Munkaerőpiaci trendek 2025-ben – interjú Szántó Zsolttal

Zsolt Szántó has been working at the MADS group of companies since 2006.

Started as a project manager, currently a head of sales and board member at MADS.

He completed his studies at the Piarist High School in Kecskemét and at GATE-VTI in Budapest.

Now enjoys talking about economy and society, and is an active member of the Hungarian Entrepreneurs' Business Club (MVÜK).

1) Will significantly different circumstances affect the temporary employment and recruitment sector in 2025?

The labor shortage is still the main characteristic, it is probably no longer a trend but will accompany it as a market reality for a long time.

The temporary employment and recruitment sector always faithfully reflects the state of the economy. So far, 2025 has been a year of stagnation and uncertain but rather pessimistic forecasts. There is also an example of a significant recession among the traditional driving industries. The generated inflation reduces internal demand, which affects all producers/service providers. In case of stagnation or crisis, temporary employment is always sent first. Moreover, Hungarian economic policy provides specific answers to the challenges, thereby disconcerting external investors. The industry has seen better times.

2) How is temporary employment viewed in the market? Do they represent added value or are they considered a necessary evil that companies should get rid of as soon as possible?

My short answer: clearly positive. From the perspective of companies, the uninterrupted operation of daily operational activities is significantly improved if there is a contracted HR service partner.

A good HR service consultant also has a greater insight into market processes because he gains information and knowledge specific to a given segment from the operations of several contracted partners.

The HR service provider clearly works with a greater reach from a larger set.

It may be strange, but it's true that what is a problem for one company is a solution for another and vice versa.

3)How difficult is it to source a sufficient workforce today? What are the professions that are hardest to fill, what are the typical time frames, and how has this changed over time?

The search time depends on the advertised job/requirements/number of employees. Complexity and understanding of it have indeed become a factor. What should we do when the job is so complex that even a candidate from the same industry does not click on the job advertisement because their company slang uses different words for this job?. The internet search habits of job seekers are greatly influenced by the interface of the given job advertisement portal, the given activity must be made filterable/visible for the searcher, the portal and the job seeker. But this is only the first phase of the process. The ultimate goal is for both the client and the employee to start working together satisfied. Typical recruitment times: white-collar jobs: min. 1 month, blue-collar jobs: for school cooperative employment, our record time is 1 hour, but even there it is typically 1-5 days. the average recruitment time. The biggest challenge is finding employees for jobs that require very specific and rare knowledge, such as IT/AI fields.

6) The new generation of Z is expected to make up more than a quarter of the American workforce by the end of the year. The statistics are likely similar in Hungary. How can you work with Gen Z candidates? Are there any noticeable differences compared to previous generations?

Gen Z is here and knocking loudly on the door, but few old-fashioned business leaders understand their voice yet. Perhaps this is why like attracts like and there are countless new startups, unconventional, project-based work communities. Gen Z is digitally transforming our world every day. The pace is dizzying and fills many with fear. Does anyone still remember the emergence of the MP3? It’s similar here, but it’s not just an industry that is transforming, it’s affecting the entire society. Collaborative work is significantly improved when trust replaces medieval hierarchies - interested connection combined with a clear onboarding process.

The other side of the coin is that hiding the younger generation behind a label is unfortunate because we are hiding the specificities and dynamics of age. The challenges of human life have been the same for millennia, regardless of generation, on the community vs. individual axis. Projecting our fears arising from the speed of development/change onto Generation Z is not sporting.

You don't have to be afraid to employ Generation Z, it will be good to step out of middle age.

Through MADS, several thousand Generation Z employees work successfully and frictionlessly for approx. 400 partners every month.

A teljes cikk a BBJ - Budapest Business Journal szíves engedélyével.
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