Finding employees is getting harder and harder? Let’s look at 7 practical quality recruitment strategies in 2026, along with tips from HR Experts who have helped leading organizations.
How to find quality employees 2026: 7 strategies that HR must know in an era where hiring is harder.
In 2026, finding quality employees has become the biggest challenge for HR and corporate executives.
Statistics from the Department of Employment show that 67% of companies in Thailand face problems finding employees as needed, especially in positions requiring specialized skills and Middle Management positions.
The problem is not “there are no people,” but rather:
– Fewer people have the exact qualifications needed
– The recruitment process is outdated and not keeping up with the era
– The employer brand is not outstanding enough
– Compensation and benefits are not competitive
This article will take you to look at 7 practical strategies for finding quality employees in 2026, along with examples from leading organizations that have succeeded.
From Thitaram Group, experts in HR Solutions.
Why is recruiting employees in 2026 harder?
1. Shifting labor market
Gen Z enters the workforce, having different expectations from previous generations.
Skill gap between what organizations want and what candidates have.
Competition among companies is higher.
2. Remote Work changes the rules of the game
Employees have more options (not limited to local companies).
Foreign companies can easily hire Thai people.
Compensation is compared on an international level.
3. More Passive Candidates than Active Candidates
Talented people are not actively looking for jobs but are open to opportunities.
Must change from “waiting for applicants” to “going out to find people.”
7 Practical strategies to find quality employees in 2026
1. Build an outstanding Employer Brand
Employer Brand is the image people have of your company as a workplace.
Statistics from LinkedIn Talent Solutions show that 75% of job applicants research company information before applying, and 69% will not apply if they see bad reviews.
How to build an Employer Brand:
✅ Update the Career Page to look modern and tell the company’s story
✅ Have current employees review the company on JobThai, Glassdoor
✅ Show culture through Social Media (Behind the scenes, Team outing)
✅ Emphasize Work-life balance, Flexibility, Growth opportunity
Case Study:
A company that we partner with at Thitaram found that after adjusting their Employer Brand, there was an opportunity to get 45% more applications, and candidate quality improved by 30%.
2. Use Data-Driven Recruitment
Traditional recruitment relies on “experience” and “intuition.”
But in 2026, winning organizations must use Data.
Data that should be analyzed:
📊 Time to Hire – How long it takes from opening recruitment to getting the person
📊 Quality of Hire – What % of hired employees pass Probation
📊 Source of Hire – Which channels bring good people (JobThai, LinkedIn, Referral)
📊 Offer Acceptance Rate – How many people accept after a salary offer
Tools used:
– Applicant Tracking System (ATS)
– HR Analytics Dashboard
– AI Resume Screening
Example Results:
Organizations using Data-Driven can reduce Time to Hire from 45 days to 28 days and increase Retention Rate by 23%.
3. Employee Referral Program that actually works
Current employees are the best source of employees because:
✅ They know people in the same industry/field
✅ They understand company culture and will recommend people who fit
✅ People obtained from Referral have a 40% higher chance of staying longer
How to make a good Referral Program:
1. Clear incentives – Cash 5,000-20,000 Baht, depending on the position
2. Tiered payment – 50% when passing Probation, 50% after completing 1 year
3. Make referring easy – Have an App/Platform for submitting names
4. Update status – Tell employees which stage the recommended person is in
5. Regular public relations – Remind every month about open positions
Precautions:
– Don’t favor only referred people – Organic applicants must get equal opportunities
– Quality is more important than quantity
4. Adapt the Interview process to be fast and modern
Common problems found:
❌ Calling for interviews late (waiting more than 1 week)
❌ Too many interview rounds (4-5 rounds)
❌ No status updates
❌ Interviewers asking irrelevant questions
Impact:
Good people leave to work elsewhere first because competitors respond faster.
A good Interview process:
Round 1: Phone/Video Screening (20-30 minutes)
– Check basic qualifications, Salary expectation, Notice period
– Done within 2-3 days after receiving the application
Round 2: Technical/Competency Interview (60 minutes)
– Test specialized knowledge, case studies
– Use Structured Interview (ask everyone the same questions)
Round 3: Final Interview + Culture Fit (45 minutes)
– Meet executives, check Culture fit, answer questions
Goal: From application to Offer within 10-14 days
5. Active Sourcing - Go out to find people instead of waiting for applicants
Talented people are often not looking for jobs but are open to opportunities (Passive Candidates).
Methods for Active Sourcing:
1. LinkedIn Recruiter – Search for people with skills matching requirements and send invitation messages
2. Headhunting – Contact people working at competitors/related companies
3. Exhibitions/Conferences – Attend networking events in the industry
4. University Partnership – Cooperate with universities, accept interns to develop into employees
5. Former employees (Alumni) – People who used to work here might return
Effective LinkedIn message example:
“Hello [Name], I see that you have interesting experience in [Skill]. Right now our team is looking for a [Position]. If you are interested or want to know details, I’d be happy to talk.”
Results:
Organizations doing Active Sourcing get 35% higher quality employees because they get people who didn’t apply themselves.
6. Be flexible with compensation and benefits
In 2026, salary is not everything, but it is still the most important.
What applicants are looking for:
💰 Competitive salary – Must compare with the market (use Salary Survey)
🏖️ Flexible Working – WFH/Hybrid as appropriate
⏰ Work-life Balance – No need to work 60 hours/week
📈 Career Growth – Clear path for advancement
🎁 Practical Benefits – Good health insurance, Wellness program, Learning budget
New Trends:
– Unlimited PTO – Unlimited days off (trust employees)
– 4-day Workweek – Work 4 days but high productivity
– Mental Health Support – Free psychiatrist consultation
– Employee Discount Platform – Discounts for restaurants, fitness, shopping
A good offer:
Instead of offering “Salary 40,000 Baht” → Offer “40,000 + 3 months bonus + Hybrid WFH + Family health insurance + Learning Budget 20,000/year”
7. Use technology and AI to help screen
Job recruitment in 2026 receives a lot of applications (one position might get 200-500 resumes). Reading resumes one by one takes a lot of time and might miss good people.
Technology that can help:
**1. AI Resume Screening
– Analyze resumes and rank according to qualifications
– Filter keywords that match the Job Description
– Reduce resume reading time from 2-3 hours to 20 minutes
**2. Video Interview Platform
– Allow applicants to record video answering questions
– HR can view anywhere, anytime, no need to schedule at the same time
– AI analyzes body language, spoken words
**3. Online Skills Assessment
– Test technical knowledge and soft skills
– Automated scoring
– Examples: Codility (for developers), HackerRank
**4. Chatbot for Q&A
– Answer basic questions from applicants 24/7
– Automatically update application status
Results:
Reduce Time to Screen from 5 days → 1 day and increase selection accuracy.
Summary
Finding quality employees in 2026 is not easy, but it’s not impossible.
7 main strategies:
✅ Build an outstanding Employer Brand
✅ Use Data-Driven Recruitment
✅ Employee Referral Program
✅ Adapt the Interview process to be fast
✅ Active Sourcing instead of waiting for applicants
✅ Be flexible with compensation and benefits
✅ Use technology and AI
The important thing is, start today. Don’t wait for competitors to snatch all the good people away.
Thitaram Group is ready to be a partner in developing your HR Strategy and finding the right people for your organization.
Frequently Asked Questions
Which positions are the hardest to find employees for?
The hardest positions to find are Developers, Data Scientists, Digital Marketing Specialists, and middle management positions on up.
How long does it take to find a person?
On average, it takes 30-45 days, but if using the correct strategy, it can be reduced to 15-20 days.
Should we use a Recruitment Agency?
If you don’t have a strong HR team or need to find people urgently, using an Agency or Outsource will help save time and get quality people.
How important is the Employer Brand?
Very important. 72% of applicants will not apply for a job if the Employer Brand is not good, even if the salary is high.
