The Edge for April 2026
To attract and hire top talent in today’s competitive market, employers need to move beyond traditional résumés and rigid job descriptions. That means offering flexible schedules, salary transparency, meaningful work, and opportunities for advancement. We asked N.J. Chamber of Commerce members to share how they’re recruiting and landing the right people in 2026 – and keeping them too. Read the article below.
Candidates today want to feel valued
We’ve had to rethink how we attract talent by truly meeting people where they are, both professionally and personally. We’ve simplified job descriptions to focus less on rigid requirements and more on purpose, growth, and impact. Meanwhile, we offer employees training, tuition assistance, and clear advancement opportunities. And we can tout our self-scheduling app that gives our nurses more control and flexibility in how they work. Candidates today want to feel valued, supported, and able to build a future.
– Deborah Visconi, President and CEO, Bergen New Bridge Medical Center
Get job candidates to imagine a career with you
At PwC, we’re looking beyond resumes. While they still matter, we emphasize curiosity, a willingness to learn, AI fluency, and human skills like critical thinking and communication. Once they are here, we’ve leaned into in-person experiences to help new joiners build connections, learn quickly, and feel part of the team. Time in our offices gives them exposure to colleagues, clients, and the broader business. When candidates see opportunities to build skills through hands-on experience and apprenticeship, they can picture a career where they’ll make an impact.
– Jon Hirschfeld, NJ Office Managing Partner, PwC
Build trust early
We’ve made our interview process stronger so candidates walk away with a clear picture of the job and what it’s really like. From the start, we talk about career growth, team culture, and the impact of the work, along with flexibility and work-life balance. The goal is to build trust early. That’s what helps us attract high-quality talent that fits our mission and values.
– Melissa Toll, Vice President, Human Resources, Delta Dental of New Jersey
We lead with equity, mission, and the promise of skill building
We use AI across the entire hiring process, including AI-drafted job descriptions focused on outcomes over credentials; structured interview guides for every role; and automated candidate summaries so we're evaluating people, not managing notes. We even built our own internal AI-powered tools because nothing on the market worked the way we needed. But the bigger recruiting story is culture. The TechUnited:NJ team works with cutting-edge AI tools every day. For the right people, that's as compelling as compensation. We lead with equity, mission, and the promise of skill building, and that attracts exactly who we want.
– Aaron Price, Founder & CEO, TechUnited:NJ
Ask about accomplishments and leadership skills
To help determine who the top prospects are, I ask candidates two series of questions. The first is: What do you look to accomplish? What are you looking to accomplish in the next year? In the next two years? Secondly, especially for younger candidates, I ask: What have you accomplished so far? What did you do while you were in school? What extracurricular activities outside of school were you involved in? And how did you show leadership qualities there? How have you've been great at interacting with other people and how would you apply those values here?
– Ottaviana De Ruvo, Engagement & Retention Strategist, Withum
Focus on their niche skills that aren’t being handled by AI
A lot of my clients are now focusing on niche and special skills when they look to fill openings. They are writing more targeted job descriptions where they're not listing a lot of different skills, especially entry-level skills that AI might be handling. They're focusing more on people with nuanced knowledge that AI can't touch yet. In addition, they are more willing to give higher initial salary offers to reach for that top candidate rather than risking a bad hire.
– Lindsay A. Dischley, Member, Practice Group Leader, Employment & Labor Law, CSG Law
To find talent, build a pipeline
As a community bank, we do our best work when employees are engaged and have the skills to serve our customers and communities. To build that pipeline, we partner with workforce development organizations and invest in apprenticeships and upskilling. Once employees join us, we keep that investment going with ongoing education, leadership development programs, tuition assistance, and more than 20 employee resource groups that support inclusion. Together, these efforts help create a workplace where people feel valued, respected, and able to grow their careers.
– Shannon Lazare, New Jersey Regional President, M&T Bank
Your employees are your best recruiters
We’re taking a long-term approach to recruiting by building strong talent pipelines, and supporting employees throughout their careers. It starts with community outreach, campus engagement, and involving our employees – who are often our best recruiters – in the hiring process. We also clearly communicate growth opportunities because candidates want to know how they can advance. Our mission-driven work continues to attract experienced professionals looking to make an impact. Just as important, we pay attention to what our employees say and make changes based on their feedback, creating a place where people want to stay and build a career.
– Lisa Johanning, Senior Vice President, Director Talent Management, Fulton Bank
Make it easy to apply, and respond promptly
At Master Search Solutions, our approach to attracting top talent starts with writing a skills-first job description that clearly outlines potential for growth and pay range. We also highlight unique benefits that are important to candidates: flexible work options, mental health support, and continuous learning stipends. Last but not least, we make it easy to apply – and we respond promptly. We don’t want to lose anyone because of an overly complicated process.
– Felice Nussbaum, Senior Recruiter, Master Search Solutions
A competitive salary is still king
If you want to get the top candidates, the salary has to be competitive. There’s a growing emphasis on newer benefits like flexible schedules, wellness programs, and childcare – and they matter. But for job candidates, salary is the top priority. That’s followed by health benefits. When candidates are weighing multiple offers, they closely compare the cost of health benefits from one employer to another. Retirement offerings – 401(k)s, pensions and profit-sharing – also remain a critical part of the decision.
– Nick Malefyt, President, Master Search Solutions
Bring in people who reflect your values
In our areas of specialty – civil engineering, environmental, and surveying – the traditional “hire a resume” model is disappearing. People entering the workforce today want to learn quickly and be part of something they believe in. That fits well with our mentorship culture and how we’re adapting to what matters now – flexible or hybrid schedules, faster growth opportunities, support for certifications, and a positive workplace culture. Our employees are also brand ambassadors, so we’re focused on bringing in people who reflect our values.
– Ohannes Najarian, Director-Marketing & Communications, Najarian Associates
Responses for this article were edited for space and clarity.
Search the Edge Archive
NJ ChamberEdge Archive
- How Employers Are Winning the Talent War in 2026
- Smart Networking Tips Ahead of the ReNew Jersey Business Summit
- What Young Professionals Want – and How Smart Employers Are Responding
- This Holiday Season, N.J. Chamber Members Pay Tribute to Their Mentors
- N.J. Chamber Members and Experts Share How They’re Putting Artificial Intelligence to Work for their Businesses
- First Jobs, Big Lessons: N.J. Chamber Members Reflect on Where their Careers Began
- Smart Strategies to Hire and Retain Top Talent in 2025
Newsmakers
The American Cancer Society honored Les Hirsch, president and CEO of Saint Peter’s Healthcare System, having named him this year’s Medical Honoree. Hirsch, with over 45 years in health care, is being recognized for his transformative impact on cancer care in New Jersey. Since taking the helm at Saint Peter’s in 2017, Hirsch has championed a community-first approach, expanding access to clinical trials and highly specialized oncology services in New Brunswick.
M&T Bank announced the appointment of Denise Viola Monahan as its regional president for Philadelphia and Southern New Jersey. Monahan brings over 40 years of financial services experience, deep regional knowledge, leadership acumen and a passion for community engagement, the bank said. Monahan has served as wealth market leader for Pennsylvania and Southern New Jersey since 2023
Hackensack Meridian Health, Merck, Atlantic Health and Crum & Forster were the four New Jersey-based companies to earn a spot on Fortune’s 100 Best Places to Work list. Edison-based HMH was the highest-ranked New Jersey company, coming in at No. 39. It was followed by Kenilworth-based Merck (No. 58), Morristown-based Atlantic Health (No. 75) and Morristown-based Crum & Forster (No.78).
Bank of America has been named the official retail bank of Gotham FC, the two organizations announced April 6. The bank now also presents the Gotham FC community access initiative through its “Soccer With Us” program, which expands access to youth sports in New York and New Jersey, particularly in underserved communities.
Rowan University is establishing a School of Financial Planning – and it is doing so with a landmark $10 million commitment by Edelman Financial Engines, the school announced. The school will be designed to address the nation’s increasing shortage of qualified financial planning professionals. It will feature curriculum at undergraduate and graduate levels.
RWJBarnabas Health and Essex County have launched a new mobile pediatric clinic, bringing care directly to children where they live. The clinic offers health screenings, physicals, immunizations, preventive services and health education. The state Health Department granted the program a medical facility license, allowing it to expand beyond vaccinations and school readiness services to broader pediatric care.
Robert Wood Johnson University Hospital Rahway, an RWJBarnabas Health facility, has named Dr. Kenneth Janowski to serve as its new chief medical officer. Janowski will spearhead the hospital’s clinical operations and provide oversight for the medical staff. The appointment serves as a homecoming for Janowski, who earned his Doctor of Osteopathy from the University of Medicine and Dentistry of New Jersey and completed his internal medicine residency at Morristown Memorial Hospital.
FirstEnergy Corp. has appointed Brian Harrell, a former senior U.S. homeland security official, to vice president and chief security officer, and Jennifer Lawless to vice president - enterprise learning. Harrell's responsibilities include corporate and field security, enterprise-wide cybersecurity, threat intelligence, and risk and compliance. Lawless will lead FirstEnergy’s strategy to build an agile and engaged workforce.
South Jersey Industries and its subsidiaries, South Jersey Gas and Elizabethtown Gas, marked Earth Day 2026 with volunteer projects and new funding for conservation. Led by the company’s Green Team employee group, teams worked across New Jersey to support natural landscapes. The company also announced employees have pledged more than $40,000 to The Nature Conservancy, including a dollar-for-dollar corporate match through its annual Employee Giving Campaign.
The law firm Archer & Greiner announced that Martyn Babitz has rejoined the firm as Of Counsel in its Private Wealth, Estates & Trusts practice. The move marks a professional homecoming for Babitz, who practiced with Archer early in his career before spending decades in leadership roles at BNY Wealth, Hawthorn, PNC Family Wealth, and Brown Brothers Harriman.
Health care company Bayer, with North American headquarters in Whippany, announced that Nelson Ambrogio, currently president of Bayer’s global radiology business, was appointed president of Bayer U.S. Pharmaceuticals, effective May 1. Ambrogio will be responsible for commercial pharmaceutical operations in the U.S. and its key growth brands in prostate cancer, cardiovascular care, women’s health care and as the company prepares its future portfolio in secondary stroke prevention.
Fairleigh Dickinson University held a naming ceremony April 21 for the Marion Turpan College of Psychology and Counseling, funded by a $6 million anonymous gift – the largest in the university’s history. The college honors the late Marion Turpan, an alumna, educator and lifelong learner. The investment will fund scholarships and fellowships, strengthen academic programs, enhance faculty resources, and expand mental health education and services.
Kannan Mohan, a professor and associate dean from Baruch College at the City University of New York, has been named senior vice provost for academic affairs at New Jersey Institute of Technology, the school announced. Mohan, who will start Aug. 1, will be responsible for the Office of Graduate Studies, the Office of Undergraduate Studies, the NJIT Library, the Office of Global Initiatives, and the Center for Educational Innovation and Excellence.
The College of New Jersey received a record 14,400 applications for the incoming Class of 2030, reflecting strong demand for the college’s high-quality, high-value degree programs.
The W. Cary Edwards School of Nursing and Health Professions at Thomas Edison State University celebrated the graduation of its Winter 2026 Accelerated Bachelor of Science in Nursing cohort. A pinning ceremony April 23 at the New Jersey State Museum welcomed 36 new graduates into the profession following their completion of a rigorous 15-month program. As health care providers face ongoing staffing shortages, the program continues to serve as a key pipeline for new nursing talent.
Jonas Ng has joined Valley National Bank as first senior vice president and head of small business banking. Ng arrives at Valley with a background that blends traditional commercial banking with modern fintech innovation. Most recently, he held senior leadership positions at KeyBank. He also was COO of Laurel Road, a digital lending platform.
Public relations firm MikeWorldWide (MWW) has appointed Mike Sacks as managing director of corporate reputation and advisory. The firm has offices in Hasbrouck Heights and Trenton. Sacks began his career at the firm two decades ago and returns after leading the Corporate Affairs practice at FleishmanHillard in Chicago, where he advised brands across technology, health care and financial services.
Amazon said it would acquire Globalstar in an $11.57 billion deal, bolstering its satellite business. Through the deal, Amazon adds Globalstar's two dozen satellites to its existing network of more than 200. Amazon is preparing to roll out its satellite internet services later this year.
Amazon's cloud unit launched Amazon Bio Discovery, an artificial intelligence application designed to speed early-stage drug discovery by allowing scientists to run complex computational workflows without writing code. The software gives researchers access to a library of specialized biological foundation models that can generate and evaluate potential drug molecules, along with an AI agent that helps users select models, set parameters and interpret results, Amazon said.
Goya Foods, the largest Hispanic-owned food company in the U.S., headquartered in Jersey City, hosted its annual Goya Gives Day on March 31. The nationwide day of giving provided 1 million pounds of food to individuals and families across the U.S., Puerto Rico and Spain. Through its global Goya Gives initiative, Goya facilities, employees and over 100 community partners coordinated food donations and volunteer efforts.
Parsippany-based Wyndham Hotels & Resorts said it is expanding its Dolce by Wyndham brand in the U.S with three new openings in the Hudson Valley in New York; Miami Beach; and Palm Springs, California. Wyndham said the additions bring the upscale, design-focused Dolce flag to major leisure and group-travel destinations, as demand grows for hotels that blend a local sense of place with design and cultural experiences.
