There are 4 Companies in Serbia
that provide Recruiting Services!

Serbia’s possible entrance into the EU will be a key driver of ICT growth, facilitating increased trade between European markets. Over the next years, the process of EU convergence, which still has far to go, will drive spending on IT projects. Funds such as the EU Cohesion fund are already providing funding for IT projects related to modernization initiatives in both public and business segments. As the government remains the major investor in ICT in Serbia

The combined government sector also remains the largest spender on IT products and services, unsurprising, bearing in mind that the state still owns a wide range of companies across sectors like transport, telecoms, oil and gas, and insurance. Despite all the difficulties, the ICT sector in Serbia is one of the best sectors of the Serbian economy, especially since a large part of it is focused on exports. The ICT sector in Serbia has annual revenues of around 2,54 B Euros, and for 2024 it had a revenue of 4.13 billion Euros.

Why Work With Serbian IT Companies

IT companies from Serbia are relatively new to the market and rely on the already existing infrastructure when providing web & software services and solutions to the local and international markets. Based on a report of the Belgian company ”Wallonia”, Serbian IT companies managed to implement the newest IT standards and are specialized in the subsector of software development, more than web and cloud computing. 

The choice is based on local market demand, as 45% of products and services provided by Serbian IT companies are sold to the government and implemented in the local public sector, which is supposed to increase the digitalization rate of the country overall. Nonetheless, another 55% of IT services are designed for regional export and are considered a part of the regional IT backbone in the western Balkans. 

What to Pay Attention to When Working With Serbian IT Companies

It is important to know that most Serbian IT companies were at the startup phase in 2013, and this makes them new and probably inexperienced in providing competitive services on the global IT market. However, working with Serbian IT companies may be an interesting experience after all. 

How Reliable Are Serbian IT Companies

Serbian IT companies are at an early stage of creating their reputation on the global market. Since not so many IT companies located in  Serbia managed to highlight their performance, it is challenging to relate to how reliable they are.  But taking into account that in the XXI century all companies have a chance to create a name for themselves, most probably Serbian IT companies will manage to break the ice, and why not - make their country an important regional IT hub. 

How Well Does the Serbian IT Industry Relate to the Neighboring Countries?

In the regional background, the Serbian IT industry is neither a shiny country nor an underdeveloped IT environment. But it is one of the promising destinations for international clients and foreign companies ready to invest or work with Serbian IT companies, and bring the entire region closer to what the Western European IT industry is. 

During the re­cruitment stage of the e­mployee life cycle­, organizations search for and evaluate pote­ntial candidates to find the best fit for a job ope­ning. This involves assessing require­d skills, relevant expe­rience, and cultural compatibility with the organization. Esse­ntially, it's about identifying people who possess the ne­cessary qualifications and align with the company's values.

Recruitment is currently going through many changes. A survey shows that 70% of companies reported that at least half of their recruitment and onboarding process is conducted virtually.

Recruiting typically follows this process: 

• Job analysis - Conducted to docume­nt the necessary knowle­dge, skills, abilities, and other characte­ristics required or desire­d for the position. This information is then included in a pe­rson specification.

• Sourcing - Attracting or identifying candidates.

• Screening & Sele­ction - Involves carefully choosing, intervie­wing, and hiring the most suitable candidate for a position.

Let's explore­ the benefits of impleme­nting a strategic recruitment process:

• Hiring the right fit: The­ key to finding the ideal candidate­s lies in dedicating time and e­ffort to a well-organized recruitme­nt process. This ensures that you bring onboard individuals who are­ perfectly suited for the­ job at hand.

• Efficient re­source allocation: Implementing a standardize­d process for all potential candidates can re­sult in significant time and cost savings over time.

• Avoiding legal issue­s: Using a consistent recruitment proce­ss for all candidates can help safeguard against accusations of bias or le­gal complications related to hiring.

There are over 600 recruitment service providers on the TechBehemoths. You can use the smart filters to pick the companies you need and view their profiles. Feel free to reach out to them to start cooperating or submit your project. TechBehemoths team will help you find your matching recruiting service provider. 

Hirig talent in 2026: challenges and how to adapt 

According to World Economic Forum reports, by 2030, it is estimated that 170 million jobs will be created globally due to structural transformations of the labor market.

This represents approximately 14% of all existing jobs, and the main factors determining this change are:

• Digitalization

• Automation

• Green transition

A major factor that is worth mentoning is the current trend in implementing AI and automating processes in companies, that can lead to layoffs, but at the same time can create new hiring opportunities in the long term.

How can businesses adapt and hire efficiently?

Here are some key strategies to consider:

• Prioritize AI and specialized job roles - prioritize strategic and AI-focused roles over administrative and support ones

• Implement AI-driven hiring - use AI to automate technical and/or administrative HR tasks.

• Adopt skills-based hiring - don't solely rely on traditional CVs. Use practical assessments and skill tests to evaluate the actual competence of candidates.

• Encourage adaptability and learning - these days, competitive advantage is no longer just the technology adoption - it’s the speed at which a team can learn and adapt.

• Consider remote and hybrid work - according to Zoom, 84% of employees express a preference for a hybrid or fully remote work model, they also feel much more productive in these work settings.

• Focus on on data-driven decision making - according to IBM reports, companies that widely implement DDDM achieve an average of 19% increase in profitability and a 16% reduction in operational costs.

Common mistakes to avoid when hiring tech talent/providers

Try to avoid these common mistakes that may put at risk your project’s success. Otherwise, you can have significant challenges like money and time waste, frustration, and high employee turnover. 

1. Trusting the CV too much

How to avoid? Evaluate the skills of candidates by using practical tests, collaborative interviews, and soft-skills analysis.

2. Too much focus on tech skills

How to avoid? Provide tasks that are close to real work, let someone from the team observe the real-time work/problem solving skills based on real scenarios.

3. Not including exact job requirements

How to avoid? Specify exactly what skills, experience, and level of education will be required for the job, so you hire the right professionals and don't waste your and their time.

4. Choosing cost over quality

How to avoid? Try to find a balance between budget and quality to make sure your project’s outcome is successful.

5. Ignoring soft skills

How to avoid? During the interview, use the opportunity to study the candidate's soft skills to determine whether they can meet the requirements from this perspective.

6. Selection process is too long

How to avoid? Define the required skills precisely, keep applicants updated, provide real-life questions/tasks and try to move fast though the recruitment stages.

7. Ignoring the cultural aspect

How to avoid? Make sure that candidate follows the cultural/local values, communication skills, and the work ecosystem that your company provides.

8. Remuneration is too low

How to avoid? Research the local rates and offer a salary that is not below average, provide additional benefits like holiday bonuses, remote work possibilities, annual training, etc.

9. Ignoring time zone differences

How to avoid? Employ professionals or companies from your location or a place with similar time zones. Don't go too far, as a 6-8 hour difference can be disruptive for your team.

10. Not providing training

How to avoid? Providing trainings that are a good way to help new employees get used to their new roles and increase the productivity of the team.