Now that we’ve entered Q1 of the new year, you’ve likely set your business goals for 2026 and are working towards reaching them. Unless you’re a one-person business, achieving those goals isn’t a solo operation. Success, within your industry and organization, requires a strong, dedicated team. Assembling a team of top talent that aligns with your organization’s values begins at the recruitment level.
In order to work with top talent, you must first attract them to your organization. With a strong foundation of engaged employees, your organization is more likely to succeed in terms of business and company culture. Talent attraction sets the tone for a much larger process: organizational growth and long-term success. Top talent drives innovation, equips your organization with the right skill sets, driving better business outcomes. Having top talent attracts even more top talent to join your team. If you want to achieve your goals this year, check out our talent attraction strategies that work in 2026.
State of the Job Market in 2026
A new year sparks questions and curiosity about what lies ahead. For many workers, the state of the job market is a topic of interest. So, what will 2026 bring in terms of the US job market?
According to Indeed’s 2026 US Jobs and Hiring Trend Reports, job opening numbers will stabilize, but may not grow much in 2026. Currently, it’s predicted to be similar to the market’s state in 2025. Unemployment is likely to rise, but not at an alarming rate, and GDP growth is predicted to remain positive. The job market is labeled as “fair” for the higher-ed Class of 2026, the same score as 2021, when the market was beginning to recover from the pandemic.
CNN’s report showed that fewer employees were laid off in November 2025, along with an uptick in workers quitting their jobs, a key indicator of worker confidence. Skills-based hiring continues to trend in 2026, as employers focus on candidates’ abilities and competencies, although it’s important we note this isn’t relevant for every industry.
How to Create Jobs That Attract Talent in 2026
Recruitment best practices begin with the job description. As your future top talent scrolls through job listings, the moment they click yours is the first impression they’ll have of your organization. This listing could make the difference between gaining a top-performing employee with high retention or losing them to your competitor.
Here’s how to create jobs that attract top talent. First and foremost, have a well-defined job description. This allows talent to understand exactly what the role entails and the qualifications that make them right for the role. This also helps assess benchmarks in your performance reviews down the line. Next, include information about advancement opportunities and professional development. You’ll also want to list information about company culture and the benefits your organization offers. Candidates want to know you’re the right fit for them just as much as you want to know they’re the right fit for you. Lastly, give the candidate a feel for what to expect in the role and culture. They can’t excel in their position if they’re unsure how to in the first place.
Recruiting and Hiring Best Practices
Talent Attraction Thrives on Community Participation
Top talent exists in every neighborhood, and recruiting best practices thrive when they involve the community. Utilizing in-person events and career fairs allows your business to gain visibility in your industry. As more people become familiar with your organization, the more at the forefront of mind you are when it comes time for top talent to search for their next position.
Jason Ward, former CEO & Co-Founder at Build Boundless, offers insights into how involving his organization in community participation has allowed them to increase brand awareness with potential top talent. “We tend to be active in organizations and at events related to our industry. This helps us generate brand awareness with potential hires and to get early face-time with people who are or may be seeking employment in the future. We also promote our open roles on various sites and channels in an effort to attract candidates with diverse backgrounds, experiences, and skills.”
Keep Digital Networking at your Fingertips
In 2026, it should come as no surprise that utilizing digital networking is key in talent attraction best practices. Cyberspace is at your organization’s disposal here. LinkedIn networking is ideal as it’s tailored for professional networking. It’s accessible, casts a wide net, and offers insights into your candidate’s qualifications on the spot. The platform even offers an option to add the “hiring” badge to your profile, so candidates know you’re looking for someone to fill an open role.
Know the Qualities You’re Looking For in a New Hire
If you’re unsure what you’re looking for in a new hire, it might be time to take a beat and figure that out. Don’t rush the process. It’s better to lose a day of work outlining a clear job description than 90 days of onboarding only to realize your new hire isn’t the right fit. Many business owners like Clayton Thompson, CEO of Membeshine, adopt the popular mantra “Hire slow, fire fast.”
Once you know how to attract top talent, the rest of the hiring process falls into place. While skill-based hiring has been trending for a few years, Ward opts for personality and motivation-based hiring.
Ward shares, “The biggest lesson I have learned over the past 15 years of hiring in the creative and tech industries is to hire based on motivation, personality, and excitement rather than skills. In my humble opinion, most skills can be taught/learned, given the right candidate.”
Adopt a People Onboarding Process
While recruiting best practices begin with the job description, they continue beyond the moment a new hire signs on. Onboarding is where your organization makes impressions that last. Essentially, attracting great people starts with having pre-existing great practices internally. This means clear job descriptions, transparency, and great resources so that they can thrive. A people onboarding process isn’t just paperwork; it’s where you make your impact in order for your top talent to reach their full potential.
Retention Best Practices
Prioritize Professional Development
Now that we’ve discussed how to attract top talent, it’s equally important to cultivate a culture of high retention. Retention best practices ensure your top talent wants to stick around and aids in recruiting further talent in the future. Employees want to see a path for development in their role. If you successfully recruited top talent in your industry, they’re not satisfied with stagnant career growth. Prioritizing professional development is an investment in your organization’s success. Get personal with your team—find out their goals and tailor a PD plan personal to them, as opposed to requiring generic trainings or courses.
Modern Approach to Performance Reviews
Performance reviews get lots of flak, but with an effective structure in place, they might even play a factor in retaining your team. When asked what are best practices in recruitment, you might not have thought of performance reviews. Truthfully, they’re a tool to increase engagement, provide clarity, and build trust between your team and management. The modern approach to performance reviews provides positive and negative feedback equally and clarifies expectations of the role, outlined in the original job description. For it to be effective, performance reviews should occur biannually while encouraging continuous improvement throughout the year.
Outsource Essential HR
If your HR team is swamped with essential paperwork, their attention is on deadlines and 100% accuracy, not brainstorming how to attract talent. Outsourcing essential HR allows your team to truly be strategic about attracting and retaining hires. With more time on Strategic HR instead of administrative and compliance, your HR team can streamline hiring and company goals.
FullStack Bridges the Gap Between Talent Attraction and Operational Excellence
With the US Staffing market predicted to grow 2% in 2026, we might see small changes in the job market this upcoming year. From an uncertain market to a booming one, FullStack is here to help. As an outsourced HR partner, we offer services such as onboarding new employees, background checks, and much more HR administrative support.
Ready to take your HR initiatives to the next level? Reach out to FullStack PEO today to chat about your HR goals.
Frequently Asked Questions (FAQ)
What is talent attraction vs. recruitment?
Talent attraction builds interest in your potential hiring pool, while recruitment is the process of actively hiring candidates for a role.
What is skills-based hiring vs. degree-based hiring?
Skills-based hiring is a hiring practice prioritizing a candidate’s abilities and skills, while degree-based hiring prioritizes candidates with specific degrees.
How can I identify potential top talent?
Evaluating skills while comparing their qualifications to the job listings and assessing their fit within the culture can help to identify top talent. Utilizing relevant interview methods, such as case studies, behavioral, or group interviews are also effective in identifying if the candidate will be suitable for the role.
How do you improve talent retention after the hire?
Focus on the onboarding process, identifying clear goals, and integrating your new hire into the organization, providing consistent support and feedback for them to succeed.
How can I create jobs that attract talent in a competitive market?
Craft clear job descriptions, outlining career development, benefits and competitive compensation, highlight your culture, and streamline the application process.
How can I continuously improve recruitment practices?
Gather feedback from hiring candidates and new hires, compare practices within your industry, and regularly implement adjustments.