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Martina Kesler
Episode · #85

POSLOVNA ZENA Martina Kessler

Guest Martina KeslerHosted by Dea OlupMay 3, 2026
About this episode
What you'll hear in this conversation

Martina Kesler works at the intersection of human resources and organizational strategy, helping companies understand what it truly means to be a desirable employer. As a senior HR consultant at Selekkcio and the project lead for the 'Poslodavac Partner' (Employer Partner) certification, she spends her days auditing and advising on the systems that attract, develop, and retain talent. Her work reveals that the hallmarks of a quality employer often lie not in grand gestures, but in the meticulous execution of foundational processes, from recruitment fairness to fostering two-way communication. This conversation offers a clear-eyed view of what makes an organization truly stand out to its people, and why the standard is higher than many realize.

Insights from the conversation
What to take from this episode
01
Martina Kesler estimates that "no more than one hundred companies in Croatia" currently meet the high standards required for the 'Poslodavac Partner' certification. A certification's true value comes not from how many achieve it, but from how few can, signaling genuine commitment rather than mere compliance.
02
Kesler emphasizes that "even saying 'Thank you, we received your CV' means a lot," noting that many employers fail to provide even basic acknowledgment or feedback to job applicants. For a company aiming to be a top employer, the simplest courtesies in recruitment—like acknowledging every application—are not extras, but foundational signals of respect that define its brand.
03
The 'Poslodavac Partner' certification specifically looks for two-way communication, where "employees can offer their ideas and suggestions directly" to senior leadership, regardless of hierarchy. True organizational intelligence emerges when ideas flow from the factory floor to the CEO, not just commands from the top down. A good HR system enables that bottom-up contribution.
04
The certification process involves a deep dive into "forty-five processes" across five key HR categories, from strategy to employee relations. A serious HR audit moves beyond departmental checklists to a comprehensive, systemic review, treating human resources as a strategic pillar integrated into all aspects of the organization.
05
Kesler describes how Selekkcio draws on "best practices" from international organizations, many with processes developed in "America or Western Europe," but then adapts them to local market conditions. Simply importing global best practices is insufficient; their true impact comes from carefully adapting them to local market realities and a company's specific strategic context.
06
When asked if companies ever fail to receive the 'Poslodavac Partner' certificate, Kesler states simply, "Yes." The credibility of any quality standard or certification rests on its willingness to reject applicants; if everyone qualifies, it becomes a marketing badge rather than a genuine mark of distinction.
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