Employers in Belgium are going further to convince candidates to join their workforce in the war on talent. In several sectors, higher starting salaries and flexible work are bargaining chips.
Belgian companies are optimistic about 2025, despite the challenges in the labour market. This is reflected in their recruitment strategies, the latest report from recruitment specialist Robert Half showed. Most companies (95%) indicate that they will continue to recruit to maintain staffing levels, while 41% want to hire additional people.
"Particularly in domains such as Finance, IT and Digital, the demand for talent is greater than ever," said Jeroen Diels, Regional Managing Director at Robert Half. The finance sector in particular has struggled with a shortage of suitable talent for years, meaning recruitment intentions remain high.
More holidays and transparency
To convince candidates to join their company, employers are changing their approach. One in three employers is prepared to offer candidates a higher starting salary. "SMEs in particular see this as an important strategy: 31% of smaller companies indicate that they will free up more budget for starting salaries this year, compared to 26% of large companies."
Meanwhile, a quarter of companies are considering offering a "signing bonus" as an extra incentive. One-fifth will grant more paid holidays.
Flexibility remains the key strategy for employers to distinguish themselves in a competitive labour market. "Flexibility means much more than just working from home," said Diels. It also includes flexible working hours, structures in which people work 40 hours over four days, and solutions to better combine work and family."
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Finally, more companies are opting for a shorter and more transparent recruitment process to attract the right candidates quickly and efficiently. "Waiting too long to respond during the application process can be a real deal-breaker for candidates," explained Diels. "Clear agreements and information about the application process – whether it is competitive and who the candidates will be up against – make a big difference."
But what are employers looking for in candidates? "Experience remains an important factor for many companies," said Diels. "However, we are seeing a growing willingness to abandon traditional requirements and focus more on the potential of candidates and further training where necessary."
