In 2026, the best candidates move quickly and they have options. The managers who consistently win great hires are not “lucky”. They run a tighter process, make clearer decisions, and create a better experience from first call to day one.
Here are the hiring best practices worth sharpening this year.
1) Start with outcomes, not a job title
Before you brief an agency or post an advert, define success in plain English.
Ask:
- What must this person deliver in the first 90 days?
- What does “excellent” look like at 6–12 months?
- What are the non-negotiables vs trainable skills?
When you define outcomes, you hire for impact, not just a CV that looks familiar.
2) Use a scorecard, and stick to it
Most hiring drift happens because the team is not aligned on what matters.
Create a simple scorecard (5–7 criteria) such as:
- Role capability (technical/functional)
- Stakeholder management
- Commercial mindset
- Pace and ownership
- Culture and values fit
Then score every candidate against the same criteria. This is one of the easiest ways to improve decision quality and consistency.
3) Structure your interviews properly
Unstructured interviews feel natural, but they are harder to compare and easier to get wrong.
A structured interview means:
- A set of planned questions linked to your scorecard
- Asking candidates the same core questions in the same order
- Scoring answers against agreed criteria
This does not make the conversation robotic. It simply makes your decision evidence-based.
4) Add a short work sample for key roles
If the role involves outputs, test outputs.
Examples:
- BDM: 20-minute plan for target accounts, messaging angles, and first 10 actions
- Designer: a small “how would you approach this brief?” exercise with a timed rationale
- PM/QS: scenario-based programme, risk, or cost exercise
Work samples help separate “great interview” from “great delivery” and give you a much clearer view of capability.
5) Move faster by removing friction, not by cutting corners
Speed wins, but chaos loses good candidates.
Best-in-class managers:
- Block interview slots before the shortlist lands
- Commit to feedback within 24 hours
- Keep stages to a minimum (2 stages is often enough)
- Make a decision meeting non-negotiable
Fast processes do not come from rushing candidates. They come from manager preparation.
6) Run reference checks like a professional, not a formality
A strong reference check is not “Were they good?”
It is:
- What were they hired to do and did they do it?
- Where did they excel?
- What would you coach them on?
- What environment did they thrive in?
Ask for specifics and patterns. It protects you from avoidable mis-hires and strengthens your onboarding plan.
7) Close like you mean it
Most offer losses happen because the candidate feels uncertainty, delays, or a lack of clarity.
To close well:
- Be clear on why you want them (and say it)
- Be honest about expectations and challenges
- Share the first 30–60–90 day plan
- Keep warm contact between offer and start
Great candidates want confidence, not hype.
8) Treat onboarding as part of hiring
Hiring does not end at acceptance. The first month decides whether the hire sticks.
Simple upgrades:
- Day-one plan and clear deliverables
- Buddy or stakeholder map
- Weekly check-ins for the first month
- Clear definition of “what good looks like”
Onboarding is where “good hire” becomes “great hire”.
A quick hiring checklist to keep on your desk
- Define outcomes and non-negotiables
- Build a 5–7 point scorecard
- Run structured interviews and score consistently
- Add a role-relevant work sample for critical hires
- Reduce friction (pre-book slots, fast feedback, fewer stages)
- Reference check for patterns and performance
- Close clearly and stay engaged to day one
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Whether you’re hiring or looking for your next career move,
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