Discover how authentic leadership, visibility, and connection build trust, strengthen culture, and shape the modern workplace in 2025 and beyond.
The most reliable predictor of a potential employee's future performance is based on their past performance. That is the foundation of competency-based interviewing. Competencies go beyond a list of skills or credentials. They reflect how a candidate applies their knowledge and experience in real-world situations . It allows the potential candidate to demonstrate their thought process of navigating competing priorities, adapting to shifting expectations, and delivering results when the path forward requires judgment, not just protocols. When key stakeholders define and align on the required role responsibilities and expectations prior to candidate interviews, the outcome is invaluable: a consistent, equitable standard for evaluating every candidate against the role's actual demands. Understanding the 3 Question Types That Drive Better Interviews To truly assess a candidate’s fit, strong interviews blend behavioral, situational , and technical questions. Each type uncovers a different layer of ability and motivation. 1. Behavioral Questions – “How Have You Acted Before?” Purpose: Reveal how candidates have responded to real-world challenges. Why it matters: Past behavior often predicts future performance. Example: “Tell me about a time you had to manage conflicting priorities under pressure.” Look for ownership, reflection, and measurable results. 2. Situational Questions – “How Would You Act?” Purpose: Test how a candidate would approach a hypothetical challenge. Why it matters: Helps you assess decision-making, ethics, and alignment with company culture. Example: “If a key project started falling behind, how would you bring it back on track?” Strong candidates show calm analysis and proactive solutions. 3. Technical Questions – “Can You Do the Work?” Purpose: Confirm the candidate’s functional expertise and readiness for the role. Why it matters: Every great hire needs both judgment and technical fluency. Example: “Walk me through how you’d perform a month-end close across multiple entities.” These questions validate skill depth and adaptability to evolving tools and systems. 10 Competency Questions to Ask in 2026 1. Tell me about a time you had to make a decision with incomplete information. Provides hiring managers with an opportunity to evaluate a candidate’s critical thinking and composure under uncertainty. This question helps identify individuals who can balance risk and logic — a vital competency in fast-changing markets where perfect information rarely exists. 2. Describe a project where you collaborated across departments or regions. Reveals how well a candidate communicates and adapts in cross-functional environments. Strong answers demonstrate collaboration, empathy, and an understanding of organizational dynamics across diverse teams. 3. Give an example of how you used data to influence a business decision. Helps assess analytical ability and business acumen. This question spotlights candidates who can translate data into actionable insights that drive measurable outcomes. 4. Tell me about a time you identified an opportunity for improvement and took initiative. Uncovers ownership, curiosity, and accountability. It highlights candidates who proactively identify challenges and implement solutions — rather than waiting for direction. 5. Describe a situation where you had to adapt quickly to change. Evaluates resilience, flexibility, and composure under shifting priorities. Look for candidates who stay solution-oriented and maintain performance amid uncertainty or disruption. 6. Share how you built trust within a team or with a client. Explores emotional intelligence and communication style. Candidates who can describe specific trust-building actions often bring stronger relationships, collaboration, and influence. 7. Tell me about a goal you didn’t meet — and what you learned from it. Assesses humility, self-awareness, and a growth mindset. The most valuable responses show reflection, accountability, and how lessons learned improved later performance. 8. Explain how you manage competing priorities and deadlines. Tests time management, decision-making, and strategic focus. This question highlights how candidates assess urgency versus impact to maintain consistent, high-quality outcomes. 9. Describe how you’ve contributed to a more inclusive or collaborative culture. Explores leadership, empathy, and team engagement. Strong responses show intentional efforts to support inclusion, belonging, and stronger collective performance. 10. Tell me about a time you influenced others without direct authority. Assesses leadership potential and the ability to persuade through credibility and collaboration. Candidates who thrive in matrixed or cross-functional settings often excel in influencing outcomes through trust and communication. How to Make These Questions Work for You Tailor them to the role and seniority level. Listen for action verbs like led , improved , developed, and resolved . Ask follow-ups such as “What was the result?” or “What would you do differently?” These techniques help uncover the real story behind the résumé — the difference between a good interview and a great hire. Final Thought In 2026, the ideal interview looks beyond a potential candidate's experience to uncover behavior, mindset, and motivation. Competency-based questions help leaders identify and hire high-performing talent that can adapt, collaborate, and deliver results within a constantly changing environment. At KCG Search, we partner with finance, accounting, and marketing leaders to build interview strategies that go beyond credentials and uncover the competencies that actually predict long-term performance. If you would like to discuss how we can support you with your next search, we would welcome that conversation. Reach out to KCG Search today.
Hiring in 2026 looks very different from the hiring environment employers grew accustomed to over the last decade. Technology is advancing faster than most organizations can recalibrate their people strategies. Employee expectations have shifted sharply in response to mounting workload pressures, rising burnout, and the emergence of what workplace researchers now call “quiet cracking," a stage in which employees are not disengaging but quietly breaking under unrealistic demands and insufficient support. At the same time, AI is reshaping workflows, responsibilities, and skills at every level of the workforce. Employees want clarity, leadership wants alignment, and teams want stability. These needs are colliding in real time, and hiring leaders must adapt. At KCG Search, six major shifts are already defining what smart, strategic hiring will look like this year. Understanding these shifts early and acting on them will set employers apart. 1. How AI Is Redefining Work and Why Candidates Expect Transparency AI is no longer a distant concept in workplace transformation; it is already reshaping day-to-day tasks, decision-making structures, and long-term job expectations. But contrary to the fear-driven headlines, most candidates are not worried about being replaced by AI. They are far more focused on how AI will change the role they are stepping into, what systems they will be expected to learn, and how performance will be evaluated alongside automation. Three in five employees worry they will lose their jobs to AI. But the actual behavior of candidates in the job market tells a different story. Rather than being paralyzed, most are pivoting. They want to know how to work alongside AI, not whether it will replace them. The fear is real. The response to it is remarkably practical. Candidates are now asking grounded, pragmatic questions. How will AI support my workload? What tools will I need to master? Will AI reduce repetitive tasks or add complexity? How will leadership ensure these tools make my job easier, not harder? Employers who can articulate how AI fits into the role, the workflow, and the team’s priorities will attract stronger candidates and build trust early in the hiring process. Clarity about AI is no longer optional; it is now a core part of the candidate experience. 2. Streamlined Decision-Making is Now Essential In 2026, the hiring process itself is one of the most critical signals a company sends about how it operates. Candidates interpret slow or inconsistent communication as internal misalignment. A lengthy, repetitive process hints at unclear priorities. Sudden changes in the interview plan suggest a lack of clarity between the role or the team’s needs. This doesn’t mean employers should rush decisions. It means employers need to remove unnecessary friction, align their stakeholders before launching the search, and communicate clearly at each step of the process. The organizations that hire best this year will be those that combine speed with intention, teams that can move confidently because they have clear success criteria defined from the start. Hiring has become a preview of leadership. Candidates are paying attention. 42% of candidates drop out of the hiring process when scheduling is slow, or communication is inconsistent, and 62% lose interest entirely if they haven't heard back within two weeks of an interview. The process is the first impression. Make it count. 3. Evolving Roles Require Sustainable Employer Support Static job descriptions no longer reflect reality. As businesses modernize and AI reshapes workflows, roles are evolving in real time. Employees are expected to think cross-functionally, navigate ambiguity, and balance both strategic and tactical responsibilities. However, the era of “do more with less” is over. Employees are no longer willing to accept adaptive roles that come without the support, tools, or training necessary to perform sustainably. Many candidates, including high performers, are explicitly evaluating whether a company will set them up for stability or push them into quiet cracking. They want to understand how workloads are managed, how success will be measured as the role evolves, what resources will be available, and how leaders help their teams prioritize when responsibilities shift. An adaptive role is not a problem; an unsupported adaptive role is the concern. 4. Workplace Transparency is a Deciding Factor Transparency has become a defining factor in how candidates evaluate employers. People want a clear picture of what a role truly involves, i.e., the expectations, pace, support, and realities behind the job description. After years of shifting priorities and rising workloads, Candidates are no longer willing to step into roles where expectations are vague or the culture is misrepresented. This shift is directly tied to the rise of quiet cracking. Employees who once tried to “push through” are now prioritizing stability, well-being, and honest communication. They want employers who explain how work gets done, how leaders communicate, and what resources are available to help them succeed. Companies that embrace transparency are seeing stronger engagement and better retention because candidates enter the role with aligned expectations. Those that rely on vague promises or overly polished messaging are losing credibility and often before interviews even begin. CareerPlug's 2025 Candidate Experience Report found that 66% of applicants accepted an offer because of a positive hiring experience, while 26% declined offers due to poor communication or unclear expectations. Transparency isn't soft. It's a deciding factor. 5. Long-Term Outcomes Are Redefining Hiring Success Time-to-fill was once the standard metric for hiring efficiency. In 2026, it no longer tells the whole story. Leaders are increasingly evaluating a hire's quality based on what happens after the offer is accepted. They want to know: Is the new hire demonstrating sustained performance in the role? Are they integrating effectively with the team and strengthening collaboration? Are they showing growth, adaptability, and increasing value over time? These questions matter because retention is shaped far more by the realities employees encounter once they start than by what appears in a job description. Long-term success depends on factors such as transparency around expectations, clarity in success metrics, access to tools and training, effective communication from leadership, sustainable workloads, and meaningful opportunities to grow. Employees want roles that support their well-being and long-term development, not positions that lead to burnout or quiet cracking. Employers who prioritize retention in their hiring decisions will see stronger performance, healthier teams and greater organizational stability. The cost of misalignment is immediate and measurable. According to Codegnan's 2026 Candidate Experience Report , 36% of new hires left their jobs within 90 days because their actual experience didn't match what they were told during the hiring process. What candidates are promised and what they encounter should never be two different things. 6. AI Creates Volume. Curation Creates Value AI has dramatically increased the number of applications employers receive. Candidates can now apply to dozens of roles in minutes, often using AI-generated resumes and cover letters. The result is a new challenge: an overwhelming volume of applicants with far less consistency in quality. Indeed's Hiring Lab reported in January 2026 that job postings mentioning AI surged more than 130% while overall job postings remained only 6% above pre-pandemic levels. Volume is accelerating. Quality is not keeping pace. That is exactly where human judgment becomes the differentiator. But employers don’t need more applicants; they need the right ones. They need individuals who align with the team’s pace, culture, expectations and long-term direction. Identifying that alignment requires judgment, context, and the ability to evaluate nuance, strengths that technology alone cannot replicate. This is where curated, relationship-driven recruiting delivers meaningful value. Recruiters use AI to work faster and more efficiently, but human insight is what turns volume into viable, aligned candidates. In a market saturated with automated outreach and mass applications, the combination of intelligent technology and expert curation ensures employers meet the right candidate, not just more people. The Bottom Line: The Future of Hiring Is Both Human and Strategic Technology will continue reshaping how work gets done, but the heart of hiring remains unmistakably human. Candidates want clarity, stability, support, and honest communication. Leaders want alignment, adaptability and sustainable long-term performance. Teams want colleagues who strengthen, not strain their environment. 2026 will reward the employers who see hiring not as a reaction to open roles, but as a strategic decision made before urgency forces their hand. The trends are clear. The window to act is now. KCG Search works with finance, accounting, and marketing leaders to build hiring strategies that are intentional, efficient and long-term. Not just the next 90 days. If you want to talk through what these trends mean for your team specifically, we'd welcome that conversation. Contact KCG Search today.
