Recommendation
Prologue - Why You Should Select Based on Skill, Not Ability

PART 1 WHY Recruiting is the moment to discover the leader who will lead the team.

PART 2: WHAT: Changes in Work Motivation, Top 10 Hiring Trends

01.
The era of team fit: Now, talent is selected based on team fit, not culture fit.

02.
Skill-based hiring: Immediately applicable skills become the hiring criteria, rather than academic background.

03.
Interview Feedback - The End-Point of Recruitment Branding and the Link to Next-Level Decisions: Interview Feedback is Changing

04. AI Literacy - The era of "AI Literacy," not "Digital Literacy," is coming to all jobs.

05.
Culture Add - We recruit talent who will add new value to the organization, rather than similar individuals.

06.
Full-Stack Talent - A person who crosses multiple rivers rather than just one well. A "full-stack talent" is strong.

07.
Career Ownership - Even as jobs change, you still have control over your career.

08.
Talent Density Strategy: Now, the focus is on securing a "qualitative edge" in talent, rather than simply securing "quantitative" talent.

09.
Cross-skilling is becoming a multi-functional strategy that involves learning competencies from other jobs and integrating them into practice.

10.
Senior Crafting - Transition, Not Retirement, Opening New Possibilities in the Second Half of Life

PART 3 HOW What should we do right now?


Appendix - Teamfit Interview Questions

10 Keyword Hiring Trends Needed in the Teamfit Era by 2026

■ The era of team fit - Now, talent is selected based on team fit rather than culture fit.
We select people who fit the 'team', not the 'organization'.
Even within the same company, each team has different work rhythms and communication styles.
During the hiring process, we closely examine compatibility with collaborative attitudes, conflict management, and leadership styles.
■ Skill-based hiring - Immediately applicable skills become the hiring criteria, rather than academic background.
It is evaluated based on ‘immediately usable skills’ rather than job experience.
Verifiable evidence of skills, such as practical assignments, portfolios, and micro-qualifications, is prioritized over academic background and years of experience.
Task-oriented verification of role performance potential.

■ Interview Feedback - Interview feedback, the final stage of recruitment branding and the link to the next stage of decision-making, is changing.
Standardize post-interview feedback to improve the quality of the experience.
Regardless of whether you pass or fail, we provide a structured overview of your strengths, areas for improvement, and next growth points.
Increase applicant confidence and expand the pool of future reapplications.
■ AI Literacy - The era of 'AI Literacy' is coming to all jobs, not just 'digital literacy'.
Knowing how to work with AI becomes a fundamental skill.
Beyond understanding tools, it includes automation design, prompt writing, quality verification, and applying ethical standards.
Accelerate productivity and decision-making across all job functions.
■ Culture Add - We select talents who will add new value to the organization rather than similar individuals.
We look for people who 'add' to the culture rather than people who 'fit' into it.
We prefer talents who can add new perspectives and language to the organization's homogeneity.
Designing diversity to be a catalyst for innovation.
■ Full-stack talent - A person who crosses multiple rivers rather than just one well, a 'full-stack talent' is strong.
An integrated individual who connects everything from strategy to execution in a single flow is emerging.
Connect planning, data, communication, and operations to achieve end-to-end results even in small teams.
High leverage with a small number of people.
■ Career Ownership - Now, even if the job changes, I still have control over my career.
Individuals take control of their careers.
Design your own job and organizational changes and redefine your role based on your strengths.
In hiring, we look at motivation, work style, and learning agility together.
■ Talent density strategy - Now, the strategy of securing 'qualitative advantage' over 'quantitative acquisition' of talent is gaining attention.
Raise the team's average by 'picking less and operating strongly'.
We create a high-performance environment by raising standards throughout the entire hiring, placement, and dismissal process.
The higher the density, the better the quality of collaboration and the faster the pace of innovation.
■ Cross-skilling expansion - A shift to a multi-functional strategy that involves learning the capabilities of other jobs and integrating them into practice.
Develop connecting capabilities that cross job boundaries.
Encourage cross-learning across roles, such as designers' research, marketers' data, and developers' understanding of UX.
Increases team resilience and fungibility.
■ Senior Crafting - Transition, Not Retirement, Opening New Possibilities in the Second Half of Life
Middle-aged and older talents are redesigning the meaning and role of work on their own.
Restore engagement and performance by reallocating strengths, restructuring relationships, and reorganizing your work portfolio.
Organizations increase retention by institutionalizing redesign opportunities.