Take a job description from 2021. Now look at the same one, updated in 2026 with the help of a generative AI tool. It has often tripled in length.
“CV-based” recruitment feels reassuring. University, job title, employer brand, years of experience… all signals that create the impression of an objective screening process. But these are indicators of conformity, not performance.
For a long time, recruitment meant spotting a good CV, assessing a career path, then “going with your gut” to decide whether the candidate would be a good fit. That model worked in a relatively stable market, where skills lasted longer and candidate volumes were sufficient. In 2026, that framework no longer holds.
While our brain is capable of processing vast amounts of information, it also relies on mental shortcuts that can lead to major judgement errors. These shortcuts, known as cognitive biases, deeply and often unconsciously influence hiring decisions.
Hiring a promising candidate doesn’t guarantee a successful collaboration. Despite structured processes, impressive CVs, and multiple interviews, recruitment mistakes remain frequent.
Recruitment is not solely an HR matter. Every hire directly involves the manager, who will be responsible for the employee’s onboarding, development, and performance.
A poor hire can cost between 30% and 150% of the employee’s annual salary, not to mention the impact on team dynamics, productivity, and employer branding. These hidden costs add up quickly: wasted training time, delayed projects, demotivated teams, and sometimes a deteriorated work climate.
"It’s fun, sure, but is it really serious?" That’s probably the question we hear most often when discussing gamification in HR.
There is no shortage of candidates, yet finding good salespeople remains a complex task, particularly when recruiting junior profiles. Why is it so challenging? Perhaps the skills of these young candidates no longer align with today’s expectations? The role of a salesperson has undeniably evolved over the past 10 to 15 years.
Recruitment isn’t just about filling an empty seat; it’s about selecting the right person to take your company to the next level. But how can you be sure you’re making the right choice? How can you turn this challenge into an opportunity?
The competency-based approach is emerging as a strategic alternative. By emphasising behavioural, cognitive, and technical competencies, it provides a way to assess candidates' true potential to succeed in a role, adapt to diverse situations, and actively contribute to organisational goals.
Instead of focusing on diplomas, experience, and technical knowledge, competency-based recruitment emphasises the skills needed to succeed in a position, integrate effectively into a team, and progress within an organisation.
By asking questions that break away from the traditional framework and push candidates out of their comfort zones, recruiters can more effectively tap into their creative potential.
In this article, we'll delve into five commonly criticised personality traits and uncover the silver linings that could make these candidates invaluable to your organisation.
Writing a job offer can seem like a routine task, but in reality, it's a crucial strategic skill in the arsenal of any human resources professional. In 2024, the recruitment landscape demands clarity, precision, and attractiveness in every listing more than ever.
Professional work experience is not very reliable when it comes to predicting performance in a new position. Soft skills, on the other hand, account for 80% of the performance.
In this article, we'll show you why it's essential to give special attention to recruiting trainees and how you can turn them into major assets for your organisation.
If some salespeople are good negotiators and some good negotiators are good speakers, can we deduce that some salespeople are good speakers?" That's a typical question requiring your cognitive abilities to measure your logical reasoning.
Tech profiles are not easily recruited, and the candidates maintain very specific expectations and requirements. As part of the 88% of companies, are you looking to recruit these profiles? A brief overview of some points to keep in mind to attract tech talents to your teams!
In the search for the best talent, the job interview stage can sometimes be a balancing act. The structured interview is an excellent ally to help you conduct this exercise more efficiently and objectively!
Our decision-making power appears to be only 0.26%, and the remaining 99.74% is decided by our brain before we even realize it. So our brain makes decisions before we do? Let's take a look at how neuroscience can shed light on the factors that influence our hiring decisions (and not only).
One of the key issues in recruitment is not only to attract candidates who are like you, but also to keep them. But how? By working on your employer brand, of course! Here are our 6 tips for doing so.
In the world of HR, Patrick Leguide, founder of Central Test, identifies five main cognitive biases, which hiring professionals often fall victim to.
The recent emphasis given on soft skills is surely for a good reason as these skills can make “the” difference during a job interview, but we must remember that it is for the hard skills that the candidate gets selected in the first place.
The latest tool that modern recruiters have at their fingertips is the pre-recorded video interview. Let’s take a look at the steps you can take to fully reap the benefits of this solution.
In talent acquisition, an agile approach will bring more flexibility and efficiency to the sometimes rigid and complex recruitment processes.
Newsletter:Empowering Talent
Your monthly appointment to explore current HR challenges and key issues.
Subscribe on LinkedIn
