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Inside recruiTECH CEE 2025: AI and the Future of Hiring

We had the opportunity to take part in recruiTECH CEE 2025, one of the leading regional events for HR and recruitment professionals, held at Central European University in Budapest.

Bringing together HR experts from across the region to tackle real hiring issues, explore fresh ideas, and rethink how we approach work in CEE. Over two days, we had open conversations, shared what’s working, and listened to how others are adapting to the HR trends.

The Manpower SEE (Hungary, Slovenia, Croatia, Serbia, Bosnia & Herzegovina & Bulgaria) team joined the program to connect with peers, exchange ideas, and share insights on everything from AI in recruitment to niche hiring — and how talent strategies are evolving across industries.

Highlights from the Stage: What Employers Want in 2025

One of the key moments at recruiTECH CEE 2025 came from Tamás Fehér, Operations Director and Member of the Board for Manpower SEE, who held a session titled “Inside the Hiring Mindset – What Employers Want in 2025.”

Drawing on early insights from the upcoming Salary and Employment Trends Research (SATR H2 2025), Tamás explored how employers are adjusting their recruitment strategies in a rapidly shifting talent landscape.

The role of artificial intelligence in HR

Tamás focused on three key messages that every HR leader needs to keep in mind:

AI is no longer optional – it's becoming a standard part of the hiring process, particularly for automating repetitive tasks like writing job ads and managing candidate communication
Human connection still makes the difference - while tools can speed up the process, it's the human side (empathy & relationship-building) that helps employers stand out
Speed has become a competitive advantage - in a market where top talent doesn’t stay available for long, delays in the hiring process can mean losing out

Tamás also presented current data on how AI is being used in recruitment today. Most companies are turning to AI to support job ad creation and streamline the early phases of outreach.

Around 34% use AI tools for internal analytics, helping HR teams track hiring performance and candidate data. However, fewer than 30% are applying AI in more advanced ways, such as CV screening, automated chatbots, or to support onboarding.

Tamás Fehér, Operations Director and Member of the Board for Manpower SEE

Recruitment Challenges Start Before the Interview

The research also highlighted what’s keeping hiring managers up at night. According to the latest data, 70% of employers struggle to find suitable candidates, making sourcing the single biggest bottleneck.

Another 45% report a mismatch in expectations between what candidates want and what companies can offer. Meanwhile, 35% say they simply don’t get enough applications, or lack the niche profiles they need to fill specialized roles.

Together, these findings point to one thing: the hiring struggle starts long before the interview. It’s not just about evaluating candidates – it’s about how and where we search, how we present roles, and how we align with shifting expectations.

When it comes to finding the right people, the top channels haven't changed dramatically – but their order of impact has. Based on responses so far, online job portals remain the most used and most effective source for quality candidates.

Employee referrals come in second, proving that internal networks still carry weight when it comes to trust and fit. LinkedIn job posts round out the top three, showing the continued relevance of social and professional platforms for active job seekers.

Tamás’s talk made it clear: to succeed in 2025, recruitment strategies need to be faster, smarter, and more human – all at once.

Building the Largest Game Testing Centre in Hungary

Another standout session came from Barnabás Fejes (Business Unit Director of Game Testing), who shared insights from the development of Manpower Hungary Game Testing Centre and what makes hiring in the gaming world a category of its own.

Unlike most industries, gaming comes with its own pace, culture, and candidate expectations.

Many applicants submit their CVs late at night and often communicate in ways that don’t fit the usual corporate mold — think AI-generated resumes, avatar profile pictures, or informal language.

Add to that the fact that traditional screening methods don’t always pick up on genuine passion or potential in this space, and it becomes clear that a standard approach just doesn’t cut it.

Before the talk about building the biggest game testing center in Hungary, Barnabás joined the recruiTECH podcast.

Building a Model That Works for Gamers

To meet the unique needs of the gaming sector, Manpower Hungary developed a fully customized recruitment model tailored specifically to this audience.

Over time, the team has learned how to balance skills with motivation, recognize genuine passion (which is hard to fake in gaming roles), and combine AI tools with recruiter instinct.

In this field, success depends on a process that’s fast, flexible, and built around the realities of the gaming community.

The hiring workflows are adapted to the industry — from communication style to timing and expectations — treating gamers not as exceptions, but as a talent pool with its own rules and rhythm.

It’s not about fitting them into traditional systems but creating processes that truly work for them.

Shaping What’s Next in Recruitment

RecruiTECH CEE 2025 was a strong reminder that recruitment isn’t standing still.

The way we attract, engage, and hire talent is changing fast, and staying ahead means finding the right balance between technology, innovation, and the human touch.

A big thank-you to everyone who joined the conversation, visited our booth, or shared their perspective.

Events like this matter because of the people behind them, and it’s clear that the future of recruitment in CEE will be shaped through collaboration, fresh thinking, and open dialogue.

Want to help shape what’s next in HR trends in Croatia?

Take part in our Salary and Trends Report (SATR H2 2025) survey and get access to the full insight report including insights on salaries, benefits & hiring challenges for the second half of 2025.