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.

Read the full article here.