1. What do you see as the biggest challenge for 2025?
I see 2025 as all about adaptation: adapting skills to market needs, adapting to new AI tools, adapting compensation due to recent inflation and market situation, and adapting and aligning values with new generations.
2. What should recruiters focus on in 2025?
Recruiters will be the leaders of change, as we are the bridge between the company and the outside world. We are the ones who hear both sides and can align expectations. Employer branding will also be crucial, as candidates will continue to prioritize companies that demonstrate authenticity, purpose, and a strong cultural alignment.
3. What would be the one lesson you would share from 2024 based on your professional activities?
The most valuable lesson from 2024 is that adaptability and agility are keys to success. The world and market are changing super fast and these skills will be crucial in the future. Not being married to our ideas and being able to change course when needed. Clear communication of role expectations and timely feedback can make or break the hiring journey, especially in competitive industries like gaming.
4. What is your opinion on AI? Is it taking away from recruiters' jobs? Where can you add value in recruitment selection?
AI is a powerful tool that enhances recruitment processes by automating repetitive tasks like sourcing, screening, and scheduling. However, it doesn’t replace recruiters; it elevates them. The real value recruiters bring lies in building relationships, assessing cultural fit, and seeing candidates as humans, not just numbers and sets of skills but individuals with their own stories.
5. What economic outlook do you see for 2025? What are your expectations for the intellectual labor market?
The future feels uncertain with inflation and geopolitical tensions affecting the world. I see a strong demand for highly skilled professionals, especially in tech and gaming, in the intellectual labor market. However, I assume companies will face tougher competition for this talent, so it’s crucial to offer not just competitive salaries but also meaningful career paths and work-life balance—especially as Gen Z enters the workforce.
6. What are some recruitment challenges you would highlight specifically in your country/region?
In our region, the primary challenge lies in attracting specialized talent to relocate to Slovenia, particularly for tech and creative roles. While we support remote work to an extent, it can sometimes result in lesser team cohesion and the lesser team connections that arise from in-person collaboration. As a company, we prioritize a hybrid approach because we strongly believe in the value of teamwork, building meaningful relationships, and fostering company culture.
Thank you for the answers Anja Kraševec Dervarič, Talent Acquisition Expert of OUTFIT7!
