Lexy Johnson is Director of Global Talent Acquisition at Devops company, Perforce Software, driving scalable hiring strategies that fuel growth.
She leads a high-performing team across India, the US, and EMEA, delivering 40% YoY hiring growth with 100% engagement and retention. Lexy champions process excellence, launching interview standardization and securing executive buy-in for Employee Value Proposition and building global interview training programs. Known for data-driven decisions, strong executive partnerships, and a relentless focus on candidate experience, she’s recognized for building trust and delivering top talent quickly across the globe. Passionate about aligning talent strategies with business goals, Lexy creates exceptional employee experiences worldwide.
Talent landscapes shift. Hiring strategies pivot. Recruiting trends evolve. But one thing hasn’t changed: global recruiting teams are still working hard to deliver top talent quickly and effectively.
Talent landscapes shift. Hiring strategies pivot. Recruiting trends evolve. But one thing hasn’t changed: global recruiting teams are still working hard to deliver top talent quickly and effectively.Human First: Bringing Back Real Connections
As we step into 2026, new challenges are emerging for recruiters everywhere. In today’s fast-paced world of AI and automation, one theme stands out: the need to keep the human element front and centre. Recruiters will be tasked with validating that candidates are, in fact, real people – not bots. This will show up in several ways: confirming online presence on platforms like LinkedIn, bringing back more on-camera and in-person interviews, and adding assessments that measure qualities like emotional intelligence, adaptability, problem-solving, communication, and critical thinking. Yes, you read that right—on-camera and in-person interviews are making a comeback.
AI Literacy: The New Must-Have Skill
Another big, new shift? AI literacy. In 2026, expect recruiters to assess candidates’ ability to work with AI, even in non-technical roles. Candidates may be asked to walk through an AI-powered workflow they’ve used or even craft prompts during an interview. And it’s not just about knowing how to use AI, it’s about understanding when not to use it. Job postings will start listing AI literacy as a requirement, signaling the importance of awareness, adaptability, and accountability in AI usage.
Recruiters + AI = Strategic Partnership
Talent Acquisition/Recruitment teams themselves will continue down the path of AI and automation to drive efficiency in their own processes with the ultimate goal of fulfilling jobs with quality candidates, quickly. AI will become fully embedded to support efforts in driving resume screening, predictive sourcing, chatbots, and analytics. But here’s the key: human judgment will remain at the heart of final hiring decisions, with AI acting as a strategic copilot.
Skills-First Hiring Takes Centre Stage
Skills-first hiring will also take centre stage. Interviews will feature more behavioural questions, skills tests, technical assessments, and scenario-based exercises to gauge problem-solving, critical thinking, digital literacy, and leadership. Candidates should be ready to share real-life examples that showcase these skills.
What’s Staying the Same
What’s not changing? Recruiters still expect professional follow-up from candidates, transparency throughout the process, and respect on both sides. Open conversations about compensation, work expectations, location, time off, and availability will remain critical to avoid last-minute surprises. Candidates can continue to expect to see the remote hiring continuum as well, while organisations drive hybrid expectations, there will also be a continuation of allowing many opportunities to be remote for years to come.
Hyper-Personalized Experiences & Internal Mobility
One exciting trend for 2026: hyper-personalised candidate experiences. Employers will double down on showcasing their Employee Value Proposition and strengthening their employer brand to attract top talent in an increasingly competitive market by providing exceptional candidate experiences globally.
Internal mobility will also get a major boost. Companies will create “career lattices” – think jungle gyms instead of ladders – offering upward moves or lateral shifts into different teams. This will create additional, newly organized, and presented opportunities for employees. This opens fresh opportunities and new paths for those eager to grow and showcase transferrable skills – we expect to see this rise across HR teams globally.
The Bottom Line
So, what does all this mean for candidates? In 2026, recruiters are looking for engaged, authentic individuals who communicate transparently, demonstrate growth potential, share personal experiences, and show AI literacy and adoption. Candidates can expect a hiring process enhanced by AI and automation, more hyper-personalised experiences, and expanded global career opportunities going forward.
