ENEX Partner Serbia, HILL International Serbia - 35 Years of Excellence: Blending innovation with a legacy of heritage

As pioneers of external HR services, HILL International Serbia brings more than three decades of experience in executive search and selection for managerial and specialist roles across diverse industries. Becoming part of HILL International Austria network and starting our journey in 1990. in Serbia, we had a significant task to educate the market and build trust in completely new approach and perspective of the recruitment and HR processes in general. Today what differentiates us is our unique approach derived from our expertise and passion as well as high quality of the services.

Covering both Serbia and North Macedonia, our team combines deep knowledge of local labour markets dynamics with a strong commitment to delivering tailored solutions. We are basing our approach on professionalism and partnership. 

We are passionate about our work, oriented to people and on a mission to find best possible solutions for our clients and candidates. By consistently going the extra mile, we have built long-term relationships based on trust, expertise, and results.

We interviewed Mina Jokic, Managing Partner, HILL International Serbia.

How would you describe the current state of your local executive labour market? 

Over the past years a new wave of business migrations from Serbia to EU and other countries has emerged. This trend significantly affects labour market and availability of candidates from different branches and for different position levels. The labour market in general is quite dynamic and is mirroring a wider global economic situation. Demand for experts in IT industry, along with experts for Sales, HR and Finance, Accounting and Administration and Technical experts was extremely high in post Covid period. This trend affected other less perspective and popular industries in which companies had a difficult task to find their way to keep employees and match their expectations with high standards IT industry and different outsourcing companies set in the labour market. On the other hand, in the last 2 years many layoffs and downsizing activities are recorded in different branches including IT sector. What we see now is a new movement and rebalancing of the workforce over different branches and significantly lower demand for new employment on the labour market followed by downsizing trends in automotive and connected industries. 

Which political or economic developments in your country/region are having the biggest impact on Executive Search right now?

In Serbia we are facing a turbulent and completely unpredictable economic situation impacted, among other, by complex political environment. The significant part of Serbian citizens alongside students’ movement is on a task of rebuilding value system and ethical and moral principals throughout whole Serbian society. Businesses are trying to keep the level of operations alongside assessing their leadership, management structures and strategies concerning adaptability, efficiency and ability to align to fast changing environment and circumstances. Aligned with this, they are interested in exploring labour market and to get expert advice from their trusted HR partners.   

What leadership capabilities are most in demand in your market today — and how are they evolving? (What do clients expect from their leaders now vs. a few years ago?)

We have been witnessing, for few years now, an era of removing strict boundaries and hard organizational structures. Authorities are set simply from expertise and knowledge a person is demonstrating, while old hierarchical structures are going to past. Organically leadership overtook more important role over a strict management processes. Modern companies are moving to more agile organizational structures which offer wider range of responsibilities, but also opportunities for cooperation, learning and development and more flexible and faster reaction to changes. Leaders for the future need to be versatile including people-centric approach, expertise and knowledge, combined with digital and AI literacy and awareness of global sustainability challenges.

What is the biggest hiring or retention challenging your clients are facing at C-level? (Cultural shifts, competition, remote leadership, etc.)

In C-level roles it is noticeable somewhat erratic movement. The trend for often job changes and constant search for better opportunities started with gen Z but fast spread across whole working population whereas significant percentage of C-level executives started exploring different new options.  On the other hand, many companies sensed the need to bring strategical changes in employment structure aimed to make organization more agile, efficient and adaptable to unpredictable and fast changing environment.  So, the task on both sides is not easy and in this processes HR experts are taking the crucial role to make good assessment of both companies’ and candidates’ needs and find a good match.   

Looking ahead: what do you believe will define successful Executive Search and leadership advisory in your country in the next 3 years? 

Expertise and knowledge combined with humanistic approach and reasonable portion of AI technologies and tools. During this turbulent period, we are noticing that many companies are looking for additional assessments and reliable solutions to secure decision-making process. Main differentiators are efficiency respecting quality of executive search processes, candidates experience and accessibility, overall expertise and market standing. In Serbia, similar to the global trend, many different options are available in the segment of executive search and external HR services while markets tend to be overwhelmed with different options. Having this in mind it is likely that in 3-5 years there will be better understanding of who can provide appropriate level and quality of the services.

Learn more: https://www.hill-international.com/en-RS/contact-2