hitno tražim radnike? Praktični savjeti za HR menadžere u Hrvatskoj

hitno tražim radnike: Savjeti za zapošljavanje

As already mentioned, the job market is constantly evolving and becoming even more competitive, so Croatian HR leaders are fully aware of the challenges they encounter in their everyday work. If you find yourself saying, for instance, “I am urgently looking for workers” [hitno tražim radnike] you are in good company. The talent competition has never been high, and it is even more challenging now to attract talented professionals – particularly if you need to recruit these individuals as soon as possible. Contained herein are useful recommendations that can help HR managers operate in the area of urgent recruitment, along with specific guidelines to follow in Croatia.

1. Analyzing the Talent Map of Croatia

To recruit successfully, it’s essential to understand Croatia’s talent market dynamics:
Labor Demand: Several sectors such as tourism, construction, information technology, and production are on the rise making it difficult for employers to secure qualified employees.
Talent Availability: Because of the talent deficit, especially in specialized positions, most of the HR staff are now contemplating hiring foreign workers. Thus, realizing these factors allows HR leaders to adapt recruitment and selection to the availability of pools, or international markets where the local market options are poor.

2. What Is Important to You in a Candidate and What Is Important for the Job

When there is a need to recruit employees, time is always tight. Start by clarifying your priorities:
Identify Core Skills: Identify the essential qualifications that cannot be flexible or changed for each post.
Consider Flexibility: If the above is a priority, then try and see where compromise can be made. For example, are there some skills you were able to acquire during your tenure or employment with the company or can you recruit candidates who have never been to your company’s offices? This strategy also makes it easy for you to choose the right candidates that meet your requirements thus cutting down on the general recruitment process time.

3. Learn about the possibilities that you can add to your recruitment channels

If you’re urgently looking for workers, expanding your recruitment channels can be essential:
Leverage Social Media and Job Portals: Croatia’s most used job boards are MojPosalo, Posalo. hr, and LinkedIn, which can attract a large number of candidates with a click of a button. When it comes to posting jobs for immediate positions, LinkedIn Recruiter comes in handy this is due to the fact that it allows you to search for qualified and active professionals in your region of operation.
Engage Recruitment Agencies: One of the benefits of engaging with employment agencies [agencije za zapošljavanje] is that they can provide agencies with employer-pre-screened candidates. The agencies in Croatia also focus on offering employment of foreigners [zapošljavanje stranaca], and therefore, they come with many options for talent.
Attend Local Job Fairs: Job fairs are still important in Croatia. They afford a way to access a huge number of applicants, grouped according to their experience, from fresh graduates to senior employees.

Thus, the use of other channels in recruitment guarantees that the job offers get to as many people as possible within the shortest time possible.

4. Bring Keywords into Use When Describing Jobs

To ensure your jobs posts rank higher in job boards and google search engine results, you need to use the right keywords. Since many HR leaders search with phrases like “I am urgently looking for workers”[hitno tražim radnike] or “I am looking for a worker” [trazim radnika] you can mirror this in your job posts:
Include Keywords: Include search terms such as ‘employment of foreigners’[zapošljavanje stranaca] ‘urgent need for workers’, and ‘vacancies in Croatia’ within the descriptions naturally and organically.
Highlight Urgency: Include in the title or at least in the cover letter that one is in search of a job that will secure an offer. This may help to attract those who are currently seeking employment and are willing to work for a short time.
Fine-tuning of the jobs advertisement [oglas za posao] could enhance the likelihood of your jobs attracting the right candidates particularly those who search for jobs using the keywords identifying them as urgent.

5. Optimization of recruitment Process

One of the biggest challenges commonly associated with staff vacancies is that of time when recruiters say ‘I am urgently looking for workers’[hitno tražim radnike]. By streamlining the recruitment process, you can significantly reduce delays:
Use Pre-Screening Questions: Include some of the questions to reduce the number of unsuitable applicants during the application process so that the hiring process does not go far only to be stopped halfway.
Implement Structured Interviews: To aid in this, the interviews [intervju] should be brief and specific. The structured format enables fair comparison of the candidates and saves a lot of time for the decision-making process.
Provide Immediate Feedback: As we know today’s candidates expect feedback in a very short time. The implication of this is that with communication you keep potential hires oriented and hence can less likely be lost to other competing job offers. Following these steps can prevent a long hiring process so that you can attract the best talent in the shortest time possible.

6. Think about the employment of foreigners [zapošljavanje stranaca]

Given Croatia’s current skill shortages in certain fields, consider international recruitment:
Explore Work Permits and Legal Requirements: Croatia can be considered rather liberal for hiring foreigners, particularly for employees with high qualifications. Learn about the permits that you will need, so that the process can run smoothly.
Tap Into International Talent Pools: Recruit through international sites and firms that know international hiring. In this process, some agencies exist to facilitate this relationship between foreign talent and employers.
employment of foreigners can help to address skill shortages that perhaps difficult to recruit in the domestic market. Indeed, by going further afield, HR leaders can fill urgent recruitment gaps in one way, shape, or form.

7. Creating an attractive employer brand

In a competitive job market, a strong employer brand can attract candidates even in urgent situations:
Highlight Work Culture and Benefits: You should make your organization attractive by marketing opportunities like training, flexible working, or other incentives.
Share Success Stories: The corporate matters should be used to gain trust and show that the company is a good place to work. Candidates for employment are more likely to select employers they assess to be supportive of the diversity policy.

A well-developed employment brand can become the key factor, it plays a critical role when decision-makers are weighing their options.

8. Forecasting for Future Employee Hires

To avoid saying ‘I am looking for workers’[trazim radnike] or ‘I am looking for worker’ [trazim radnika] in the future, build a proactive recruitment plan:
Develop a Talent Pipeline: Build a potential candidate database and remain updated in order to contact them as soon as there is an opportunity for them. This method helps in the reduction of coming up with employment at the last minute.
Invest in Employer Branding Year-Round: The continuous branding of your organization ensures that the interest from potential candidates is constant.

Strategizing for the long term also enables the HR leaders to be well equipped on aspects to do with hiring needs thus easing the pressure that comes with talent searching.

Recruitment and selection when the vacancies are urgent is not easy, particularly in this Croatian market. It is possible to define the following recommendations to address urgent hiring needs: further refinement of the recruitment strategy; an increase in the number of channels available; and the consideration of international candidates. These tips enable the HR leaders who always say “I am urgently looking for workers”[hitno tražim radnike]  to fix the right talent quickly and effectively for meeting current and future organizational needs.

It is very helpful in improving your recruitment process, making your organization the employer of choice, and leading to less pressure of having to rush through the hiring process at the last minute.

FAQ

Utilize local job boards like MojPosao and LinkedIn, and consider working with recruitment agencies [agencije za zapošljavanje] to expand your candidate reach quickly.

Yes, hiring foreign talent can fill skills gaps quickly, especially in areas with local shortages, as long as legal requirements are met.

Use relevant keywords like “urgent hiring” or “employment of foreigners [zapošljavanje stranaca]” in your job descriptions to attract active job seekers more effectively.