Aerotek’s Q3 2026 Job Seeker Survey finds that career growth, compensation and communication are major factors shaping how workers approach the labor market. Based on responses from 2,100 workers across multiple industries, the survey also examines attitudes toward AI in hiring, with respondents reporting substantially greater concern about employer ghosting than AI’s role in the recruitment process.
As hiring activity slows in parts of the labor market, job seekers appear to be placing greater emphasis on what a new role can offer beyond an immediate paycheck. Aerotek’s latest survey suggests that skills development, advancement opportunities and communication during recruitment are becoming important considerations in career decisions.
The survey found that 83% of respondents have career plans that include learning new skills, while earning a higher wage was the most frequently cited motivation, selected by 36% of participants.
Training is also influencing how workers evaluate compensation. According to Aerotek, 68% of respondents would likely accept a lower starting wage in exchange for a defined training and advancement program.
For employers, the findings point toward a recruitment proposition that combines compensation with a visible career path. Job descriptions and recruiting campaigns that explain training, advancement and skill development may provide candidates with more information about longer-term opportunities within an organization.
The survey also highlights a different challenge in the hiring funnel: communication.
When respondents were asked which factor had the biggest impact on their job search during the previous year, 44% identified employer ghosting or a lack of response, compared with 17% who selected AI.
That result offers an interesting counterpoint to the industry’s focus on artificial intelligence in recruiting. While AI is increasingly being used for sourcing, matching, screening and workflow automation, the survey indicates that candidates may be more immediately affected by basic communication failures.
Aerotek argues that recruiting automation can help address some of these gaps by handling routine updates and follow-ups, allowing recruiters to concentrate on more complex candidate interactions. That is a company recommendation rather than evidence that automation alone resolves candidate-experience problems.
The findings also provide a sector-specific view of manufacturing recruitment.
Among experienced manufacturing workers surveyed, 91% said they would recommend the industry, while 63% said manufacturing offers a clear career path. Respondents identified existing experience, pay and advancement opportunities as the leading reasons for exploring manufacturing careers, followed by exposure to new technology and shift flexibility.
The data is notable because manufacturing recruiting is often discussed primarily through the lens of labor shortages and skills gaps. Aerotek’s survey suggests that workers with existing manufacturing experience may represent an important source of positive industry advocacy.
The survey’s findings are particularly relevant to employers competing for skilled frontline workers. Manufacturing, logistics, construction, aviation and facilities employers increasingly need to communicate not only the immediate requirements of a role but also how workers can develop skills and progress over time.
From an HR technology perspective, the findings reinforce the role of recruiting platforms and workflow automation in candidate communication, but they do not demonstrate that any particular technology produces better hiring outcomes.
The broader takeaway is that technology is only one part of the candidate experience. Automated scheduling, status notifications and follow-up can reduce administrative gaps, but employers still need clear career information, realistic compensation expectations and meaningful communication throughout the hiring process.
Aerotek’s Q3 2026 survey provides a snapshot of those priorities at a time when workers are balancing wage expectations with longer-term career development and employers are experimenting with AI across recruitment workflows.
Market Landscape
Recruiting technology is increasingly focused on automating repetitive activities such as candidate sourcing, screening, scheduling and communication. At the same time, employers continue to face challenges around candidate engagement and skilled-worker availability.
Aerotek’s survey highlights a potential disconnect between industry attention and candidate priorities. While AI is receiving significant attention in recruiting, respondents in this survey were more likely to identify employer ghosting or lack of communication as a major job-search issue.
The findings also reinforce the growing importance of skills-based career development. Workers appear willing, according to the survey, to consider compensation trade-offs when employers provide clearly defined opportunities for training and advancement.
For HR teams, that places recruiting and employee development closer together: attracting workers may increasingly depend on communicating what skills they can build and where those skills can lead.
Top Insights
- Aerotek’s survey of 2,100 workers found that 83% have career plans involving new skills, with higher wages the leading motivation.
- 68% of respondents said they would likely accept lower starting pay for a defined training and advancement program.
- Employer ghosting or lack of response was selected by 44% as a major job-search factor, compared with 17% citing AI.
- Among experienced manufacturing workers surveyed, 91% would recommend manufacturing and 63% see a clear career path.
- The findings highlight candidate communication and career mobility alongside AI as important considerations for recruiting strategies.
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