My 2026 non-negotiables: speed, authenticity, and smarter reach
In conversation with Gemma Tracey MCIPD, FIH, HR Director, Champneys
When Gemma Tracey reflects on recruitment in 2026, one word stands out: intentional.
“Compared to two years ago, candidates are applying with more thought she explains. “They’re looking for a reputable, credible employer, somebody that matches with their aims, their goals, their morals.” That intent shows up clearly in applications and interviews. People want alignment, not just employment.
Vacancy levels at Champneys remain steady, but the business itself is evolving. Roles are being reimagined, adverts refreshed, and language updated. “The job descriptions we’ve got are probably what we had five years ago, and it’s time for change,” Gemma says. That shift includes investing in a dedicated Talent Acquisition Manager for the first time, focused on securing the right people at the right time.
Volume, however, is still a pressure point. Heads of Department manage much of the recruitment across properties, often reviewing high numbers of applications. “You could have 100 applicants… it’s a lot of work to get through.” Smarter use of AI is firmly on the agenda, particularly at the early sifting stage, to free up managers for meaningful conversations.
Despite the pace, speed and communication have become non-negotiable. “Before you invest the time… you have to speak to the candidate,” Gemma says. Even at scale, there must be a human check-in: confirming pay, location and expectations before progressing. “There’s nothing more frustrating than applying for a job and not hearing back.” Setting clear timelines and sticking to them is now a baseline standard.
Employer brand, in a competitive hospitality market, is central. “For us, it’s everything.” With over 100 years of heritage, Champneys has strong recognition. But heritage alone is not enough. Candidates research, check reviews and look at social channels. “We had no presence on Instagram or LinkedIn. We relied on people knowing the brand. That will only take me so far.”
Authenticity is what bridges that gap. “There’s no scripts behind all of that. It’s a working environment.” Leaders are shown as they are. Teams step briefly away from busy shifts to share their experiences, then return to work. That honesty builds trust long before day one.
Hire Intelligence underpins that strategy with clarity and reach. “The levels of reporting are brilliant. That’s the data-driven insight that we need,” Gemma says. With budgets under scrutiny, understanding where to invest matters. In rural locations especially, the results are tangible. “I often think these people don’t exist… we put the advert out and can attract 50-plus people.”
Quality has improved too. “Yes, 100%,” she confirms.
In 2026, intelligent hiring is not about doing more. It is about doing it better. For Gemma, that means moving quickly, communicating honestly and using smarter reach to find the right people, not just more people.