Key Takeaways

Belgium’s 2025 labor market faces a growing skills gap despite moderate job growth, highlighting the need for targeted reskilling and upskilling initiatives.
Regional disparities are pronounced, with Flanders showing strong employment, Wallonia struggling with structural unemployment, and Brussels experiencing high joblessness.
AI adoption and regulatory changes are transforming recruitment, making technological literacy and compliant AI governance essential for employers.

The hiring and recruitment landscape in Belgium for 2025 is a complex tapestry shaped by a combination of cautious economic growth, evolving labor market dynamics, and significant structural shifts driven by technological advancements and demographic changes. As Belgium navigates through a period marked by moderate GDP expansion and lingering inflationary pressures, employers and job seekers alike face a uniquely challenging environment characterized by persistent talent shortages alongside pockets of rising unemployment. This paradox underscores the critical importance of addressing the widening skills gap, which remains the foremost obstacle to aligning workforce supply with the demands of an increasingly digital and innovation-driven economy.

The State of Hiring and Recruitment in Belgium for 2025

Belgium’s decentralized political and economic structure further complicates the hiring outlook, with pronounced regional disparities between Flanders, Wallonia, and Brussels-Capital influencing employment rates, sectoral growth, and recruitment strategies. Each region presents distinct opportunities and challenges that require tailored approaches, from the robust labor market in Flanders to the structural unemployment and economic transition in Wallonia, and the high unemployment coupled with specialized sector needs in Brussels.

Moreover, the rapid proliferation of artificial intelligence and other emerging technologies is reshaping traditional recruitment processes and workforce expectations. Belgian companies are adopting AI-driven tools to enhance efficiency in candidate screening and administrative tasks, yet many grapple with the regulatory requirements and the imperative to upskill employees to harness these technologies responsibly and effectively. This technological transformation is mirrored by evolving compensation trends, where modest wage growth and new government policies aim to protect purchasing power while encouraging more flexible and competitive benefits packages.

Against this backdrop, sectors such as Information Technology, Financial Services, and Communication show strong hiring optimism fueled by digital transformation and innovation demands, contrasting sharply with more stagnant or declining sectors like Energy and Public Services. The future of Belgium’s labor market hinges on the ability of employers and policymakers to bridge the skills divide, foster inclusive talent strategies, and adapt to shifting economic realities to sustain growth and competitiveness in a rapidly changing global landscape.

This comprehensive examination of the state of hiring and recruitment in Belgium for 2025 offers in-depth insights into economic trends, labor market metrics, regional disparities, sector-specific outlooks, talent shortages, regulatory impacts, and strategic recommendations. It serves as an essential resource for HR professionals, employers, policymakers, and job seekers aiming to understand and navigate the evolving employment ecosystem in Belgium over the coming year.

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The State of Hiring and Recruitment in Belgium for 2025

Macroeconomic Context and Economic Outlook for 2025: A Landscape of Cautious Resilience
Labor Market Dynamics: A Tale of Widening Gaps
The Multi-Speed Labor Market: An Analysis of Regional Disparities
Hiring Intentions and Sectoral Performance: A Cautious, Yet Optimistic, Outlook
Critical Talent Shortages and the Skills Gap Paradox
Compensation, Benefits, and the Regulatory Landscape
Technology, Regulation, and the Future of Recruitment
Strategic Recommendations

1. Macroeconomic Context and Economic Outlook for 2025: A Landscape of Cautious Resilience

Overview of Belgium’s Economic Landscape

Belgium enters 2025 in a state of measured resilience, with economic growth expected to continue, albeit at a slower pace than previous years.
GDP growth projections diverge slightly among key institutions:
- European Commission: 0.8% GDP growth, reflecting a mild deceleration from the 1.0% achieved in 2024.
- National Bank of Belgium (NBB): Slightly more optimistic at 1.0% GDP growth.
This variance in forecasts highlights the economic fragility and volatility Belgium faces, with the outlook heavily influenced by external market forces and evolving domestic policies.

Key Drivers Impacting the 2025 Economic Outlook

External Factors

Renewed Trade Tensions:
- The reintroduction of US tariffs in April 2025 poses a significant challenge for Belgian exports.
- Core industries expected to be most affected:
  - Pharmaceuticals
  - Machinery manufacturing
  - Advanced equipment production
Global Trade Environment: Weakened global demand and shifting trade alliances continue to place downward pressure on export volumes.

Domestic Policy Developments

July 2025 Federal Agreement:
- Introduces substantial labor market and pension reforms.
- Short-term impact: May slow GDP momentum in 2026.
- Long-term aim: Improve sustainability of public finances and workforce participation rates.

Inflationary Trends

Headline inflation projected to decline to 2.8% in 2025 from 4.3% in 2024, signaling easing price pressures but still above the EU average of 2.3%.
This persistent inflation gap could affect household consumption and wage negotiations, influencing recruitment and hiring activity.

Labor Market Dynamics for 2025

Job Creation vs. Unemployment Trends

NBB forecasts the creation of approximately 100,000 jobs between 2025 and 2027, exceeding previous projections.
However, unemployment is expected to rise:
- European Commission: 6.1% unemployment rate in 2025.
- Alternative estimates: Up to 6.5% by mid-2025.

Underlying Causes of the Paradox

Skill Mismatch: New roles emerging in high-tech, digital, and green sectors may not align with the skills of the existing unemployed workforce.
Labor Force Growth: Expansion of the working-age population may outpace the rate of job creation.
Sectoral Imbalances: While certain industries are hiring aggressively, others are contracting due to trade disruptions or automation.

Table: Key Macroeconomic Indicators for Belgium

Indicator	2024	2025	2026	Notes
GDP Growth (%, YoY)	1.0	0.8	0.9	Slowdown driven by trade headwinds and policy reforms.
Inflation (%, YoY)	4.3	2.8	1.8	Price growth moderating but still above EU average in 2025.
Unemployment (%)	5.7	6.1	5.8	Structural skill mismatches likely to sustain higher unemployment.

Source: European Commission, National Bank of Belgium

Implications for Hiring and Recruitment in 2025

Recruitment Complexity: Employers will face challenges in sourcing candidates with the right skill sets for evolving industry needs.
Competitive Labor Market: High demand for specialized roles in pharmaceuticals, advanced manufacturing, and technology may intensify competition among employers.
Upskilling Imperative: Targeted workforce training and development initiatives will be essential to bridge the skill gap.
Wage Negotiation Pressures: Inflation above the EU average could fuel stronger demands for wage adjustments, influencing overall hiring costs.

2. Labor Market Dynamics: A Tale of Widening Gaps

Overall Employment Landscape

The Belgian labor market in early 2025 reflects both progress and widening structural gaps, with performance indicators revealing imbalances across gender, age, and skills.
National employment rate for individuals aged 20–64 stands at 72.6% in Q1 2025, slightly lower than 72.8% in the previous quarter.
This remains below Belgium’s 80% employment target set for 2029, signaling the need for stronger policy interventions and private sector collaboration.
In absolute numbers, approximately 4.92 million individuals in the 20–64 age range are employed, while the ILO unemployment rate for the 15–64 group is 6.2%.

Gender-Based Labor Market Trends

Employment and unemployment rates reveal a growing disparity between men and women.
Male unemployment rose from 6.4% in Q4 2024 to 6.9% in Q1 2025, influenced heavily by job losses in industrial and manufacturing sectors.
Female unemployment remained stable at 5.4%, reflecting greater resilience in service-oriented sectors where female participation is traditionally higher.
These figures indicate that economic slowdowns in export-driven industries are disproportionately impacting male employment stability.

Youth Employment and Unemployment Patterns

Youth unemployment (ages 15–24) declined slightly from 17.3% to 16.6%, suggesting that young job seekers are benefiting from short-term hiring initiatives and vocational programs.
However, the rate remains nearly triple the national average, underlining persistent barriers for school-to-work transitions.
Employers continue to express concern over the skills-readiness gap among young entrants, which may require expanded apprenticeship and on-the-job training schemes.

Older Workers: Progress and Vulnerability

Employment rate for individuals aged 55–64 increased to 60.4%, reflecting successful policy efforts to encourage longer workforce participation.
Conversely, unemployment for the broader 50–64 group rose from 3.4% to 4.2%, highlighting that re-employment opportunities for older displaced workers remain limited.
Less than 9% of new hires are aged 50 or above, pointing to persistent age-based hiring biases and potential skill misalignment.

Skills and Labor Market Inequality

Skill level remains a defining factor for employment prospects in Belgium.
Low-skilled workers face severe challenges, with unemployment climbing from 14.2% in Q4 2024 to 16.8% in Q1 2025.
Highly-skilled individuals enjoy an employment rate of 86.5%, nearly double the 45.2% rate for low-skilled workers.
Medium-skilled workers maintain a 67.6% employment rate, reflecting stable but modest demand.
These disparities reinforce the urgency of workforce upskilling programs to narrow the employment gap.

Table: Belgian Labor Market Metrics by Demographic (Q1 2025)

Demographic Group	Employment Rate (20–64)	Unemployment Rate (15–64)	Observations
National Average	72.6%	6.2%	Below 80% target; slight quarterly decline
Men	76.5%	6.9%	Rising unemployment due to industrial sector slowdown
Women	68.7%	5.4%	Stable unemployment; stronger in service sectors
Age 20–54	76.2%	5.7% (25–49)	Steady employment in prime working ages
Age 55–64	60.4%	4.2% (50–64)	Higher participation but challenges for re-employment
Low-skilled	45.2%	16.8%	Significant disadvantage in labor market competitiveness
Medium-skilled	67.6%	n/a	Stable but pressured by automation
Highly-skilled	86.5%	n/a	Strong demand in high-tech, finance, and professional services

Source: Statbel

3. The Multi-Speed Labor Market: An Analysis of Regional Disparities

Overview of Regional Labor Market Fragmentation

Belgium’s labor market operates as a multi-layered system shaped by the country’s decentralized governance and distinct economic profiles across Flanders, Wallonia, and Brussels-Capital.
Each region presents a unique combination of employment rates, unemployment levels, and hiring expectations, reflecting differences in industrial composition, workforce demographics, and policy frameworks.
The first quarter of 2025 reveals a persistent regional divide, with Flanders maintaining economic dominance, Wallonia showing signs of modest recovery, and Brussels facing significant labor market strain.

Flanders: The Economic Powerhouse with Stable Labor Dynamics

Employment rate: 77.9%, the highest among all regions, demonstrating strong workforce participation.
Unemployment rate: 4.2%, the lowest nationally, though marginally higher than in the previous quarter.
Hiring outlook remains resilient, supported by advanced manufacturing, logistics, and high-value service industries.
Challenges:
- Slight quarterly dip in employment, signaling sensitivity to export and industrial fluctuations.
- Potential skills shortages in high-tech and STEM fields due to rapid digitalization of the regional economy.

Wallonia: Gradual Improvement Amid Structural Weaknesses

Employment rate: 66.8%, still below the national average but showing an upward quarterly trend.
Unemployment rate: 7.5%, marking a slight decline compared to the previous quarter, indicating modest progress in job creation.
Strengths:
- Positive momentum in green energy, advanced materials, and regional logistics hubs.
- Industrial revitalization projects supported by public and EU investment.
Challenges:
- Historical economic legacy of post-industrial decline and lower GDP per capita.
- Continued dependence on interregional financial transfers for fiscal stability.

Brussels-Capital: Labor Market Under Pressure

Employment rate: 61.9%, the lowest in the country, indicating significant underutilization of the working-age population.
Unemployment rate: 14.2%, marking a sharp quarterly increase from 12.3% in Q4 2024.
Hiring outlook: Net Employment Outlook (NEO) dropped by 9 points quarter-over-quarter to +18% in Q2 2025, the lowest in four years.
Key concerns:
- Sudden rise in unemployment aligns with reduced recruitment activity, especially in service and administrative sectors that dominate the city’s economy.
- High proportion of low-skilled and migrant workers facing barriers to labor market integration.
- Recent policy shift replacing low-skilled personal service roles with IT-related professions in the shortage occupation list may intensify unemployment among vulnerable groups.

Structural and Policy Drivers of Regional Divergence

Economic history:
- Flanders benefits from industrial diversification and export competitiveness.
- Wallonia continues to address the legacy of heavy industry decline.
- Brussels functions as an international service hub but suffers from low labor participation among certain population groups.
Policy differentiation:
- Regional governments maintain separate shortage occupation lists, reflecting distinct labor demands.
- Brussels: 81 shortage occupations, recently revised toward digital and IT roles.
- Wallonia: 73 shortage occupations, still retaining several low-skilled roles.

Table: Regional Labor Market Comparison (Q1 2025)

Region	Employment Rate (20–64)	Unemployment Rate (15–64)	Net Employment Outlook (Q2 2025)	Observations
Flanders	77.9%	4.2%	+28%	Strongest economy; stable hiring; modest skill shortages in high-tech fields
Wallonia	66.8%	7.5%	+22%	Gradual recovery; still reliant on public support
Brussels-Capital	61.9%	14.2%	+18%	Weakest performance; facing policy-driven skill mismatch

Source: ManpowerGroup, Statbel

4. Hiring Intentions and Sectoral Performance: A Cautious, Yet Optimistic, Outlook

National Hiring Sentiment: Balancing Optimism with Prudence

The Belgian labor market in 2025 presents a measured blend of growth potential and strategic caution.
According to the ManpowerGroup Employment Outlook Survey for Q2 2025:
- National Net Employment Outlook (NEO): +24%.
- Quarterly change: Decline of 4 points from Q1 2025.
- Year-on-year change: Increase of 2 points compared to Q2 2024.
- Performance relative to region: Belgium stands 4 points above the EMEA average (+20%).
Key drivers of hiring:
- Business expansion (40%).
- Replacement hiring due to employee turnover (30%).
Main reasons for workforce reductions:
- Economic headwinds (28%).
- Workforce adjustment to fluctuating demand (26%).
- Corporate restructuring or reorganization (25%).

Sectoral Hiring Dynamics: A Polarized Market

High-Growth, Technology-Driven Sectors

Financial & Real Estate Services (+41%) and Communication Services (+41%) lead hiring optimism.
Information Technology (+35%) demonstrates a structural surge:
- 49% of IT employers plan to increase headcount in Q2 2025.
- Represents a 17-point year-on-year increase, underpinned by a market expansion rate of 11.28% annually.
- Growth propelled by cloud adoption, cybersecurity demand, and AI-driven business transformation.

Moderate-Growth Sectors

Consumer Goods, Services, Hospitality, and Retail (+31%): Steady hiring linked to post-pandemic consumer confidence and tourism rebound.
Transport & Logistics (+28%): Demand fueled by e-commerce logistics, last-mile delivery, and international trade flows.
Manufacturing & Construction (+22%):
- 6-point quarterly increase.
- Recovery linked to infrastructure investment, green construction projects, and industrial automation.

Low-Growth and Struggling Sectors

Healthcare & Life Sciences (+19%): Expansion limited by talent shortages, high burnout rates, and slow public sector recruitment cycles.
Public Services, Education, and Other (+13%): Hiring constraints linked to budgetary limits and policy reforms.
Energy (+9%): Weakest forecast, affected by commodity price volatility, energy transition costs, and regulatory uncertainty.

Table: Net Employment Outlook by Sector (Q2 2025)

Sector	Net Employment Outlook (%)	Market Observations
Financial & Real Estate Services	+41%	Strongest growth; driven by investment demand, asset management expansion, and fintech innovation
Communication Services	+41%	Expansion in digital media, telecommunications infrastructure, and streaming platforms
Information Technology	+35%	Surging demand for software engineers, cybersecurity experts, and cloud specialists
Consumer Goods, Services, Hospitality & Retail	+31%	Boosted by tourism recovery, retail modernization, and omni-channel retail strategies
Transport & Logistics	+28%	Supported by e-commerce logistics and trade corridor expansion
Manufacturing & Construction	+22%	Driven by green building projects and automated manufacturing investments
Healthcare & Life Sciences	+19%	Demand constrained by skill shortages and workforce fatigue
Public Services, Education & Other	+13%	Limited by fiscal tightening and structural reform in public employment
Energy	+9%	Impacted by global energy market instability and transition costs

Source: ManpowerGroup Employment Outlook Survey (Q2 2025)

Chart Recommendation: Sectoral Hiring Outlook Distribution
A clustered bar chart displaying NEO by sector can visually emphasize the disparity between high-growth and low-growth industries. Sectors can be color-coded into:

High-growth (>30%)
Moderate growth (20–30%)
Low growth (<20%)

Strategic Implications for Belgium’s Workforce

Accelerating Digital Skills Development: The most dynamic sectors—IT, finance, and communications—require advanced digital and analytical skills, creating pressure for reskilling and upskilling initiatives.
Sectoral Reallocation of Labor: Employment concentration is shifting toward digitally intensive and knowledge-based industries, signaling potential decline in certain traditional roles.
Policy Alignment for Talent Supply: Government and regional agencies will need to synchronize education, vocational training, and labor mobility policies to meet the demands of high-growth industries while mitigating unemployment in struggling sectors.

5. Critical Talent Shortages and the Skills Gap Paradox

Persistent Talent Shortages Despite Shifting Employment Trends

Belgium’s labor market in 2025 is characterized by a dual challenge: rising unemployment in certain demographics and severe shortages in high-demand skill areas.
72% of employers report difficulty filling vacancies, a figure significantly above the global average.
The deficit is particularly acute in technology-driven industries, where the shortage is projected to reach 21,000 workers by 2026, with broader European estimates pointing to over 500,000 tech professionals lacking by 2025.

High-Demand Roles and Specialization Requirements

The shortage is most severe in specialized, high-value roles, not generalist positions.
Technology Sector Demand:
- Software Developers: €40,000–€95,000/year.
- Cloud Architects: up to €128,837/year.
- Cybersecurity Specialists: up to €103,022/year.
- IT Managers: around €117,000/year.
Core Technical Skills in Demand:
- Programming: Python (313 active job postings), SQL (240 active postings).
- Cloud computing: AWS and Azure now regarded as non-negotiable competencies.
- Emerging technologies: AI agents and LangChain expertise surged by 167% in demand in 2024.
- Cybersecurity, data analytics, and multilingual proficiency (English + Dutch/French) remain critical.

Beyond Technology: Cross-Sector Talent Deficits

Construction Industry: Shortage of engineers exceeding 20% of current supply.
Healthcare Sector:
- 32% of nurses aged 50+, forecasting substantial retirement-driven attrition.
- Persistent recruitment challenges in nursing, general practitioners, and specialized care roles.
Skilled Trades: Welders, electricians, and machine technicians remain on national shortage lists.

Employer Response Strategies

Upskilling and Reskilling: 29% of companies investing in internal skill development programs.
Flexible Work Options: 19% increasing remote and hybrid work options to expand the talent pool.
Talent Diversification: 18% recruiting from non-traditional and international sources.

Reconciling the “Growth vs. Job Loss” Paradox in Tech

Contradiction: While demand for high-end tech roles surges, Agoria forecasts 12,000 tech job losses by 2025.
Explanation:
- Job losses concentrated in traditional, lower-skilled tech roles susceptible to automation and AI deployment.
- New job creation concentrated in specialized, advanced fields—cloud architecture, AI engineering, cybersecurity—requiring expertise beyond traditional IT skill sets.
- The market is undergoing structural transformation rather than uniform expansion.
This dynamic is intensifying the skills gap, as displaced workers lack the competencies for emerging positions.

Table: Most In-Demand Tech Roles and Skills in Belgium (2025)

Role	Salary Range (€)	Core Skills & Competencies
Software Developers	40,000 – 95,000	Python, SQL, full-stack development, API integration, agile methodologies
Cloud Architects	Up to 128,837	AWS, Azure, multi-cloud design, DevOps, containerization (Docker, Kubernetes)
Cybersecurity Specialists	Up to 103,022	Threat analysis, network security, incident response, penetration testing
IT Managers	Around 117,000	Strategic IT planning, vendor management, enterprise systems oversight, leadership

Strategic Implications for Belgium’s Labor Market

Policy Alignment: Urgent need for education, vocational training, and immigration policy reform to meet specialized talent needs.
Corporate Strategy: Employers must pivot toward long-term workforce development, integrating continuous learning into corporate culture.
Worker Adaptation: Professionals in at-risk roles should prioritize retraining in high-demand, technology-adjacent fields to remain employable.

6. Compensation, Benefits, and the Regulatory Landscape

Moderate Wage Growth in a Tight Economic Context

In early 2025, Belgium’s wage growth remains restrained, reflecting a cautious macroeconomic environment.
Year-on-Year Sector Wage Growth (Q1 2025):
- Industrial sector: +1.1%
- Construction sector: +2.9%
- Services sector: +2.6%
With inflation projected at 2.8% for 2025, real wage increases will be minimal for many workers, limiting purchasing power growth.
Salary Benchmarks (2025):
- Minimum wage (from February 1, 2025): €2,111.89 per month.
- Average monthly salary: €4,076.
- Median monthly salary: €3,728.
- Pay disparities remain substantial: from €13,702/month for Sales Directors to €2,330/month for Seamstresses.

Employee Benefits as Strategic Talent Retention Tools

Mandatory Benefits (Statutory Provisions):
- National health system contributions.
- Pension and unemployment insurance.
- Occupational accident coverage.
- Transportation allowances.
- 13th-month salary for employees with at least six months of service.
Non-Mandatory (Discretionary) Benefits Commonly Offered:
- Group insurance (supplementary pension/disability).
- Meal vouchers and eco vouchers.
- Company cars or mobility budgets.
- Flexible working arrangements and remote work allowances.

Impact of July 2025 Government Agreement on Compensation Structures

The Belgian government has enacted reforms aimed at enhancing purchasing power without directly increasing gross wages—minimizing employer costs linked to social security contributions.
Key Income Tax and Compensation Adjustments:
- Gradual increase in the tax-free allowance from €10,910 to €15,300 by 2029.
- Higher tax-free allowance for the first child: €1,980 → €2,650.
- Expansion of the work bonus for lower incomes.
- Employer-funded meal vouchers: maximum value rising from €8 to €10.
Pension Reforms:
- Additional professional income for retirees taxed at a maximum rate of 33% (down from progressive rates up to 50%).
- Harmonization of civil servant pension calculations with private sector frameworks.

Table: July 2025 Government Agreement – Compensation & Benefit Reforms

Category	Policy Change	Effective Impact
Tax-Free Allowance	Increase from €10,910 to €15,300 by 2029	Boosts net income without raising gross pay
Family Allowance	First child allowance increase from €1,980 to €2,650	Provides targeted relief for families
Work Bonus	Expanded for lowest incomes	Enhances take-home pay for lower earners
Meal Vouchers	Employer-funded maximum value increase from €8 to €10	Improves daily purchasing capacity for employees
Retiree Income Tax	Flat rate of 33% on additional professional earnings	Encourages post-retirement workforce participation
Pension Harmonization	Aligning civil servant pensions with private sector rules	Creates a unified pension system and reduces disparities

Strategic Implications for Employers

Employers can leverage tax-free benefits such as increased meal vouchers and allowances to improve total compensation packages competitively.
The shift in pension rules may enable experienced retirees to re-enter the workforce, offering a potential solution to talent shortages in specialized fields.
Non-monetary benefits remain a critical differentiator in attracting and retaining top talent, particularly in sectors facing acute skill shortages.

7. Technology, Regulation, and the Future of Recruitment

AI Adoption and the Transformation of Work

Over half of the Belgian workforce now integrates artificial intelligence (AI) into daily job functions.
Despite this widespread adoption, policy development has lagged significantly:
- 70% of employees report their organization lacks explicit guidelines on AI usage.
- 43.1% are uncertain whether AI tools are officially permitted in their workplace.
This disconnect between operational reality and internal governance exposes employers to heightened risks in compliance, data protection, and ethical practices.

Regulatory Pressures and Compliance Gaps

In February 2025, the first measures of the EU AI Regulation took effect in Belgium.
Employers are now legally obliged to ensure AI literacy across their workforce.
Many organizations face implementation challenges, citing:
- Insufficient expertise to design and deliver AI training.
- Ambiguity over the exact content and scope of compliance requirements.
- A reactive approach—waiting for clearer government directives or competitor-led precedents before acting.
Failure to address these requirements increases the risk of legal disputes, reputational harm, and regulatory penalties.

AI in Recruitment: From Automation to Candidate Engagement

AI integration is revolutionizing recruitment workflows, enhancing speed and accuracy in:
- Resume parsing and candidate shortlisting.
- Automated interview scheduling.
- Job description generation via generative AI.
By automating repetitive administrative tasks, recruiters can redirect focus toward strategic candidate relationship management, improving the human touch in hiring processes.

Social Media as a Recruitment Intelligence Tool

LinkedIn remains the dominant platform for professional recruitment in Belgium:
- 70% of active users leverage LinkedIn to gather additional information on candidates.
- 26.1% use it as a deciding factor for extending interview invitations.
Facebook’s role in professional recruitment is minimal, highlighting the platform’s limited relevance for corporate hiring.
The strategic combination of AI-powered analytics and social media vetting underscores a tech-centric shift in talent acquisition.

Table: AI and Social Media Use in Belgian Recruitment (2025)

Technology / Platform	Adoption Rate Among Recruiters	Primary Use Case	Strategic Impact
AI (General)	>50% of workforce	Resume parsing, job description creation, scheduling	Accelerates workflows, improves matching accuracy
Generative AI Tools	Growing adoption	Automated content creation for recruitment materials	Frees recruiter time for strategic engagement
LinkedIn	70% of active users	Candidate research, interview decision-making	Enhances decision quality and candidate insights
Facebook	Low adoption	Limited professional use	Minimal recruitment relevance

Strategic Implications for Employers

Proactive AI governance is now a competitive necessity—not just a regulatory obligation.
Investing in structured AI literacy programs can strengthen compliance, reduce operational risk, and enhance recruitment outcomes.
Leveraging LinkedIn’s data-driven capabilities alongside AI tools can improve both candidate targeting and quality-of-hire metrics.
Organizations that combine technological adoption with ethical safeguards will be best positioned to attract and retain top-tier digital talent.

8. Strategic Recommendations

Contextual Overview of the Belgian Hiring Landscape

The Belgian labour market in 2025 is characterised by dual realities:
- A persistent surplus of unemployed workers in certain regions and demographics.
- A severe shortage of skilled professionals in high-value and technology-driven sectors.
Economic growth is moderate but uneven, with notable regional and demographic disparities in employment and skills distribution.
The primary challenge is not simply the creation of more jobs, but bridging the widening skills gap that prevents many job seekers from transitioning into emerging, high-demand roles.

Projected Trends Beyond 2025

Government policy reforms under the July 2025 agreement are expected to have tangible effects on net take-home pay starting in 2026.
The EU AI Act implementation will accelerate organisational adoption of compliance frameworks for AI usage, closing the governance gap.
The Belgian economy will continue its shift toward a high-skilled, digital-first model, making advanced technical capabilities the most decisive factor in organizational competitiveness and economic resilience.

Strategic Recommendations for Employers

Adopt a Regionalized Talent Acquisition and Retention Model

Flanders: Leverage its robust employment base to attract and retain high-skill candidates while investing in specialist training to meet evolving sector demands.
Wallonia: Address structural unemployment through targeted retraining programs and partnerships with vocational institutions.
Brussels-Capital Region: Focus recruitment on niche, high-value sectors such as technology, finance, and policy advisory, supported by multilingual capabilities.

Invest in Reskilling and Upskilling Initiatives

Implement structured, continuous learning programmes with an emphasis on:
- Artificial intelligence and machine learning.
- Cloud computing and enterprise IT infrastructure.
- Cybersecurity and data privacy compliance.
Partner with universities, technical colleges, and private training providers to develop talent pipelines.
Align training goals with both current vacancies and anticipated skill needs over the next 3–5 years.

Enhance Total Rewards Strategy Beyond Base Salary

Integrate non-wage benefits to strengthen employee value propositions:
- Increased employer-paid meal vouchers (€8 to €10 as per 2025 reforms).
- Enhanced tax-free allowances benefiting overall net income.
- Flexible mobility budgets and supplementary pension schemes.
Benchmark against industry leaders to ensure competitiveness in total compensation packages.

Proactively Govern and Integrate AI in Workforce Operations

Develop clear internal policies for AI usage that are transparent, enforceable, and compliant with EU AI Regulation.
Establish mandatory AI literacy training for all employees to mitigate:
- Data protection vulnerabilities.
- Compliance and reputational risks.
Deploy AI strategically for efficiency gains in recruitment, workforce planning, and operational management.

Expand Talent Pools Through Flexibility and Diversity Initiatives

Broaden candidate sourcing by:
- Encouraging hybrid and remote work arrangements to attract talent from outside immediate geographic regions.
- Targeting underrepresented groups, including experienced older professionals and women in technology roles.
Embed diversity and inclusion metrics into recruitment KPIs to ensure sustained progress.

Table: Strategic Priorities vs. Expected Organisational Impact

Strategic Priority	Primary Objective	Expected Organisational Benefit
Regionalized Talent Strategy	Address region-specific labour market dynamics	Better alignment of talent supply with local economic needs
Reskilling & Upskilling	Close the widening skills gap	Higher productivity and innovation capacity
Enhanced Total Rewards	Increase employee attraction and retention	Stronger employer branding and workforce stability
AI Governance & Integration	Ensure compliant and ethical AI usage	Reduced legal risk, improved operational efficiency
Flexibility & Diversity Initiatives	Expand and diversify talent pools	Increased adaptability, innovation, and workforce resilience

Conclusion

The hiring and recruitment landscape in Belgium for 2025 presents a complex and multifaceted picture shaped by cautious economic growth, significant regional disparities, evolving regulatory frameworks, and rapid technological advancements. As Belgium navigates this transitional period, the labor market reveals both promising opportunities and formidable challenges that will define the trajectory of employment and talent acquisition in the years to come.

At the core of Belgium’s labor dynamics is the growing divergence between available jobs and the skills of the workforce. While overall job creation continues at a moderate pace, a profound skills gap persists, particularly in high-demand sectors such as information technology, finance, and specialized services. This gap is exacerbated by demographic shifts, including an aging workforce and uneven participation rates among different population groups, which complicates the matching of talent supply with employer demand. Regional variations further intensify these challenges, with Flanders exhibiting stronger employment indicators, Wallonia grappling with structural unemployment, and Brussels facing elevated unemployment alongside unique talent requirements due to its international profile.

Technological innovation, especially the widespread adoption of artificial intelligence, is transforming recruitment practices and workforce capabilities. Belgian employers are increasingly relying on AI-driven tools to streamline candidate sourcing, screening, and engagement, enhancing efficiency and decision-making quality. However, this rapid adoption also exposes regulatory and governance gaps, compelling organizations to urgently develop AI literacy programs and compliant frameworks in response to the EU AI Regulation implemented in 2025. The ability to integrate AI responsibly will be a critical differentiator for employers aiming to attract top talent and maintain competitive advantage.

Compensation trends in 2025 underscore the delicate balance between rising living costs and modest wage growth. Government reforms aimed at enhancing employee purchasing power through increased tax-free allowances and enhanced benefits such as meal vouchers offer employers strategic avenues to improve total rewards packages without escalating gross salaries significantly. This nuanced approach to compensation will be vital in retaining talent amid inflationary pressures and a competitive labor market.

Looking forward, the success of Belgian employers in hiring and retention will depend largely on their agility and strategic foresight. Regionalized recruitment strategies tailored to local labor market realities, substantial investments in reskilling and upskilling programs, proactive governance of emerging technologies, and the expansion of diverse talent pipelines will be essential. Flexibility in work arrangements and a commitment to inclusive hiring practices will further strengthen organizational resilience in an evolving economic environment.

In conclusion, the state of hiring and recruitment in Belgium in 2025 is characterized by transformation and complexity. Organizations that embrace technological innovation, adapt to regulatory changes, and prioritize talent development while addressing regional and demographic nuances will be best positioned to thrive. As the Belgian labor market continues its transition toward a high-skilled, digital economy, closing the skills gap and fostering a culture of continuous learning and adaptability will remain the paramount challenges—and opportunities—for sustainable growth and competitiveness in the coming years.

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Sources

Brussels Signal

National Bank of Belgium

ManpowerGroup Belgium

Nucamp

PwC Belgium

Brussels Times

Act Legal

European Commission Economy and Finance

Statbel

Fragomen

Envoy Global

Green Outdoors

Edstellar

Trading Economics

Remote People

Boundless EOR

Remote

Osborne Clarke

LinkedIn Business

ResearchGate

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The State of Hiring and Recruitment in Belgium for 2025

Key Takeaways

About 9cv9

The State of Hiring and Recruitment in Belgium for 2025

1. Macroeconomic Context and Economic Outlook for 2025: A Landscape of Cautious Resilience

2. Labor Market Dynamics: A Tale of Widening Gaps

3. The Multi-Speed Labor Market: An Analysis of Regional Disparities

4. Hiring Intentions and Sectoral Performance: A Cautious, Yet Optimistic, Outlook

5. Critical Talent Shortages and the Skills Gap Paradox

6. Compensation, Benefits, and the Regulatory Landscape

7. Technology, Regulation, and the Future of Recruitment

8. Strategic Recommendations

Conclusion

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