{"id":6037,"date":"2026-04-03T15:23:06","date_gmt":"2026-04-03T08:23:06","guid":{"rendered":"https:\/\/thitaramgroup.com\/90-of-hr-still-dont-know-how-to-find-this-type-of-talent-in-2026\/"},"modified":"2026-05-20T02:57:10","modified_gmt":"2026-05-19T19:57:10","slug":"90-of-hr-still-dont-know-how-to-find-this-type-of-talent-in-2026","status":"publish","type":"post","link":"https:\/\/thitaramgroup.com\/en\/90-of-hr-still-dont-know-how-to-find-this-type-of-talent-in-2026\/","title":{"rendered":"90% of HR still don’t know how to find this type of talent in 2026"},"content":{"rendered":"\t\t
\n\t\t\t\t
\n\t\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t

90% of HR still don't know how to find this type of talent in 2026<\/a><\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

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. <\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

How to find quality employees 2026: 7 strategies that HR must know in an era where hiring is harder.<\/span>In 2026, finding quality employees has become the biggest challenge for HR and corporate executives.<\/span><\/h4>\n

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.<\/span>

The problem is not “there are no people,” but rather:<\/span>
\u2013 Fewer people have the exact qualifications needed<\/span>
\u2013 The recruitment process is outdated and not keeping up with the era<\/span>
\u2013 The employer brand is not outstanding enough<\/span>
\u2013 Compensation and benefits are not competitive<\/span>

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.<\/span>

From Thitaram Group, experts in HR Solutions.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t

Why is recruiting employees in 2026 harder?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t

1. Shifting labor market<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Gen Z enters the workforce, having different expectations from previous generations.<\/span>Skill gap between what organizations want and what candidates have.<\/span>Competition among companies is higher.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t

2. Remote Work changes the rules of the game<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Employees have more options (not limited to local companies).<\/span>Foreign companies can easily hire Thai people.<\/span>Compensation is compared on an international level.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t

3. More Passive Candidates than Active Candidates<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Talented people are not actively looking for jobs but are open to opportunities.<\/span>Must change from “waiting for applicants” to “going out to find people.”<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t\t\t
\n\t\t\t\n\t\t\t\t\t\t<\/span>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t

7 Practical strategies to find quality employees in 2026<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t

1. Build an outstanding Employer Brand<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Employer Brand is the image people have of your company as a workplace.<\/span>

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.<\/span>

How to build an Employer Brand:<\/span>
\u2705 Update the Career Page to look modern and tell the company’s story<\/span>
\u2705 Have current employees review the company on JobThai, Glassdoor<\/span>
\u2705 Show culture through Social Media (Behind the scenes, Team outing)<\/span>
\u2705 Emphasize Work-life balance, Flexibility, Growth opportunity<\/span>

Case Study:<\/span>
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%.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t

Need a consultation? Consult the Thitaram team for free<\/a><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t

2. Use Data-Driven Recruitment<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Traditional recruitment relies on “experience” and “intuition.” <\/span>
But in 2026, winning organizations must use Data.<\/span>

Data that should be analyzed:<\/span>
\ud83d\udcca Time to Hire \u2013 How long it takes from opening recruitment to getting the person<\/span>
\ud83d\udcca Quality of Hire \u2013 What % of hired employees pass Probation<\/span>
\ud83d\udcca Source of Hire \u2013 Which channels bring good people (JobThai, LinkedIn, Referral)<\/span>
\ud83d\udcca Offer Acceptance Rate \u2013 How many people accept after a salary offer<\/span>

Tools used:<\/span>
\u2013 Applicant Tracking System (ATS)<\/span>
\u2013 HR Analytics Dashboard<\/span>
\u2013 AI Resume Screening<\/span>

Example Results:<\/span>
Organizations using Data-Driven can reduce Time to Hire from 45 days to 28 days and increase Retention Rate by 23%.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t

3. Employee Referral Program that actually works<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Current employees are the best source of employees because:<\/span>
\u2705 They know people in the same industry\/field<\/span>
\u2705 They understand company culture and will recommend people who fit<\/span>
\u2705 People obtained from Referral have a 40% higher chance of staying longer<\/span>

How to make a good Referral Program:<\/span>
1. Clear incentives \u2013 Cash 5,000-20,000 Baht, depending on the position<\/span>
2. Tiered payment \u2013 50% when passing Probation, 50% after completing 1 year<\/span>
3. Make referring easy \u2013 Have an App\/Platform for submitting names<\/span>
4. Update status \u2013 Tell employees which stage the recommended person is in<\/span>
5. Regular public relations \u2013 Remind every month about open positions<\/span>

Precautions:<\/span>
\u2013 Don’t favor only referred people \u2013 Organic applicants must get equal opportunities<\/span>
\u2013 Quality is more important than quantity<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t

4. Adapt the Interview process to be fast and modern<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Common problems found:\u274c Calling for interviews late (waiting more than 1 week)\u274c Too many interview rounds (4-5 rounds)\u274c No status updates\u274c 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)\u2013 Check basic qualifications, Salary expectation, Notice period\u2013 Done within 2-3 days after receiving the application

Round 2: Technical\/Competency Interview (60 minutes)\u2013 Test specialized knowledge, case studies\u2013 Use Structured Interview (ask everyone the same questions)

Round 3: Final Interview + Culture Fit (45 minutes)\u2013 Meet executives, check Culture fit, answer questions

Goal: From application to Offer within 10-14 days<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t

5. Active Sourcing - Go out to find people instead of waiting for applicants<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Talented people are often not looking for jobs but are open to opportunities (Passive Candidates).Methods for Active Sourcing:1. LinkedIn Recruiter \u2013 Search for people with skills matching requirements and send invitation messages2. Headhunting \u2013 Contact people working at competitors\/related companies3. Exhibitions\/Conferences \u2013 Attend networking events in the industry4. University Partnership \u2013 Cooperate with universities, accept interns to develop into employees5. Former employees (Alumni) \u2013 People who used to work here might returnEffective LinkedIn message example:\u201cHello [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.\u201dResults:Organizations doing Active Sourcing get 35% higher quality employees because they get people who didn’t apply themselves.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t

6. Be flexible with compensation and benefits<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

In 2026, salary is not everything, but it is still the most important.

What applicants are looking for:\ud83d\udcb0 Competitive salary \u2013 Must compare with the market (use Salary Survey)\ud83c\udfd6\ufe0f Flexible Working \u2013 WFH\/Hybrid as appropriate\u23f0 Work-life Balance \u2013 No need to work 60 hours\/week\ud83d\udcc8 Career Growth \u2013 Clear path for advancement\ud83c\udf81 Practical Benefits \u2013 Good health insurance, Wellness program, Learning budget

New Trends:\u2013 Unlimited PTO \u2013 Unlimited days off (trust employees)\u2013 4-day Workweek \u2013 Work 4 days but high productivity\u2013 Mental Health Support \u2013 Free psychiatrist consultation\u2013 Employee Discount Platform \u2013 Discounts for restaurants, fitness, shopping

A good offer:Instead of offering \u201cSalary 40,000 Baht\u201d \u2192 Offer \u201c40,000 + 3 months bonus + Hybrid WFH + Family health insurance + Learning Budget 20,000\/year\u201d<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t

7. Use technology and AI to help screen<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

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\u2013 Analyze resumes and rank according to qualifications\u2013 Filter keywords that match the Job Description\u2013 Reduce resume reading time from 2-3 hours to 20 minutes

**2. Video Interview Platform\u2013 Allow applicants to record video answering questions\u2013 HR can view anywhere, anytime, no need to schedule at the same time\u2013 AI analyzes body language, spoken words

**3. Online Skills Assessment\u2013 Test technical knowledge and soft skills\u2013 Automated scoring\u2013 Examples: Codility (for developers), HackerRank

**4. Chatbot for Q&A\u2013 Answer basic questions from applicants 24\/7\u2013 Automatically update application status

Results:Reduce Time to Screen from 5 days \u2192 1 day and increase selection accuracy.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t
\n\t\t\t\n\t\t\t\t\t\t<\/span>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t

Summary<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Finding quality employees in 2026 is not easy, but it’s not impossible.<\/span>
7 main strategies:<\/span>

\u2705 Build an outstanding Employer Brand<\/span>
\u2705 Use Data-Driven Recruitment<\/span>
\u2705 Employee Referral Program<\/span>
\u2705 Adapt the Interview process to be fast<\/span>
\u2705 Active Sourcing instead of waiting for applicants<\/span>
\u2705 Be flexible with compensation and benefits<\/span>
\u2705 Use technology and AI<\/span>

The important thing is, start today. Don’t wait for competitors to snatch all the good people away.<\/span>
Thitaram Group is ready to be a partner in developing your HR Strategy and finding the right people for your organization.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t

Free Consultation & Recruitment Process Analysis<\/a><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t
\n\t\t\t\n\t\t\t\t\t\t<\/span>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t

Frequently Asked Questions<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t

Which positions are the hardest to find employees for?<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

The hardest positions to find are Developers, Data Scientists, Digital Marketing Specialists, and middle management positions on up.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t

How long does it take to find a person?<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

On average, it takes 30-45 days, but if using the correct strategy, it can be reduced to 15-20 days.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t

Should we use a Recruitment Agency?<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

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.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t

How important is the Employer Brand?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Very important. 72% of applicants will not apply for a job if the Employer Brand is not good, even if the salary is high.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t\t\t
\n\t\t\t\n\t\t\t\t\t\t<\/span>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t

External Links<\/h4>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t
LinkedIn Talent Solutions Report 2026

\u0e01\u0e23\u0e21\u0e01\u0e32\u0e23\u0e08\u0e31\u0e14\u0e2b\u0e32\u0e07\u0e32\u0e19 - \u0e2a\u0e16\u0e34\u0e15\u0e34\u0e15\u0e25\u0e32\u0e14\u0e41\u0e23\u0e07\u0e07\u0e32\u0e19

Glassdoor Employer Branding Study<\/h6>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

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. <\/p>\n","protected":false},"author":5,"featured_media":6036,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[38],"tags":[40,50,49],"class_list":["post-6037","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","tag-outsourcing","tag-pickpack","tag-promolady"],"jetpack_featured_media_url":"https:\/\/thitaramgroup.com\/wp-content\/uploads\/2026\/04\/\u0e27\u0e34\u0e18\u0e35\u0e2b\u0e32\u0e1e\u0e19\u0e31\u0e01\u0e07\u0e32\u0e19\u0e04\u0e38\u0e13\u0e20\u0e32\u0e1e-20261.png","_links":{"self":[{"href":"https:\/\/thitaramgroup.com\/en\/wp-json\/wp\/v2\/posts\/6037","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/thitaramgroup.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/thitaramgroup.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/thitaramgroup.com\/en\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/thitaramgroup.com\/en\/wp-json\/wp\/v2\/comments?post=6037"}],"version-history":[{"count":3,"href":"https:\/\/thitaramgroup.com\/en\/wp-json\/wp\/v2\/posts\/6037\/revisions"}],"predecessor-version":[{"id":6041,"href":"https:\/\/thitaramgroup.com\/en\/wp-json\/wp\/v2\/posts\/6037\/revisions\/6041"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/thitaramgroup.com\/en\/wp-json\/wp\/v2\/media\/6036"}],"wp:attachment":[{"href":"https:\/\/thitaramgroup.com\/en\/wp-json\/wp\/v2\/media?parent=6037"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/thitaramgroup.com\/en\/wp-json\/wp\/v2\/categories?post=6037"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/thitaramgroup.com\/en\/wp-json\/wp\/v2\/tags?post=6037"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}