As we step into 2026, one thing is clear: the recruitment landscape hasn’t stood still over the break. While the year has kicked off a little slower than last, the conversations we’re having with clients and candidates tell a much bigger story—one shaped by changing expectations, cautious hiring, and a workforce that knows what it wants.

In the latest episode of the Montagu Group podcast, Suki and Tayla unpacked some of the biggest myths and facts shaping the IT recruitment market right now. Below, we’ve distilled those insights into practical takeaways for both employers and candidates navigating the year ahead.

The Market Mood: Steady, Slower, Still Moving

Compared to this time last year, the market is undeniably quieter. Hiring hasn’t stopped—but it has become more considered. Many organisations slowed earlier than usual toward the end of 2025, and that cautious approach has carried into the new year.

What we’re seeing instead of volume is intentional hiring:

• Roles are being scrutinised more closely

• Processes are more measured

• Decisions take a little longer

That makes understanding the real dynamics behind recruitment more important than ever.

Myth #1: The First Applicants Are Always the Best

Verdict: Myth.

Great candidates don’t all apply on day one. Some are returning from leave, others are waiting for the right moment, and many come through referrals or networks rather than job boards.

• For employers: Keep reviewing applications as they come in.
• For candidates: Don’t assume you’ve “missed out” just because a role has been live for a few days.

Myth #2: Ghosting Only Happens to Candidates

Verdict: Myth (unfortunately).

Ghosting is an industry-wide issue. Candidates get ghosted. Recruiters get ghosted. Hiring managers get ghosted too.

While it’s frustrating on all sides, it’s also a reminder of how important clear communication is—especially in a quieter, more competitive market.

Myth #3: Salary Is the Main Reason People Change Jobs

Verdict: Mostly myth.

Salary still matters—but it’s rarely the only driver anymore.

What we’re consistently hearing is that candidates are prioritising:

• Flexible or hybrid working arrangements

• Workplace culture

• Leadership style and team environment

Many professionals are willing to trade a higher salary for a role that offers balance, trust, and sustainability.

Fact: Flexible & Hybrid Work Is Now Essential

This has become the number one question candidates ask.

Five years ago, salary led the conversation. In 2026, it’s all about:

• How many days in the office?

• Is flexibility genuine or just “on paper”?

• Is the policy consistent across the organisation?

We’re also seeing a global push toward more structured office attendance—often two to three days per week. For many, that’s the sweet spot. Push beyond that, and organisations risk losing top talent.

Myth #4: Follow-Up Emails Win You the Job

Verdict: A bit of both.

A polite follow-up won’t usually change a hiring decision—but it can leave a strong impression. Professional, well-timed communication shows interest and maturity, and that can open doors later, even if the role isn’t the right fit right now.

Tone matters. Keep it respectful, concise, and genuine.

Myth #5: More Interviews = Better Hiring Decisions

Verdict: Myth.

Endless interview rounds don’t necessarily lead to better outcomes. In fact, overly long processes can:

• Frustrate candidates

• Slow decision-making

• Result in losing strong talent to faster-moving competitors

The most effective processes we see are usually one to two well-structured interviews, giving both sides a genuine feel for the role, the team, and the organisation.

Fact: Candidate Experience Shapes Employer Reputation

This one’s non-negotiable.

Candidates form lasting opinions about organisations based on the recruitment experience—even if they don’t get the job. Recruiters are often the first point of contact and, in many cases, the voice of the brand.

At Montagu Group, we take that responsibility seriously. Representation, honesty, and alignment matter—because recruitment isn’t just about filling roles, it’s about building trust.

Practical Advice for 2026 Job Seekers

If you’re active in the market this year:

• Tailor your CV for each role

• Read job ads carefully (yes, especially the work arrangement details)

• Keep LinkedIn and recruiter profiles up to date

• Invest in networking—face-to-face still matters

Many opportunities never make it to a job board.

Looking Ahead

2026 may have started slower, but it’s shaping up to be a year defined by quality over quantity. The fundamentals haven’t changed—clarity, communication, and culture still win—but expectations have evolved.

We’ll continue unpacking these shifts throughout the year. For now, consider this your reminder: the market is moving… just more thoughtfully.

Here’s to 2026—steady, strategic, and full of opportunity.