{"id":23742,"date":"2025-02-03T12:55:36","date_gmt":"2025-02-03T12:55:36","guid":{"rendered":"https:\/\/toggl.com\/blog\/?p=23742"},"modified":"2026-01-22T10:05:04","modified_gmt":"2026-01-22T10:05:04","slug":"recruitment-best-practices","status":"publish","type":"post","link":"https:\/\/toggl.com\/blog\/recruitment-best-practices","title":{"rendered":"12 Recruitment Best Practices for 2026"},"content":{"rendered":"\n

While recruiting techniques vary from company to company, recruitment best practices are almost universal, acting as<\/span> high-level guidelines for great recruiters to follow.<\/span><\/p>\n\n\n\n

From a well-planned and documented candidate screening process to a strong employer brand and a data-backed approach to candidate shortlisting, here\u2019s what smart recruiters are doing in 2026.\u00a0<\/span><\/p>\n\n\n\n

12 best recruitment practices to implement in 202<\/span>6<\/h2>\n\n\n\n

Improve your entire <\/span>recruitment process<\/span><\/a> by trying out these best practices:<\/span><\/p>\n\n\n\n

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  1. Align with the hiring manager <\/span><\/p><\/li>\n\n\n\n

  2. Conduct talent gap analysis <\/span><\/p><\/li>\n\n\n\n

  3. Determine key recruiting metrics<\/a> <\/span><\/p><\/li>\n\n\n\n

  4. Work on employer branding <\/span><\/p><\/li>\n\n\n\n

  5. Market to active and passive job seekers <\/span><\/p><\/li>\n\n\n\n

  6. Set up a talent pool <\/span><\/p><\/li>\n\n\n\n

  7. Screen for the right attributes <\/span><\/p><\/li>\n\n\n\n

  8. Improve candidate experience <\/span><\/p><\/li>\n\n\n\n

  9. Venture into social media recruiting <\/span><\/p><\/li>\n\n\n\n

  10. Automate some workflows with Gen AI <\/span><\/p><\/li>\n\n\n\n

  11. Build an internal mobility program<\/span><\/p><\/li>\n\n\n\n

  12. Identify opportunities for upskilling <\/span><\/p><\/li>\n<\/ol>\n\n\n\n

    1. Always align with the hiring manager<\/span><\/h3>\n\n\n\n

    Talent shortages were a pervasive trend in 2023, and experts predicted 2024 will look similar. The number of <\/span>new job openings<\/span><\/a> and resignations remained low as employees were more reluctant to leave their current roles, meaning there were (generally) fewer great candidates on the market. <\/span><\/p>\n\n\n\n

    This looks like it will continue throughout 2025. Hiring managers often make matters even worse by looking for a \u201cpurple squirrel\u201d \u2014 the mythical candidate who ticks all the skills and cultural fit boxes and is ready to settle for below-average compensation.<\/span><\/p>\n\n\n\n

    Clearly, none of those candidates are on the market (sometimes leading us to postulate to some hiring managers, “Is the purple squirrel in the room with us right now?”).<\/span><\/p>\n\n\n\n

    To properly manage expectations and still attract several great candidates, do the essential grunt work: <\/span><\/p>\n\n\n\n