Technology starts to filter CVs, identify patterns, organize talent banks and suggest profiles suitable for vacancies, reducing the initial funnel to a more qualified group of candidates
Artificial intelligence should consolidate itself as one of the main allies of Human Resources departments in 2026, transforming the way companies recruit, evaluate and select professionals. In a market marked by high competitiveness and pressure to retain talent, experts point out that technology will be decisive in making selection processes faster, more structured and assertive — without replacing the human eye.
The tendency is for practices previously seen as differentiators to become mandatory. According to professionals in the field, the advancement of AI will make it possible to reduce repetitive steps, organize large volumes of applications and support decisions based on data, at the same time that the human focus turns to profile analysis, culture and alignment of values.
According to Gustavo Loureiro Gomes, recruitment specialist and CEO of HUG, the market is moving towards less intuitive and more technical processes. “Companies are no longer relying solely on intuition to adopt more structured methods, with clear steps, objective metrics and greater technical rigor. This movement should intensify in 2026”, he states.
One of the main changes is the use of AI as a screening tool. With vacancies that receive more than a thousand applications, manual analysis becomes unfeasible. The technology starts to filter CVs, identify patterns, organize talent pools and suggest profiles suitable for vacancies, reducing the initial funnel to a more qualified group of candidates.
For Raquel Nunes, HR leader at HUG, this advance contributes to improving the candidate experience. “AI brings efficiency and allows us to provide faster feedback, which is precisely where the biggest bottleneck usually exists. When the candidate takes a long time to receive feedback, this generates anxiety. With technology, we are able to make the process more organized, humane and transparent”, he explains.
Despite the speed gain, experts emphasize that AI does not replace human analysis. Issues such as behavior, expectations, attitude in interviews and cultural compatibility continue to depend on the sensitivity of recruiters. “AI accelerates and organizes. But those who decide are those who look beyond the data. The future of recruitment is the combination of technology and humanity”, reinforces Gustavo.
In addition to automation, 2026 should mark the consolidation of more structured selection processes, with standardized interviews, clear evaluation criteria and greater monitoring of the new employee’s first days. This set of practices, combined with the strategic use of technology, tends to reduce turnover and increase team performance.
For experts, companies that know how to integrate artificial intelligence, transparency and human care will come out ahead in the competition for talent. More than hiring quickly, the challenge will be to hire better — and AI must be a key player in this new job market scenario.
