Canadian survey shows many workers looking for ‘meaningful career progression, flexibility and stronger alignment with their longer-term goals’
HR professionals are the occupational group most likely to go looking for a new job in the second half of 2026, with 57% saying they intend to explore new opportunities, according to new research from talent solutions and business consulting firm Robert Half — a finding that puts the function responsible for retention at the front of the queue to leave.
The figure outpaces technology professionals (53%) and millennial workers (53%), and sits well above the overall rate. Across the workforce, 44% of Canadian professionals intend to seek a new role in the next six months, up from 33% in the first half of 2026 and 26% a year ago.
Michael French, national director at Robert Half, linked much of the movement to generational dynamics, noting that the expectation of fast advancement is strongest among younger cohorts now heavily represented in the workforce. Gen X workers and baby boomers have historically stayed in roles for long stretches, French said, whereas millennials and Gen Z employees tend to expect quicker promotion and are more willing to move on when it does not materialise.
The remedy, in French's view, is continual career conversation rather than compensation alone. He said employees increasingly expect their company or leader to hold ongoing progression and career discussions, but that most leaders avoid them, preferring to talk about tasks and numbers rather than an individual's path. Leaders who paint a credible picture of future advancement, he said, keep would-be movers in their seats longer.
Robert Half's data point to a similar conclusion. Better benefits and perks and career advancement opportunities were the leading motivations to leave, each cited by 38% of respondents, followed by feeling underpaid relative to one's skillset and a desire for more flexibility at 33% each, and more remote work options at 31%. Among those who plan to stay, the top reason was not wanting to lose the flexibility their workplace provides, cited by 46% — placing flexibility on both sides of the ledger.
"Over the past few years, many professionals have taken a more cautious approach to career moves, often prioritizing stability amid economic and workplace uncertainty," said Koula Vasilopoulos, senior managing director at Robert Half. "We're seeing a growing sense of confidence with more people re-engaging in the job market and intentionally pursuing opportunities that offer meaningful career progression, flexibility and stronger alignment with their longer-term goals."
This comes as Canada's slow-adjusting labour market – long a cushion against recessions – could instead deepen and prolong job losses if the next downturn coincides with rapid artificial-intelligence adoption, according to a TD Economics report.
AI raises the bar for job seekers
Artificial intelligence is complicating the search for those who do move, according to the report. Among professionals looking for a new role, 51% said AI-generated applications have intensified competition for open positions, and 46% said they were concerned about keeping their skills current as the technology evolves.
French urged employers to invest not only in AI tools but in training their people to use them, and to treat the transition as a change-management challenge. He cautioned against framing AI adoption as effortless, arguing that doing so understates the genuine difficulty of the shift. He also expressed scepticism about layoffs attributed to AI, suggesting some employers had over-hired or changed course and were using the technology as a convenient explanation for downsizing. "AI will replace some workers. I actually think very few," French said, characterising it as a tool that will be widely used rather than a wholesale replacement for staff.
Vasilopoulos echoed the caution on the candidate side. "AI is reshaping the job search in real and immediate ways," she said. "While these tools can help candidates apply more easily, they can also make it harder to stand out as applications become more uniform and less reflective of an individual's true experience. Job seekers need to be thoughtful in how they use AI, while continuing to build in-demand skills and clearly articulate the value they bring."
The renewed appetite for movement comes as Canada's slow-adjusting labour market — long a cushion against recessions — could instead deepen and prolong job losses if the next downturn coincides with rapid AI adoption, according to a TD Economics report. Robert Half's survey was developed by the firm and conducted by an independent research firm in April 2026, drawing on responses from more than 1,500 employed Canadian workers aged 18 and over.
Employers seem to be looking for young workers — but not where they can find them, according to a previous report.
