The job market is shifting fast—AI is reshaping industries, employees expect flexibility, and companies are rethinking talent strategies. Katarzyna Niezgoda, Managing Partner at Tower Executive Search, discusses the post-pandemic HR landscape, the art of retention, the growing importance of internal recruitment, and why mentoring is key to career development in today’s world.

Interview by Beata Socha

WBJ: We have seen return to office initiatives in organizations across the world. How are Polish employees readjusting to the new-old way of working post-pandemic?

Katarzyna Niezgoda: Poles have embraced hybrid and remote work, and companies must balance this new comfort with maintaining productivity. Many employees now expect flexible working arrangements, and organizations that resist this shift may struggle to attract and retain top talent. However, ensuring engagement and efficiency in remote teams requires rethinking management strategies and communication channels.

What are the key elements in organizations’ HR strategies?

Retaining talent now is just as important as hiring. Companies must ensure that their investment in people stays within the organization. The key? A well-designed remuneration and motivation system, combined with a workplace culture that accommodates multiple generations—from Gen X to Gen Z. 

Creating an environment where everyone feels valued is a challenge, but it’s essential for long-term success. Competitive salaries and benefits are not enough; employees also seek purpose, opportunities for growth, and a company culture that aligns with their values. Companies that fail to deliver on these fronts risk high turnover rates.

What type of recruitment is the most effective?

We are in an employee-driven market. Job ads no longer attract responses like they used to, so companies must take a targeted, direct approach. Personalized searches allow recruiters to assess job fit, understand motivations, and ensure candidates align with company culture. Mass hiring still exists, particularly for large-scale operations, but for high-value roles, relationships and direct search are key.

Networking has become more important than ever. Companies increasingly rely on industry events, professional forums, and specialized discussion groups to find top talent. Recruiters must go beyond LinkedIn searches and actively engage with potential candidates in meaningful ways. This approach not only helps in identifying the best candidates but also builds long-term relationships that can benefit the organization in the future.

What are the most important candidate skills today?

We now operate in a performance-driven culture where achievements and experience matter—but they are only half of the equation. The other half is communication and personality. Even the most skilled professionals can struggle if they don’t fit within an organization’s culture. Metrics help measure performance, but human qualities remain just as critical.

Adaptability and problem-solving are also increasingly valuable. In an era of rapid technological advancements, employees must be open to continuous learning and innovation. Companies seek individuals who can navigate uncertainty, collaborate across teams, and bring creative solutions to business challenges.

How important is internal recruitment now?

More important than ever, and it’s a welcome trend. For years, companies prioritized external hires to bring in market knowledge. Now, they are looking inward, nurturing their existing talent. This is where mentoring proves invaluable. Everyone—regardless of seniority—should have a mentor. Someone who coaches and motivates them, and acts like a mirror where you can measure your progress.

Organizations that prioritize internal recruitment create career progression opportunities for their employees, fostering a sense of loyalty and engagement. Employees who see a clear path for growth within the company are more likely to stay and contribute long-term. Structured mentorship programs, leadership training, and succession planning are becoming essential tools in retaining and developing top talent.

In what other ways than mentoring are organizations developing their talent?

Talent development and training have also evolved—people have little patience for long sessions. Training must be on-demand, accessible, and precisely tailored to employees' needs. Traditional, time-consuming courses are being replaced by bite-sized, interactive learning modules available whenever employees have time to engage. 

Technology plays a huge role here, enabling learning when and where it’s convenient. Companies that invest in innovative training solutions will have an edge in workforce development.

Where is the job market headed?

Predictions beyond three years are risky in today’s volatile world. AI is already automating tasks—contracts in law, risk assessments in banking—and more jobs will follow. But demographics tell another story. Poland’s workforce is shrinking, with only nine million workers projected by 2050. While some jobs will disappear, automation is not just inevitable—it’s necessary to fill the gaps left by population decline.

This shift requires organizations to rethink workforce planning. While some positions will become obsolete, new roles will emerge in data analysis, AI management, and digital transformation. Upskilling and reskilling employees will be critical. Employers who proactively invest in continuous learning will future-proof their workforce and remain competitive in the changing job market.