READY.
AIM.
HIRE!
Great hiring doesn't happen by chance.
It happens by getting the basics right.
CLARITY.
MOMENTUM.
STORYTELLING.
Successful recruitment is all about clarity, momentum, and storytelling.
Our consultants have distilled their knowledge to produce Stonor's definitive guide to hiring in 2026. By making some very basic changes to your processes, you can greatly improve your chances of attracting, and retaining, the best possible talent.
This guide is designed to help you avoid the common mistakes we have seen over the past 25 years. At a time when it's more important than ever to choose the right people, the information below should enable you to hire with confidence.
The hiring landscape today is unrecognisable to how it looked even a few years ago. AI tools have made sourcing faster, while traditional advertising has become almost obsolete in some cases. Talent acquisition teams and external recruiters alike must learn to pitch the opportunity effectively.
Candidate expectations have risen as companies offer ever greater incentives and benefits packages. Unlimited holiday and employee-owned trusts, once unheard of, are now commonplace. Candidates want clear communication and employers who do what they say they will. Often the recruiter is their first experience of the company they'd be joining. First impressions count.
Please don't hesitate to contact me directly if you would like advice on any of the subjects listed in this guide.
THE FIELD GUIDE.
From first impression to first day. And beyond.
Attraction & Advertising
Standing out & what works
To make a first impression
Candidates today form a first impression of a company within less than one minute of viewing an employer's career page.
From Stonor's 2026 hiring guideStanding out in a market that's louder than ever.
Hiring in 2026 isn't about shouting the loudest - it's about sounding the most real. Candidates have seen enough polished clichés. What they want now is substance: clarity, honesty, and a sense of direction.
What we find works
- 01
Choose the right place to advertise. Research before you spend.
- 02
Sell the sizzle, not the sausage. Highlight what is good or different about the opportunity, not what the person will be doing day to day - that will be in the job spec anyway!
- 03
Write adverts in a conversational, informal style, as though explaining it in person.
- 04
Be sure to include everything the candidate can expect: a full list of benefits.
- 05
Be specific about flexibility and work-from-home scenarios. List commutable locations.
- 06
Keep it brief and only include the salary if you believe it to be genuinely competitive.
- 07
If you're proud of your clients and you can, list them.
- 08
Depending on where you advertise, add filter questions, such as 'Do you have 3+ years of project management experience?' This will save you a lot of time.
Be real. Be remembered.
Imagine you're the person viewing the advert. Be clear, be honest, and provide a real sense of what they're signing up for - the right people will spot it straight away.
Job Descriptions
A reflection of you
Would not apply without a salary range
Job adverts with clear salary information receive significantly more applicants than those without.
From Stonor's 2026 hiring guideYour job description says more than you think.
Job descriptions reflect how much you and your business care about hiring. This is where so many businesses fall down. Often the job description is the first time a prospective employee will encounter your business. Put some effort in, look friendly, appealing and genuine, and avoid library photos.
Here's what works
- 01
Start with an overview of the company. What is your story? Where are you going, where have you been?
- 02
Focus on the purpose of the role, not the day-to-day duties.
- 03
Emphasise how important the position is to the future success of the company.
- 04
Make sure any non-negotiables are clear, for example 'Must have access to a car'.
- 05
Explain where this role fits, but also where it will lead.
- 06
Be transparent about the package and emphasise the soft benefits: how friendly the team are, regular socials, career development, CSR initiatives. Anything to differentiate you.
- 07
Keep it to two pages.
A role. A purpose. A future.
Job descriptions do much more than describe the job. They should inform people who you are, why the role matters, and where it can take them. If it feels vague and uncaring, candidates will assume your business is too.
The Interview Process
The most successful way
Days before top candidates are off the market
From Stonor's 2026 hiring guideYou've brought them to the door. Welcome them in.
Interviews aren't just about assessing talent; they're your culture in action. There is no one size fits all, but there are some universals.
Keep the momentum
- 01
Design the interview process before you start and be consistent with all the candidates.
- 02
If possible, book them on the same day, or at least within a week of each other.
- 03
Do the first round online. Anyone that doesn't is costing their business and wasting time.
- 04
Provide information and expectations to candidates prior to the interview. That allows them to give the best account of themselves and everyone gets more out of it.
- 05
Try to include another member of the team. It's usually better to have a balanced opinion.
- 06
Be ready to talk about your own experience of the business and why you enjoy working there. Conveying your enthusiasm makes a huge difference.
- 07
Be honest about the challenges and how they will, hopefully, help if they get the job.
- 08
KEEP THE MOMENTUM. Communicate regularly and inform candidates where they are in the process. If they're down to the final two, tell them. They will prioritise your role over others.
- 09
Provide rapid, consistent feedback to both successful and unsuccessful candidates. If you're taking the time to interview people, the chances are they could be valuable to your business. If not now, in the future. Treat people with respect so next time you're hiring they are still an option.
Interviews are time consuming. Get them right.
Interviews shouldn't drain the energy out of a good hire. Keep the process tight, consistent and moving - how you show up here tells candidates exactly what working for you will feel like too.
Offer Letters & Negotiation
Sealing the deal
Of rejected offers
Over half of candidates who reject offers say it's due to delays, poor communication, or uncertainty at the offer stage.
From Stonor's 2026 hiring guideDon't fall at the final hurdle.
The offer stage isn't just paperwork - it's a major part of the experience.
You need to
- 01
Move fast and show the candidate you are decisive. Any semblance of doubt will worry them and could reduce your chance of them accepting.
- 02
Make the person feel special and wanted.
- 03
Congratulate them. They have likely put a lot of effort into the process and deserve praise.
- 04
Make your best offer first. DO NOT TRY TO BE CLEVER. Even if they accept, it usually does more damage long term.
- 05
Remember to include all the benefits and positives in the offer letter.
- 06
Send on DocuSign or similar if possible.
- 07
Respond to any questions quickly and clearly.
Move fast. Be clear. Make them feel good.
A confident, well-presented offer that recognises the candidate's effort, shows genuine intent and answers questions quickly will always land better than something over-engineered or hesitant.
Onboarding
Remember your first day at school?
A major retention risk window
Employees with a strong onboarding experience are 69% more likely to stay for 3+ years.
From Stonor's 2026 hiring guideThe offer is accepted. The work isn't over.
Weeks 1-8 are vital. Remember your first day at school? When we're sourcing, we don't exclude those people who've just started a new job - they are more likely to be receptive to an approach. To ensure your new hire stays, continue the efforts you have put in to get this far! If the person's experience doesn't match the expectations you have set, you risk rapid disappointment and ultimately failure.
Try these basic things
- 01
Welcome them. Make sure the rest of the team is aware of them joining, knows who they are and makes an effort to introduce themselves.
- 02
Be clear about what they will be doing and ensure they have everything they need to do it. Send out tech before they start so they have time to set up.
- 03
If you have branded products, give them to them on day one. People love presents and it will instantly make them feel part of the culture - especially if it's something they can wear.
- 04
If possible, take them out for lunch to get to know any immediate team members they may not have met during the interview process.
- 05
Put time in to review at the end of each week. Make it clear where they need to be by the time their probation is reviewed.
- 06
Listen to their feedback and action it for future hires. It's valuable.
- 07
If you're onboarding remotely, do all of the above but include more regular check-ins.
Expected. Equipped. Included.
Strong onboarding is about momentum and reassurance. Make people feel expected, equipped and included from day one, be clear on expectations, check in regularly, and listen to feedback. When the early experience matches what you promised, people settle faster and stay longer.
The Future of Hiring
What's next?
Long-term retention boost
Good onboarding boosts long-term retention by up to 69%. Candidates are nearly twice as likely to accept if an offer lands quickly.
From Stonor's 2026 hiring guideWhat changes. And what never will.
After twenty-five years helping our clients hire brilliant people, we've seen lots of trends come and go. But the best hiring still comes down to the same things: momentum, expectations, and clarity.
Key things to remember
- 01
The candidate is interviewing you too.
- 02
Speed and consistency are everything.
- 03
Ensure all communications are positive, especially the offer letter.
- 04
Retention begins from the expectations you set at the first interview.
People first. Always.
While AI and RecTech will keep evolving, great hiring is about people and emotions as much as process.
At Stonor Search, we've spent 25 years refining this process.
to offer acceptance
a year later
Of candidates expect regular communication throughout the process.
Candidates are nearly twice as likely to accept if an offer lands quickly.
Good onboarding boosts long-term retention by up to 69%.
Salary or work-life balance?
Recently, we ran a LinkedIn poll asking our followers what matters most right now. Even in today's economic climate, work-life balance came out on top. Flexibility, wellbeing and sustainability at work aren't nice-to-haves anymore. They're a deciding factor.
WANT TO TALK
THIS THROUGH?
If you're hiring now, or expect to be soon, a quick conversation can save weeks of uncertainty.
Our consultants are always happy to share an honest view on the market, sense-check a role, or help you decide the best way forward.
Let's talk hiring No obligation. Just practical advice from people who do this every day.
WONDERING WHAT
TO PAY?
Salary Scout is our free salary calculator, built from Stonor's own UK hiring data across Marketing, SaaS and AI roles. Check the going rate for your next hire, and what they'll really accept, in seconds.