What questions are HR Candidates asking in the 2026 market?

If the past few years have taught us anything it’s that the HR market continues to evolve.  Whilst there are definitely signs of increased activity, it’s a market that remains competitive, with some roles attracting significant levels of interest and businesses still taking a cautious and considered approach to hiring.

As HR recruiters we’re fortunate to be speaking to HR Professionals every day, from Advisors to Business Partners to HR Directors and CPOs, as well as Specialist HR Leaders across Reward, L&D and Talent. Despite the specialism or level of role, many of the same questions come up time and time again, usually following a comment along the lines of I’ve never known a market quite like it!

From navigating career gaps, having salary conversations and trying to stand out in an ever increasingly AI-driven world, we’ve pulled together some of the most common questions we get asked as well as sharing our thoughts and observations from the market.

Whether you’re job searching, starting to think about your next move or just curious about the market, we hope you find it useful!

Q1: The market feels busier than last year, but is also highly competitive. Are you seeing that too? 

Yes,  that’s probably one of the best ways to describe the market at the moment.

It certainly felt like a much busier start to the year for us at HRLife, both in terms of the number of roles coming through and the breadth of hiring across the HR market. We’ve been working on a real mix of roles including specialist Talent Acquisition, Reward and Learning & Development roles, which does feel encouraging compared to the quieter end to the year we experienced in 2025.

That said, alongside increased activity, we’re also seeing very high response levels to adverts, particularly at mid to senior HR level. Some roles are attracting hundreds of applications which naturally makes the market feel highly competitive for candidates.

Businesses are still hiring cautiously in many cases and we are seeing:

• Internal structures shift mid-process
• Approval timelines change
• Briefs evolve as businesses reassess exactly what they need
• Longer interview processes, often including presentations, case studies or testing
• More stakeholders involved in hiring decisions
• A very definite “wish list” of criteria where businesses ideally want every box ticked
• Continued demand for sector-specific experience in certain areas

So whilst the market definitely feels more active and positive overall, it’s still a market where targeted applications, relevant experience and strong positioning really matter.

Q2: Some adverts I look at have hundreds of applicants. Is it even worth applying?  

Definitely. We’d try not to focus too much on the number itself as, quite often, that reflects the number of people who have clicked the advert rather than the number of genuinely relevant applicants.

The numbers can look daunting, but they rarely tell the full story.

As consultants, we still manually review all the applications rather than relying purely on technology to filter responses, and you’d be surprised how many applicants don’t actually meet the brief. Often there’s a key piece of experience missing, the sector background isn’t aligned, or candidates are hoping the business may flex on things like location or hybrid expectations despite living a considerable distance away.

We’re also seeing far more “quick apply” behaviour now, often supported by AI-generated applications, which can naturally inflate response numbers further.

So, if after properly reading the advert you genuinely feel aligned to the role and can demonstrate relevant experience, we’d absolutely encourage you to apply. Strong, tailored applications still stand out.

Our advice? Don’t let the numbers put you off.

Q3: How do I make my CV stand out now that AI can generate applications in seconds? 

Tailoring is still key. 

AI can absolutely help with structure, wording and pulling together ideas, but businesses can often spot generic applications very quickly. The strongest CVs still feel personal, specific and genuinely relevant to the role being applied for. Your CV still needs to sound like you.

We certainly think AI has its place, but we’re not convinced using it to write a CV in its entirety is always the best way to use it. We’ve heard stories where experience hasn’t been entirely accurate, qualifications have been fabricated or information has been added that doesn’t fully reflect someone’s actual background. 

Sometimes AI-generated applications can become overly polished, vague or full of generic terminology without really saying anything meaningful. Specific examples, genuine achievements and personality still matter hugely.

It’s essential that the finished CV genuinely reflects your experience and that you’re comfortable evidencing everything on your CV and backing it up at the interview.

A clear personal summary followed by a concise skills matrix continues to work really well, particularly for busy hiring managers reviewing large volumes of applications.

For more senior HR professionals, we’d also encourage people to move beyond simply listing responsibilities and instead highlight:

• Business impact – what changed because of your work?
• Change and Transformation experience – programmes you’ve led, supported or influenced
• Leadership capability – teams led, capability built and succession developed
• Commercial awareness – how your work contributed to business objectives
• Stakeholder influence – your ability to build credibility, challenge constructively and work across senior leadership teams
• Measurable achievements – tangible outcomes rather than just responsibilities
• Data and metrics – evidence of success through figures, improvements, growth or savings

The strongest CVs don’t simply tell a hiring manager what you were responsible for, they demonstrate the difference you made. Providing context around the size, scale, maturity and complexity of the businesses you’ve worked in, alongside measurable achievements and business impact, helps bring your experience to life and allows employers to understand the value you could add.

Q4: I haven’t worked for a little while now. How should I explain that on my CV? 

Honestly and confidently.

Career gaps are much more common than they once were and, in many cases, clients are far more understanding than candidates expect.

Time away from work can still add value to your CV. We often hear of people:

• Completing qualifications
• Coaching or consulting
• Supporting family
• Travelling
• Learning new skills
• Attending networking events
• Completing online learning

All of those things can positively contribute to your story.

Equally, if the opportunity arises to take on an FTC or interim role whilst looking for something longer term, we’d generally say all experience is good experience. You never quite know where an opportunity may lead or who you might meet along the way.

We’ve placed interims into short-term assignments who have gone on to secure permanent HRD or CPO roles with the same business because they’ve had the opportunity to demonstrate their value first-hand.

From what we hear from both candidates and clients, continuing to work can also help people evidence recent projects, business change and current market exposure, rather than always needing to reference achievements from several years ago.

The market has undoubtedly been challenging at times over the last couple of years, so transparency, positivity and keeping connected to the market are all important.

Q5: What if the role I’m considering is slightly lower level than my previous position? 

This is becoming far more common than people perhaps realise, particularly in a market that has felt unpredictable at times over the last couple of years.

Sometimes taking a slightly lower-level role, an interim assignment or a broader “hands-on” position can be a really positive strategic move rather than a backwards step.

There can be lots of valid reasons behind those decisions:

• Wanting exposure to a different sector
• Joining a business going through interesting change
• Prioritising flexibility or work-life balance
• Wanting to stay close to operational delivery
• Getting back into the market after time away
• Simply wanting to keep momentum and recent experience on the CV

From a hiring manager’s perspective, it’s often much more about how you position the move and the story behind it.

If someone can confidently explain:

• Why they made the decision
• What they gained from it
• The value they brought
• And what they’re now looking for next

Then it’s generally viewed very positively.

In fact, many clients appreciate candidates who have remained pragmatic, adaptable and open-minded during a changing market, rather than sitting still waiting for the “perfect” role to appear.

And as we’ve seen ourselves, sometimes those supposedly “short-term” or slightly lower-level opportunities can open unexpected doors longer term.

Q6: I haven’t got the exact sector background. Should I still apply? 

This really depends on the client and the role.

Some businesses are very open to transferable experience and care more about what you’ve delivered, your leadership style or specific projects you’ve led.

Others may need someone who can hit the ground running with a deep understanding of a particular sector, customer group or regulatory environment.

For example, in specialist Talent Acquisition roles, an existing sector network can sometimes be hugely valuable.

Our advice would be,  If you can clearly demonstrate transferable relevance, it’s often worth applying but be realistic about how closely aligned your background is to the brief.

Q7: Do cover letters still matter in today’s HR job market? 

We sit on the fence a bit with this one,  but when they’re done well, they can still add real value.

A lot of application systems still require a covering letter or supporting statement, so rather than seeing it as a box-ticking exercise, use it as an opportunity to strengthen your application.

For us, the best cover letters aren’t overly formal or repetitive versions of the CV. Instead, they help answer the “why” behind the application:

• Why this role?
• Why this business?
• Why now?
• And what makes your experience particularly relevant?

It’s also a good opportunity to bring a little more personality and motivation into the application, particularly if you’re moving sectors, returning to work, applying for a stretch role or your CV may not tell the full story on its own.

That said, we still think a strong, tailored CV carries the most weight overall. If a covering letter feels generic or AI-generated, it can sometimes weaken an otherwise strong application.

Our advice? If you’re going to do one, make it specific, concise and genuinely personal to the role and organisation.

Q8: I’ve been through several interview stages and then heard nothing for a couple of weeks. Should I follow up directly with the client?

Firstly, if you’ve invested time into a multi-stage process, it’s completely understandable to want clarity and communication.

We’re definitely seeing longer decision-making processes in some businesses at the moment. Sometimes that’s due to diaries, internal sign-off, wider stakeholder alignment or simply businesses trying to carefully balance recruitment alongside a busy workload. That said, from a candidate perspective, silence after several interviews can understandably feel frustrating.

If you’re working through a recruiter, we’d always recommend speaking with them first as they should ideally be managing communication and keeping you updated throughout the process.

However, if a reasonable amount of time has passed and communication has gone quiet, we don’t necessarily think there’s anything wrong with sending a polite and professional follow-up directly to the client, particularly if you’ve built a relationship during the interview process.

A short message thanking them again for their time, reiterating your interest and asking whether there’s an update is absolutely reasonable.

What we would avoid is:

• Multiple follow-ups in a short space of time
• Overly emotional messaging
• Or putting pressure on the business for an immediate answer
• Airing your frustration on LinkedIn

Handled professionally, a follow-up can actually reinforce enthusiasm, communication style and professionalism, all qualities hiring managers value.

If you’ve sent a thoughtful follow-up and still haven’t heard anything, our advice would be not to keep chasing repeatedly.

As difficult as it can feel, particularly after investing a lot of time and energy into a process, there does come a point where it’s healthier to draw a line mentally and refocus your energy elsewhere.

Often, no response is unfortunately a response in itself. 

Q9: What usually differentiates the final two candidates in a senior HR process? 

Usually, it’s surprisingly fine margins.

By the final stage, both candidates are usually technically capable. The difference can come down to:

• Communication style
• Leadership presence
• Stakeholder chemistry
• Energy and motivation for the role
• Commerciality
• How someone articulates challenges and solutions

And yes sometimes there is still an element of “gut feel” involved too.

That human connection and confidence around how someone will operate within the business can still influence final decisions.

Q10: I’m interviewing for a role where they haven’t shared the salary. When should I have the salary conversation? 

We’d generally say sooner rather than later.

Most candidates don’t want to spend weeks progressing through a process only to discover there’s a significant gap in expectations at the end, and equally most businesses don’t want to lose strong candidates late in the process for the same reason.

Ideally, there should be some level of salary discussion early on, even if it’s just a broad indication or a conversation around expectations and overall package.

We do understand there are still businesses who, for various reasons, choose not to advertise salaries. Sometimes that’s due to internal benchmarking, existing team structures or flexibility around the level they may appoint at.

If you’re working with a recruiter, they should absolutely be helping facilitate those conversations on your behalf. If you’re applying directly, we don’t think it’s unreasonable at all to professionally ask about the salary band once mutual interest has been established.

And importantly, asking about salary shouldn’t be viewed negatively. Particularly at senior HR level, candidates are assessing opportunities properly, package, scope, flexibility, culture and long-term fit all matter.

Our advice would be not to leave the conversation until the final stage if salary is likely to be a deciding factor for either side.

Q11: Job searching can easily become a full time job. How would you recommend candidates use their time most effectively? 

It’s very easy to fall into the trap of spending hours scrolling job boards and clicking “apply”, particularly when the market feels competitive. 

Our biggest piece of advice would be to focus on quality over quantity.

A smaller number of well-targeted applications with a tailored CV will almost always carry more weight than dozens of generic applications sent out quickly.

We’d also really encourage people not to underestimate the value of their network. Some of the best opportunities and conversations still come through:

• Previous colleagues
• Former managers
• Recruiters you’ve worked with before
• Networking events
• Industry connections
• LinkedIn conversations

The HR market remains hugely relationship-driven and staying visible and connected can often be just as valuable as actively applying for roles.

And finally, try to create some structure around your search. Job searching can quickly become emotionally draining if it starts consuming your entire day.

Target the right opportunities, stay connected to the market and invest your time where it’s most likely to add value.

Final Thoughts

The HR Market in 2026 feels more active than the previous couple of years for sure, but it’s a market that can feel unpredictable at times and with that can come some frustration, but businesses are still hiring!

One of our biggest observations would be that relationships still matter enormously in the HR world. Whether it’s through networking, remaining visible, building your personal reputation or staying connected with trusted recruiters, former colleagues or other HR professionals, many opportunities still arise from conversations rather than applications. 

It’s also worth remembering that not all careers are linear. Some of the most successful candidates we’ve worked with over the years have made sideway moves, stepped into interim roles or taken roles that weren’t an obvious next step on paper. What matters most is how these experiences contribute to your longer term story.

As always, if you would like to hear more, have a question you’d like answered or a quick catch up call, we’d be delighted to hear from you.