Winning in 2026: "The tech can open the door, but the human touch gets you invited in"

Tom

Hello everyone welcome to our final podcast of the year, and what a year its been! Things are truly evolving at breakneck speed. So to discuss what's been happening and what to expect in 2026, I'm joined as usual by Emily.

Emily

Yes, Hi everyone, There certainly is a lot happening at the moment around recruitment and job searching

Tom

it’s fair to say 2025 has been—what’s the phrase—absolutely mad for recruitment, right? I mean, AI didn’t just sneak in quietly; it’s like it turned up at the front door, made a cuppa, and now runs the place. Everything from sourcing, to screening, to those endless interview invitations—suddenly it’s all automated, clicking away in the background, saving time. And, honestly, recruiters themselves haven’t been replaced, they’ve just also had to have a rethink of how they do things. The good ones won't see AI as a threat but will utilise it to their advantage to increase their productivity allowing them more time to focus on real strategy, quality of hire, candidate experience, all that good stuff.

Emily

Yeah, and you know what, Tom—recruiters are suggesting, It’s no longer about sifting through piles of CVs all afternoon, it’s about building those long-term pipelines and really thinking about what skills matter, not just ticking the boxes for “years of experience” or a certain degree. We’ve properly shifted and the tech’s played a massive part. But it’s not all shiny and perfect. There’s all these big new concerns cropping up about bias and, you know, how transparent these AI systems actually are.

Tom

Yeah, absolutely. Actually, I—this reminds me—a recruiter at one of my recent training sessions admitted, a bit sheepishly, that she trusts the AI for nearly all initial screens now. But, and this is the fascinating bit, at the end of it all she still ends up going with her gut for the shortlist. So, AI’s doing all this heavy lifting, but the final decision? Still a bit of the old human instinct there. Probably for the best.

Emily

It is. And I suppose that matches what we’ve talked about before, like in our “Crafting Standout CVs” episode, how important it is for candidates to get through both the robots and the humans. And now, it's like, the whole process is shifting again—skills-first, more strategic, but still a bit of mystery about how decisions actually get made if you’re a candidate applying into the haze.

Tom

Sure, but I do think that if you are searching for a job, there’s more support than ever —loads of tools that can polish your CV, tailor every application, match your skills to jobs. But, maybe this is where it gets tricky, because, honestly, everyone’s using the same AI, right? So everything ends up looking dangerously alike.

Emily

Yeah, that’s the thing, Tom. CVs and cover letters—they’re all starting to sound the same, even those classic buzzwords are getting recycled by the bots. So, for 2026, I reckon the standout skill isn’t some technical hack, it’s—being honest and authentic. Bringing real, human value into your job search. Actually, a client who was recently successful for a retail position stated that she thinks she got the role because she told a story, demonstrating her connection and alignment to the companies values not just about what she could do. And, honestly, she heard back in a day. The manager said that her story stood out and he thought that she really understood who they were and what their company was about.

Tom

Couldn't agree more with that. I'm always banging on about making sure you understand an organisation's aims and values and then alligning those with your own in order to make this connection. And, we've also talked in our “Optimise Your Job Search” episode about building relationships, not just firing off applications. I love the new ideas cropping up too—like proposing a short, paid trial. Not “work for free” stuff, mind, but the ethical, bite-sized projects that actually solve a real problem for the employer and give you the opportunity to demonstrate skills, collaboration, ideas and why you would be an asset to their organisation

Emily

Totally. Those little projects, or even a case study, mini portfolio—anything public is so valuable. In 2026, your digital footprint, what you share on LinkedIn, maybe a piece of analysis or a before-and-after post, it all matters way more than a static CV. Adding some thoughtful comments on industry articles, or writing a blog, it’s about making yourself easy to find and hard to forget.

Tom

Good stuff and yes I think networking’s changing too, isn’t it? Not “hi, can I have a job,” but just regularly chatting with people, genuinely getting involved, commenting, sharing an insight—and over time, people start to remember you for it. And if you’re clear on what value you bring, something like “I help small teams automate their processes to save hours every week”—simple, specific, you’re immediately memorable. No need for grandstanding.

Emily

Absolutely. So, even as AI makes it all slicker and faster, it’s like it raises the bar for being personal. As someone recently put it, which I absolutely love, "The tech can open the door, but it’s the human touch that gets you invited in."

Tom

ooh nice, I love that. Now, lets look ahead though for 2026. Recruiters especially are gonna see even more AI in the hiring pipeline. Whole sections might just be AI agents—writing job descriptions, shortlisting, sorting logistics. Some companies may well even ask their current in- house AI developers, to focus on their recruitment, streamlining a process that works and is designed specifically for them. The days of stuffing a CV with keywords are numbered, because the algorithms are learning how to, well, reed between the lines, aren’t they? They’ll scan for soft skills, context, even just how you approach a problem, not just the words you use.

Emily

I completely agree. And I suppose jobseekers will be wanting more transparency—like, when is AI being used, how are those decisions happening, and what’s actually happening with your data? I think companies that don’t answer those questions clearly will lose really great people. And honestly, the people side is coming back strong: empathy, storytelling, and being able to communicate your value—“I solve X for Y by doing Z”—just cuts through all the digital noise now.

Tom

Definitely. At the end of the day, there’s only so much tech can do. We’re circling back to those things we touched on in our very first episode—strategy, planning, growing as a person, tracking your wins as you go along, and, genuinely looking after your wellbeing. This whole journey’s more marathon than sprint, right?

Emily

That's spot on, Tom. For all our listeners, remember—proactivity and kindness to yourself go hand-in-hand. 2026 could be an amazing year for your career and job search, but you don’t have to do it alone. Whether that’s reaching out for a chat, rebuilding a plan, or just getting a boost of confidence, we're right here with you at every step. We want you to succeed, and, honestly, we've loved guiding you through all these changes so far. So, here’s to cracking on and making the most of what’s to come.

Tom

Absolutely, cheers Emily. Couldn’t have said it better myself—here’s to a successful, exciting 2026 for all of you. Thanks for tuning in and, uh, we'll see you next time.

Emily

See you soon, Tom. And best of luck to everyone listening—take care and bye for now!