The Balkans at a Glance 2015

In A Regional View, Balkan Region, Keith Robinson, Our Authors by Martin2 Comments

2015 Predictions from the Balkans’ by three leading Talent and Recruiting Practitioners.

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Resource Central is a new “bricks and clicks” Integrated Resourcing business helping companies (both local and international) recruit in, from and across the Baltics, CEE and Balkan Regions, as well as Turkey.

Through a unique strategic partnership with nine of the Region’s leading resourcing providers and job boards, the team at Resource Central deliver previously unknown insights into key labour trends, job seeker behaviour, salary trends and “recruiting brand activity”.

The three experts featured here today are C-level Directors of established, market-leading businesses – sharing with you some key facts on valuable talent markets across the region and making their predictions for 2015. Over to you, Igor Žonja (CEO at MojPosao), Edin Mehic (CEO at and Stefan Solom (Co-Founder at Infostad Group) – give us your take on the next 12 months’ talent activity in Croatia, Bosnia Herzegovina and Serbia …


Capital City: Zagreb
Regions: Zagreb I Okolica(Zagreb), Istra I Kvarner (Rovin, Pula, Rijeka), Dalmaija (Zadar, Split, Dubrovnik), Sjeverna Hrvatska (Varazdin, Cakovec), Istocna Hrvatska (Osijek), Sredeisnja Hrvatska (Karlovac, Kkrizevci)
Official Language: Croatian
Population: 4.5 Million
Unemployment Rate: 22.4 %
Main Job Board: Moj-Posao

Key Moj-Posao Stats

Unique Users (monthly) – 621,539,
CV’s – 242,000.
Age Profile

  • 15-24 19%
  • 25-34 50%
  • 35-44 21%
  • 45-54 8%
  • 55+ 2%

Key Digital Stats

  • Internet users: 3.167.838 users
  • Internet penetration: 63%
  • Active Mobile Subscriptions: 4.971.351 (111%)

Key Social Media Stats

  • Facebook: 1.800.000 users
  • LinkedIn: 404.000 users
  • Twitter: 318.000 users

Key Recruiting Stats

  • Croatia has been a member of the EU since July 2013
  • It has good language skills; English and German spoken to a high level
  • 64% of those taking part in a mobility survey (conducted May 2013) are interested and willing to work abroad
  • Croatia has expertise in many areas but particularly in IT, Healthcare, Hospitality, Engineers and skilled trades
  • 300,000 Jobs are posted at any one time.

2015 market predictions from Igor Žonja, CEO at MojPosao

  • Economic forecasts for Croatia offer no great surprises in 2015.
  • Projections of change in real GDP vary and are in the range from -1% to + 1%, which clearly suggests that Croatian economy is still in stagnation
  • Real public spending will continue to fall but at a slower rate, while private consumption is expected to increase by 0.3%
  • This year, investments have declined by 2.8% but 2015 should bring an increase of 0.5%. This increase in investments (even though small) should consequently lead to growth in recruiting.

We can expect further growth of mobile traffic which will certainly increase mobile advertising in the coming year. In addition; it is important to mention that more and more companies will focus on integrating information from multiple data sources, as Big Data is becoming a key basis of competition and growth.

Bosnia Herzegovina

Capital City: Sarajevo
Regions: Sarajevo, Banjaluka, Mostar, Tuzla, Zenica
Official Languages: Bosnian, Serbian and Croatian
Population: 3.9 Million
Unemployment Rate: 27.5%
Main Job Board:

Key Stats

Unique Users (monthly) – 232,774

CV’s – 182,251

Age Profile

  • 15-24 27%
  • 25-34 43%
  • 35-44 21%
  • 45-54 8%
  • 55+ 2%


  • University Degree or Better – 53%
  • High School – 30%
  • Student – 9%
  • Other – 8%

Key Digital Stats

  • Internet users: 2.628.846
  • Internet penetration: 65%
  • Active Mobile Subscriptions: 3.352.331 (86%)

Key Social Media Stats

  • Facebook: 1.540.000 users
  • LinkedIn: 108.400 users
  • Twitter: 184.000 users

Key Recruiting Stats

  • 57% of active job seekers are female
  • 54% of active job seekers are aged 25-34
  • 55% are seeking jobs in Belgrade (the capital city)
  • 21% of all jobs available are sales-related

2015 market predictions from Edin Mehic, CEO at (

  • Growth in Hydro-electric, Automotive and Outsourcing sectors will continue apace
  • Investment from US, UK, Turkey and Middle East countries is set to grow rapidly
  • Increased international demand for language and technical skills in the BiH talent market
  • Continued government investment in infrastructure, education and start-ups

Capital City: Belgrade
Regions: Vojvodina, Belgrade, South-Eastern, Central and Western Serbia
Official Language: Serbian
Population: 7.2 Million
Unemployment Rate: 24 %
Main Job Board Business: Infostud Group

Key Infostud Stats

Unique Users (monthly) – 489,694
CV’s – 58,099
Age Profile

  • 15-24 23%
  • 25-34 54%
  • 35-44 17%
  • 45-54 5%
  • 55+ 1%

Key Digital Stats

  • Internet users: 4.705.141
  • Internet penetration: 48%
  • Active Mobile Subscriptions: 9.138.000 (126%)

Key Social Media Stats

  • Facebook: 3.800.000 users
  • LinkedIn: 444.300 users
  • Twitter: 385.000 users

Key Recruiting Stats

  • The Infostud brand covers 90% of the job ad/posting market.
  • 96% of employers who have a vacancy go on-line
  • Response per vancancy high, average of 152 CV’s per post.
  • Serbia held 5th place in Europe with the number of new job positions in 2013

2015 market predictions from Stefan Solom, Co Founder at Infostad Group

Our group owns and manages three core job board sites: and – all see growth based on the following:

  • Demand for IT experts will rise. Already, IT jobs are about 20% of all jobs on our website and companies will have to reinvent and modernize ways in which they search for experts. There will have to be more employer branding and companies will have to focus not as much on “hunting“ candidates (that will, of course still be needed), but also on presenting themselves to candidates – what do they offer in terms of culture, growth opportunities and perks (additional paid days off work are often well valued, as are flexible working hours). Also, they will have to become more realistic – it will become almost impossible to find senior Python, Java and PHP knowledge in one person (requests like this are often the reason for low response rate of candidates); and employers will have to settle for someone who might ‘miss’ one or two of these qualifications but is able to pick up the basics relatively fast.
  • Lower GDP – Due to austerity measures planned for next year, there might be a drop in GDP. Exports shouldn’t be harmed by this, especially in the IT industry (outsourcing/near-sourcing consist a large share of Serbian IT industry) and agriculture. The latter could even significantly increase, if Serbia manages to maintain it position of not imposing economic sanctions on the Russian Federation.
  • Mobile – since Infostud has more than one business, we can see significant increase in mobile traffic. On our used cars website, mobile share reached 39% in November (only last January it was 25%). On the Jobs website, mobile uptake is almost 30%, while last January it was less than 17%. This will put pressure on companies to pay more attention to mobile jobseekers.


The ‘West Balkan’ Region is fast emerging as a safe haven for large corporates looking to harness the benefits of great talent, strong infrastructure and a sustainable lower cost base. It mirrors the West in a tightening of IT skills supply – and an upsurge in both mobile usage for recruitment (and the importance of a clearly differentiated employer brand). All of these are characteristic of growing maturity – and real opportunity for companies with the foresight to maximise on this potential.

Client Services Director @ Resource Central Ltd
As part of our team I help companies develop, build, implement and manage people engagement and experiences that deliver ‘ real value’ across the Talent and HR business needs of Talent Attraction, Talent Acquisition, Talent Engagement, Talent Community Retention and Employer Value.

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Client Services Director @ Resource Central Ltd
As part of our team I help companies develop, build, implement and manage people engagement and experiences that deliver ‘ real value’ across the Talent and HR business needs of Talent Attraction, Talent Acquisition, Talent Engagement, Talent Community Retention and Employer Value.