The staffing services industry in Serbia is navigating significant shifts in 2024-2025. Changes in demand, economic pressures, evolving expectations from employees, and technological innovation are reshaping how companies hire. For employers, HR teams, and staffing agencies, understanding these trends is essential to remain competitive and effective.
Current Trends in Staffing Services
1. Growth in Business Process Outsourcing (BPO)
Serbia’s BPO market is projected to generate revenue of about US$161.56 million in 2025. Statista
It’s growing at a CAGR of ~5.77% toward 2030, driven by demand for customer support, technical assistance, and back-office roles. Employers outside Serbia are attracted by the combination of high skill levels (especially language skills), cost advantages, and favorable business conditions. Statista
2. Application Outsourcing & Specialized IT Services
Application outsourcing in Serbia is also expanding. The market revenue is expected to reach US$42.75 million in 2025, with moderate growth in coming years. Specialized roles in cloud, mobile app development, and modern programming languages remain in demand. Statista
3. Employee Retention & Talent Shortage Pressures
Despite demand, many companies report challenges retaining staff. Key issues include non-competitive wages, inflation pressures, and increasing job mobility. According to a survey by the Serbian IT Association (SITA), 61% of companies have had to reduce headcounts in recent times, partially due to these pressures. Serbia Business
Senior roles with niche skills (cybersecurity, cloud, DevOps) are especially difficult to fill permanently, increasing reliance on staffing services or contract work. Serbia Business
4. Impact of the Gig Economy & Freelancing Trends
Gig work is fluctuating. For example, upwork-type freelancing in Serbia saw a drop of ~16.2% in active gig workers in a quarter. However, in more stable high-skill fields like software/tech, the decline is smaller. Centar za istraživanje javnih politika
This means some roles that might previously have been filled by freelancers are now demanding more stable staffing arrangements — benefiting staffing agencies with good candidate pools.
5. Remote / Hybrid Work and Flexibility Demands
Many candidates now expect remote or hybrid work models. Staffing services that offer flexibility, remote staffing, or hybrid options are more attractive. Employers that stick to rigid in-office models may struggle to attract the best talent. This is particularly relevant for international clients who work across borders. (While specific statistics for remote work in Serbia weren’t all in one place, multiple reports indicate rising preference and shifting expectations among candidates.) 9cv9 Career Blog+1
Challenges for Staffing Services in Serbia
- Compensation & Cost Pressures: Because wages in Serbia are rising in IT for in-demand skills, staffing agencies must balance cost competitiveness with offering packages that retain candidates. Serbia Business
- Layoffs & Market Volatility: Some companies are reducing workforce size due to economic uncertainty. That leads to hiring freezes, which affect staffing agency pipelines. Serbia Business
- Regulatory, Tax, and Compliance Complexity: For foreign firms or companies using remote staffing / staffing outsourcing, legal compliance, payroll, taxation, and employment contracts are non-trivial. Proper staffing partners help here.
- Meeting High Expectations: Modern candidates expect not just a job, but benefits: growth opportunities, remote/hybrid flexibility, good culture. Agencies need to vet candidates on these parameters and advise clients accordingly.
What Employers Should Do
Here are some actionable recommendations for companies using or engaging with staffing services in Serbia:
- Pick agencies with IT specialization & good candidate databases. For complex tech roles, a general staffing agency may fall short.
- Ensure transparency in cost, contract terms, and candidate profile quality. Clear expectations help avoid misunderstandings.
- Offer flexible work modes and competitive benefits. Even through a staffing partner, offering remote or hybrid, upskilling, flexibility helps attract and retain.
- Use staffing services as part of talent strategy, not just stop-gap fix. For senior roles or specialized skills, staffing services can offer long-term value, not just temporary help.
- Monitor labor market & adapt fast. Keep an eye on wage trends, role demand, and candidate expectations. Staffing agencies that understand these shifts give clients a competitive edge.
Conclusion
In 2025, staffing services in Serbia are more important than ever. For employers who partner wisely — choosing specialist agencies, offering competitive and flexible working conditions, and aligning with market trends — staffing services offer a strategic advantage. They can help fill roles faster, access passive or niche talent, and manage costs while navigating the complexities of the evolving labor market.
