2025 forced us to rethink how we hire in South Africa. AI crept into our processes, remote work matured unevenly across industries, and salary transparency arrived whether we were ready or not.
And 2026 will ask even more of us.
What shifted in 2025
AI moved from curiosity to capability Most SA companies are still experimenting rather than automating entire pipelines, but even basic AI screening saved hours. We also learnt that tech can speed the early stages, but it still can’t replace judgement, nuance or understanding of local context.
Remote and hybrid changed shape Some teams went fully remote, others pulled people back to the office, and many landed somewhere in between. Remote isn’t a universal solution here. Infrastructure, trust, and culture matter more than policies. Companies that created real flexibility, not just remote options, attracted better talent.
Salary transparency became unavoidable South African candidates increasingly ask for ranges upfront. Job posts without them are seeing weaker traction. The shift isn’t only legal in some regions globally, it’s behavioural here. People want clarity, and trust builds faster when you offer it.
Skills started beating degrees International players led the way, but South African employers are following, especially in tech. Bootcamps, certifications, and demonstrable work carry more weight than ever. This widened talent pools and helped us find strong people without traditional pathways.
Candidate experience became a reputation issue Top candidates in tech now have choices. Speed, clarity and respect matter more than long interview marathons. And word travels. Our market is smaller than we think.
What’s realistic for 2026 in South Africa
AI will help more, but people will matter most Expect better tools and more automation at the early stages. But the real competitive advantage will be human: empathy, collaboration, and problem-solving. SA hiring still depends heavily on relationships.
Four-day weeks will appear, but slowly Globally, the trend is growing. Locally, it’ll show up in pockets, mostly tech and forward-thinking SMEs. Even if it’s not realistic for your business, candidates will compare flexibility options. Think flexible hours before a shorter week.
Skills verification gets more structured Expect more practical assessments, project-based review, and verified skills rather than relying solely on CVs. It’s a direct response to inflated profiles and CV-padding.
Gen Z expectations increase Growth pathways, meaningful work, mental health boundaries, and genuine flexibility. They’re not asking for perks, they’re asking for clarity and purpose.
Internal mobility becomes a retention tool Hiring externally is expensive and slow. Developing people you already trust will become a major advantage, especially for scarce tech skills.
Hybrid becomes intentional The “come in three days because we said so” approach won’t land well. Teams want purpose-driven office time, not attendance for attendance’s sake.
Employer branding goes local and honest Candidates want to know what it’s like in this team, with this manager, in this office. Generic culture statements don’t land.
Practical steps for Q1 2026
• review salary ranges and be ready to share
• simplify your hiring stages
• remove unnecessary requirements
• pilot one AI tool and learn as you go
• start mapping internal talent for future roles
Small improvements beat big declarations.
Skills that matter here
For candidates: adaptability, communication, emotional intelligence, and applied AI literacy. For hiring teams: bias awareness, human-centred interviewing, use of data, constructive feedback.
South African predictions
• Time-to-hire improves as companies simplify steps
• Salary negotiation reduces as ranges become normal practice
• More boomerang employees as people return to trusted brands
• Contract-to-hire expands for senior and specialist roles
TL;DR:
2025 brought AI screening, remote work maturity, salary transparency, and skills-based hiring into the mainstream.
2026 will see AI doing more screening whilst human skills matter more, four-day weeks going mainstream, Gen Z reshaping expectations, internal mobility becoming priority, and hyper-local employer branding. Companies that adapt quickly will win the talent war.
FAQ
Q: Should we implement all these changes at once?
A: No. Prioritise based on your biggest pain points. If you’re losing candidates to competitors, focus on candidate experience and speed. If retention is the issue, prioritise internal mobility. Pick 2-3 initiatives for Q1, expand from there.
Q: What if our leadership isn’t ready for these changes?
A: Start with pilots and data. Propose a 3-month trial with clear success metrics. Use case studies from other companies. Build the business case with retention, productivity, and recruitment benefits. Sometimes showing is better than telling.
Q: How do we balance AI efficiency with human touch?
A: Use AI for repetitive tasks (CV screening, scheduling, initial FAQs). Reserve humans for evaluation, relationship building, and final decisions. Think of AI as your assistant, not your replacement. Candidates should feel they’re joining humans, not robots.
Q: Is it too late to start preparing for 2026 trends?
A: Not at all. Most companies are still figuring this out. Starting in January 2026 puts you ahead of 70% of organisations. The key is starting now and iterating quickly. Don’t wait for perfection, implement and improve.
Your turn
What did 2025 teach you about hiring, and what will you change in 2026?
Therese Otten is the founder of DataTech Recruitment since 2019 and a Senior IT Recruitment Consultant based in South Africa with 20+ years of Recruitment experience. She specialises in connecting top tech talent with SMEs and start-ups, with a focus on developers, architects, testers, IT leaders and many more. Known for her honest, consultative approach, she is passionate about candidate care, client partnerships, and raising the standard of recruitment in the South African market.
Looking to hire then get in touch: therese@datatechrecruit.co.za
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