Tips
How candidates and employers can get the most out of Ovde Jobs
The job market has become fast and noisy. In Serbia, employment and salary figures still look fairly stable, but both candidates and employers feel that simply “posting a CV” or “publishing a vacancy” is no longer enough. Below is how to get the most out of Ovde Jobs and shorten the distance between finding a job and finding the right hire.
Table of Contents
1. What is happening on the market and where Serbia fits in
Hybrid and remote work formats have become the norm worldwide: roughly one in five employees works fully or partly from home, and this is now a new baseline, not a temporary measure.
According to the World Economic Forum, by 2030 almost 40% of core skills in jobs are expected to change. The market is looking not only for hard skills, but also for resilience, the ability to learn, and readiness to take responsibility.
In Serbia the picture looks like this:
- employment is holding at around 51%
- unemployment is about 8%
- average net salaries in 2025 grew by more than 11% in nominal terms and by almost 7% in real terms
So vacancies exist, salaries are slowly rising, and competition for clear, well-defined roles is getting stronger. A platform is no longer just a job board, but an environment where both sides learn how to present themselves properly.
2. Candidates: how to get the most out of Ovde Jobs
2.1. From random applications to a real search system
A common candidate mistake is to log in once a month, scroll the feed and apply “when it feels right”.
A more effective approach looks different:
- set a basic frame: how much time per week can realistically be devoted to job search
- based on that, decide on a comfortable range of intentional applications
- check new vacancies by keywords every few days
Everyone’s threshold is different. For some, it is 3–5 thoughtful applications per week, for others 10–15. What matters is not the raw number, but consistency and quality.
A convenient starting point:
All vacancies on Ovde Jobs
Filters and keyword search help avoid drowning in the list: job title, skills, languages, city, format (office, hybrid, remote).
2.2. Not only searching, but also being found
The platform has a Talent Base: a structured pool of CVs where companies search for people by skills and experience, not only by applications.
To make a profile easier to surface in these searches, several things matter:
- a clear profile headline: “Customer Support Specialist, SaaS, EN/RU” rather than “looking for a job”
- 5–10 specific skills in the Key skills section
- actual languages and level
- a compact description of experience: what you did, which tools you used, what results you achieved
You can add your CV here:
Add your CV to the Talent Base
This creates a second stream of opportunities: not only applications to vacancies, but also direct requests from companies.
2.3. When the search stalls
If it feels like “the market is dead” or “no one replies”, the issue is often not the country or the platform:
- the CV is overloaded with text and unclear experience
- salary expectations do not match the market
- the target role is too vague and not defined properly
In this case, it helps to:
- review the CV with a focus on readability
- double-check salary ranges on the market
- segment goals more honestly: which roles are realistic right now and which should stay as the next-step target
Services to support this kind of review and search strategy:
Services for candidates
3. Employers: how to get the most out of Ovde Jobs
3.1. Not a single posting, but a hiring campaign
One free job posting is a good start, but a weak strategy.
A working logic looks like this:
- Publish the first vacancy and watch the responses.
- After a few days, refine the text, requirements and salary range if needed.
- For complex roles, connect the Talent Base and additional channels (for example, the Telegram channel “Работа в Сербии”).
Company registration:
Employer registration
3.2. Writing vacancies the way candidates actually read them
Global data shows that candidates spend seconds, not minutes, on a single job post.
That is why four things are critical:
- a precise job title: role plus context (“Sales Manager B2B, IT, EN”)
- a transparent salary range
- a list of 5–7 concrete responsibilities instead of vague wording
- a clear description of work format and schedule
This kind of text helps self-filter the pipeline: fewer random applications, more people who truly fit the profile and expectations.
More on how to structure roles can be found in the section for companies:
Employer solutions
3.3. Using the Talent Base instead of waiting for a “perfect application”
Strong candidates do not always live in the application flow. Many sit in the internal CV database and respond only to targeted, respectful messages.
What can be done in the Talent Base:
- search people by skills, languages, experience and city
- build a short list
- send personalised messages with a clear offer
This is especially useful for rare profiles and roles where it is a candidate’s market rather than an employer’s one.
3.4. Speed and feedback
The current structure of the market is such that people are not ready to wait weeks for a reply. A fast “application – response – interview” cycle has become a competitive advantage.
A basic working standard:
- check the employer dashboard at least once a day while a vacancy is open
- reply to most applications, even with a brief rejection
- describe the hiring stages directly in the job post
This builds the reputation of a predictable employer and increases the chances that an offer will be accepted.
4. Shared principles for both sides
- Transparency
Salary, work format, expectations around results. The fewer surprises, the fewer disappointments. - Realistic boundaries
A candidate assesses their level honestly and does not hide gaps. A company does not promise “career rockets” where stability and support are what is really on the table. - Consistency
Not a one-off visit “for luck”, but a rhythm: logging into the site, updating the profile, refining vacancies. - Respect for time
Clear texts, fast responses, understandable stages. A cheap but very visible marker of maturity.
Ovde Jobs is not a “magic pill”, but a practical tool that helps make that real working match more likely.
Conclusion
The world of work has sped up: formats have blended, skills are being repackaged, salaries grow unevenly. In Serbia this is felt more softly than in some other countries, but the trends are the same: clarity, speed and honest expectations win.
The platform helps not to fight these trends, but to use them:
- for candidates: to make the job search structured and visible
- for employers: to build a stable flow of applications and direct hires from the Talent Base
Ready to get the most out of Ovde Jobs right now?
If you are a candidate, register, add your CV to the Talent Base and start applying for relevant roles.
If you are an employer, register your company, publish your first vacancy and test how the Talent Base works in practice.