Between teleworking, talent shortages and new candidate expectations, recruiting the right profiles has become a real challenge for companies. In 2026, it is no longer enough to publish an advert to attract the best talent: you must rethink your recruitment process from A to Z.
To remain competitive, companies must adapt their methods and use the right tools to identify, attract and convince the profiles best suited to their needs.
Discover 11 tips for recruit the best profiles in 2026.
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Nicoka CABS is a complete platform combining ATS and CRM, specially designed for recruitment professionals (firms, headhunters, independents, collectives, etc.). Its main objective: to help you identify and attract the best talents.
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With Nicoka CABS, you can:
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1. Maintain a positive company culture
The first recruitment technique to implement (or continue) in 2026 is to promote your corporate culture. A strong identity, which highlights your teams, your values and your commitments, naturally attracts candidates who share the same vision.
On your site, your blog, your social networks or your newsletter, show concretely how you work and what makes your company special: projects, behind the scenes, social or environmental actions, team life, etc.
A visible and authentic corporate culture more easily attracts profiles who will integrate into your teams.
2. Think about internal talent first
Before launching an external recruitment, remember to look the talents already present in your company. An internal employee already knows your organization, your methods and your culture.
Internal recruitment also makes it possible to value your employees and to promote their professional development. It is often a quick and economical way to fill a strategic position.
Also read: Startup: should you hire an employee or a freelancer?
3. Rely on employee recommendations
The programs of co-optation remain one of the most effective methods for recruiting good profiles.
Your employees can recommend people from their professional network, which increases the chances of finding qualified candidates compatible with the company culture.
To encourage these recommendations, some companies are implementing bonuses or rewards when recruitment is successful.
4. Improve your interview process
The interview is a key moment in the recruitment process. However, many HR managers settle for a list of generic questions. They talk about their company, before asking the usual questions about the candidate's background, their successes, their qualities or faults… Except that the answers are often prepared in advance, they lack authenticity and spontaneity (even more so with the help of AI now).
In 2026, look at your interview process and see if you have more specific questions to ask. Complete your questionnaire with requests aimed at defining the candidate's soft skills, as well as their values.
Never neglect the expectations of the person in front of you. Encourage her to be honest about her goals, her compensation or what she expects from your company. It would be a shame to recruit a profile that would not fit into your corporate culture.
5. Use social networks to recruit
With so many users, platforms and methods to broadcast your company culture, as well as your offers, it is essential to include social networks in your recruiting process.
Depending on your business, some platforms will be more effective than others in finding your ideal employee.
LinkedIn of course remains the main platform for posting job offers, promoting your employer brand and getting in touch with potential candidates. But other networks may also be relevant depending on your target.
Platforms like Instagram and TikTok allow you to show behind the scenes of your business and reach younger profiles. You can use these networks to post job advertisements, as the cosmetics brand La Rosée did:
6. Write accurate job descriptions
A good job advert should strike the right balance between attractiveness and precision.
Although some companies today favor very informal announcements, it remains essential to specify the key elements of the position:
- essential technical skills
- the human qualities sought
- the desired level of experience or training
- company culture and values
A clear description helps attract candidates who are truly suited to the position.
The idea is to propose a happy medium between announcements that are too strict, where soft skills are absent, and descriptions that are too open.
The goal remains to attract a reasonable number of candidates and to give a chance to profiles who do not necessarily have all the technical skills, but experience and/or a personality suited to the position.
7. Take advantage of the visibility of Google Jobs
When an Internet user searches for a job via Google, the search engine immediately offers a list of available jobs. Below, here is an example of the query “web editor France”:
By integrating structured data into your ads published on your site, you can improve their visibility and reach more candidates.
This solution makes it possible to distribute your offers more widelyeven without going through large employment platforms.
To find out more, you can consult the Google Jobs documentation.
8. Adopt a mobile-friendly recruitment strategy
Today, a large proportion of candidates consult job offers or even apply directly from their smartphone. It is therefore essential that your career site and application process are perfectly mobile-friendly.
A seamless experience on phone or tablet helps prevent application abandonment and improves the candidate experience.
If you need to adapt your website or your “recruitment” page to mobile, do not hesitate to call on a developer on Codeur.com.
9. Encourage video interviews
Video interviews facilitate recruitment by removing geographic constraints. They also help speed up the selection process.
This solution is particularly useful for first exchanges or pre-selection phasesbefore a possible final interview.
It also opens up the possibility of recruiting talents located in other regions or countries.
In addition to interviews, you can also ask candidates to submit cover letters, resume or video pre-selection tests. Simply provide them with a list of questions to answer.
10. Use data to improve recruiting
HR tools and ATS software (Applicant Tracking System) now make it possible to centralize and analyze all data related to recruitment: applications received, processing time, profile success, most efficient channels, etc.
With this information, you can better understand your recruitment needs, anticipate departures and identify the profiles who are most successful in your company. Data analysis, combined with a powerful ATS, allows you to make more effective decisions and optimize your hiring strategy.
Also read: 6 platforms to recruit a developer
11. Rely on artificial intelligence
Artificial intelligence is playing an increasing role in recruitment processes. It does not replace recruiters, but helps them automate repetitive tasks and make better decisions.
Today, AI is often integrated directly into ATS software and other HR tools, which makes it possible to:
- write job offers
- automatically sort and analyze CVs and cover letters
- pre-select the most suitable candidates
- plan interviews and communicate with candidates via chatbots
- offer recommendations on profiles to contact as a priority
AI thus saves time, improves the quality of recruitment and offers a better candidate experience, while centralizing information in a single tool.
Get support to recruit the best profiles
Be creative and don't be afraid to think outside the box when it comes to changing your recruiting methods. The more you stand out, while remaining true to your image, the more you will attract talent adapted to your needs, as well as your corporate culture!
Find freelance HR consultants on Codeur.com to help you recruit the best profiles in 2026! Are you looking for freelancers? All profiles are on Codeur.com !