In an increasingly competitive job market, companies that fail to reinvent their recruitment processes risk losing more than half of their key hires, not because talent is lacking, but because expectations and methods have changed.

More than 80% of companies now say that skills rather than qualifications guide their hiring decisions, a clear sign that traditional CV-based approaches are no longer sufficient. To secure these hires, many organisations now supplement CV analysis with technical tests, real-life scenarios, structured interviews and behavioural assessments, which allow them to more accurately identify candidates’ skills and adaptability.

Here are three things to change or improve in 2026 if you absolutely want to find your key talent:

1. Skills before qualifications: a proven paradigm

Skills-based hiring is not just a slogan: it is a reality adopted by the majority of companies.

To structure these practices, recruiters use a variety of assessment tools:

• Technical tests measuring expertise in specific tasks or business tools,
• Professional scenarios that simulate real challenges of the job,
• Structured interviews, where each candidate is assessed using the same criteria and questions,
• Behavioural (psychometric) assessments to evaluate soft skills such as communication, stress management, and creativity.

Despite these advances, certain biases persist: recruiters sometimes focus more on qualifications or the reputation of an institution than on observable behaviour in a scenario. Structuring the assessment around measurable skills and concrete results helps to correct these biases and broaden the pool of talent that is truly suited to the positions.

2. Automation and AI: a lever, not an end in itself

Artificial intelligence is becoming indispensable in recruitment, but it must be integrated with care. The vast majority of companies use AI to automate administrative tasks: CV screening, skills matching, and interview scheduling.

This drastically speeds up time-to-hire and reduces the administrative burden on HR teams. However, these tools remain assistants, not decision-makers. Truly effective recruitment combines:

• AI to automate initial screening, analyse measurable skills and identify obvious biases
• human expertise to assess motivation, cultural fit and career path logic

This combination yields better results than relying exclusively on automation.

3. Candidate experience and transparency: non-negotiable factors

An opaque process—i.e., one that is slow, confusing, lacking in clear feedback, or difficult to anticipate, can quickly discourage talent. More than 65% of candidates turn down an offer when they perceive a lack of transparency about the role, compensation, or career prospects.

To provide a positive experience, it is essential to clarify each step: evaluation criteria, response times, job responsibilities and opportunities for advancement. Smooth communication, regular feedback and concrete information reinforce the employer’s trustworthiness and credibility.

To help candidates and employers navigate these expectations, we publish an annual Salary Guide, providing a clear reference on remuneration and market trends.

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