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The hiring landscape is undergoing a profound transformation. Driven by technological innovation, shifting workforce expectations, and global economic dynamics, recruitment strategies are evolving faster than ever. Sarah Gideon finds out more in this interview with Napit Teparak, People and Organizations Director at SCG Chemicals.
The number one trend reshaping talent acquisition in 2026 is a decisive shift from experience-based hiring towards skills, learning agility, and AI readiness, according to Napit Teparak, People and Organisations Director at SCG Chemicals.
This reflects just how far the hiring landscape has evolved — towards one where skills increasingly outweigh degrees, learning agility matters more than years of experience, and AI readiness is a baseline expectation. Leaders we spoke to in 2025 agree that talent acquisition is no longer simply about filling roles, but about identifying people who can learn, adapt, and drive long-term growth.
In a recent conversation with Napit, Sarah Gideon finds out what this shift means for leaders — and how she is staying on top of it.
Keeping in mind a culture where people capability is at the core, she shares, SCG Chemicals actively seeks talent who can learn quickly, adapt to change, and confidently leverage AI; over candidates who simply match traditional tenure or role histories.
To adapt, the leader and her team are taking steps to translate strategy into execution. "Role profiles are being redesigned around skills and outcomes, and digital and AI literacy are now baseline expectations."
This aligns with a broader regional move toward:
- Rapid acceleration of AI adoption in the post-COVID era.
- Hiring strategies must stay agile, flexible, and effective across diverse geographies and business functions.
- Need to balance GenAI tools with in-person interviews to maintain human connection.
- Strong shift toward automation and smarter tech to improve efficiency — speed is now critical in hiring.
- Balancing efficiency with a personalised, human candidate experience.
- Moving from a traditional, role-centric model to a strategic, people-focused approach grounded in company purpose and values.
- Diversity and inclusion embedded as a core pillar of hiring.
- Use of structured interviews to assess both technical expertise and cultural fit.
- Streamlined processes designed to enhance candidate experience end-to-end.
- Transition from transactional recruitment to relationship-driven talent attraction focused on future-ready capabilities.
- Skills-based hiring that ensures alignment with organisational values such as integrity, respect, teamwork, and innovation.
- Leveraging AI to streamline processes while identifying the right talent more efficiently.
Leaders today caution that hiring must carry the same discipline as any high-stakes investment — rigorous interviews, deeper due diligence, and a strong grasp of the candidate’s mindset. Culture fit is no longer a buzzword; it’s a business imperative.
Looking inward: The rise of internal mobility
Instead of relying solely on external hiring, SCG Chemicals has made a deliberate choice to build from within.
"We deliberately build AI capability from within, because we believe that employees who understand our processes can scale AI impact faster.
"Through structured pilot projects, we test, learn, and then build fast and scale successful practices across the business.
"Our aim is clear: empower our people, lift productivity, and create sustainable momentum for AI‑enabled ways of working."
This approach reflects a regional consensus: Internal mobility strengthens retention, boosts morale, and enables companies to stay ahead as AI reshapes roles faster than talent markets can supply new skills.
Evolving workforce models
Hiring trends in 2026 aren’t limited to skills and AI. Workforce design is shifting too. Leaders are embracing:
- Hybrid and remote-first structures
- Fractional, project-based, and gig models
- Flexible arrangements grounded in autonomy and accountability
To this affect, organisations such as Primer show that remote-first success is about intentional flexibility, culture design, and building distributed teams that stay connected and accountable.
Advantages and pitfalls when AI meets hiring
From headhunting and ranking CVs to transcribing interviews, predicting time-to-hire, and writing unbiased job ads, AI now plays a major role in talent acquisition. But leaders remain cautious.
As Caitriona Staunton, VP of People, Primer notes in an earlier interview with HRO, "AI is only as good as the data it learns from, and we’ve all seen how it can unintentionally reinforce existing biases."
That, it can be affirmed, is why human judgment remains essential — especially for evaluating mindset, potential, and cultural fit, areas that AI still can’t fully interpret.
What skills will matter most in 2026
Across industries, hiring managers say the demand is rising for talent who can combine:
- strong technical capability
- adaptability and ambiguity-confidence
- commercial awareness
- cloud and DevOps fluency
- APAC language proficiency
- deep understanding of payments, commerce, or vertical-specific markets
- thought leadership and community engagement
Most importantly, the ability to use AI to solve real problems is fast becoming a career accelerator.
In short, the companies leading the race are treating people experience the way great product teams operate — test, listen, iterate, improve. Trust and flexibility matter, but so do clarity, accountability, and fair reward.
And, of course, networks still matter. Many of the most exciting opportunities still emerge through relationships — long before roles are advertised.
Lead image / Provided
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