In a recent LinkedIn post, Hung Lee offers a forward-looking analysis of the recruitment landscape, forecasting five significant trends expected to shape the industry by 2026. Lee, who publishes a regular newsletter titled ‘THIS WEEK, IN RECRUITING,’ shared his predictions in the 251st issue, delving into candidate experience, AI adoption, staffing agency strategies, and the future of remote work in talent acquisition.
Lee opens his discussion by highlighting a potentially concerning trend for candidate experience:
“Does anyone think CX gets better in 2026? I think bottom line is experience of ‘not getting the job’ will be more common, so we’re going to break unwelcome record again.”
This sentiment underscores a broader concern about the increasing volume of applications and the potential for a less positive experience for those not selected, a challenge Hung Lee believes will intensify.
AI Integration in Applicant Screening
A significant portion of Lee’s forecast centers on the rapid adoption of Artificial Intelligence within recruitment technology. He predicts a near-universal integration of AI-powered applicant screening tools into Applicant Tracking Systems (ATS) within the next two years.
According to Hung Lee:
“90% OF ATS WILL HAVE AI APPLICANT SCREENER BY EOY”
Lee emphasizes that this capability is rapidly becoming a baseline expectation for ATS providers. He advises organizations to inquire about their current ATS’s AI functionalities or future roadmaps, as this technology is poised to become standard by the end of 2025.
The Evolving Role of Staffing Agencies
Hung Lee also anticipates strategic shifts for staffing agencies, particularly in their utilization of data and the potential for new service lines.
Acquisition of Agentic CRM Providers
Lee posits that major staffing agencies will invest in or acquire specialized Customer Relationship Management (CRM) providers that leverage AI. The goal, as he outlines, is to unlock the vast data held within their extensive candidate records.
“Staffing agencies are going to build or buy some sort of solution which will finally enable them to unlock that treasure trove of data they have in millions of candidate records.”
He speculates that such an acquisition might involve a UK-based software company, possibly one the agency is already using under a white-label agreement.
IAAS as a Premium Service
Furthermore, Hung Lee predicts the resurgence of “Interview as a Service” (IAAS) as a premium offering, likely driven by staffing agencies. In an era where AI handles much of the processing, Lee argues that specialized human expertise will command a higher value.
“In a world where AI does the processing, expert human time / labour becomes a premium,” Lee writes, suggesting that domain experts could offer their services for specific ‘interview gigs’ as talent assessors. He frames this as another potential growth area for staffing firms.
The Shift in Remote Work for Talent Acquisition
Finally, Lee forecasts a rollback in remote work within Talent Acquisition (TA) roles to pre-pandemic levels.
“REMOTE TA ROLLS BACK TO PRE-COVID LEVELS”
While acknowledging the uncertainty around precise pre-COVID remote work figures for TA, Hung Lee suggests the trend is already reversing and will likely reach its previous baseline by the end of 2025. He attributes this shift to the prioritization of higher-value work, which he believes often translates into increased in-person interaction.
Throughout his post, Lee also references upcoming recruitment and HR events, including a case study on AI in high-volume hiring with Police Scotland and discussions on RecOps and AI’s role in talent acquisition.
📝 About This Content
This article is based on insights shared by Hung Lee on LinkedIn.
📅 Originally posted on January 19, 2026 | View original post on LinkedIn →