How do you plan your recruitment for 2026 in a time when budgets are tight and performance pressure is rising? If you’re an HR leader or a business manager, you’ve probably already noticed the shift: it’s no longer just about how many roles you fill, but which ones bring direct value to your organization.
In the fourth quarter of 2025, the Romanian labor market is undergoing a phase of recalibration, with employers increasingly focused on adapting to the new economic environment (58% of respondents, up from 51% in 2024), according to the HR Insights Report conducted by AFSRU Romania.
Only 33% of companies plan to maintain current staffing levels (down from 41% in 2024), with most opting for moderate adjustments and gradual growth.
As the year comes to an end, you might be asking yourself:
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How are other employers experiencing this period?
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What are the recruitment trends in Q4?
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What are the solutions for hiring in niche areas?
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How can you continue investing in people without exceeding your budget, and how do you turn economic uncertainty into an opportunity to strengthen your organizational culture?
Find the answers with the BIA Human Capital Solutions recruitment team. Andreea Dumitrescu – Senior Recruitment Manager, Cristina Scărlătescu – Recruitment Manager, and Georgiana Stroe – Senior HR Consultant share their insights on recruitment in Q4 2025.
RECRUITMENT IN Q4: PRUDENCE AND FOCUS ON CRITICAL ROLES
As companies adjust their hiring plans, critical roles remain a top priority, while high-volume projects are being postponed. At the same time, flexible collaboration models help maintain operational agility.
“In Q4, we’re seeing a strategic repositioning of recruitment processes. Companies are still hiring, but with far more attention and a clear focus on roles that bring direct value to the business. While large-scale hiring projects are being delayed, critical positions remain at the top of the list,”
says Andreea Dumitrescu, Senior Recruitment Manager, BIA HCS.
Andreea points out that more organizations are adopting flexible collaboration models — such as freelancing, project-based contracts, or temporary partnerships — to remain agile.
“Recruitment hasn’t stopped; it’s transformed. It’s now more finely tuned around efficiency, competence, and retention,” adds the Senior Recruitment Manager.
WHAT BIA HUMAN CAPITAL SOLUTIONS Team EXPECTS FROM Q4 IN RECRUITMENT
The BIA Human Capital Solutions team observes that, although organizations are becoming more selective, the demand for talent in strategic roles and business-critical positions remains steady.
“We expect a quarter marked by prudence and medium-term planning, not by hiring freezes. Companies are more selective, but they continue to look for talent that supports business objectives,”explains Cristina Scărlătescu, Recruitment Manager, BIA HCS.
Recruitment is becoming increasingly specialized, and companies are seeking strategic business partners who can support them throughout the entire process — from attracting talent to retaining it.
“We’re seeing growing interest in consulting services for workforce planning, skills assessment, and retention. For many organizations, Q4 is a time for structural analysis and setting priorities for the year ahead — and that’s where BIA HCS supports clients in optimizing their human resources,”
Cristina adds.
Q4 doesn’t signal a hiring freeze, but a recalibration of processes — where companies invest in roles that directly impact business performance and in consulting services that optimize workforce efficiency and retention.
ROLES IN DEMAND ACROSS INDUSTRIES
In Q4 2025, demand from BIA’s partners in the design–construction sector remains steady, particularly for specialist positions such as structural engineers, infrastructure designers, cost estimators, and similar roles.
“We’re also seeing demand for senior positions, department coordinators, and project managers, which suggests a diversification of needs across the sector,” notes Georgiana Stroe, Senior HR Consultant, BIA HCS.
Another area actively recruiting is services, where there’s a growing need for specialists across internal departments.
The automotive industry also continues to offer strong career opportunities — both for technical experts and administrative (TESA) roles, particularly in finance, accounting, and marketing departments.
FROM HR TO STRATEGY: TURNING WORKFORCE PLANNING INTO A BUSINESS TOOL
In the current economic context — defined by cautious recruitment and a focus on strategic roles — workforce planning is becoming a critical business instrument that helps companies make informed decisions and reduce financial risk.
“Today, strategic workforce planning is more than an HR initiative — it’s a core business tool. It helps companies align their workforce structure with financial objectives and their risk tolerance. Through workforce planning, organizations can decide where it makes sense to invest in recruitment, what skills can be developed internally, and when outsourcing is more cost-effective,”
explains Andreea Dumitrescu, Senior Recruitment Manager, BIA HCS.
This approach balances flexibility with budget control, reducing reactive decisions and giving HR leaders a clearer view of how human resources directly support financial and operational goals.
COMPANIES ARE SHIFTING DIRECTION: LESS HIRING, MORE INVESTMENT IN Employees
In the final months of the year, financial prudence and efficiency pressures are changing how companies allocate their budgets.
While previous years focused on team expansion, in Q4 the trend is toward investing in retention and employee development.
“This shift is already visible. Companies are investing more in retaining and developing existing employees, seeing these initiatives as more impactful for performance and long-term cost efficiency. HR leaders can recalibrate budgets — redirecting funds from external hiring toward training, mentoring, or cross-functional projects,” emphasizes Cristina Scărlătescu, Recruitment Manager, BIA HCS.
According to the HR Insights Report, this trend is reflected in leadership priorities: in 2025, 41% of leaders plan to invest in human capital, compared to 27% in 2024.
In this context, efficiency no longer means cutting costs — it means using resources wisely. Existing teams become the main growth driver, and companies that manage to retain valuable people gain not only stability but also competitiveness.
AUTHENTIC LEADERSHIP: THE ZERO-COST SOLUTION FOR MOTIVATION AND RETENTION
Companies that invest in their people also pay close attention to their organizational culture — now a clear indicator of resilience and success in the current economic climate.
Leaders shape culture and can help teams navigate difficult times by maintaining motivation and clarity.
“Uncertainty is, in fact, a test of leadership. Companies that communicate transparently, engage employees, and maintain direction strengthen their culture even during challenging times. Instead of expensive initiatives, we’re seeing great results from small, consistent actions: ongoing feedback, recognition, team projects, and reinforcing mutual trust,”
says Andreea Dumitrescu, BIA HCS.
Thus, the role of HR and general management now extends beyond operations — they become catalysts for stability and engagement.
Alignment around shared goals and a genuine connection between leadership and employees are essential for improving retention and productivity.
🚀 DISCOVER THE BIA TALENTSCALE RECRUITMENT OFFER
With over 33 years of experience in recruitment, BIA Human Capital Solutions understands the realities businesses face in the current economy and the importance of maintaining candidate quality.
That’s why we’ve launched BIA TalentScale — a recruitment offer designed to help you build your team faster, more efficiently, and without wasting time or resources.
In short, we turn recruitment challenges into financial advantages for your business.
BIA TalentScale is for you if:
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You’re under pressure to deliver more, faster, and better — and need the right people integrated quickly.
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Your recruitment budget has been reduced or capped.
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You want to bring in professionals with key expertise in sales, project management, operations, customer success, or tech.
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Your internal recruitment team is overloaded or you don’t have one.
✅ WHAT THE BIA TALENTSCALE PACKAGE INCLUDES
🔍 Full-cycle recruitment for 2+ positions simultaneously
We take full ownership of your recruitment processes — fast, structured, and aligned with your growth goals.
Services include:
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Role requirement analysis — clarifying responsibilities, profiles, and expectations.
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Job ad drafting & publishing — clear, employer brand–aligned messaging.
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Active candidate sourcing — proactively targeting top talent, even outside the active market.
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Screening & preliminary interviews — evaluating skills, motivation, and cultural fit.
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Shortlisting & offer support — delivering validated candidates and supporting you until hire.
🧩 Candidate profile evaluation (skills + cultural fit)
We assess autonomy, values, and working style, providing insights for successful integration.
🔁 Temporary employment option
Want to test candidates before hiring permanently? We can manage legal temporary contracts on your behalf.
🎁 Bonus benefits:
💸 30% discount for additional recruitment processes launched in the same month.
📋 Audit for 2 job descriptions — ensuring clarity and compliance.
📘 Practical onboarding guide — including integration plans, expectation setting, and retention best practices.
Source:
HR Insights Report by the Association of Human Resources Services Providers (AFSRU), prepared for the HR Insights Forum. The study was conducted between August and October 2025 on a sample of 155 respondents from private-sector companies that used or were considering temporary work solutions. Respondent roles: 45% Top Management, 27% Middle Management, 28% Specialists. 61.5% of respondents represent companies with over 100 employees.
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