What do you see as the biggest challenge for 2025?
The biggest challenge for 2025 will be balancing AI-driven hiring efficiency with fairness, candidate experience and compliance. AI can boost capacity, reduce costs and accelerate recruitment, but risks like bias, transparency gaps and data privacy remain. Regulations like the AI Act will enforce ethical AI use and accountability, but organizations must strategically integrate AI, prioritize human insight and invest in explainable AI—as we do at Nagarro through Fluidic Enterprise vision.
Where do recruitment organisations need to improve on the corporate side?
Recruitment organizations need to leverage technology to automate repetitive tasks, freeing recruiters to focus on high-value activities like strategic talent advisory and candidate engagement. AI-driven tools can enhance recruiter velocity during sourcing, reduce time-to-hire and improve the candidate experience. Investing in smart automation, predictive analytics and seamless ATS/CRM integrations will drive efficiency and better hiring outcomes.
What should recruiters focus on in 2025?
Recruiters' 2025 focus in the IT industry will be on adapting to evolving skill demands driven by AI and targeting emerging tech expertise. Building strong talent pipelines, leveraging AI-driven sourcing while maintaining a human touch and enhancing hiring accuracy with predictive analytics will be critical. Upskilling in AI tools, data-driven decision-making and strategic talent advisory will set recruiters apart in a competitive market.
What are some effective strategies for recruiting across multiple countries in the CEE region?
At Nagarro, we don’t rely on a single solution when recruiting across multiple countries, but have developed a multi-faceted hiring process built on a multi-channel sourcing approach. We leverage Employee Referrals to tap into passive talent, with internal ambassadors playing a key role in amplifying our brand. We also use localized headhunting tailored to market-specific candidate behaviors, ensuring relevance and effectiveness. This is supported by centralized, yet flexible recruitment frameworks to maintain efficiency across regions. In addition, trusted partnerships with hiring vendors offer the agility and scalability needed to handle volume spikes without sacrificing quality or speed.
What are some recruitment challenges you would highlight specifically in your country/region?
Talent scarcity in high-demand tech roles, coupled with increasing competition across industries for the same skills, presents a significant challenge. Additionally, adapting to evolving regulatory changes adds complexity. Retention is now just as critical as attraction, emphasizing the need for strong EVP strategies to engage and retain top talent while staying competitive in the market.
What are you preparing for recruiTECH CEE?
Insights on AI in hiring, optimizing talent allocation and enhancing the candidate experience through technology will be key. I’ll also focus on sharing best practices from our multi-country HR operations and highlighting the impact of data-driven recruitment strategies to drive efficiency and improve outcomes across the board.
Thank you for the answers Mirabela Ionescu, the HR Director for Hungary, Poland, Romania and Switzerland of Nagarro!
