What would be the one lesson you would share from 2024 based on your professional activities?
A key lesson from 2024 is that investing in your personal brand and building genuine connections can open countless doors. I’ve experienced this firsthand: my partnership with recruiTECH CEE began when I decided to step up my personal branding. By attending conferences, meetups, and engaging with people who share my interests, I had the chance to share ideas and learn from others. Over time, this visibility and credibility led to exciting new opportunities.
If you could give one piece of advice to the industry, what would it be?
Prioritize continuous learning—even in the face of constant “firefighting” that comes with the job. We often get caught up in day-to-day emergencies and leave no room for strategic work or personal growth. Set aside at least 10% of your time for skill-building, whether it’s learning about AI or honing soft skills like communication and negotiation. This investment in yourself helps you stay adaptable and valuable—especially important in a field that’s often among the first to feel the effects of business downturns. By proactively expanding your skill set, you’ll be better positioned to pivot across industries and remain resilient in any market condition.
What economic outlook do you see for 2025? What are your expectations for the intellectual labour market?
AI is driving efficiency, but recruitment has come full circle. Beyond technical expertise, soft skills like pattern recognition, rapport-building, and active listening will shine. Authentic personality and charisma give recruiters a crucial edge that AI can’t replicate. Doubt it? Ask ChatGPT to tell you a joke and you will see that human warmth still stands apart.
What are some recruitment challenges you would highlight specifically in your country/region?
One major challenge in our region is the limited pool of specialized candidates, which means recruiters often encounter the same people multiple times. While this can make sourcing tough, it also creates an opportunity to build strong, long-lasting relationships with candidates. Those connections can become a valuable asset down the line when seeking the right fit for future roles.
What are the best automation tools that recruiters can use to improve their efficiency?
Use TalentLyft as your go-to recruitment software, Marty.hr for AI-powered skill-based assessment, ContactOut for accurate contact details, and Clay for enrichment and personalization.
Thank you for the answers Lovro Čulina, the ambassador of recruiTECH CEE from Croatia!
