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.
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.
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.
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.
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.
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.
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 risk lies in dehumanizing recruitment, creating mistrust, or reducing fairness if algorithms are not properly calibrated.
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.
Disclosing salaries can heighten internal tensions if compensation policies are not aligned or justified.
Technical skills are no longer enough. In 2025, soft skills like empathy, creativity, and resilience are critical for adapting to changing environments.
These skills are difficult to evaluate, and their importance varies depending on the role.
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.
Attracting and retaining Gen Z is a significant challenge for employers, who must adapt to new expectations such as:
#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.
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 ✅
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.
Creating impactful content without falling into clichés or overwhelming with too much information can be challenging.
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.
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.
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.