In 2026, Brazilian companies face an acute crisis in hiring qualified professionals in multiple areas, aggravated by unreal expectations of candidates, face resistance and behavioral gaps in the new generation. According to ManpowerGroup's 2025 Talented Scarcity Survey, 81% of companies in Brazil report persistent difficulties, especially in IT (39%), customer service to the customer (29%) and marketing (21%). Michael Page's 2026 Salary Guide reinforces that 73% of organizations cite lack of qualification as the main obstacle.
Shortage in Various Areas and Lack of Basic Skills
The shortage affects varied sectors, such as services (63%), high technology (60%), resources natural (59%) and construction (58%), according to Korn Ferry's study. Many candidates seek high-level vacancies and high salaries without experience, courses or practical skills – a common phenomenon in Generation Z, with an unemployment rate of 24.4% (IBGE), due to the disconnection between wage expectations and reality.
Companies report that 62.3% face problems filling vacancies or retaining employees, even with low unemployment. Few agree to start from below and build a career, preferring unbased senior positions.
Resistance to Presence and Exclusive Remote Demand
Remote work created an impasse: 65% of professionals would change jobs if forced into the presence, but 80% of companies plan to return to physical presence. FEA-USP studies show that 90% value remote by quality of life, but not all functions – such as production or customer service – adapt.
This complicates recruitment in operational areas, where the presence is essential, raising risks of rotation.
New Generation Behavioral Problems
Generation Z resists rigid hierarchies, preferring horizontal and collaborative leadership, which generates conflicts with traditional structures. Lack of commitment, difficulty in teamwork and "soft body" are recurrent: 30% of companies cite the absence of interpersonal skills as a top obstacle.
Newer generations demand constant feedback and flexibility, but they do not always respect internal rules or dedicate themselves to the basics of the function.
Strategies to overcome obstacles
Invite in training: 94% of companies have budgets for technical and behavioral training.
Adopt selective hybrid models and use branding to attract those who accept gradual growth.
Focus on continuous feedback culture and accessible leadership to align generations.
Use tech as AI for screening, prioritizing potential over immediate experience.
These challenges require strategic HR to turn scarcity into an opportunity for sustainable development.