AI, technology and the human touch in recruitment: What employers need to know in 2026

The recruitment landscape in Australia is shifting quickly, shaped by new technologies, rising candidate expectations and a job market that continues to evolve across every state. Employers are navigating faster application cycles, greater candidate mobility and increased competition for attention.

This year also marked an important milestone for our team. Horner was recognised as the winner of the 2025 SEEK Annual Recruitment Awards (SARAs) for Excellence in Candidate Experience, a reflection of how we balance technology with genuine communication throughout the recruitment process. This approach has become even more important as candidate expectations continue to rise.

The latest GRID Talent Trends report findings reinforce how much these small but meaningful interactions matter. Technology creates efficiency, but people create connection. Together, they shape the entire hiring journey.

This article explores how AI and digital tools are influencing the candidate journey, what the data tells us about candidate behaviour and how employers can use these insights to strengthen hiring in 2026.

Why candidate experience matters

Even with new automation tools and faster screening methods, candidates continue to value small, meaningful moments of communication. The GRID Talent Trends findings show exactly how these touchpoints shape loyalty and engagement.

Communication before an assignment ends significantly increases loyalty

The report found that loyalty rises to 90 percent when communication is proactive. Early updates help candidates feel valued and reduce the likelihood of them withdrawing or disengaging during the process.

Candidates value immediate acknowledgment from digital tools

According to the report, 62 percent of candidates say the most helpful part of digital tools is receiving an immediate response after applying. This small moment reassures them that their application is being seen.

Different groups begin their job search in different places

The findings show that 41 percent of men begin their job search with a recruiter compared to 28 percent of women. This highlights the importance of accessible communication and multiple entry points across the recruitment process.

These are not complex interventions. Acknowledgment. Clarity. Timely updates. Yet they have a measurable influence on how people feel about an organisation and whether they stay engaged.

What technology is doing well

AI and digital tools have become standard in early-stage recruitment across Australia, especially in larger markets such as Melbourne and Sydney. While the tools vary between agencies and industries, the benefits tend to fall into similar patterns.

Speed at the start of the journey

Technology helps ensure that candidates receive responses quickly, even when application volumes rise.

Consistency in early communication

Automated acknowledgment creates transparency at the beginning of the process and reduces the number of candidates unsure about whether their application was received.

Smoother screening for high-volume roles

AI tools support early screening steps, helping identify candidates who meet the minimum requirements before moving them to the next stage.

These improvements help candidates move from interest to engagement without unnecessary friction.

Where human support matters

AI can answer quickly, but it cannot replace the reassurance that comes from a genuine conversation with a recruiter who understands an employer’s needs.

Human support is essential when candidates reach key moments in the process:

Decision-making

Candidates want clarity about role expectations, work environment and long-term opportunities—details that technology cannot personalise in the same way a recruiter can.

Discussing concerns and motivation

Understanding why someone is seeking a change or what conditions matter most to them plays a major role in job matching, retention and cultural fit.

Explaining next steps

Even with digital tools, many candidates still want a real person to talk them through timelines and expectations.

Strengthening your employer brand

A recruiter’s tone, approach and advice shape how candidates perceive an organisation long before the interview stage.

The most successful recruitment outcomes occur when technology handles the pace, and people handle the moments that matter.

Winning the 2025 SEEK SARA Award – Excellence in Candidate Experience

Our approach to technology and communication played a significant role in our SEEK award recognition. The award reflects how we use tools thoughtfully to support both candidates and employers, without removing the human element that makes recruitment personal.

We use technology to support a smoother experience

Our systems acknowledge applications immediately, helping candidates feel seen from the beginning. This aligns with GRID findings showing that 62 percent of candidates value an instant response when applying.

Our consultants maintain the human connection

While technology supports speed, our recruiters provide guidance, clarity and reassurance throughout the process. GRID data shows loyalty rises to 90 percent when communication is proactive, and this remains a core part of our approach.

We communicate consistently with all candidates

Successful and unsuccessful candidates both receive communication, helping maintain respect, fairness, empathy and transparency throughout the process. This is a key part of why our candidate experience stands out and was recognised by SEEK.

The award reflects something simple but important:
People value being treated with care, and technology is most powerful when it supports and improves the candidate experience rather than replaces it.

What this means for employers in Melbourne and across Australia

Australian employers, particularly those in Victoria’s tight labour market, are operating in a climate where candidate expectations are rising even as job ad volumes fluctuate by industry and region.

Here’s what the GRID findings mean in practice for your organisation.

1. Timely updates strengthen commitment: A brief update at the right moment can prevent drop-off. If a candidate feels overlooked, they are more likely to withdraw or accept another offer.
2. Early touchpoints shape your employer brand: First impressions often form in the initial 24–48 hours after applying. Acknowledgment signals that your organisation values people, even before interviews begin.
3. Communication must feel accessible to everyone: The differences in where men and women begin their job search show that no single channel reaches everyone. Employers should consider multiple ways to engage—from job ads and direct sourcing to recruiter-led introductions.
4. Technology supports speed, but humans support decisions: AI can help you respond quickly, but candidates still rely on personal guidance when weighing roles. The combination of both improves outcomes across temporary, permanent and contract recruitment.

How Horner balances technology and human care

At Horner Recruitment, we take a blended approach. Our digital tools support early engagement so candidates receive acknowledgment quickly, while our consultants carry the recruitment journey through the moments where personalised guidance matters most.

This includes:

• Clear communication from the first interaction
• Thoughtful screening based on experience as well as fit
• Support for candidates during decision-making
  
• Regular updates for employers through each stage
  

For businesses across Melbourne and wider Australia, this approach leads to better engagement, stronger loyalty and more confident hiring outcomes.

5 Tips on how employers can prepare for 2026

Based on candidate behaviour and market trends, here are practical steps employers can take now:

1. Review your first touchpoints: Look at how quickly candidates receive acknowledgment and clarity after applying.
2.  Ensure communication channels are accessible: Consider the different ways candidates like to engage—email, phone, SMS, recruiter-led contact or direct applications.
3. Plan early for January – March 2026 demand: The first quarter is traditionally one of the busiest hiring periods. Early planning helps secure talent before competition increases.
4. Leverage technology without letting it replace human guidance: Automation is useful, but human support remains essential for candidate confidence and employer brand strength.
5. Work closely with your recruitment partner: A collaborative approach leads to faster placements and better long-term retention.

Final thoughts

AI and digital tools are reshaping the early stages of recruitment in Australia, but they work best when paired with genuine human support. The GRID Talent Trends findings reinforce what many employers have observed firsthand: people want clarity, responsiveness and connection.

For organisations preparing their workforce plans for 2026, the message is simple.
– Use technology to create speed.
– Use people to create confidence.

Together, they deliver a recruitment experience that keeps candidates engaged and strengthens hiring outcomes across every industry.