Most hiring problems in 2026 don’t come from “no talent.”
They come from:

• unclear roles

• weak screening

• unstructured interviews

• no onboarding

• no training plan after hiring

Here’s a playbook that combines Recruitment + Training & Development into one system.

Step 1: Write job descriptions that actually help

A good job description includes:

• outcomes (what success looks like in 90 days)

• must-have skills vs trainable skills

• tools used (systems, platforms)

• decision authority (what they can approve)

Step 2: Use a scorecard (reduces bias + mis-hires)

Create a simple 10-point scorecard:

• technical competency

• communication

• reliability

• problem solving

• culture fit (define what this means)

• learning speed

Interviewers must score independently before discussing.

Step 3: Improve screening with 3 filters

• short phone screen (10–15 min)

• one practical task (small + relevant)

• structured interview (same questions for all)

Step 4: Upgrade onboarding (most companies ignore this)

Your first week should include:

• role expectations

• process SOPs

• key contacts

• tools access

• first deliverables (small wins)

Step 5: Add a training plan (the retention weapon)

A simple 30-60-90 plan:

• 30: core basics + shadowing

• 60: independent execution + QA

• 90: ownership + measurable results

Track training like projects: topic → session → outcome → evaluation.

Step 6: Use AI carefully (don’t let it break trust)

Good AI use:

• faster candidate sourcing

• summarizing CVs for internal review

• drafting interview questions
  Bad AI use:

• auto-rejecting without human review

• unclear “why” behind decisions

Step 7: Measure what matters

• time to hire

• pass rate after 90 days

• retention at 6 months

• training completion + performance impact

“We support recruitment, structured onboarding, and training programs that build dependable teams—not just hires.”