The 10 recruitment trends in Belgium for 2025

2025 marks a new milestone in the evolution of the Belgian job market. Companies must adapt to a constantly changing environment influenced by skill shortages, increased flexibility expectations, and increasingly pervasive technology. 

Let’s explore in detail the 10 key trends shaping recruitment this year, along with their challenges and practical solutions. 

#1. Skill shortages: adapt or stagnate

The active population in Belgium stands at 5.069 million people, with 94% employed and 6% unemployed (Statbel, Q3 2024). In the second quarter of 2024, there were 184,000 job vacancies, 87% of which were for permanent contracts. 

Talent shortages remain a structural challenge for many Belgian companies, especially in sectors like technology, healthcare, and engineering. This trend is intensifying due to an aging population and a persistent mismatch between training programs and market needs. 

The challenge 🎢

Attracting qualified profiles in a limited talent pool while avoiding wage inflation is a difficult equation. Additionally, the impact on productivity and innovation can be critical. 

The solutions ✅

• Develop your value proposition to enhance attractiveness. According to Glassdoor, 74% of people are more likely to apply when a company actively builds its employer brand.
• Invest in internal training to bridge specific skill gaps.
• Collaborate with schools and universities to align curricula with market needs.
• Explore underrepresented talent pools, such as senior workers or international candidates. 

#2. Flanders leads: where recruitment intentions are concentrated 

Hiring intentions are rising across Belgium, but Flanders outpaces Brussels and Wallonia with respective rates of 30%, 28%, and 25% (Manpower). Infrastructure, the economic ecosystem, and perceived quality of life influence these disparities. 

The challenge 🎢

How can opportunities be balanced in a fragmented country while capitalizing on each region's strengths? Companies risk losing talent due to geographical constraints or attractiveness gaps. 

The solutions ✅

• Create regional hubs to bring opportunities closer to candidates.
• Strengthen soft mobility policies, such as incentives for remote work or mobility packages to encourage interregional commutes.
• Adapt recruitment campaigns to each region by highlighting specific assets: innovation in Flanders, cultural diversity in Brussels, quality of life in Wallonia. 

#3. Flexibility as a retention lever

Candidates no longer settle for attractive salaries alone. In 2025, flexibility, both in working hours and location, is a key criterion. The pandemic has profoundly transformed expectations, and companies that fail to adopt hybrid models risk marginalization. 

The challenge 🎢

Maintaining a coherent corporate culture and ensuring productivity in a flexible environment is no easy task. 

The solutions ✅

• Implement customizable schedules while ensuring internal equity.
• Invest in digital tools that facilitate remote collaboration without adding unnecessary complexity.
• Regularly organize in-person meetings to foster team spirit and strengthen employee engagement. 

#4. Automation and artificial intelligence: allies to use wisely

Applicant tracking systems (ATS) and AI are transforming every stage of the recruitment process. From predictive analysis to identify the best candidates to automated ad writing, these tools promise shorter hiring times and better quality hires. 

The challenge 🎢

The risk lies in dehumanizing recruitment, creating mistrust, or reducing fairness if algorithms are not properly calibrated. 

The solutions ✅

• Train recruiters to use AI responsibly to complement, not replace, human judgment.
• Use technologies to enrich the candidate experience, such as chatbots that provide real-time answers.
• Conduct regular audits of algorithms to ensure fairness and relevance. 

#5. Salary transparency: the new standard 

With the European directive mandating salary disclosure in job postings starting in 2026, Belgian companies must prepare now. Salary transparency is becoming a differentiating factor and a tool to combat inequality. 

The challenge 🎢

Disclosing salaries can heighten internal tensions if compensation policies are not aligned or justified. 

The solutions ✅

• Communicate proactively with teams to explain salary structures and progression criteria.
• Integrate transparency into your employer branding strategy: fair salaries build trust and retain talent. 

#6. Soft skills: prioritizing essential competencies

Technical skills are no longer enough. In 2025, soft skills like empathy, creativity, and resilience are critical for adapting to changing environments. 

The challenge 🎢

These skills are difficult to evaluate, and their importance varies depending on the role. 

The solutions ✅

• Implement assessment centers featuring situational exercises and personality tests.
• Prioritize continuous training to help employees develop these qualities. 

#7. Generation Z redefines the meaning of work 

Generation Z, born between 1997 and 2012, is reshaping expectations in the workplace. More connected, pragmatic, and focused on work-life balance, they value companies aligned with their values, flexible environments, and constant learning opportunities.

Their relationship to work is less traditional: they see jobs as a way to fund life projects rather than a long-term vocation. 

The challenge 🎢

Attracting and retaining Gen Z is a significant challenge for employers, who must adapt to new expectations such as: 

• Balance between professional and personal life, with flexible schedules and work locations.
• Complete transparency on salaries, career opportunities, and corporate social commitments.
• Inclusive environments, modern technological tools, and a feedback-driven culture. 

The solutions ✅ 

• Offer flexible conditions: provide teleworking options, tailored schedules, and invest in employee well-being with mental health programs and initiatives to unplug.
• Emphasize strong values: highlight your actions in sustainability, diversity, and social responsibility to attract these socially-conscious talents.
• Invest in digital tools and development: use modern technologies to simplify daily tasks and offer regular training to develop key skills.
• Enhance transparency and dialogue: clarify career opportunities, communicate regularly on company performance, and establish a culture of collaborative feedback.
• Foster inclusion and equity: create environments where every talent, regardless of background, feels represented and valued. 

#8. Employer Value Proposition: Attract talent with a strong employer brand

Today, attracting and retaining top talent requires a solid and inspiring employer value proposition. It's not just about recruitment; it's about making talented individuals want to join and stay with you. 

The challenge 🎢

Standing out in a saturated market where candidate expectations are rapidly evolving: transparency, social responsibility, authentic culture… It's essential to be clear about what you offer and showcase it effectively. 

The solutions ✅

• Clarify your Employee Value Proposition (EVP): A well-defined, competitive EVP aligned with your values is crucial. Involve your employees to ensure it genuinely reflects who you are. Need inspiration? Check out our e-book on the 6 pillars of a strong EVP.
• Use social media strategically: Platforms like LinkedIn and Instagram are perfect for illustrating your company culture and values. Share testimonials, videos, or glimpses of daily life within your organization.
• Turn your employees into ambassadors: Encourage them to share their experiences working with you. Nothing is more credible than satisfied employees for attracting new talent. 

#9. Recruitment marketing: Selling yourself to recruit

In 2025, companies must approach recruitment as a marketing exercise, making it essential to develop a strong employer brand. Attractive career sites, social media campaigns, and authentic storytelling are key to winning over talent. 

The challenge 🎢

Creating impactful content without falling into clichés or overwhelming with too much information can be challenging. 

The solutions ✅

• Invest in high-quality visual content to grab attention quickly.
• Craft engaging and impactful job ads: A job ad is not just a list of tasks. It should be clear, appealing, and reflect your company's DNA. We've prepared a comprehensive e-book to help you create attractive job ads here.  

#10. Freelancers and consultancy for total flexibility

Many professionals now prefer more flexible and autonomous work arrangements, such as freelancing or interim management. According to a UCM study, the number of freelancers in Belgium increased by 26.8% between 2018 and 2022. 

These professionals seek more freedom, work-life balance, and opportunities to choose inspiring projects. For businesses, these collaboration models provide a strategic solution to address specific needs while adapting quickly to a constantly evolving environment. 

The challenge 🎢

Attracting these talents requires a different approach. Freelancers and interim managers value clarity, attractive projects, and transparent contractual conditions. Additionally, integrating them while maintaining harmony between internal and external resources is crucial. 

The solutions ✅

• Meet external talent expectations: Offer clear, well-defined, and appealing projects. Demonstrate the tangible impact of their work and highlight your company culture. According to a 2024 Malt study, 74% of full-time freelancers won’t hesitate to decline a project if it doesn’t align with their values.
• Leverage interim management for strategic needs: Professionals in this mode of collaboration are drawn to high-stakes projects. Use this solution for organizational transformations, transitional periods, or complex strategic challenges.
• Adopt the MSP model to simplify management: Managed Service Provider (MSP) programs provide centralized management for freelancers and consultants. They ensure optimal tracking, cost transparency, regulatory compliance, and reduce administrative burdens.
• Encourage collaboration and equity: Integrate external talents inclusively into your processes. Use collaborative tools to enhance interactions and maintain a positive team dynamic. 

Tackle recruitment challenges in 2025 with a trusted partner 

Faced with these 10 major trends, the Belgian recruitment market is shaping up to be demanding but full of opportunities for companies ready to adapt. The key to success lies in a proactive, flexible, and innovative strategy capable of meeting talent expectations while showcasing your organization's strengths. 

At Profile Group, we help you understand these challenges and implement tailored solutions, whether it’s refining your employer value proposition, transitioning to different recruitment models like RPO or MSP, integrating the right technological tools, or identifying the talents that will make a difference.