People often joke that I have recruitment running through my veins. They are not wrong; I love the industry and have notched up so many years of relevant knowledge and experience that even I have forgotten exactly how many. But coupled with my passion, is also a dose of realism. Put simple… recruiting in 2026 is not what it used to be.
Not only has technology, and AI in particular, made its presence felt, but there is also now high competition, the ongoing skills gap, slow application processes – often coupled with delayed feedback and decision making, changing client expectations and of course salary inflation which is squeezing hiring budgets.
In a previous blog I mentioned how we need to balance AI and people particularly in recruitment/hiring. Knowing where to draw the line is key if you want to end up with the right person with the right skills in the right job.
Recruiting is about people
We should never forget that recruitment is, and always will be, about people and AI does not possess that key human trait which enables final shortlists and interviews to be conversational, human-led and make good decisions based on experience, behaviours and cultural fit.
Hand holding as standard
But one thing that I have had to get used to is the sheer amount of time that actually goes into the recruitment process, coupled with the constant hand holding of candidates because job hunting is proving to be increasingly stressful. A lot of this is to do with:
- Unrealistic expectations
- Navigating confusing online portals, automated application trackers, and AI screening tools
- Unstructured application systems including multiple interview rounds
- Slow speed and extended length of the process
- Poor communication from potential employers
- Remote and hybrid role confusion
- Ghosting culture
- Automated rejections
All of this means that today’s candidates are looking to recruiters like me for clear advice, consistent guidance, reassurance and almost daily contact throughout the hiring process. That’s okay because I have always prided myself on delivering a first class candidate experience.
But sometimes, despite doing everything right, we don’t always get the results that we should. In recent years, I have experienced candidates ghosting me; they effectively stop responding to calls, emails, or messages mid-process, sometimes after interviews have already been scheduled, or offers extended. I have also seen candidates pull out of interviews or decline job offers at the final hour, refuse to communicate clearly about competing offers or remaining completely inflexible regarding interview times, or even opting to go with other agencies at the last minute.
Resilience and adaptability
Despite all this, recruitment still gives me a buzz. There is nothing quite like that feeling when you get it right and end up with not only a happy client, but a happy candidate too. And I’ve had to evolve and adapt to this new landscape too. So whilst I’ve embraced technology, at the very heart of my business, I am still focused on connecting people with opportunities and helping businesses to find the talent they need to grow.
I’ve also tried to make the process more understandable and accessible for candidates, whilst also being strategic with our client partnerships so employers realise that HR now sits at the centre of compliance, reporting, candidate experience, staff retention/engagement, data management and process improvement. All of which in turn drives business performance and productivity.
How can I help?
If you would like help and support to develop your recruitment process so that it attracts better talent more quickly, or if you are a candidate looking to find your perfect role and need a first class service to achieve your career goal, then please get in touch by emailing Debby Clayton debby@total-spectrum.com
