The secrets to successful recruitment in 2025
Companies must constantly adapt to the challenges of a rapidly changing labour market if they are to attract and retain the best talent. Automation and artificial intelligence have taken recruitment to a new level, while the importance of soft skills has increased to unprecedented levels. In addition to candidates for open positions, companies need to focus on passive candidates who respond to specific and personalised requests.
A successful recruitment strategy for 2025 lies in a data-driven, digitally-enabled but people-centric approach. Faster screening of CVs, pre-interviews supported by chatbots and data-driven decision making will all make processes more efficient.
"Companies that adapt quickly to new trends and build strong employer branding, focus on soft skills and use AI effectively can gain a competitive advantage in attracting and retaining top talent," said HR expert Attila Katkics.
artificial intelligence has brought a significant change in the recruitment field. According to the expert, it is important for companies to use AI-based ATS (Applicant Tracking System) systems to process CVs efficiently.
"Automated assessment and selection tools can reduce bias and speed up decision-making. At the same time, be sure to maintain human control so that personal relationships and empathy are not lost in the process," he stressed.
Let's get to know our candidates
While technical knowledge and hard skills remain essential, there is a growing focus on critical thinking, flexibility and communication skills, soft skills in general.
"A company can gain a competitive advantage by favouring a candidate who lacks certain hard skills over one who has the soft skills needed to fill the job. In order to identify these, it is very useful to use empirical methods, i.e. to back up impressions gained in personal interviews with data, using various personality tests," says the expert.
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One of the most popular methods for measuring skills is the assessment centre or the implementation of simple situational exercises in the interview process.
"But let's not forget that one of the most important pillars of workforce retention is a continuous and structured training system, which can be a competitive advantage and increase efficiency for the company" - warns Attila Katkics.
The best talent doesn't wait weeks for a decision
The best professionals often do not actively search for a job, so traditional job ads alone are not effective enough.
"We are living in a time of supply-side market, and now the onus is on most companies to convince the professional why he or she is the best choice for them. To do this, it is definitely recommended that companies strengthen their employer branding and employer brand to become more attractive to passive candidates. The best candidates may not be reached through classic job portals: make use of social media platforms such as LinkedIn, Instagram or TikTok. In addition to targeted enquiries, it is also worth using referral programmes," he suggested.
A fast and efficient selection process can also be a competitive advantage.
"If companies minimize unnecessary interviews and instead conduct targeted and effective interviews and provide candidates with quick feedback, they can improve the company's image."
Attila Katkics also pointed out that more and more companies are recognising that taking back former employees can be a valuable solution. "If the past separation is not an obstacle to re-employment, it is advisable to renew the relationship, as a more experienced, possibly more qualified professional with external knowledge can increase the value of your company."