What economic outlook do you see for 2025?
The year 2025 brings continued economic uncertainty in the European Union, with inflation, energy security and sluggish economic growth as the focus shifts to the West. In Central and Eastern Europe, countries face challenges in recruiting and retaining employees, as many young professionals move west in search of better working conditions. Employers are increasingly realizing that competitiveness depends not only on salaries, but also on investing in employee education and development. The education industry in this part of Europe is growing, but companies are still adapting to new learning models. Hybrid education, digital academies and talent development programs are becoming key tools for attracting and retaining employees. Companies that invest in continuous improvement of their teams have a greater chance of long-term success, while those that neglect it risk high turnover and a decline in productivity. In conclusion, success in 2025 will depend on adapting to new working conditions, investing in knowledge and creating a work environment that encourages employee development and loyalty.
What are your expectations for the intellectual labour market?
The market for intellectual work is becoming increasingly demanding as more and more individuals are required to be team-oriented. At the same time, communication is becoming more closed, limited to digital channels and with fewer personal contacts. However, without open communication, exchange of views, energy and live interaction, it is difficult to progress in developing relationships, and thus in personal and professional development. In a time when the business world is changing rapidly, a key question arises: how to stay relevant and find your own space in a dynamic environment? Without an open exchange of ideas and the energy of live meetings, it is difficult to build genuine relationships and ensure long-term development. Intellectual work is not just data analysis or information exchange, it is a process that requires discipline, critical thinking and continuous improvement. Those who approach it with dedication not only achieve personal success, but also shape the future with their knowledge and work and become carriers of positive change. Without continuous learning, without curiosity that pushes forward, without the pursuit of a wealth of ideas and the expansion of one's horizons stagnation occurs. Intellectual growth is not a luxury, but a necessity in a world that is constantly changing. Only those who are willing to learn, adapt and share their knowledge with others remain relevant and innovative. Along the way, the foundations remain the same values, effort, work, learning and perseverance. Success does not come overnight; it is the result of the courage to take a new step every day, to build something bigger than yourself. Those who believe in this path not only achieve their own goals, but also inspire others to build a better future together with them.
How can you best attract Gen Z as an employer?
Generation Z is a generation that craves attention and support. They love to be noticed, they appreciate when their efforts are recognized and when they receive timely feedback. They are curious, smart and quick to learn, their curiosity encourages them to constantly develop and explore new areas. In order to retain and motivate them, it is crucial to listen to their needs. Benefits should be individualized, working conditions should be adjusted to be maximally efficient, and the limits of flexibility should be clearly defined – what can be adjusted and what are unavoidable limitations. Their opinion in business processes should not only be sought, but also valued. Through participation in decision-making, they learn best, understand the bigger picture of the business and develop a sense of responsibility. If they feel welcome, accepted and valued, they will do their best to prove that they deserve to be part of the team. Their commitment, when sincerely encouraged, brings freshness, innovation and new energy to any work environment.
What advice would you give to young people at the beginning of their HR or TA career?
- I advise young people starting a career in human resources (HR) or talent acquisition (TA) to be curious, proactive and open to learning, but also to build their own opinions based on experience, not just other people's trends.
- Absorb knowledge – Every conversation, every situation and every challenge is an opportunity to learn. Study best practices, listen to experienced colleagues and don't be afraid to ask questions.
- Research and look for what interests you – HR is a broad field; from recruitment and employee development to employer branding and organizational culture. Find what motivates you the most and develop in that direction.
- Build a network of potential employees – Be more among employees, listen to their needs and understand the dynamics of the team. Through conversations with people, you will best feel the needs of the business and understand how to attract the right talents.
- Be fast and ready for change – The business world is changing at a rapid pace, and in HR, speed of reaction is key. Adaptability, the ability to make quick decisions, and a willingness to change are what make the difference between an average and an exceptional HR professional.
- Seek out opportunities to observe experienced colleagues – Ask if you can attend interviews, evaluations, and internal meetings to see firsthand what the job is like. Learning through practice provides invaluable experience.
- Give yourself a chance and try it! – Don’t wait for the perfect moment or complete knowledge before you take action. Experience is gained through action, and mistakes are an integral part of learning.
- Listen less to influencers, listen more to yourself – Trends come and go, but what you build yourself through effort and experience remains recognized and appreciated. Don’t make decisions based only on what is popular, but based on your own reflections and experiences.
- Trust yourself – Your intuition, approach to people, and openness to new ideas are just as important as your technical skills. Be brave, build your confidence, and believe that you have something to offer.
- If you work with enthusiasm, learn from every opportunity and build relationships, you have a career ahead of you full of opportunities and challenges that can inspire and enrich you professionally.
What recruitment things can you highlight that you experience as different in Croatia and Slovenia (or even other countries)?
We are currently facing a serious shortage of labor at all levels – from highly qualified experts to workers in basic operational positions. Although there are certain differences in the recruitment process, the challenges remain similar and require systematic solutions.
- Human resources development and young employee development
One of the biggest problems is the lack of structured talent development programs, especially for Generation Z. Companies have not yet found the right way to attract, motivate and retain them in the long term, which makes it difficult to fill key positions and undermines the sustainability of the labor market.
- Hiring foreign workers
We are increasingly dependent on workers from third countries, but strategies for their integration into the local work environment are still insufficiently developed. Sustainable solutions require faster system adaptation and better management of the process of influx of foreign workers.
- Selection processes and benefit offerings
In order to become more competitive, employers should adapt benefits to the individual needs of employees. In Croatia, the classic approach of fixed salaries and standard benefits still prevails, while in developed markets, investments are increasingly being made in personalized benefits that meet the real needs of employees. Also, lengthy selection processes with multiple rounds of interviews often slow down decision-making, instead of companies becoming faster and more agile in attracting talent.
- Talent drain and workforce mobility
High salaries and better connections to the European labor market have led to a significant outflow of young professionals to Western European countries. Without strategic measures to retain talent, local labor markets become less competitive in the long term.
- Conclusion
Countries and employers must accelerate the adaptation of recruitment and talent development strategies. The long-term solution is not only in importing labor, but also in building and retaining domestic staff through quality education, development programs and improving working conditions. Only a proactive approach can ensure a sustainable and competitive market ecosystem in the future.
Of all the advice and feedback you've received over the years, which has stuck with you the most?
One of the best pieces of advice I have received in the last few years is certainly that companies must invest far more funds and resources in the development of their own young employees, because at the moment we have a significant deficit of highly qualified employees or those with long-term experience. In addition to this, companies often make the mistake of not ensuring a continuous process of hiring young employees and their development process, but often interrupting this process and then reactivating it when they realize that they do not have enough qualified employees.
Thank you for the answers Ivana Brkljača, the ambassador of recruiTECH CEE from Croatia!
