2026+劳动力报告：聚焦节日季招聘+Workforce+Report：Spotlight+on+Holiday+Hiring

ICIms

WorkforceReport

Ourdataandinsightssupport

yourrecruitingsuccess.

October2026-Spotlightonholidayhiring

●October2026WorkforceReport2

Thebigpicture

Twomarketswithtwodifferentstories.Afterahotsummer,theU.S.coolsastheheatcontinuesinEMEA.

IntheU.S.,hiringfell-7%belowthe

September2025baseline,thesteepest

dropoftheyear,whilejobopeningscooledto3%abovebaseline,downfrom12%in

July.Applicationvolumeslipped-8%belowbaselineaswell.Earlierthisyear,thestrainsatinagapbetweenmetrics.Thismonth,thereisnogap:hiring,openingsand

applicationvolumeareallmovingthe

samedirection,andthatdirectionisdown.

EMEAistellingtheoppositestory.Hiring,openingsandapplicationvolumeall

moveduptogetherinSeptember,thefirstmonththisyearallthreemetricsposted

gainsatonce.Hiringremained-14%belowbaselineandjobopenings-5%below,butapplicationvolumeisbackto6%above

baselineafterdippingbelowoverthe

summer.UnliketheU.S.,EMEA'spressurepointthismonthisrecovery,notretreat.

Thismonth,thespotlightturnstoholidayhiring.Asholidayseasonapproaches,willretailersfindthemselvesalreadystaffedorplayingcatchup?

TOPFINDINGS

U.S.hiringdeclinedinSeptember,

comingin-7%belowtheSeptember2025baselineasapplications

continuetodecline.

EMEAapplicationsgrew6%

abovethebaselineashiringandjobopeningsreboundslightly.

6%

Theholidayhiringpoolis

nowcomprisedof40%GenZ.

ICIMSInsightsWorkforceReportsmonitor

monthlylabormarketactivitybasedonhundredsofmillionsofapplicantsandmillionsofusers.

Organizationscanusethisdataasameasuringsticktoanticipateandadapttoever-changingworkforcedynamics.

ICims·October2026WorkforceReport3

U.S.hiringfallsandopeningscoolasthesummerreboundunwinds

USPLATFORMINDICATORS|Jobopenings,applicationsandhires|September2025-September2026

10%

3%

0%

YoY

-10%

-20%

Sep'25Nov25May26Jul'26Sep26

JobopeningsApplications

0%

MoM

-20%

ICIMSINSIGHTSQUICKTAKE:TheheatfromthesummerhascooledinSeptemberashiring,openingsandapplicationvolumescool.

MARKETUPDATE

Thesummermonthsbroughthottemperatures,andtheheatwasfeltbymanyrecruitingteamsasthegapbetweenjob

openingsandhiringsbegantogrow.Septembershowedacoolingoffinallthreemetrics.Hiringfell-7%belowthe

September2025baseline,thesteepestdeclinethisyear.Jobopeningscooledto3%overbaseline,downfrom12%inJuly,andapplicationvolumefell-8%belowbaseline.

BLSdatashowsnonfarmpayrollsupjust29,000inSeptember,againsta45,000averageovertheprioryear.BoththeICIMS

Insightsdataandfederalnumberspointthesamedirection:hiringslowedinamonthwherejobopeningswerenotscarce.

InJanuary,applicationsrose23%andjobopeningsrose18%month-over-month,whilehiringmovedonly6%,thewidestone-monthgapbetweendemandandhiresthisyear.By

September,applicationsfell-6%,jobopeningsfell-9%and

hiringfellfurthestat-10%month-over-month,continuingthesamepatternofhiringlaggingtheothertwometrics.

Thedeclineinbothapplicationvolumeandhiringpointstocontinuedstressinthehiringprocess.Asapplicationvolumecontinuestoweaken,itcoulddrivehiringdownevenfurtherinthecomingmonths.

STRATEGY

September'sdatapointstotwocompetingprioritiesfor

recruitingleaders.Jobopeningsarecooling,butthegap

betweendemandandhiringhasnotclosed,whichmeanscapacityisstilltightevenaspressureonthebusinesseases.

Thefirstpriorityisprioritization.Recruitingleadersshouldworkwithbusinessleadersnowtorankopenrolesbyprioritybeforethatcapacitygetsspreadthin.Inthisenvironment,youdonotwantrecruitersspendingcyclesonrolesthatareeffectively

stalled.

Thesecondpriorityisabottleneckaudit,builtontwometrics:averagedaysinstageandaveragedaysopen.

Averagedaysinstageshowswherecandidatesgethungupintheprocess,acriticalreadifapplicationvolumekeepsdippingandrecruitersneedtofasttracktoptalentintocriticalroles.

Averagedaysopenistheleadingindicatorofthetwo,flaggingwhichrequisitionsneedattentionbeforetheygostaleratherthanafter.

Whenyouareabletoshowleadershiptherolestheyhave

prioritizedandhowlongtheyhavebeenopen,itwillhelpyouremovebottlenecksthatareoutsideoftherecruitingprocess

ICims·October2026WorkforceReport

EMEAhiringandopeningsreboundasapplicationsclimbabovebaseline

EMEAPLATFORMINDICATORS|Jobopenings,applicationsandhires|September2025-September2026

0%

MoMYoY

-10%

-20%

-30%

-40%

Sep25

JobopeningsApplications

40%

20%

-20%

ICIMSINSIGHTSQUICKTAKE:

Hiringactivitypicksupasthesummermonthsend.Isthissignsofseasonalityorarecovery?

MARKETUPDATE

EMEAactivitypickedupinSeptemberasthesummerslowdowneased.Hiringcamein-14%belowtheSeptember2025baseline,animprovementfromAugust.Jobopeningssat-5%belowbaseline,alsobetterthanthepriormonth.Applicationvolumeclimbed6%abovebaseline,itsfirstreadingbackinpositiveterritoryafter

dippingbelowoverthesummer.

IndeedHiringLab'sEuropeandatapointsthesamedirection.Jobpostingsacrosstheregionkeptdriftinglowerformuchofthis

year.Thatslideleveledoffinrecentmonths,accordingtoIndeed'sSeptemberchartbook,evenasmomentumstayssoftand

demandnarrowstofeweroccupationsItisasimilarstorytotheICIMSdata:stillsoft,butnolongersliding.

Monthovermonth,allthreemetricsroseinSeptember.Openingsincreased16%,thesecondlargestmonthlygaininthepasttwelvemonthsbehindJanuary.Applicationvolumerose11%,alsosecondonlytoJanuary's30%jump.Hiringrose7%,oneofjustfivemonthsthisyearwithapositivemonth-over-monthreading.

ThreemetricsturninguptogetherinthesamemonthcouldmarkthestartofarecoveryinEMEAhiring.Theregionisstillbelow

baselineonhiringandjobopenings,soonegoodmonthdoesnotundothesummer'slosses

STRATEGY

Withtheexceptionofthesummermonths,applicationvolumehasstayedabovebaselineallyear.Thatmeanstherearelikelystrongcandidatesalreadysittinginyourdatabase,waitingforareasontore-engage.Al-poweredtoolslikeICIMSCXMisbuiltforexactlythskindof

moment,whenapplicationvolume,hiringandjob

openingsareallmovinguptogether,astheydidin

September.Useittoresurfacepastcandidatesbeforesourcinganewpipelinefromscratch.

Hiringpickingupalsoputspressureontherecruitingfunnel.Ifhiringmanagersaremovingquicklytoextendoffers,recruitersneedenoughcandidatesalreadyin

motiontokeeppace.Revisithowmanycandidatesareneededatthetopofthefunneltosustainhealthy

candidateflowandkeepofferactivityfromstalling.

JobopeningsarestilbelowtheSeptember2025baseline,butthemonth-over-monthjumpisworthactingon.

Recruitingleadersshouldworkcloselywithbusinessunitsnowtosetprioritization,sothemomentumonopenrolesdoesnotgetlostandrecruitercapacityisnotstretched

thinchasingeveryrequisitionatonce.

ICims·October2026WorkforceReport

REPORTFOCUS

Holidayhiring

Holidayhiringhasbeenthestorytowatch

headingintothisyear'sfourthquarter.Thestoryisnotjusthowmuchretailersarehiring.Itiswhoisapplyingandhowfastthatpoolisconvertingintoseatsfilledbeforetheseasonstarts.

ICIMSInsightsdatashowsthegapbetween

frontlinehiringandthecandidatesavailabletofillthoseroleswideningagainthismonth,evenas

applicantperopening(APO)sitsatitslowest

pointoftheyear.Challenger,Gray&Christmas

pointstopartofwhy:retailersareplanningtheirsmallestseasonalhiringpushsince2008,leaningmoreonexistingstaffandautomationthannet-newseasonalheadcount.

Thepipelineoftalentapplyingtotheserolesisalsoshifting.ICIMSInsightsdatapointstoa

youngerapplicantpoolthisSeptember,echoedbynationallabordatashowingmoreyoung

workersemployedandfewerofthemstillsearching.

Thismonth'sspotlightcoversallthreethreads:

thewideninggapbetweenfrontlinehiringand

thecandidatesavailabletofillit,whatChallenger,Gray&Christmas'soutlookrevealsaboutwhy

retailersarepullingbackandthegenerationalshiftalreadyvisibleinwhoisapplying.

"Holidayhiringneverstopsbeingahottopic,butthe

candidatesbehindithave

changed.GenZisnow

leadingthepool,and

recruitingstrategiesbuiltforadifferentgenerationwill

notholdupthisseason.Theemployerswillneedtoadjusttheirprocessesforfaster

communication,clearer

disclosureandanapplicationbuiltforhowthisgeneration

applies."

TRENTCOTTON

Headof

TalentInsights

ICIMS

6

ICIms·October2026WorkforceReport

Holidayhiringcoolsasretailersplantheirsmallestholidayseasonsince2008

HICHVOLUMEPLATFORMINDICATORSIJobopenings,applicationsandhires|September2025-September2026

MoMYoY

10%

0%

-10%

-20%

Sep25Jul26

20%

盗

Hires

-20%

ICIMSINSIGHTSQUICKTAKE:Frontlinehiring,jobopeningsandapplicationvolumeallcooledtogetherinSeptember,signalingasofterholidayhiringseason.

JobopeningsApplications

Sep'26

-18%

0%

-8%

MARKETUPDATE

High-volumehiringheldabovetheSeptember2025baseline

fromMarchthroughAugust,thencooledto-8%belowbaselineinSeptember.JobopeningskeptpacewithhiringthroughtheSummerbeforepullingahead,thendroppedbacktobaselineinSeptemberafterpeakinginJulyandAugust.Application

volumehasnotrecoveredsinceitsinitialfallinFebruary,endingSeptemberat-18%belowbaseline,itssteepestreadingsince

November.

Monthovermonth,allthreemetricsfellbydoubledigitsin

September.Hiringdropped-13%,thesteepestmonthlydeclineoftheyearforthatmetric.Jobopeningsfell-10%,thesecond

steepestmonthlydropthisyearbehindFebruary's-13%decline.Applicationvolumefell-11%.

Challenger,Gray&Christmaspointstothesamepullback

nationaly.Thefirm'sSeptemberoutlookforecasts450,000

seasonalretailjobsaddedthisquarter,downfrom461,500lastyearand543,100theyearbefore,athirdstraightannualdeclineandthelowestholidayhiringtotalsince2008.Retailersare

leaningmoreonautomationandexistingstaffratherthanbuildingoutseasonalheadcount.

Aweakernationalholidayhiringoutlookcouldmeanthis

frontlinepullbackholdsthroughtherestofthequarterratherthanreversingwiththeusualseasonalbump.

ApplicationvolumehassatbelowbaselinesinceFebruary,andSeptember'sdropto-18%belowbaselineisworthactingonnow,notaftertheseasonrampsup.Inathinnercandidatepool,speeddecideswhogetsseen.Seasonalcandidatesareapplyingto

multipleopeningsatonceandwillmovetowardwhicheveremployerrespondsfirst.

TheICIMS2025StateofFrontlineHiringReportpointstowherethatspeedisgettinglost.Frontlineworkersrankedpay(70%),

reliablehours(44%)andbenefits(42%)astheirtoppriorities,whilehiringmanagersbelieveflexiblehours(37%),pay(36%)and

traininganddevelopment(34%)mattermosttothesame

workers.Thatmismatchmeansjobpostingsandoutreachmaybesellingthewrongthingtoashrinkingpoolofapplicants.

Frontlinehiringmanagersalreadyknowwherethefrictionsitsontheirsideoftheprocess.Thesamereportfoundfasteroffer

approvals(35%),Alresumescreeningandcandidatematching

(31%)andautomatedscheduling(30%)asthetopleversfor

speedinguphiring.Withfewerapplicantsinthepipelinethis

month,closingthegapbetweenwhatfrontlinehiringmanagersalreadyknowwouldhelpandwhathasactuallybeenputinplacemaymattermorerightnowthanaddingsourcingspend.

ICIms·October2026WorkforceReport

Fewerapplicantsperfrontlineopening,buthiringhasnotspeduptomatch

Withapplicantsperopening(APO)atthelowestpointthisyear,frontlinecandidateshavemoreleverageandlesspatience.Timetofillhasnotmovedtomatch,sotheadvantageis

conversionspeed.

TIMETOFILLANDAPPLICANTSPEROPENING|September2025-September2026

Sep'25Oct'25Nov25Dec'25Jan'26Feb'26Mar26Apr'26May'26Jun26Jul'26Aug'26Sep26

“ThecandidatepoolhasthinnedsinceJanuarybut

notdecreasedproportionally.Withfewerapplicantsinthefunnel,yourprocesshastobebuilttofasttracktop

talentwhiletheyareengaged.”

TRENTCOTTON

HeadofTalentInsights,

ICIMS

●October2026WorkforceReport8

GenZremainsthedominantgenerationinholidayhiringcandidatepools

Retail'sapplicantpoolskewedyoungerthisSeptember,with18to24-year-oldsmakingup40%oftheindustry'sapplicants,upfrom37%ayearago,whileeverygroupaged45andolderlostshare.Ifalarger,youngercandidatepoolwereenoughonits

own,timetofillshouldhavemovedwithit.Instead,itclosed

Septemberat37days,thesamemid-30srangeithasheldallyear,andthatstagnationlandshardestonyoungerapplicants.Accordingtothe

ICIMSInsightsMayWorkforceReport

,38%ofGenZjobseekerscitenothearingbackafterapplying,the

applicationblackhole,astheirsinglebiggestjobsearchfrustration.

AttractingGenZ

AttractingGenZtoyouropenrolewillrequireadifferentapproach.TheICIMSInsightsMayWorkforceReporttellsemployerswhatGenZvaluesthemost.

•Careergrowthcomesfirst.41%ofGenZcandidates

rankedopportunitiesforgrowthanddevelopmentasatopconsiderationwhenapplying.Beyondthejobitself,theyareevaluatingwhetheranemployeroffersformalmentorship,structuredlearningandavisiblepathtoadvancement,notjustatitleandastartdate.

•Employerbrandgetsvettedbeforetheapplication.

40%ofGenZlistedastrong,recognizableemployerbrandasatopfactorindecidingwheretoapply.Beforeapplying,theychecksocialmedia,networkingplatforms(42%)andcompanycareerpages(40%)toseehowanemployer

presentsitsculture,notjustwhatthejobpostingsays.

•Theywillproveit,ifyouletthem.40%ofGenZ

candidateswelcomeskillstestsorjobsimulations

duringtheapplicationprocess,comparedwith33%ofMillennialsand26%ofGenX.Atthesametime,59%ofentry-levelcandidatesfeelemployersunfairlyexpectthemtoalreadyhavemid-levelexperience.

•Silenceisthetopcomplaint.38%ofGenZjobseekerssaidnothearingbackafterapplying,theapplication

blackhole,istheirsinglebiggestfrustration.AIintheprocessisamixedbag:28%seeitasawaytospeedupreviews,but37%distrustAI-drivenrecruitingfor

feelingimpersonal,and22%willonlyacceptitifahumanmakesthefinalcall.

Thetakeaway

AGenZapplicantpoolwillnotspeeduptimetofillonitsown.Ifrecruitingteamswanttoconvertthatadvantageintofasterhires,thefixsitsincommunicationand

screening,notsourcing.

Automatedstatusupdatescanclosetheapplication

blackholethatfrustrates38%ofGenZcandidates,andskills-basedscreeningcanmovecandidatesthrough

withoutwaitingonexperiencefiltersmanyofthemdonothaveyet.

SEPT

2025

18-24yrs25-3435-4445-5455-6465+

37%21%16%14%8%4%

SEPT

2026

18-24yrs25-3435-4445-5455-6465+

40%23%16%11%6%3%

●October2026WorkforceReport9

IsAItheanswerforholidayhiring?

TheOneUniversalAgreement:Accordingto

44%ofjobseekers

neverencounteredAIscreening,despiteitbeingrecruiters'

topreportedAIusecase.

44%

forthcomingICIMSresearchon700jobseekersandICIMS'

DefinitiveGuidetoAIAdoptionin

TalentAcquisition

,basedonasurveyof12TA

leaders,recruitersandcandidatesagreeonthesamefailurepoint:disclosure.

WherethetwosidessplitisonhowmuchAIactuallytouchestheprocessandwhatitcostscandidateswhenitisnotexplained.

40%ofjob

seekerssaythe

timeittooktohearbackfroman

employerwasworsethanexpected,littlechangedfrom2025.

40%

Recruiters(whattheyreport)

Screeningleadsadoption,themostcommon

AIusecaseinhiringat58%ofcompanies,aheadofsourcing,communicationandinterviewing.Efficiency,notinsight,drivesmostofthat

investment:50%oforganizationsadoptAI

primarilytocutmanualwork,whileonly28%citebetterdecision-makingasthegoal.

Candidates(whattheyexperience)

33%ofjob

seekersare

concernedthat

automated

screeningdidnot

evaluatethemfairly.

33%

AIscreeninggoeslargelyunnoticed.44%ofjobseekerssaidtheyneverencountereditinthe

past12months,andonly33%noticeditinseveralormostapplications,despiteitbeingrecruiters'topusecase.Trusthasnotfullyfollowed

adoptioneither:33%ofalljobseekersare

concernedthatautomatedscreeningdidnotevaluatethemfairly.

IsAItheanswer?

AIcanhelpbutonlywhenitistransparentandfocusedongettingtherightcandidateintotherightrolefaster,notsimplydeployedtocutcostorheadcount.

ICIms·October2026WorkforceReport10

HOLIDAYHIRINGSPOTLIGHT

HowUrbanOutfittersInc.keeps

holidayhiringmovingwithICIMS

Withfewerapplicantsperfrontlineopening,retailershavelessroomforslowhiring.UrbanOutfittersInc.isrespondingbyfocusingonfastercandidate

movementandbetteruseofexistingtalentpools.

HowdoesUrbanOutfittersInc.prepareforholidayhiring?

Beforeseasonalhiringbegins,storesfocuson

fillingleadershiprolessotheycanturntheir

attentiontoseasonalhiring.Duringpeakhiring,thetalentacquisitionteamaddssupportwherecandidateflowisfallingshort,particularlyin

competitivemarkets.Hiringleadersare

encouragedtoreviewrequisitionsdailytokeepcandidatesmoving.

HowdoesUrbanOutfittersfindseasonalcandidates?

ThecompanyusesICIMSreportingtoidentify

formeremployeesforseasonaloutreach.ICIMS

CRMalsohelpsUrbanOutfittersstoresfind

candidateswhoappliedtoanotherbrandor

locationandmaybeafitforanopportunitynearby.

HowdoesUrbanOutfittersscreenseasonalcandidates?

Seasonalavailabilityquestionsarebuiltintojob

templatessohiringteamscanunderstandplannedtimeoffupfrontandmakebetterdecisionsaboutseasonalcandidates

Howcanretailhiringmanagersimprovecandidateflow?

UrbanOutfitterscreatedastoredashboardreportthatgiveshiringmanagerseasyaccesstopast

candidatesintheirlocation.Whencandidateflowislow,managershaveaready-madetalentpooltorevisit.

“It'slikeapotofgold.”

HOLLYDEMARCO

SeniorFieldTalentManagerURBN

THEHOLIDAYHIRINGTAKEAWAY

Whenthecandidatepoolisthinner,

retailersdonotnecessarilyneedtostart

fromscratch.Movingquickly,re-engagingcandidatestheyalreadyknowandputtingcandidatedatadirectlyinhiringmanagers'handscanhelpstoreskeepholidayhiringontrack.

UrbanOutfittersInc.coversaportfolioofbrands,includingUrbanOutfitters,Anthropologie,FreePeople,TerrainandNuuly.

ICims·October2026WorkforceReport11

Apractitioner'sperspective

DannyRojas,SeniorPrincipalofProductandMarketInsightsatICIMS,spentfiveyearsinsideenterpriseretailhiringoperationsbeforejoiningICIMS,livingthroughfiveholidayseasonsfromtheothersideoftherequisition.Hesharedwhatthismonth'sfrontlineandholidayhiringdatalookslikefromapractitionerspointofview.

Youspentalotofyourcareerinretailandhavemanyholidayhiringseasonsunderyourbelt.What'sacriticalpieceof

adviceforrecruitingorganizationsfacnghiringneedsfor

theholidays?

Getstartedearly.Chancesareifyouarereadingthis,itmight

alreadybetoolate.Myrecommendation?Partnerwithyourstoreteamsnowtounderstandlastyear'straffic,increasesinfoot

traffic,salesforecastsandanypromotionsthebusinessplanstorun.Usethatinformationtobuildstaffingplansaround

anticipatedsalesvolumeandpeakshoppingperiods.Anddonotjustplanfortotalheadcount.Understandwhenandwhereyouwillneedpeoplemostandbesurethepeopleyouarehiringareopentothehoursneededmost.

ICIMSdatashowsadropinallthreehiringmetricsin

September,whendoholidayhirerstypicallystarttheirattractionprocess?

Attractionreallyneededtobeginyesterday.Therealityisthatqualified,availablecandidatesarebecominghardertoattractinhigh-volumehiring,especiallywhenretailersarecompetingformanyofthesamepeopleatthesametime.Myadvice?Start

withthetalentyoualreadyknow.Reengagelastyear'sseasonalworkforce,revisitqualifiedcandidatesalreadyinyourpipeline,askyourexistingemployeesforreferrals,andconsiderofferingreferralbonuses.Thereisalottodoinaveryshortwindow,andstartingeverysearchfromscratchonlymakesitharder.

Applicationvolumehasfallenthisyear.Whatwasastrategyyouusedtomakethemostofthecandidatesalreadyinyourapplicanttrackingsystem(ATS)?

Beginyourseasonalhiringcampaignsnow.Aneasywaytodo

thisistobuildoffplansyoursalesandmarketingteamsalreadyhaveprepped.Everyseasonalcampaigncomeswithcreative

briefs,messagingandcolorschemesyoucaneasilyturnintoa

seasonalrecruitingcampaignforcandidatesalreadyinyour

pipeline.Whynoteusethesameenergytoengagecandidates?Andjustlikeretailersencouragecustomerstostartshoppingfor.

theholidaystwomonthsearly,recruitingteamsshouldbeencouragingcandidatestothinkaboutholidayemploymentwellbeforetherush

Timetofillhasnotchangedoverthelastfewmonthsinthissector.Whataresometacticsyouusedtofasttracktop

talentfrom"hello"to"hired."

Thisisagreatquestion,andoneIcontemplatedwhentryingtohirenotonlyforholidaybutotherpeakseasonslikebackto

school.Aneasywaytomakesureyourin-storehiringteamsarereadyisbyworkingwitheachdistrictandregiontoalignon

hiringprofilesandidealinterviewtimes.Alignwithsenior

leadersonthoseearly,andpreparestoresforcandidatesthatarealignedwiththatprofile,andaskthemtobereadyto

interviewonthosedayswhencandidatesarescheduled.ThenputyourrecruitingteamsandtechstacktoworkFrom

screeningtoself-scheduling,automateasmuchofthe

administrativeworkasyoucantogetqualifiedcandidatesthroughthefunnel.Whereappropriate,usesingle-step

interviewsandconditionalofferstoeliminateunnecessarydelays,withcandidatesscheduledondayswhenteamsarereadytointerviewandmakehiringdecisions.

What'stheonepieceadviceyouhaveforrecruitingteamsfacingholidayhiringchallenges?

Hopeisnotastaffingstrategy.Hiringisslowing,andretail

cannotaffordtobecaughtflat-footed.Planforthegapsnow,prioritizeyourbusieststoresandshiftsandrewardtheveteranemployeeswhocarryyouthrough.

DANNYROJAS

SeniorPrincipal

ProductandMarketInsights,

ICIMS

ICIms·October2026WorkforceReport12

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