More than 58% of Czech companies in 2025 report that a lack of talent is the biggest obstacle to their growth and innovation.
Although the Czech labor market has changed dynamically in recent years, demand for skilled employees still significantly exceeds supply.
How is it possible that, despite a record number of open positions, some companies remain without the needed people for a long time? And why are employers increasingly focusing not only on technical knowledge but also on adaptability and willingness to learn new things?
From my experience at COREDO.jobs it appears that successful recruitment and retention of employees today requires a deep understanding of the changing expectations of both employers and employees.
If you are looking for practical solutions for legal employment, effective HR strategies, or want to better understand the needs of the labor market in 2025, here you will find answers backed by real practice and data.
What do employers expect in 2025?
In recent months I have led projects at COREDO.jobs for clients in engineering, healthcare and financial services.
Our observations show that employers’ requirements for employees in 2025 have shifted toward greater flexibility, digital literacy and the ability to respond quickly to change.
Companies are no longer looking only for specific technical knowledge, but emphasize the comprehensive skills of new employees that enable effective adaptation in an environment of constant change.
The adaptability of new employees and the willingness to learn new technologies are today as important as prior experience.
Key skills and competencies
COREDO.jobs practice shows that among the most sought-after skills of new employees in 2025 are:
-
Digital literacy and the ability to work with technological tools
Most companies have already implemented digital platforms for employee management, time tracking, document management and internal communication. Experts at COREDO.jobs recommend focusing on developing these abilities already during recruitment and the onboarding process. -
Soft skills – communication, teamwork, problem solving
In projects for clients in the banking and pharmaceutical sectors we have found that the ability to communicate effectively and collaborate in a multicultural team is key to the successful integration of new employees. -
Adaptability and willingness to reskilling
Given the rapid development of technologies, it is advisable to prioritize candidates who demonstrate openness to further education and rapid acquisition of new work procedures. The solution we developed at COREDO.jobs for clients in the woodworking industry shows that investment in the development of work skills brings companies a higher return on investment (ROI) and reduces turnover.
Expectations by sector (IT, healthcare, finance, energy)
Specific employer requirements differ by industry:
-
IT sector
The greatest emphasis is placed on knowledge of modern programming languages, work with cloud platforms and cybersecurity. The shortage of qualified IT workers is a long-term problem in the Czech Republic, so companies often invest in internal training and retraining. -
Healthcare
Here not only professional competence is key, but also the ability to quickly adapt to new technologies (e.g. digital health records) and to communicate with patients of different nationalities. -
Finance and accounting
Employers expect precision, knowledge of digital accounting systems and the ability to navigate international standards. In COREDO.jobs practice we have verified that regular internal training significantly increases work quality and employees’ trust in company management. -
Energy and industry
Companies require not only technical knowledge, but also the ability to work in a team, comply with safety standards and respond quickly to operational changes. The shortage of qualified workers here leads to greater openness to employing foreigners, especially from Ukraine.
Talent shortage in the Czech Republic: company strategies
The 2025 labor market analysis in the Czech Republic shows that the talent shortage is one of the most pressing problems for companies across sectors.
Effective HR strategies and talent management
Experts at COREDO.jobs recommend the following HR strategies to overcome the talent shortage:
-
Employer branding and targeted recruitment
Successful companies invest in building a strong employer brand and use personnel analytics and predictive models to effectively reach candidates. -
Internal training, retraining and employee development
In projects for clients in metalworking we implemented systematic development of work skills, which enabled rapid adaptation of new employees and reduced dependence on the external labor market. -
Automation of HR processes and scaling
The introduction of digital tools (e.g. CRM systems, automated shift planners) increases the efficiency of the HR team and enables faster filling of open positions. Practice CORE
DO.jobs confirms that automation delivers measurable savings and improves the candidate experience.
Employee retention and reduced turnover
Long-term employee retention is key to a company’s stability. Our case studies show that:
-
Company culture and Generation Z
Generation Z emphasizes meaningful work, open communication and the opportunity to participate in decision-making. Retention strategies in the Czech Republic therefore need to include modern benefits, flexible working arrangements and support for workplace wellbeing. -
Motivation, engagement and workplace wellbeing
Investments in the work environment, opportunities for further education and transparent communication increase employees’ trust in company leadership. In the lab where we implemented a stress-reduction program, both satisfaction and team productivity increased. -
Multigenerational team collaboration
Effective cooperation across generations brings innovation and stability. Proven methods include mentoring, sharing experiences and involving younger colleagues in project management.
Work flexibility: impact on employers and employees
Work flexibility and employers — this is a topic that resonates across the Czech market.
The 2025 amendment to the Labor Code (the so-called flexi-amendment) brings new options for remote work, reduced hours and flexible working time.
From COREDO.jobs’ experience, companies that actively support flexible working arrangements see lower turnover and higher employee satisfaction.
-
Benefits of flexible arrangements
The experiences of our clients from hospitality and e-commerce confirm that flexibility contributes to a better work-life balance, reduces stress and increases productivity. Employees appreciate the ability to adapt working hours to their needs, which leads to higher loyalty and engagement. -
Impact on productivity and retention
COREDO.jobs’ analysis shows that companies with flexible arrangements have up to 30% higher employee retention rates than companies with rigid work schedules.
Legal framework and legislative changes in 2025
Legislative changes in 2025 introduce longer probationary periods, the possibility to work during parental leave and adjustments to notice periods.
These changes simplify the onboarding of new workers and allow employers to respond more quickly to changes in demand.
COREDO.jobs experts recommend regular training for HR teams on legislation and employee retraining to ensure full compliance with current requirements and minimize risks associated with documentation errors.
Technology in human resources management
Digitization of work processes and investment in technological tools within companies are a necessity in 2025.
At COREDO.jobs we implemented CRM systems, automated shift schedulers and online training tools, which led to a significant increase in efficiency and a reduction in administrative burden.
-
The role of digitization and automation of HR processes
Automation enables faster processing of requests, efficient document management and better monitoring of employee performance. For our clients in the banking sector, digitization led to faster recruitment and a better candidate experience. -
Implementation of productivity-enhancing tools
Modern HR platforms allow tracking of key metrics (e.g. return on investment – ROI, retention rate, time-to-fill) and optimizing processes based on data. -
Measuring the return on investment in human capital development
In COREDO.jobs projects we monitor how investments in training and skills development affect performance and employee satisfaction. Regular evaluation of these data allows better budget planning and targeting development activities where they have the greatest impact.
Digitization and automation of HR work processes represent a key factor for increasing efficiency, faster recruitment and better human resources management, as evidenced by COREDO.jobs’ experience. Implementing modern CRM systems, automated schedulers and online training helps reduce administrative burden and enables tracking of metrics such as ROI, retention or time-to-fill. Regular measurement of the results of investments in employee development then allows budget optimization and targeting development activities to areas with the greatest impact.
This dynamic trend is also confirmed by Czech companies, which plan to invest over CZK 60 billion in digitization by 2025, with the shift from manual tasks to the use of artificial intelligence and other technologies being crucial for them to remain competitive in the labor market.
Now let’s look at specific tools and technologies that support HR digitization in 2025.
Change management and demographic challenges
Demographic development and its impact on the labor market in the Czech Republic is a topic that will become increasingly important in the coming years.
The decreasing number of economically active people and an aging population means that companies must seek new strategies to maintain competitiveness.
-
Company adaptation strategies
At COREDO.jobs we helped a construction company optimize workforce planning using predictive models that take demographic trends into account and enable timely replenishment of key positions. -
Risk management in HR and personnel legislation
Effective change management involves not only adjusting internal processes but also regular training of management in personnel legislation and social security. Open communication and transparent rules are the foundation of employees’ trust in company leadership. -
Engaging untapped reserves in the labor market
COREDO.jobs’ experience shows that active cooperation with employment offices, investment in retraining and support for the integration of foreigners can significantly expand the talent pipeline and reduce dependence on the external market.
Demographic development in the Czech Republic is characterized by a long-term decline in the number of economically active people and an aging population, which significantly affects the labor market and forces companies to seek new strategies to maintain competitiveness. Birth rates in the Czech Republic have been falling for several years and in 2024 the fewest children were born in history (84,311), while the first quarter of 2025 confirmed a continued decline in live births and at the same time an increase in deaths, which led to an overall population decrease of 32.6 thousand.
Companies therefore adapt, for example, by optimizing workforce planning using predictive models that take demographic trends into account and enable timely replacement of key positions. Effective HR process management is also important, including educating management about personnel legislation and transparent communication, which strengthens employees’ trust in company leadership [source in text].
Another way to mitigate the effects of demographic change is to engage untapped reserves in the labor market, which includes cooperation with employment offices,investment in retraining and support for the integration of foreigners, thereby expanding the talent pipeline and reducing dependence on the external market [source from the text].
Conclusion of the article
From COREDO.jobs’ perspective, it is crucial that employers in 2025 actively respond to changes in the labor market, invest in the development of work skills, and create an environment that supports flexibility, innovation, and employees’ trust in company leadership.
Successful HR strategies combine digitalization, a modern approach to corporate culture, and openness to new groups of workers.
I recommend focusing on:
- Regular updates to HR processes and training on legislation.
- Using digital tools to manage employees and measure the return on investment in human capital development.
- Building a corporate culture that supports employee well-being and multigenerational collaboration.
- Active adaptation to demographic changes and leveraging all available reserves in the labor market.
If you are looking for a partner to take over the entire process of recruitment, legalization and turnkey employee support, the solutions we have developed at COREDO.jobs are proven in practice across sectors and deliver results that will stand up even in the most demanding conditions of 2025.
