Both sides are looking for the other, yet they rarely connect. In our HR Subjective column, Petra Benke, Country Manager of Orienta Hungary replies to the question: how well does what a company thinks of itself match what candidates see from the outside, and vice versa? Where are today’s biggest blind spots in the thinking of employers and candidates?

Organisations often shield abusive managers who hit their targets, even though such managers are frequently the reason top talent walks out the door. An organisational psychologist explains why companies need built-in checks – and why behaviour belongs in executive performance reviews.

One of the most damaging misconceptions in today’s corporate thinking is that constant change is not only inevitable but also desirable in itself. The message is consistent, and on paper it sounds inspiring. The problem is that it ignores basic human biology — and the bill for that oversight is coming due in the form of burnout, quiet quitting, and rising absenteeism.

Rising wage pressures and acute labor shortages have pushed Hungarian companies into a critical bottleneck. While targeted tightening is necessary, a blanket freeze on guest workers introduced without a transition period is a policy failure, argues Attila Gazsi, the newly elected president of the National Association of Entrepreneurs and Employers. In-depth conversation on AI, generational shifts, and HR.

HR roles have become more complex as a result of technological changes. Digitalization, data-driven operations, a globalized work environment, and continuous organizational adaptation have brought about new competency requirements. Dr. Nóra Hegyi-Halmos, assistant professor at ELTE PPK, summarizes their recent research, which examined this change through an analysis of domestic online job postings.

Rising external pressures and internal operational demands are forcing a fundamental rethink of the HR function. As technology reshapes workloads and regional trends converge, the question remains: does HR finally have a permanent seat at the strategy table?

HR leaders know the script: a top-tier expat arrives with a glittering CV and success stories from Asia or London. On paper, they are the "Messiah." Six months later, the gears are grinding. Turnover is up, morale is down, and results are missing. Why does a strategy that thrived in Frankfurt fail to gain traction in the Hungarian reality?

The fundamental dilemma of HR-washing seems simple, yet it raises an uncomfortable question: can domestic human resource management that exploits human resources in the name of efficiency and performance be considered successful? An article by Ákos Jagudits, HR manager.

HR continues to play an operational rather than a strategic role in most companies. Complacency and professional apathy are spreading. There is a lack of professional debate, we rejoice in (fake) awards, and we uncritically praise current trends. Ákos Jagudits, member of the OHE board and HR director, harshly criticizes the profession.

The HR profession is collectively overworked, according to the recently published HR Mental Health Index 2025. In a background discussion, four experts revealed what lies behind the numbers and offered practical advice on how the profession can regain its strength and credibility, or at least "throw away the shovel" once it has reached rock bottom.

What kinds of lies occur at work, and how can we detect them? At this year’s Internet Hungary HR track, two speakers explored the phenomenon of “false prophets in the workplace.”

What signs should you look out for during the interview? What should you do if you already work in such a place? Who can you turn to for help in this situation? We asked Dr. Ali Fenwick, a psychologist with millions of followers on social media and author of the book Red Flags, Green Flags.

Why do company owners and managers think it's natural that part of our work is a "gift," when we definitely don't get more goods in the store for the same money? Judit Bárány, organizational developer and HR expert, guides us through generational heritage and possible solutions.