In a period when the job market felt the uncertainty of economic and political conditions, the BIA HCS recruitment team closed in 2024 with numerous projects completed across various industries, from energy and automotive to marketing and financial services. With record recruitment times – even as short as 2 days – and partnerships built on shared values, the team demonstrated professionalism and perseverance, even in difficult economic times, can make a difference.
Does your team need new colleagues, but the current economic situation makes you hesitate? BIA HCS offers flexible solutions and personalized recruitment strategies tailored to this period. Discover the advantages of outsourcing recruitment and the team’s vision in the responses provided by Cristina Scărlătescu, Recruitment Manager BIA HCS, Georgiana Mirică, Senior HR Consultant, and Andreea Dumitrescu, Senior Recruitment Manager.
WHAT WERE THE BIGGEST ACHIEVEMENTS OF THE RECRUITMENT TEAM IN 2024? IN WHAT INDUSTRIES DID YOU RECRUIT? WHAT WAS THE SHORTEST TIME TO COMPLETE A PROJECT?
In 2024, the BIA HCS recruitment team successfully closed 68 projects, most of which were for specialist, middle, and management positions. As in previous years, recruitment challenges remained, but the team managed to handle them with success and professionalism.
BIA’s partners come from various industries, with most projects being completed in the following sectors:
- Design & Architecture
- Energy
- Automotive
- Services
- Medical
- Marketing and PR
- Financial Services and Solutions
2024 also marked the achievement of closing two recruitment projects in record time: 2 days and 1 week, respectively. The positions were filled within two companies from different industries: energy and telecommunications. Once again, the professionalism and determination of the recruitment team made the difference.
WHAT ARE YOUR GOALS FOR 2025? WHAT DID YOU LEARN FROM YOUR RECRUITMENT EXPERIENCES IN 2024 THAT YOU WANT TO APPLY IN 2025?
For 2025, our goal is to continue supporting our partners in the same way we have until now. We aim to provide the best recruitment services, with clear communication, transparency, and an open approach to discussing and finding the best solutions for their businesses.
We are grateful to have partners who return to us and seek our support for new positions that arise in their companies. This confirms that we are the right team player for them.
As in previous years, and certainly for 2025 and beyond, particularly in recruitment, building a partnership based on shared values and principles between the recruitment agency, candidate, and client will remain a key focus.
IF YOU PARTICIPATED IN A SALES PITCH WITH LEADERS OF COMPANIES, WHAT WOULD YOU TELL THEM ABOUT RECRUITMENT THROUGH BIA HCS? WHY SHOULD THEY TURN TO THE BIA HCS RECRUITMENT TEAM?
We believe in the importance of communication and mutual understanding, so we would invite them to a discussion where we could talk about several aspects. One key point is the expertise of our stable team of specialists, who have achieved results and completed challenging projects. Another aspect is the values that guide our team’s professional activities, which in the HR world represent passion, dedication, perseverance, and the vocation needed to practice this profession.
In any partnership, regardless of the industry, it is essential to align with the external service provider from several perspectives: vision, values, and objectives. Expertise, results, and feedback add value and facilitate decision-making when choosing a company to collaborate with for the medium/long term.
ARE THERE ANY LESSER-KNOWN SERVICES THAT THE BIA HCS RECRUITMENT TEAM OFFERS TO COMPANIES?
One of the lesser-known services we offer is Specialized Recruiting – Recruitment for specific roles. Instead of general recruitment, this service focuses on highly specific and hard-to-find positions, such as those in niche industries (e.g., certain engineering, healthcare, or finance roles). It involves a very detailed and personalized search methodology, with a strong emphasis on technical expertise and specific experience.
WHAT WERE THE BIGGEST SATISFACTIONS FOR YOUR CLIENTS IN 2024?
BIA clients have numerous reasons to be satisfied with their collaboration with the recruitment team:
- Fast and efficient recruitment of candidates – A quick recruitment and selection process, allowing the client to quickly fill vacant positions, can be a major satisfaction. Clients appreciate the efficiency of the recruitment process, especially during peak periods or when they urgently need staff.
- Quality of selected candidates – Another aspect appreciated by clients is the quality of candidates placed in the organization. When candidates are a good cultural fit and perform excellently, this leads to high satisfaction from the client.
- Retention rate of new hires – Clients are often pleased when new hires remain with the organization long-term. A high retention rate indicates that the recruitment process was well-executed and that employees are satisfied and well-integrated.
- Customized services and consultancy – Clients who receive tailored solutions based on their specific needs (such as recruitment for niche positions or management roles) feel they have received added value through strategic consulting and adapted services.
- Transparency and constant communication – Collaborations characterized by open and transparent communication throughout the recruitment process are highly appreciated. Clients feel more comfortable when they are constantly informed about the progress of the process.
- Improved work environment due to the recruitment of the right talent – Satisfaction can also come from the positive impact that new employees have on the work environment and the productivity of existing teams. Hires who make a significant contribution to the success of the team can directly impact the organization’s performance.
HOW DO YOU MEASURE THE SUCCESS OF YOUR COLLABORATION WITH CLIENTS?
Success is not just about completing a recruitment project, but also about building a lasting relationship with the client, which can lead to repeat collaborations or the expansion of services offered.
A large part of the success of our collaboration with clients can be evaluated by analyzing how long the recruited employees stay in the company. A high retention rate can reflect the quality of the selection process.
The percentage of candidates placed who are accepted in the selection process and hired by the client. A high number of job offers accepted indicates the success of the recruitment process and a good match between the candidate and the client.
Also, constant and transparent communication is essential for a successful collaboration.
Some COMPANIES CURRENTLY DELAYING HIRES DUE TO ECONOMIC CHANGES. WHAT ADVICE DO YOU HAVE FOR THEM?
For companies that are postponing hiring due to economic uncertainties, our advice is to use this period for rigorous internal assessments and to prepare future recruitment processes so they are ready to take action when conditions stabilize. Here are some useful guidelines:
- Evaluating priorities: Identify critical positions for the success of the business that can be delayed. Some functions can be temporarily reprioritized or outsourced.
- Hiring temporary employees/freelancers/consultants can be a flexible solution to support short-term or temporary projects.
- Networking and collaborations: During this time, organizations can invest time and resources to build long-term relationships with candidates or recruitment agencies. This will facilitate the hiring process when economic conditions return to normal.
- Flexible onboarding: Prepare an onboarding program that can be quickly implemented, even for remote teams.
- Work flexibility: If hiring resumes, companies may consider flexible work options (e.g., remote work or flexible hours), which can attract quality talent, even in an uncertain economic environment. Flexibility can be a competitive advantage in attracting the best candidates, even during periods of economic uncertainty.
Maintaining an effective recruitment strategy should be a priority for companies, ensuring their success when the time is right for expansion.
Therefore, companies that are in a waiting period should review their recruitment strategies, remain flexible, and prepare their HR infrastructure to respond quickly to labor market demands and successfully navigate economic challenges.
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