Hiring in 2026: What’s Changed (and What Hasn’t)
It’s hiring season. The time of year when resignation letters roll in, inboxes fill with CVs, and you suddenly realise you need to find new team members ….again.
But here’s the thing: if you’re still hiring like it’s 2016 (or even 2021), you’re going to struggle.
The hiring market has changed. Not in small ways, either. If you want to attract the right people in 2026, you need to understand what’s changed, what hasn’t, and how to adjust your approach so you’re not left with an underperforming team and a pile of regret.
What Hasn’t Changed (And Still Really Matters)
First, let’s bust a myth: not everything is different. Some hiring truths are timeless.
Speed is still king.
If you wait three days to call someone who applied, chances are you’ve already lost them. In today’s job market, your best candidates, the ones actively looking, apply within the first 72 hours. They’re quick. And they’re likely juggling multiple interviews.
If you’re not ready to review CVs and lock in interviews as soon as the ad goes live, you’re already on the back foot.
That said…
Strategy still matters.
Speed without clarity is chaos. Hiring the first person who ticks a few boxes (or who your sister’s neighbour recommends) is still not a strategy. You need to be clear on who you’re hiring, why you’re hiring them, and how they’ll fit into your team long-term.
You can’t outrun a bad hire. And in a tight labour market, hiring reactively or out of desperation is a fast track to retention problems, performance issues and hours of lost time.
So, strategy and clarity first, then speed.
The Passive Market Is Where the Gold Is
The job ad platforms still have their place. But the idea that you’ll post a role on SEEK and a flood of perfect applicants will roll in? That’s not reality anymore.
The best candidates aren’t actively looking. They’re employed. They’re reasonably happy. But if the right opportunity crosses their path, they’re open to having a conversation.
This is where proactive recruitment comes into play.
Smart business owners are:
- Tapping into their networks
- Building referral pipelines
- Connecting with people before they need to hire
- Posting in places their ideal candidate actually hangs out (not just job boards)
They’re treating recruitment like marketing. Because it is.
Think about your dream client: you don’t sit around waiting for them to knock on your door. You attract them, speak directly to their needs, and build trust. Hiring is no different.
Use AI, But Don’t Let It Lead
Yes, AI is changing hiring. Candidates are using it to write their resumes and cover letters. Employers are using it to screen and rank applicants. And tools that speed up the process absolutely have value.
But here’s the catch: AI can’t replace human judgement. It can’t read between the lines of a CV or understand cultural fit. It doesn’t spot red flags or see potential beyond keywords.
Use it to streamline admin. But don’t hand over the reins. Recruitment is still, and will always be, a human-led decision. Intuition, experience and the ability to read people will never go out of style.
Flexibility and Values Aren’t Just Nice to Have
Flexibility used to be a bonus. Now it’s a baseline.
It’s no longer impressive to let someone work from home when their kid is sick. That’s expected.
Today’s applicants want more than a pay check. They want purpose, alignment, balance, autonomy, contribution and value.
And they’re not shy about walking away from roles that don’t align.
That means your values, culture and working style need to be front and centre in your hiring process. Not just tucked into the last line of the job ad.
It also means getting real about what flexibility looks like in your business. Is it genuine autonomy? Or just the occasional early finish on a Friday?
People want to feel good about where they work. And if your business can offer that, you’ll have a major competitive edge.
Hiring Is Retention
One of the most overlooked truths in business hiring is this: every recruitment decision is also a retention decision.
When you hire well, you build a strong, stable, high-performing team. When you don’t, your best people leave. Because A-players don’t stick around when they’re surrounded by chaos, drama or poor performance.
Hiring is your first and most important retention lever. And it’s one you can’t afford to get wrong.
What Now?
If you're hiring in 2026 (or planning to), here’s what to do next:
- Get clear on your strategy. Who do you need? Why? What does success look like in this role?
- Be ready to move fast. Block time in your calendar. Have your process prepped. Respond to applications quickly.
- Start building your passive candidate network. Think about where your ideal team member spends time — and how you can get on their radar.
- Be loud about your values and flexibility. Show them what it’s like to work in your business — through content, video, conversations and real stories.
- Use AI, but don’t over-rely on it. It’s a tool, not a decision-maker.
- Treat every hire as a retention decision. Because it is.
Hiring in 2026 isn’t necessarily harder. But it is different. The businesses that adapt are the ones that will build strong teams and grow sustainably, without getting stuck in the revolving door of recruitment and resignation.
An Invitation
If you’d like to connect with other business owners, leaders and managers, I’d love for you to join us inside our free Facebook Group where you can connect with other like minded business owners, leaders and managers to discuss all things HR: https://www.facebook.com/groups/hrsupportaustralia
