What do you see as the biggest challenge for 2025?
Staying competitive in a dynamic environment pushes us to continuously innovate and adapt to market changes. Some of the challenges will be: Adapting to new technologies, leveraging data and AI, intergenerational dialogue, talent acquisition, management and retention.
Where do recruitment organisations need to improve on the corporate side?
Investing in building a positive and well-known Employer brand in the labour market to attract quality candidates, actively communicating the company's culture, values, and achievements, and using social media and modern presentation methods to appeal to Generation Z and Alpha are key strategies. Candidate experience: Making the recruitment process more seamless and engaging, with clear communication and personalised interactions. Regular feedback and open communication with candidates and employees, as well as actively gathering feedback to continuously improve recruitment processes, are key practices. Use of technology: Leveraging AI and automation to streamline recruitment processes can improve efficiency and candidate matching. Investing in modern recruitment tools with AI (for analysing candidate data), can save time and increase selection accuracy. Mindset change to integrate AI into our daily operations. Personalized communication and understanding candidate motivations can make a difference. Data-Driven Recruitment: Using data in recruitment decisions to improve the quality of hires.
What should recruiters focus on in 2025?
Some of the focus areas shall be:
- Skills-Based Hiring: Shifting the focus from traditional credentials to demonstrable skills and competencies will be essential. This approach can improve diversity and performance outcomes. There is often a gap between the skills that employers need and those available in the job market.
- Flexibility in working arrangements: Offering flexible working conditions, not only remote working and hybrid models, but also focusing on the individual needs and preferences of candidates, such as personalised training and career development.
- Candidate experience: Supporting a positive candidate experience, from the presentation of the company, work environment, culture and benefits, through the first contact with the recruiter and the onboarding process, to the end of the relationship in the company and beyond.
What are some recruitment challenges you would highlight specifically in your country/region?
Demographic trends: The decreasing number of economically active people due to demographic trends poses a long-term challenge. A higher proportion of older workers in the labour market requires adaptation of recruitment strategies to attract and retain them, while encouraging intergenerational collaboration. Work flexibility: Candidates' preference for flexible working conditions, such as remote working and hybrid models, means that companies shall offer these opportunities to attract and retain talent. Technological adaptation: The rapid evolution of technology requires investment in modern tools and technologies to remain competitive.
What are you preparing for recruiTECH CEE 2025?
We explore the labour market challenges in the Central and Eastern European region. I will discuss market developments from the candidate's perspective and their main preferences. I will share with you how we at Generali are responding to these challenges with concrete steps to improve attraction, retention and employee experience.
Thank you for the answers Andrej Bukovcan, the Head of Human Resources for CEE Region of Generali!
