The stakes for hiring the right candidates are higher than ever. I’ve been connecting companies in the US and abroad with the right talent for years, adapting my process to the job market as it changes. These are the most effective hiring practices I’ve seen in 2026.
Source the right candidates by tailoring your hiring process to each role.
Finding the right hire is becoming more challenging as more people hang on to their current jobs instead of seeking new ones. Fortunately, there is still a lucrative market of passive candidates who are open to the right opportunity.
Sourcing is one of the most important parts of the process to get right. Hiring the wrong person often costs significantly more than the salary for their position. Whether you’re posting jobs online or working with recruiters, here’s how you can ensure you make the right hire.
Craft an effective application process to attract only the most qualified talent.
- Keep your job post as brief as possible. List your requirements, but only include the most essential ones. Otherwise, you’ll risk turning qualified talent away before they even apply.
- What will success look like during your hire’s first 90 days on the job? Include this in the post and be specific about how their performance will be measured.
- Consider requiring a small set of questions as part of your application. These can help you assess everything from candidates’ technical skills to their fit in your company’s culture, saving you time during the screening process.
- Make it easy for job seekers to apply. Minimize the steps involved as much as possible. If candidates must repeat steps like manually entering their work history after uploading their resume, they will be less likely to submit an application.
Partner with recruiters to gain access to passive talent.
- Passive candidates aren’t actively seeking new roles, but are motivated to make a change when they are connected with the right opportunity. You’ll miss out on these candidates if you rely on a traditional job application process.
- Third-party recruiters like my team have deep networks in specific industries and find qualified passive candidates with urgency.
- Passive candidates are often the most successful hires. Your company’s culture and mission motivate them to leave their prior positions, making them more likely to drive success and stick around for the long term.
Choose a recruiter with proven experience in your niche to get the most out of a recruiting partnership.
- For best results, connect with a recruiter or firm that specializes in your industry. They will bring expertise and industry connections that a generalist recruiter can’t offer.
- If you are hiring for in-person positions, consider working with a recruiting partner with experience serving your local area. They may already have strong matches in their network. Even if they don’t, they can likely find candidates faster than a recruiter who hasn’t worked in your region before.
Ensure your hiring process is legally compliant.
This may sound like a no-brainer, but it often gets overlooked. From federal EEOC regulations in the US to state, provincial, and local regulations, make sure you are carefully following all applicable laws in your area. These apply to every stage in the process, beginning with the language you use and what you include in a job posting.
Failure to follow laws and regulations can result in legal action being taken against your company. This can make the hiring process even more expensive than it already is and set you back to square one in your search.
Limit your use of AI in the hiring process to prevent mistakes.
AI tools can improve hiring processes, but their use makes manual review more important than ever. I encourage you to use AI where it makes sense to save time and complete manual, administrative tasks. It’s important to keep in mind that AI can make mistakes and, when it’s working on your behalf, you will be held responsible for those mistakes.
I don’t recommend using AI to select which candidates to move forward in the hiring process. Algorithms aren’t perfect and may make discriminatory selections based on protected characteristics. This can not only remove highly qualified candidates from the running, but also lead to legal consequences for you and your business.
Limit interviews to keep top candidates engaged.
The duration of the interview process directly affects whether you secure or miss out on the best hire. A long process creates more time for candidates to receive and accept competing offers or lose interest. I recommend a process with 1-2 interviews for entry- to mid-level roles, and 3-4 for more senior roles.
Try to limit the time between interviews as well. If a candidate has to wait weeks to months between interviews, they may lose interest in a position they were excited about at the beginning of the process.
Retain the best talent with intentional training.
After hiring your top choice, set clear, specific expectations right away. Use a custom training plan to prepare your new hire for success in their role. To develop your training plan, consult your existing team and any other stakeholders for the position and make sure you are setting realistic expectations and clear ways of measuring performance.
Hire for who your company needs, not just what you need them to do.
When building a hiring process, it’s easy to get caught up in determining the skills and background your candidates need to have. All too often, cultural fit becomes an afterthought. The most successful hires are found when you treat technical qualifications and personal strengths with equal importance.
An experienced recruiting partner can unlock access to passive candidates who are a strong technical and cultural fit for open roles at your company. Journey Search Partners offers 3 unique search methods that are customizable to your needs and budget. To connect with our team and map out a potential partnership, contact us, and we will be in touch within 24 hours.
Disclaimer: The information on this page is not legal advice and should not be treated as such. This content is for educational purposes only. For legal advice, seek a licensed attorney.
