The 2026 Talent Reset: 10 Predictions on the Future of Recruiting, AI Agents, and Organizational Delayering

The 2026 Talent Reset: 10 Predictions on the Future of Recruiting, AI Agents, and Organizational Delayering

Future Of Work

The year 2026 marks the end of the “experimentation” phase for recruiting. If 2024 and 2025 were about toy-like AI chatbots and general AI curiosity, 2026 is about outcomes, infrastructure, and a fundamental redesign of what recruiters actually do and the new shape of the workplace.
This will be a year to remember, as changes already reshaping almost everything take hold.
The year 2026 marks the end of the “experimentation” phase for recruiting. If 2024 and 2025 were about toy-like AI chatbots and general AI curiosity, 2026 is about outcomes, infrastructure, and a fundamental redesign of what recruiters actually do and the new shape of the workplace.

How Movember Built a Candidate Experience People Remember

Candidate Experience, Case Study, Interview & Selection

For smaller not-for-profits, often working with limited resources, improving candidate experience does not require big budgets or complex programmes. Simple, practical changes such as clearer communication, easier scheduling and more thoughtful feedback can make a meaningful difference. Our progress came from a series of small, deliberate improvements across the hiring journey. Candidate experience is not something you add on at the end. It is shaped by everyday decisions and how consistently they are applied. When those decisions reflect your purpose and values, the result is an experience people genuinely remember.

Talent versus Procurement: How the struggle for ownership is undermining Contingent Workforce Maturity

Talent versus Procurement: How the struggle for ownership is undermining Contingent Workforce Maturity

Contingent Workforce

Talent leaders focus on visibility, capability, speed, and workforce outcomes. Procurement leaders prioritise cost control, risk, and supplier performance. Business units want flexibility and fast access to skills. When one stakeholder wrestles control of their Contingent Workforce, dangerous trade-offs are made. Many remain in a state of constantly addressing foundational issues such as visibility and compliance, without progressing to optimisation, AI enablement, or using contingent talent as a competitive advantage in market.

Abano Healthcare Talent Story - Getting a New AI Talent Tech Stack approved

Getting a New AI Talent Tech Stack approved

AI & Talent Tech, Case Study

In 2023, Abano faced acute workforce shortages, particularly in clinician and regional roles, exacerbated by legacy systems, fragmented recruitment processes, and heavy reliance on recruitment agencies. To support business growth and access to care, Abano needed to rapidly scale hiring capacity while improving quality, reducing costs, and delivering a markedly better experience for candidates and hiring managers.

How Canva Redesigned Technical Interviews for the AI Era

How Canva Redesigned Technical Interviews for the AI Era

AI & Talent Tech, Interview & SelectionLeave a comment

All Front End and Back End Engineers at Canva now use AI tools daily. They leverage AI to prototype ideas, understand their large codebase, and generate code. This new way of working meant that job interviews didn’t mirror the new engineering workflows. The old model was syntax recall and algorithm drills but, the new and now ‘real’ work was prompting, code review and trade-offs. We needed better signal on engineering judgment so we evolved our hiring practices to match the new tools and practices being used.