The U.S. labor market added only about half of the typical monthly gains of 150,000 or more in Q4 of 2025, showing little net change since April. The unemployment rate held steady at 4.6%. However, the data reveals a market in transition rather than crisis.
Part-time employment for economic reasons surged by 909,000 from September to 5.5 million workers — indicating companies are adopting a “wait and see” approach to expansion rather than wholesale contraction. Healthcare added 46,000 jobs in November, and wage growth continued at a solid 3.7% annually. The overall trend shows companies are adopting selective hiring rather than broad reductions.
For accounting, finance and HR professionals, hiring hasn’t stopped, but companies are demanding candidates who solve immediate, specific problems.
For Employers
The hiring slowdown reflects companies taking a more calculated approach to talent acquisition. The average duration of joblessness at 24.5 weeks, the longest since April 2022, presents two clear opportunities for accounting, finance and HR hiring managers.
For one, contract-to-hire arrangements have evolved from cost-saving measures to strategic evaluation tools. According to Accounting Today’s 2026 survey, 45% of accounting firms are increasing part-time and seasonal staffing, while 49% of large firms cite recruiting and retention as their top challenge. Contract or direct-hire arrangements allow organizations to access specialized expertise for specific initiatives or to evaluate potential permanent hires based on performance.
This approach works well for roles tied to deadlines, like tax accountants. Rather than posting for a general “senior accountant,” recruit a “Q1 Tax Season Specialist” or “Year-End Close Project Lead.” This specificity appeals to experienced professionals seeking contract work.
Employers can also conduct an internal skills inventory before posting positions externally. Accounting Today’s survey reveals that 82% of small and mid-sized accounting firms expect workload growth but aren’t anticipating matching capacity growth, suggesting many firms have untapped talent.
Document what specialized skills your current team possesses beyond their job descriptions, specific ERP systems, forensic accounting capabilities, HR technology certifications or financial modeling expertise. Focus external recruitment on filling actual gaps rather than perceived needs.
For Job Seekers
Accounting Today reports further reveal that accounting firms are actively hiring, with 46% adding full-time staff despite economic uncertainty. For job seekers, the best strategy is to position yourself as a solution to specific employer pain points.
The most significant gap across the accounting, finance and HR sectors is in integrating artificial intelligence. Accounting Today’s survey found that 51% of accounting professionals cite generative AI as the technology most likely to change how they work in 2026. Yet only 35% of firms have implemented AI automation. This creates an opportunity for candidates.
You don’t need to be an AI expert, but firms will appreciate it if you demonstrate that you’re not intimidated by it. If you’ve used any AI tools for data analysis, research, reconciliation or reporting, explicitly list these on your resume with specific outcomes.
Another strategy is to adopt a “skills translation” approach in your applications. HR Dive reports that skills-based hiring is the most prevalent among emerging HR trends, while traditional credential-based hiring continues to decline. Demonstrate how your experience addresses employer challenges in your resume and cover letter.
Finally, you want to target your search strategically. The Accounting Today survey shows that 45% of small firms cite “keeping up with technology” as their top challenge, while 27% of midsized firms list “remaining relevant to clients” among their biggest concerns.
Rather than competing for positions at cutting-edge firms, identify companies using legacy systems and position yourself as someone who can help them transition without disruption.
Professional certifications carry greater weight when hiring managers compare similar candidates. Current CPA licenses, specialized certifications in forensic accounting or financial analysis, and technology-specific credentials demonstrate commitment to staying current with industry demands.
Looking Ahead
Q1 2026 presents a market in transition. Employers can build flexible talent pipelines through contract arrangements, and job seekers can position themselves as solutions to specific pain points. For guidance on navigating today’s employment landscape, contact our team.
