3 key trends for business services companies in Poland in 2025.
The future of work is here, and it’s a dynamic, interconnected landscape — a multiverse of talent where every decision made today will shape the organization of tomorrow. The forces of technological innovation, economic shifts and evolving workforce expectations are converging, presenting both unprecedented challenges and boundless opportunities for business services companies in Poland.
2025 presents critical opportunities for Polish businesses to adapt and innovate. Randstad Enterprise’s 2025 Talent Trends research, based on a survey of 1,060 C-suite and talent leaders across 21 markets, reveals that while challenges remain, the future of work holds significant potential.
Despite global issues like economic uncertainty and talent scarcity affecting organizations worldwide, Poland’s outlook is more positive. Only 16% of employers report that economic uncertainty is negatively impacting their business, compared to 33% globally.
As businesses navigate these challenges, key trends are emerging in AI, digitalization and talent scarcity. Most (82%) talent leaders in Poland are embracing the rise of AI and automation, reflecting the global trend where 82% view AI as a driving force for progress. The digitalization of HR continues to shape the world of work, with 71% of leaders in Poland recognizing it as a critical factor for growth.
Talent scarcity and skills shortages remain a global concern, with 32% identifying it as a major challenge. While it’s less of an issue in Poland at 16%, it remains a top-three concern for employers here, second only to layoffs and economic uncertainty.
Internal mobility and talent retention are top priorities, with 77% of global leaders focusing on these areas. In Poland, this focus is even more pronounced, with 88% of talent leaders prioritizing retention.
These trends — AI’s impact on skills development, the shift to a skills-first approach and the rise of flexible work arrangements — offer more than just adaptation; they present opportunities to strategically shape future workforce strategies.
What’s clear is that talent leaders must remain agile, balancing the integration of cutting-edge technology with human-centric approaches.
ABSL’s Annual Report, together with Randstad Enterprise’s 2025 Talent Trends research, offer solutions that can help business services companies through this transformative period, with the understanding that the decisions made today will determine your organization’s ability to not just thrive amid change, but to lead the charge toward a more innovative, purpose-driven future.
trend 1: AI transforms skills requirements and work processes
In the years since the introduction of tools like ChatGPT and other generative AI platforms, AI has become a cornerstone of business strategy. No longer a distant possibility, AI is reshaping how organizations manage talent, drive productivity and foster innovation. Integrating AI into workforce strategies — whether as an augmentative tool or a driver of innovation –-- is now essential to staying ahead. In 2025, AI has already fundamentally transformed the workforce, changing what skills are required and how work is done. This shift is no longer a potential opportunity but an undeniable reality that businesses must embrace to remain competitive.
the surge in demand for AI-specific skills
As AI evolves, the demand for AI-related skills is amplifying the need for both new, more specialized AI skills, as well as AI-collaboration skills. According to our 2025 Talent Trends research, 82% of employers report that AI is enhancing cognitive skills among their talent pools. In Poland, this trend is even more pronounced, with 90% of leaders already utilizing AI to strengthen cognitive skills among their teams.
This rapid adoption is making some traditional skill sets obsolete. Employees are now expected to master new technologies, with roles such as data scientists, machine learning engineers and AI specialists becoming critical in nearly every sector. Yet, the workforce remains unprepared to meet this demand, leading to talent scarcity.
AI’s role in automating routine work
One of the most compelling advantages of AI lies in its ability to automate routine and mundane tasks, such as data entry, scheduling and administrative functions. This automation liberates employees who can focus, and even collaborate with technology, on tasks that require emotional intelligence, creative problem-solving and strategic thinking. AI may not replace jobs but enhance them, allowing employees to engage in work that adds greater value to the organization.
redefining job roles and career paths
AI is also redefining how businesses approach career development. Traditionally, organizations have relied on external recruitment to fill talent gaps. However, AI now enables companies to look inward, uncovering untapped potential within their existing workforce, tracking performance, identifying skill gaps and suggesting personalized career paths. In Poland, 34% of companies are already using automation to identify workers with specific skills and potential for internal mobility, further emphasizing AI’s role in fostering a more inclusive, agile, and sustainable talent ecosystem.
bridging the skills gap — a call to action
Despite the clear benefits of AI in identifying skill gaps, there’s still significant work to be done. In Poland, 86% feel AI is forcing them to think about reskilling strategies, and as a result, 78% are increasing budgets for reskilling and upskilling. However, according to Randstad Workmonitor research, only one-third of workers (35%) have received essential AI training this year. This gap is a signal that businesses need to act fast. The need for AI skills is only going to grow, and you can’t afford to fall behind.
On the other hand, it’s encouraging to see that more than half (53%) of Polish employers plan to invest more in L&D this year. But the question remains: Will these efforts be enough? While they are a step in the right direction, the key is ensuring that training programs aren’t just about technical skills.
To truly harness AI’s potential, companies need to focus on both technical and soft skills. Technical expertise is important, but adaptability, emotional intelligence, and creativity are what will allow employees to work alongside AI effectively. It’s the balance of these skills that will ensure long-term success. Businesses that get this right will not only close the skills gap — they’ll position themselves as leaders in the AI-driven future.
strategies for maximizing AI’s impact
Empower AI training and collaboration: Rather than fearing AI, organizations should equip their employees with tailored training, promoting collaboration and positioning AI as a strategic partner, not a replacement.
Blend automation with human interaction: While automation drives efficiency, human touchpoints are essential for maintaining engagement and morale. A balance between AI and authentic human connection ensures that the workplace remains cohesive and motivated.
Amplify employee voices for innovaton: Leverage AI-powered feedback tools to gather insights from employees, fostering a culture of innovation and continuous improvement while staying ahead of market and employee needs.
trend 2: harnessing flexibility, technology and empowered talent with the pixelation of work
As AI partners with human talent, organizations are moving away from traditional job-based models to a more agile approach: focusing on tasks and outcomes rather than roles. This "pixelation of work" allows companies to optimize output and drive worker satisfaction. With AI handling more routine tasks, employees can focus on higher-value, creative endeavors that align with organizational goals.
think tasks and skills, not jobs
In today’s rapidly changing environment, organizations must prioritize tasks and skills over fixed job roles to truly embrace agility. This shift towards pixelating work allows businesses to adapt quickly to changing priorities, assigning tasks rather than adhering to traditional job descriptions.
According to Randstad Enterprise’s 2025 Talent Trends research, 90% of business leaders in Poland agree they are prioritizing workforce agility more than ever before. In fact, 76% of talent leaders in Poland are increasing investments in integrated or total talent acquisition models — compared with 40% who say the same globally — which allows them to better tap into broader, flexible talent pools and meet changing workforce demands. At the same time, just 37% in Poland agree that creating a more fluid workforce is a priority, compared with the global average of 46%. And, less than half (46%) are prioritizing access to all talent types. This indicates an opportunity to rethink the way tasks and work get done.
As the nature of work becomes more flexible, employees are encouraged to contribute to various projects, boosting satisfaction and fostering career growth. Talent marketplaces, AI-driven resourcing and continuous learning are empowering workers to acquire new skills, fueling innovation and productivity.
combatting the labor market crisis
The global talent shortage, exacerbated by an aging workforce and growing skills gap, is pushing organizations to rethink their approach. Companies are adopting flexible structures like hybrid, remote and project-based roles to stay competitive while addressing labor market challenges.
Randstad Workmonitor research shows that nearly 45% of talent globally now demand flexible work, and 44% trust that their companies will meet these expectations. Meeting this expectation will be critical as 88% of Polish employers say they are placing the same or greater focus on overall employee retention this year, as they seek to keep skilled people on board.
Considering flexible approaches can also help employers widen talent pools; return to office and hybrid working policies both limit available talent to those who are within commuting distance.
reimagine value creation with empowered talent
In today’s digital era, AI is more than an automation tool — it’s a co-worker that amplifies human potential. By automating routine tasks, AI frees employees to focus on higher-value work, such as problem-solving, creativity and strategic thinking, driving business goals forward. But it also changes the skills talent needs, and those needs are evolving daily. AI also enhances value creation by fostering innovation, strengthening customer relationships and accelerating product development.
This is likely why 71% of employers in Poland expect to provide data training or reskilling to existing employees. They also report that potential to learn is quickly becoming one of the most important criteria when hiring both early careers (27%) and senior-level talent (43%). Nearly as many (31% for early careers, and 31% for senior talent) say relevant personal motivations and aspirations are also critical traits in a candidate. Talent leaders are quickly recognizing how important these criteria are in determining the value people can bring to the organization.
key tips for embracing the pixelation of work
Foster flexibility: Shift to a task- and outcomes-based approach, allowing employees to adapt to project needs and leverage personal strengths, boosting agility and job satisfaction.
Offer flexible work arrangements: Embrace hybrid, remote or project-based roles to attract skilled talent, support work-life balance and improve retention.
Leverage AI for empowerment: Use AI to both automate low-value tasks and creatively collaborate with people, leading to enhanced innovation and problem-solving for greater productivity and fulfillment.
Invest in learning and development: Prioritize reskilling and upskilling to ensure employees stay adaptable to new technologies and business demands.
Encourage continuous growth: Foster a culture of ongoing learning, enabling employees to acquire new skills, collaborate across teams and explore career opportunities.
trend 3: stepping into the skills-first era
As AI continues to transform the workplace and skill demands, employers are rapidly shifting toward a skills-first approach, making skills the new currency in today’s job market. According to Randstad Workmonitor research, 44% of workers are refusing job offers without opportunities for skill development — up from 36% last year. As technology and job landscapes evolve, organizations must focus on nurturing potential and motivation, not just experience.
In Poland, 90% of employers say they are moving or have already moved to a skills-based talent model. This broad adoption is buoyed by the many perceived benefits of this approach, including improved equity (27%), organizational preparedness for the future (27%), hiring outcomes (27%) and talent development outcomes (37%).
Skills-based shifts are also taking hold across the talent life cycle with development and internal mobility initiatives — both of which are critical to employee engagement and retention. In Poland, 75% of talent leaders agree they will put more emphasis on internal mobility rather than external recruitment this year, and 76% here believe talent acquisition leaders will be responsible for preserving the workforce and preventing layoffs.
While 37% of employers in Poland recognize that focusing on skills leads to better outcomes than focusing on education and experience alone when developing (37%) and hiring (27%) talent, they also report barriers to full adoption, such as necessary cultural shifts, lack of necessary investments and limited resources. And 27% in Poland agree that while HR and talent leaders have embraced a skills-based mindset, functional managers still remain more focused on specific jobs and roles.
Despite these challenges, very few Polish organizations (8%) feel that they are not successful in their attempts to embrace a skills-based model. And AI and other technologies can help alleviate some of those barriers. For example, internal talent marketplaces (ITMs) are helping to advance skills-based strategies by scaling personalized and self-directed learning, closing skills gaps and matching people to projects that will excite them while using their strengths.
It’s clear to HR leaders that adopting a skills-based model is not an option; it’s an imperative in today’s fast-moving, technology-driven labor market, where the shelf-life of skills shortens with each day. While making the shift can be complex, starting with one project can help move initiatives forward, serving as a success story that gets the whole organization on board. There is no easy transition, but over time, it will be an investment well worth the time, energy and resources put into it.
actionable strategies to embrace a skills-first approach:
Establish clear skill frameworks: Develop a standardized system for mapping and classifying key skills across roles, ensuring alignment with business objectives. This will help identify skill gaps and provide clarity for talent and leadership.
Focus on potential, not just experience: Shift hiring and promotion practices to prioritize inherent skills, ambition and learning potential. This will call focus to individual strengths, motivations and potential to better support organizational agility.
Implement continuous learning opportunities: Offer ongoing training and upskilling programs that allow employees to adapt to market demands. Use AI and other technologies to provide personalized learning paths.
Measure skill development impact: Regularly assess the effectiveness of skill development programs by tracking progress and gathering feedback. Use data to refine your approach and ensure alignment with business needs.
Support internal mobility with technology: Invest in internal talent marketplaces (ITMs) to match employees with skill-building projects, new roles and mentorship opportunities. This fosters growth, improves retention and optimizes internal talent.
your choices will define tomorrow
With so many radical shifts taking place in today’s business landscapes, it’s clear that the talent multiverse lies ahead. And the choices – big or small — talent leaders make today can help shape the future of the business services sector in Poland. AI integration, skills-based transformation and pixelation of work are more than just responses to challenges; they represent a fundamental shift in how organizations innovate, engage talent and drive success.
AI is no longer a distant trend but a strategic partner in optimizing talent development and transforming business operations. Organizations that embrace AI will be best positioned for long-term success. Likewise, the skills-first revolution highlights the importance of inherent skills, personal motivations, continuous learning and adaptability in building a future-ready workforce.
The pixelation of work offers greater agility and productivity in an age where people and AI are collaborators — empowering talent to work in more meaningful and flexible ways. This approach fosters innovation, engagement and fluidity, helping businesses remain competitive in an ever-evolving landscape.
Ultimately, the decisions leaders make today will define their organizations’ success tomorrow and beyond. Embracing these trends with intention is key to navigating and leading this change.
For deeper insights into these transformative trends, explore the Randstad Enterprise 2025 Talent Trends Report, where you can access the global findings.
*This content originally appears in the Association of Business Services Leaders (ABSL) Business Services Sector in Poland 2025 report, and is published here with permission from ABSL.