How You Prepare Now Will Define Your 2026 Job Search

“By failing to prepare, you are preparing to fail” – Benjamin Franklin

Once again, we’ve stepped into a New Year, provoking reflection and contemplation, which is a good thing. People rarely take the time to assess where they are in their various life journeys and ask whether, regarding their health, relationships, finances, career progression, or, if they’re job searching, their job search, they need to make adjustments. (I don’t believe we’re on one singular “life journey.” Rather, our lives consist of divergent paths that often feel like forced adhesion.) 

Most job seekers still approach their job search as if it’s 2005, applying to jobs online—the equivalent of playing the lottery—naively expecting their resume will get them an interview. They overlook the fact that they’re competing against younger, more skilled, more qualified, and hungrier candidates.

By all indications, the 2026 job market will be cutthroat and unforgiving. A Wall Street Journal “heads up” article, Companies Are Outlining Plans for 2026. Hiring isn’t one of them, by Chip Cutter, doesn’t hold back that job seekers will face a job market characterized by fierce competition, and for those employed, especially those whose jobs don’t directly influence their employers’ profitability, job security will feel like a fragile illusion.

Whether currently unemployed or employed, in which case, as I pointed out, they can be summoned to an HR meeting at any time, those unprepared for job searching in an unforgiving job market will quickly realize that only those who not only have the skills and experience but also know how to position themselves as someone who’d be a value add to an employer’s profitability, are getting hired. Therefore, before jumping into the 2026 job market, take some time to prepare for what you’ll be up against.

Clean up your digital footprint.

The 2025 job market marked a clear shift from the aggressive hiring of previous years to a more deliberate, selective approach. A critical part of an employer’s “selective approach” is reviewing a candidate’s digital footprint. Fair or not, recruiters and employers will Google you to determine whether you’re interview-worthy. If you’re applying for jobs you’re qualified for but aren’t getting interviews, your digital footprint may be the reason. Although there may be other reasons you’re not getting interviews, a controversial online presence is a common one. Spend a few minutes scrolling through LinkedIn, and you’ll see that many job seekers post content driven by ego without considering its negative impact on their job search.

Delete any posts, especially those criticizing an employer’s hiring practices, as well as comments and pictures that could put employers off. If you’ve been heavily active on social media, posting about your job search frustrations, using a service like Erase.com or MineOS to clean up your digital footprint can be a good investment. Moving forward, commit to posting comments that showcase the value you’d add to an employer’s profitability, rather than publicly demonstrating your inability to control your emotions.

Let go of any sense of entitlement you have.

A sense of entitlement is a job seeker’s biggest enemy. It’s why many job seekers are constantly frustrated and angry. The belief that employers owe you a job, a certain lifestyle, or even a living is unrealistic.

Letting go of entitlement will significantly improve your job search prospects. An entitled attitude is a major red flag for employers, suggesting a lack of humility, limited teamwork potential, and unreasonable expectations about compensation and responsibilities.

Adopt a mindset that focuses on what you can contribute to employers, not on what you expect them to give you.

Start speaking in numbers.

The majority of job seekers offer only opinions about themselves, rather than numbers that quantify the impact they had on their employer’s business; hence, they don’t get interviews—employers don’t hire opinions; they hire results.

Update your resume and LinkedIn profile to include numbers that quantify your contributions to your employer’s business. Did you generate revenue, create savings, introduce efficiencies, increase production, reduce waste, etc.?

Today, employers hire only candidates they believe will positively impact their profitability. Therefore, make sure your resume and LinkedIn profile clearly illustrate, using quantifying numbers as the most efficient way, how you enhanced your employer’s profitability.

Refresh your LinkedIn profile with a new headshot and banner. If you don’t have either, add them.

Job searching in 2025 is all about being visible and, more importantly, trustworthy. I still see LinkedIn profiles without a headshot. Why? A LinkedIn profile without a headshot is suspect; it suggests you’re not a real person, that you’re a fake profile.

No headshot = “What’s this person trying to hide?”

Noteworthy: LinkedIn profiles with a headshot receive 14x more views than those without one.

Besides a profile headshot, a LinkedIn banner is crucial when job searching, as it serves as your professional storefront, significantly boosting visibility, signalling your intent to recruiters and employers, building trust, and providing instant branding that helps you stand out. Head over to Canva and browse their free-to-personalize LinkedIn banner templates.

Begin your 2026 job search with intention, not by continuing what hasn’t been working for you.