-click approach of hiring, people are being sprayed with maybe resumes and skill sets that don’t necessarily align with what is required. It’s creating a little bit of a bottleneck and a challenge for companies to even sift through those profiles as well.”

To help manage the shortage of skilled workers, hiring managers are taking a “balanced approach,” according to Shekhtman, by considering other options.

“The ones that are successful are blending both (approaches), bringing in temporary resources or project-based consultants to help with some of the key projects, while looking at the long-term hiring as well.”

Forty-five per cent of managers expect to hire outside expertise in 2026, the survey found.

Many skilled workers in demand

But don’t take too long in making a decision, Shekhtman warned, as other firms are looking to scoop up the skilled talent.

“The organizations that have elongated hiring processes seem to also lose candidates through the process because they are getting different opportunities, especially the ones that are in high-end demand. Many companies are not letting people walk, even if they resign,” he said.

And with many more senior employees looking to retire, this is also putting on pressure for hiring leaders.

The intelligent firms are addressing this by upskilling the workforce, “not just in terms of technical aptitude, but also institutional knowledge that needs to be passed from an industry expertise, from an operational best practice, and that’s going to be something that’s going to be crucial.”