Hiring in 2026: 5 tips for attracting top talent
Finding employees who elevate your team and drive business success will require intentional, strategic effort in 2026. A rapidly evolving workforce, continued advances in AI and automation, shifting compliance requirements, and changing employee expectations are redefining the hiring landscape.
While economic uncertainty hasn’t fully disappeared, organizations are learning how to balance flexibility with smart growth. Demand for skilled professionals across IT, digital, creative, and business strategy continues to rise as companies prioritize innovation, agility, and long-term resilience.
To stay competitive, employers must clearly articulate their value through compensation, growth opportunities, flexibility, and purpose. A strong employer value proposition is no longer optional; it’s essential.
If you’re a hiring manager, now is the time to position your organization as an employer of choice and secure the talent you need to succeed in an increasingly competitive market.
Here are our 5 tips for hiring success in 2026:
1. Start with what you know (and what you need to know)
Before opening a role, ground your hiring strategy in clarity.
Two questions should guide your planning:
- What roles need to be filled over the next six months to support your 2026 business goals?
- What does your hiring budget realistically allow?
Clear priorities and defined salary ranges help avoid delays and misalignment later in the process. This is also the right time to review your hiring workflow, from interviews to HR paperwork to onboarding, to identify inefficiencies or bottlenecks.
Beyond logistics, reflect on what truly differentiates your organization:
- What stood out to you during your own interview experience?
- What elements of your culture would genuinely resonate with candidates?
- How does this role support both team objectives and a candidate’s long-term growth?
2. Be realistic about what you want
The competition for talent remains strong, and flexibility is critical. The “perfect” candidate is rare, but the right one is often closer than you think.
Rather than focusing solely on years of experience or an exhaustive list of technical skills, there is value in prioritizing adaptable candidates with strong soft skills like curiosity, communication, and problem-solving. As Horizontal recruiters Ali Provos explains, “If you have someone that can communicate, is a good team player, and can learn, you can develop their hard skills.”
Korn Ferry's recent article discussing 2026 TA trends highlights that critical thinking is at the top of priorities for leaders. With AI continuing to increase in popularity, organizations are noticing the value in hiring talent who can critically think about AI responses and evaluate output. Korn Ferry shares that 73% of those surveyed ranked critical thinking as their top priority when evaluating potential hires.
Investing in onboarding, mentorship, and upskilling can turn a high-potential hire into a long-term standout.
3. Cast a wider net
In 2026, flexibility around where and how people work continues to shape candidate decisions. Expanding your search geographically and embracing remote or hybrid options can dramatically increase access to top talent.
“The job seeker market is tapped depending on where you’re at, so going national can help big time,” says Jeff Seebinger, Regional Vice President at Horizontal Talent. “Anyone mandating full-time in-office work is going to face challenges. Remote and hybrid options really open up your search.”
Use a mix of channels, including LinkedIn, job boards, referrals, and professional networks. For busy hiring managers, staffing partners can help streamline the process by pre-vetting candidates, coordinating interviews, and managing salary conversations.
4. Show them the money and the meaning
Compensation still matters, but it’s only part of the equation. Today’s candidates are evaluating employers through a broader lens. A Deloitte survey found that 50% of Gen Z have rejected work based on values, and nearly 9 in 10 Gen Z and Millennials say having a sense of purpose is critical to their well-being.
“Company culture and a path for growth are huge, especially now,” says Kevin Erickson, Regional Vice President at Horizontal Talent. “If candidates don’t see a future with your company, an extra $20K won’t hold them.”
Ask yourself:
- Are your values and ESG commitments clearly communicated?
- What benefits, flexibility, or perks genuinely enhance employees’ lives?
- How are you adapting to the expectations of Millennials and Gen Z, who now make up the majority of the workforce?
5. Tailor the experience
Candidates want to feel seen, valued, and supported, and a one-size-fits-all approach won’t cut it. Throughout the interview process, highlight your commitment to:
- Personalized development paths
- Ongoing upskilling and career conversations
- Real-time feedback and open communication
A tailored candidate experience not only attracts strong talent but also lays the foundation for long-term retention.
Hiring in 2026 doesn’t have to be overwhelming. Whether you need individual contributors, full teams, or project-based support, our talent, team, and project solutions are designed to help you hire smarter and move faster.
Looking for your next opportunity? Explore our open roles and take the next step in your career today.