2026年招聘趋势报告：人工智能如何重塑招聘（英文版）-Willo

TheHiring

TrendsReport:

2026

HowAIis

TransformingRecruitment

HiringTrendsReport2026|2

CEOForeword

Overthepastfewyears,hiringhasenteredoneofthemosttransformativeperiodsinitshistory.Artificialintelligencehasmovedfromadistantconcepttoapracticalnecessity,reshapingworkflows,expectations,andthewayorganizationsidentifytalent.

AsAIandautomationreshapehiring,onethingremainstrue:eventhesmartesttechwon’t

deliverresultsunlessyou’reclearonwhatgreatlookslike,andhowtoidentifyit.Whenteams

knowwhat“good”lookslike,whetherthat’safairerprocess,strongersignalsofcapability,oramoreconsistentcandidateexperience—theymakebetterdecisionsandmovewithconfidence.Butwithoutthatclarity,eventhebesttoolscanfallshort.

Thisbeliefhasguidedourworkfromthe

beginning.It’swhywedesignexperiences

thatreducenoise,minimizebias,anduncovergenuinehumanpotential.It’swhywecontinuetoinvestintheintersectionofAIefficiencyandhumaninsight—nottoreplaceonewiththe

other,buttobringthemintobetterbalance.

AsAIadoptiongrows,we’veseenfirsthand

thattherealchallengeformanyteamsisn’tthetechnologyitself,it’smakingsurepeoplefeelequipped,supported,andconfident

usingitresponsibly.Progresshappenswhentechnologysupportshumanjudgmentratherthancompetingwithit.

ThatbeliefshapedthedevelopmentofWilloIntelligence:toolsdesignedtogivehiring

teamsclearercontext,strongersignals,and

moreconsistentinsights—whilepreservingthefairness,empathy,andhumanpresencethatgreathiringdependson.

Thisyear’sHiringTrendsReportreflectsthenextstepinthatevolution.Nowinitsthirdedition,

itoffersaclearlookathowhiringteams

areadapting—fromcandidatesusingAIto

completeapplications,toemployersusingAItobringstructure,consistency,andclaritybackintotheprocess.

Thefindingshighlightseveralencouragingtrends:

•Arenewedfocusonauthenticity,asteamslookforbetterwaystodistinguishhumanresponsesfromAI-generatedcontent.

•Athoughtfulsplitbetweenhumanand

automatedstages,withleadersreservingjudgment-heavytasksforpeopleandusingAItoeaseearly-stageworkload.

•Acontinuedshifttowardskills-based

assessmentsandamorehuman-centricapproachtohiring,wheredemonstratedcapabilityandpotentialoutweighs

traditionalcredentials.

•Adeepercommitmenttofairnessthroughstructuredinterviews,standardizedcriteria,andbias-reductionstrategies.

•Agrowingemphasisoncandidate

experience,especiallyasrisingvolumesmakeconsistencyandtransparencymoreessential.

HiringTrendsReport2026|3

Takentogether,thesetrendssignalashiftinhiringmaturity—arecognitionthatthefuturewon’tbedefinedbyAItoolsalone,butbyhowresponsiblywecombinethemwithhuman

insight.

AtWillo,webelievehiringcanbefasterwithoutlosingfairness,moreefficientwithoutlosing

empathy,andmoredata-drivenwithout

sacrificinghumanjudgment.Ourmission

istohelporganizationsgainclarityintheir

processessotheirpeoplecanmakeconfident,inclusivedecisions.

Ihopethisyear’sinsightsofferpractical

guidanceasyoushapeyourhiringstrategy,andreinforceabeliefweholdstrongly–thebesthiringhappenswhentechnologybringsoutthebestinpeople.

EuanCameron,

Co-Founder&CEO

ulo

HiringTrendsReport2026I4

ResultsataGlance

AIAdoption&Authenticity

•76.6%ofteamsencounterAI-assistedapplications

•64.9%increasedAIusage(52.1%slightly,12.8%significantly)

•70.0%ofWillocustomersnowuseIntelligencefeaturesregularly

Human-LedDecisionMaking

•78.7%sayfinalhiringdecisionsmustremainhuman-led

•72.3%requirehumansforsalarynegotiation

•69.1%needhumansforonboarding&cultureintegration

•0%believeautomationcanhandleallhiringstages

Fairness&Structure

•72.8%expressconfidenceintheirhiringfairness

•69.6%usestructuredinterviews(highestfairnesspractice)

•50.0%conductbiasawarenesstraining•42.4%employdiverseinterviewpanels

ResumeReliance

•59.6%stillrelyprimarilyonresumes

•40.0%areactivelymovingawayfromresume-firsthiring

•10.1%havelargelyreplacedresumeswithalternativemethods

0%

40%

Trust&SignalDetection

•67.7%trustbehavioralinterviewingwithexamplesmost

•61.3%valueculturalalignment&softskills

believeautomationcanhandleallhiringstages

areactivelymovingaway

fromresume-firsthiring

•54.8%preferhands-onskillsdemonstrations

•21.5%trustportfoliosorworksamples

HiringTrendsReport2026|5

YEAR-OVER-YEARKEYTRENDS:

What’sChangedin3Years

AIAdoption

Fairness

Resume

Acceleration

inHiring

RelianceDecline

Anemergingtrendwith

highintentbutunconfirmed

usagewith79.4%expected

touseAIeithermoderately

orsignificantlyinthe

comingyear.

Fairnessisimplied,tied

toastrongemployer

brand(83.6%sayit’s

veryorextremely

important),goodprocess,

transparency,and

candidateexperience.

Unquestioneddefault

asresumesremain

theuniversalstarting

pointforcandidate

evaluation.

Theintention-action

gapwidens.While80%

intendedtouseAI,only

65%actuallyadopted

it,revealingsignificant

adoptionhesitation.

Regularusehas

becomethestandard

with76.6%usingAI,but

notforfulldecisions.

Fromaspirationalto

operational,AIhas

transitionedfrom“nice

tohave”toembedded

workflowtool,even

asdecisionauthority

remainsfirmlyhuman.

Fairnessisdiscussed

indirectlythroughDE&I

initiativesandflexibility,

with50%ofcompanies

increasinginvestmentin

programsthatsupport

inclusion.

Fairnessbecomes

operationalizedas

69.6%usestructured

interviews,50%conduct

biastraining,and42.4%

employdiversepanels.

Fairnessshiftsfrom

assumptiontodesign.

Nolongerambient,it’s

defined,deliberate,and

builtthroughprocesses

thatmovebeyond

intentiontooutcomes.

Defaultundersiege—

focusshiftstoAI-

assistedCVsand

“AI-proof”screening

toolsasthetraditional

resume’scredibility

erodes.

Thefracturepoint—59.6%

stillleadwithresumes,

but40%areactively

movingaway,and10.1%

havelargelyreplaced

themwithalternative

assessmentmethods.

Fromuniversalstandard

tocontestedpractice,

resumeslosedominance

astheyreflectAIaccess

morethanability.The

questionisn’tifwe

movebeyondthem,

buthowfast.

HiringTrendsReport2026|7

TableofContents

CEOForeword

Introduction:WhatEmergedFromthe2026Data

Section1:AuthenticityatScale:AGrowingPressurePoint

Section2:AIasAssistiveInfrastructure:HowTeamsAreReallyUsingAI

Section3:WhereHumansRefusetoHandOverControl

Section4:TheRiseofBehavioralandSkills-BasedSignal

Section5:FairnessThroughStructure,NotIntention

Section6:Human-BasedHiringinaResume-FirstWorld

Section7:CandidateExperienceatScale

Conclusion:TheHuman-CenteredIntelligenceEraFrequentlyAskedQuestions

AboutWillo

HiringTrendsReport2026|8

INTRODUCTION

WhatEmergedFromthe2026Data

Hiringin2026sitsatadefiningmoment:AIhasarrivedatscale,andteamsarerespondingwith

remarkablethoughtfulnessaboutwhatshouldremainhuman.

Three-quartersofteamsnowencounterAI-

assistedapplications,andthey’rerespondingwithsmarter,morehuman-centered

evaluationmethods.AIinhiringhasmovedfromexperimentaltoessential.Resumes

arestilldominant,but40%ofteamsare

activelybuildingbetteralternatives.Andwhileadoptionisaccelerating,hiringprofessionalsaredrawingclear,confidentlines:notasinglerespondentbelievesautomationshouldmakefinaldecisions.

Thisyear’sHiringTrendsReportdrawsonhiringstatistics2026from100+hiringprofessionalsandinsightsfrom2.5millioncandidate

interviews.Wesetouttoexploreseveralcritical

questions:HowareAI-assistedapplicationsaffectinghiringworkflows?WheredoesAI

inhiringactuallybelongintheprocess?Areteamstrulymovingawayfromresumes?Howisfairnessbeingoperationalizedbeyondgoodintentions?Andwhatsignalsdoteamstrust

mostwhenevaluatingtalent?

HiringTrendsReport2026|9

Onceweanalyzedtheresponses,averyclearandattimes

unexpectedsetofpatternsemerged:themesthatcutacrossmultiplequestionsandreflectedtherealexperiencesofhiringteamsin2026.Theseemergentthemesformthebackboneofthisreportandpaintanencouragingpictureofhowteamsarebalancingautomationwithhumanjudgment:

Authenticityisagrowingpressurepoint,butresponsesremainuneven:

MosthiringteamsnowencounterAI-assistedapplications;someareadaptingwithdeeperquestioning,skillstests,andvideo,whileasignificantminorityhavenotyettakenconcretesteps.

AIisbeingadoptedsteadilyasassistiveinfrastructure,notasa

decision-maker:AmajorityofteamsincreasedtheiruseofAI,butin

modest,targetedways:summarization,organization,screeningsupport—notautomatedselection.

Hiringteamsdrawveryclearlines:somestagesmustremain

human-led:Thereisoverwhelmingconsensusthatinterviews,

relationship-building,negotiation,onboarding,andfinaldecisionscannotbeautomated.

Behavioral&skills-basedsignalsnowoutranktraditionalproxies:

Teamstrustrealexamples,softskills,problem-solving,andhands-ondemonstrationsmorethancredentialsorworkhistoryalone.

Fairnessisbeingoperationalizedthroughstructureandprocess:

Structuredinterviews,consistentcriteria,diversepanels,andskills-basedworkflowsaredrivingfairnessimprovements,notpassiveintent.

Skills-basedhiringisemergingwithinastillresume-dominant

environment:Resumesremainwidelyused,butmovementtowardscenario-basedandskills-basedhiringisunmistakablytakinghold.

HiringTrendsReport2026I10

SECTION1:

76.6%ofhiringteams

nowregularlyencounter

AI-assistedcandidate

applications,whatwasonceananomalyisnowthenewnormal.

AI-assistedapplicationsarenowpartof

thefabricofmodernhiring.76.6%ofteamsencounterAI-assistedapplicationsatleastoccasionally.

Whatwasonceanoccasionalanomalyhas

becomearegularoccurrencethathiring

teamsmustactivelynavigate.TheprevalenceofAI-assistedapplicationsisn’tinherently

problematic.Itsimplyrequiresteamstoevolvetheirevaluationmethodstoensurethey’restillsurfacinggenuinehumancapability.

Ratherthantreatingthisasathreat,hiring

teamsappeartobeadjustingtheirprocessestorestoreauthenticityandsurfacegenuine

humansignal.Themostcommonresponsesinclude:

•Updatinginterviewtechniquestoprobemoredeeply

•Addingskills-basedassessments

•Revisingquestionstobemorepersonal,situational,orrole-specific

•TrainingteamstorecognizeAI-generatedcontent

•Increasinguseofvideoassessments

•ImplementingearlyAI-detectiontools

HowAreTeamsHandlingAI-AssistedJobApplications—AGrowingPressurePoint

HiringTrendsReport2026|11

WhenaskedhowoftenteamsareencounteringobviouslyAI-generatedcandidateresponses:

What'snotableisthediversityofapproaches.Teamsarelayeringmultiple

strategiestocreate"authenticitycheckpoints"throughouttheirprocess.Theseadjustmentsarenotaboutcatchingcandidatesout.Theyareaboutcreatinghiringmomentswhererealhumanresponsesemergenaturally.

HiringTrendsReport2026I12

WhenaskedwhatstepsorganizationshavetakentoaddressAI-assistedapplications:

“

Inclusivehiringandstrongcandidateexperience

nowgohand-in-hand.Whenhiringisstructuredandearly-stagetasksarestreamlinedwithAI,ambiguityfalls,fairnessincreases,andcandidatesfaceless

friction,especiallythosechangingcareersorwithouttraditionalCVcredentials.

LukeSmith,

TalentAcquisition&ExperienceSpecialist,Toyota(GB)

HiringTrendsReport2026|13

SECTION2:

WhereHiringTeamsAreActually

UsingAIinHiringin2026

AIadoptionisrising,butnotexplosively.Instead,itissteady,practical,andhighlyintentional.

WhenaskedhowAIusagechanged:

Thedatarevealsapragmaticadoptionpattern.Nearlytwo-thirdsofteams

(64.9%)areincreasingtheirAIusage,butthemajorityaredoingsoincrementally.Thisreflectsathoughtfulapproachwhereteamsaretesting,learning,and

scalingbasedonrealresultsratherthanrushingtoautomateeverythingatonce.

What’sclearisthatteamsareusing

AItocreatebetterconditionsfor

humanjudgment,nottoreplaceit.

TeamsareusingAIwhereitsolvestangibleproblems:

•managingvolume

•summarizinglongresponses

•standardizingearly-stagescreening•reducingrepetitivetasks

•improvingoverallprocessconsistency

HiringTrendsReport2026I14

The2026hiringtrendssignalanewerawhere

AIisapowerfulenabler,butnotareplacement

forhumanjudgment.Themissionbeforeusisto

harnessAIforefficiencywhiledoublingdownon

fairness,authenticity,andskills-basedassessment.

Movingbeyondresumestoholistic,scenario-driven

evaluationwillhelpusidentifyadaptable,high-

potentialtalent,especiallyfromdiversebackgrounds.

Byoperationalizingfairnessandprioritizingcandidateexperience,wecanbuildteamsthatarenotonly

technicallystrongbutalsoinclusiveandresilient.

Thefutureofhiringisaboutclarity,confidence,andcombiningthebestoftechnologywiththeirreplaceablequalitiesofhumaninsight.

KreeGovender,

SMBCanadaLeader,Microsoft

“

HiringTrendsReport2026I15

SECTION3:

WhichHiringDecisionsShouldNeverBeAutomated

Whenidentifyingthestagesbesthandledbyhumans,thehierarchyisunmistakable:

Notasingle

respondentbelievesautomationcan

effectivelyhandleallhiringstages.

Theseresultsrevealclearconsensusaboutwherehuman

judgmentisnon-negotiable.Thehighest-rankingstagesallrequireempathy,nuance,andcomplexdecision-makingthatbalancesmultiplevariablessimultaneously.

Conversely,early-stagefiltering,referencechecks,and

administrativeworkflowsareviewedasidealforautomation.

HiringTrendsReport2026I16

Willo’sreporthighlightsthedynamicinterplay

betweentechandourquesttostayhuman.Hiringteamsmustnowintentionallypreserveandrestoreauthenticityintheprocesses.Human-centered

approachestohiringarenolongerautomatic;wemustintentionallydesign,refineandtestthem.

AnujRastogi,

ManagingDirector,BackStretch

“

HiringTrendsReport2026I17

Thisreflectsaglobalshiftinsignalingpower:demonstratedcapabilitynowoutweighshistoricalcredentials.

AtWillo,weembracetheskills-basedhiringmovement,whichrecognizesthattraditionalcredentialshavelimitedpredictivevaliditycomparedtoactual

demonstrationsofcompetency.Butourdatarevealsanimportantnuance:livedemonstrationtrumpsstaticevidence.

Teamsincreasinglytrustwhatcandidatesshow,notwhattheysay.

Whenaskedwhatthemostreliableindicatorsoftalentare:

SECTION4:

WhatAretheMostReliableIndicatorsofCandidateQuality?

HiringTrendsReport2026I18

Whileportfoliosrankedlowest(21.5%),

behavioralinterviewingwithexamples

toppedthelistat67.7%,followedbyhands-ondemonstrations(54.8%)andreal-timeproblemsolving(53.8%).

Mostreliableindicatorsoftalent

Portfolios(21.5%)

Real-TimeProblemSolving(53.8%)

InterviewingwithExamples(67.7%)

Hands-onDemonstrations(54.8%)

Hiringteamsdon'tjustwant

proofofpastwork,they

wanttoseecandidates

think,adapt,andperformin

themoment.

Aportfolioshowswhatsomeonehasdoneunderunknownconditions.Liveassessments

showwhatsomeonecandowhenfacing

novelchallenges.InaneraofAI-enhancedwork,real-timedemonstrationhasbecomethemosttrustedsignaloftruecapability.

HiringTrendsReport2026I19

Whenaskedhowconfidentteamsarethattheirhiringprocessisfairandinclusive:

Thefactthat72.8%ofteamsexpresssomelevelofconfidenceintheirfairnessisencouraging,butthelargestsegmentacknowledgesroomtoimprove.

Thisself-awarenessiscritical.Itsuggeststeamsunderstandthatfairnessisn’tabinaryachievementbutanongoingcommitmentthatrequiresconstant

refinement.

SECTION5:

HowCanHiringTeamsOperationalizeFairnessandReduceBias?

HiringTrendsReport2026I20

Whenaskedwhichpracticesteamshaveadoptedtoreducebias:

Structuredinterviewsrankhighestbyasignificantmargin,reinforcingthatfairnessisincreasinglybeingoperationalizedthroughrepeatable,consistentprocesses

ratherthanrelyingsolelyontrainingorawareness.

Wheneverycandidatefacesthesamequestions,

evaluatedagainstthesamecriteria,bydiversepanelsusingskills-basedassessments,biashasfewer

opportunitiestoinfluencedecisions.

Thisrepresentsamaturationinhowteamsapproachequity.Fairnessisn’tjustanaspirationoravaluestatement.It’sbeingbuiltintotheinfrastructureofhiringitself.

20

HiringTrendsReport2026I21

SECTION6:

Human-BasedHiringinaResume-FirstWorld

Whenaskedwhetherteamsareactivelymovingawayfromresumesastheirprimaryscreeningtool:

Whilenearly60%ofteamsstill

relyprimarilyonresumes,almost40%areactively

movingawayfromthem.

Thisrepresentsmeaningfuldirectionalchange,withthe10.1%

whohavelargelyreplacedresumesprovingthatfulltransitionispossible.

Theshiftreflectsafundamentalrethinkingofwhathiringshouldmeasure.Resumesofferanarrowview:credentialsearned,

titlesheld,yearslogged.Theydocumentthepastbutstruggletopredictthefuture.Theyrevealwhatsomeonehasdone

buttelluslittleabouthowtheythinkunderpressure,adapttochallenges,orcollaborateacrossdifferences.

HiringTrendsReport2026|22

Teamsareturningtowardmorehuman-centered,holisticevaluationmethods:

•scenario-basedassessmentsthatrevealproblem-solvingapproaches

•one-wayvideothatcaptures

communicationstyleandauthenticity

•structuredquestionsetsthatproberealexperiences

•hands-ontasksthatdemonstrateactualcapability

Thesemethodsprioritizethewholeperson

overacuratedsummary.Theycreatespaceforcandidatestoshowhowtheywork,notjustwhatthey’vedone.Andcritically,theyleveltheplayingfieldforcandidateswhosepotentialexceedstheirpedigreeorwhosenon-linearpathsdon’tfittraditionalresumetemplates.

60.0%

Teamsstill

relyingprimarilyonresumes

40.0%

Teamsmoving·awayfromresumes

Thisisnotasuddenshift,butasteadyevolutiontowardricher,fairerevaluationmethods.

HiringTrendsReport2026I23

SECTION7:

CandidateExperienceatScale

Whilenotdirectlyaskedinthesurvey,the

findingsacrossallsectionspointtosignificantimprovementsincandidateexperienceasanindirectoutcomeofthechangesteamsare

making.

Theshifttowardprocesses

thatincreasefairness,

AI-enhancedefficiency,and

human-basedevaluation

createsconditionsforbetter

candidateexperiences.

Teamsarerecognizingthatcandidate

experienceisn’tjustahumanissuebutan

efficiencyissue.Poorexperiencesslowhiring,damageemployerbrand,andcausetop

candidatestodropout.Structuresolvesbothproblemssimultaneously,creatingbetter

experienceswhileimprovingoutcomes.

Ashiringvolumesincrease,maintainingqualitycandidateexperiencebecomesharderwithouttherightinfrastructure.

TheteamsadoptingAI-enhancedtoolsandstructuredprocessesareprovingit’spossibletoscalehiringwithoutsacrificingthe

humanelementsthatmattermosttocandidates.

HiringTrendsReport2026I24

CONCLUSION:

TheHuman-CenteredIntelligenceEra

The2026hiringlandscaperevealsanencouragingstory:AIadoptionishappeningthoughtfully

andstrategically.Teamsaremovingdeliberately,takingthetimetounderstandwhereAIaddsthemostvaluewhilepreservingwhatmakeshiringtrulywork.

The2026hiringlandscaperevealsanencouragingstory:AIin

hiringisbeingadoptedthoughtfullyandstrategically.Thedatarevealssmart,measuredintegration.52.1%ofteamsincreasedAIusageslightly,withanother12.8%increasingsignificantly.

Thisgrowthistargetedandpurposeful.TeamsareembracingAIforsummarization,volume

management,andearly-stagescreeningwhilekeepingthejudgment-heavystageswheretheybelong:interviews,finaldecisions,relationship-building,andonboardingremainconfidently

human-led.

Thethoughtfulpaceofadoptionreflectsteamsseekingclarityontrustedtools,therightintegrationpoints,andhowtomaintainfairness.Thisisn’thesitation.It’swisdominaction.ThisiswherepurposefulAItoolsaremakingarealdifference.

AtWillo,we’reincreasinglyseeingourcustomersuseAI-enhancedfeaturestoefficientlyhandlehigh-volumeapplications,detectAI-generatedsubmissions,surfacebehavioralsignals,and

generatestructuredsummariesthatgiverecruiterstheirtimebackwithoutreplacingtheir

judgment.They’reintegratingAIatthestageswhereitsolvesrealproblemswhilekeepinghumandecision-makingexactlywhereitshines.

RealTalkforAuthenticityDetection

99.9%ofcustomershaveactivatedReal

TalktodetectscriptedorAI-generated

responses

WilloIntelligenceAdoption&Impact:

70%ofactivecustomersnowuse

Intelligencefeaturesregularly(upfrom40%

inpreviousperiod)

HiringTrendsReport2026I25

Thepathforwardisclearandpromising.

TeamscanfeelincreasinglyconfidentaboutwhereandhowAIfitsintheirhiringprocesses.Purpose-builttoolsareemergingthatenhancehumanjudgment,

restoreauthenticityatscale,andembedfairnessintoeverystage,givingteamstheclaritythey'vebeenseeking.

Theteamsthatcontributedtoshapingthisreportarealreadybuildingthefuture:hiringsystemswhereAIhandleswhatitdoesbestsohumanscanfocusonwhattheydobest.Thisisn'tacompromise.It'sanevolutionthatmakeshiringbetterforeveryone.

AtWillo,thisisthefuturewearebuildingtoward:hiringthatisfair,transparent,

efficient,andunmistakablyhuman.WeleverageAInottoautomateawayhumanconnection,buttosurfacetheinsightsthathelpteamsmakebetter,more

equitabledecisions.Webelievethebesthiringhappenswhentechnologybringsoutthebestinpeople.

Theeraofhuman-centeredintelligenceishere,andit'sfullofopportunity.TheteamsthatthrivewillbethosewhointegrateAIwithclarityandconfidence.

HiringTrendsReport2026I26

FrequentlyAskedQuestions

Whatpercentageofcompaniesuse

AIinhiring?

64.9%ofcompaniesincreasedtheirAIin

hiringpractices,with76.6%ofteamsnow

encounteringAI-assistedapplications.

However,usageremainstargeted:AIhandlesscreening,summarization,andadministrativetaskswhilehumansretaincontrolover

interviews,finaldecisions,andrelationship-building.

HowarecompaniesusingAIinhiringin2026?

TeamsareusingAIinhiringprimarily

forvolumemanagement,application

summarization,early-stagescreening,andstandardizingworkflows.64.9%ofteams

increasedtheirAIusage,butmaintainhumancontroloverfinaldecisions,interviews,and

relationship-building.

WhatpercentageofhiringteamsencounterAI-assistedapplications?

76.6%ofhiringteamsencounterAI-assisted

candidateapplicationsatleastoccasionallyin2026.

HowcanhiringteamsdetectAI-assistedjobapplications?

TeamsusemultipleverificationmethodstoidentifyAI-assistedapplications:behavioral

HiringTrendsReport2026I27

27

interviewingwithspecificexamples(67.7%),hands-onskillsdemonstrations(54.8%),videoassessments,andsituationalquestionsrequiringpersonalcontext.Themosteffective

approachcombinesseveralauthenticitycheckpointsthroughoutthehiringprocess.

Shouldfinalhiringdecisionsbeautomated?

78.7%ofhiringprofessionalsbelievefinalhiringdecisionsmustremainhuman-led.Notasinglerespondentbelievesautomationcaneffectivelyhandleallhiringstages.

Whatisthemostreliableindicatorofcandidatequality?

Accordingtoourresearch,67.7%ofhiringteamstrustbehavioralinterviewingwithreal

examplesmorethananyotherassessmentmethod,followedbyculturalalignmentandsoftskillsat6