What do you see as the biggest challenge for 2025?
- Volatile hiring needs;
- Increasing need of niche skills and growing competition within the small population of candidates having these skills available (fight for the same profiles);
- „Fine dining” recruitment: After the years of “quantity” recruitment focus on the “quality” >> decreasing number of job offers but „extra” candidate profile requirements.
Where do recruitment organisations need to improve on the corporate side?
In digitalization, process automation, and in revolutionizing their selection processes with using but also ruling AI support in it.
What should recruiters focus on in 2025?
1.Developing their professional competency: focus on their real value add in the selection process >> assessment of personality, team-fit and competency of the candidates; 2. Improving their own digital skills; 3. Finding ways how to connect effectively to the need of the candidates of the younger generation (and with niche skills) (e.g live chat candidate hotline).
What economic outlook do you see for 2025? What are your expectations for the intellectual labour market?
The challenging business situation of the automotive industry and the general decrease in the economical growth set the scene. Companies need to consider and adapt to an ongoing generational change: in the current “hard” economical times the employment terms&conditions are being defined more conservatively, while these has to be balanced with the expectations of “freedom” in workplace among the young generation (especially among talents in the intellectual labour market).
What do you use to motivate yourself and your team?
Transparency, appreciation, celebrating success.
What are you preparing for recruiTECH CEE 2025?
A centralized recruitment model through a Shared Service Center in one country while managing hiring across several locations in the same labor market presents both challenges and opportunities. The key to success in building a high-performing recruitment service is the balancing of processes, capacity and candidates. This session will explore these 3 ingredients of balancing: 1. How to balance standardized processes with local, individual stakeholder needs? 2. How to allocate capacity efficiently and flexibly where and when recruitment is needed? 3. How to navigate market dynamics: when to source from local vs. country labor market?
Thank you for the answers Alexander Boudhina, the HR Director & Head of HR Service Region for Central and Eastern Europe & Service Center Manager Budapest at Bosch!
