Belgium’s recruitment landscape is one of the most complex in Europe. In mid‑2025, Belgian enterprises offered about 163,562 job vacancies, marking one of the lower vacancy levels since 2018, even as talent demand remains high. At the same time, the job vacancy rate across the country was near 3.9%, a sign that companies are still competing hard for skilled candidates despite a cooling in openings.
If you’re sourcing talent in Belgium, whether for tech in Brussels, engineering in Flanders, or nurses in Wallonia, it’s essential to understand the specific challenges that set recruitment here apart from other markets. Multilingualism, regional dynamics, shifting demand, and compliance issues all play a role in how and where you find candidates.
In this blog, we’ll explore the top challenges recruiters face when sourcing talent in Belgium and share practical approaches to help you overcome them.
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Challenges in Sourcing Talent in Belgium
1. Multilingualism and Regional Differences
Belgium’s multilingual nature is one of its greatest assets but also a significant challenge when it comes to recruitment. The country is split into three main language regions: Dutch-speaking Flanders, French-speaking Wallonia, and the bilingual Brussels-Capital region.
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The Challenge:
For recruiters, this means that language requirements can be a major hurdle. If you are hiring in Flanders, your job posts must be in Dutch, while in Wallonia, French is essential. In Brussels, English may be the preferred language for certain positions, especially in multinational companies.
Solution:
To overcome this, consider using multilingual job platforms like VDAB (for Dutch speakers) and Actiris (for French speakers). For bilingual positions, LinkedIn and Indeed can be excellent platforms that allow for more flexibility with language. Additionally, localizing job postings and understanding regional language nuances will help you attract the right candidates.
2. Shortage of Skilled Talent in Key Sectors
Belgium faces a shortage of skilled professionals in high-demand sectors like IT, engineering, healthcare, and sales. For example, Belgium is currently experiencing a digital skills gap, with a particularly high demand for software developers, data scientists, and cybersecurity specialists.
The Challenge:
The talent shortage means that recruiters are competing with other companies for the same pool of highly sought-after candidates. Additionally, local talent might lack the specific skills required for certain positions, forcing companies to look abroad.
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Solution:
Focus on upskilling and reskilling existing employees to fill these gaps. Collaborating with training organizations and offering employees access to certifications and online courses can help you close the skill gap. When hiring externally, consider expanding your search to other European countries or remote candidates to widen your talent pool.
3. Navigating Labor Laws and Compliance
Belgium has one of the most complex labor law systems in Europe. With strict rules on work hours, employee benefits, pay equity, and GDPR compliance, recruiters must be highly vigilant to avoid legal issues.
The Challenge:
Belgium’s labor laws can be a major obstacle for foreign companies hiring in the country, as well as for companies unfamiliar with the nuances of Belgian regulations. For instance, Belgium has strict working hours and requires companies to adhere to GDPR when handling candidate data.
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Solution:
Recruiters should familiarize themselves with Belgian labor laws or work with local HR consultants to ensure compliance. Having a compliant recruitment process is crucial, especially for companies hiring foreign talent or handling sensitive employee data. Utilizing HR software that integrates with Belgian labor laws can also streamline this process.
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4. Competition from Multinational Companies
Belgium is home to numerous multinational corporations, particularly in Brussels and Antwerp. These companies often offer attractive salaries, benefits, and opportunities for international careers, making them highly attractive to top talent.
The Challenge:
For smaller companies or local SMEs, competing with the resources and salaries of multinational corporations can be difficult. The lure of global career opportunities and higher salaries often draws the best candidates away from local businesses.
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Solution:
To level the playing field, focus on your company culture. Talented candidates often prefer workplaces where they feel valued, where there are clear career paths, and where the work-life balance is prioritized. Offering flexible working hours, remote work options, and a collaborative environment can help you attract candidates who want a more personalized experience than what multinationals can offer.
5. High Cost of Recruitment and Job Posting
The cost of posting job ads on popular platforms can quickly add up, especially for small businesses or startups with limited recruitment budgets. While platforms like LinkedIn, Indeed, and StepStone are great for reaching a wide audience, they come with hefty advertising fees.
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The Challenge:
For small businesses or startups in Belgium, these costs can be prohibitive, especially if you're posting multiple job ads per month or trying to hire for several positions at once.
Solution:
To combat this, use a combination of free and paid job boards. Platforms like VDAB, Actiris, and Le Forem offer free job posting services, especially for local and entry-level positions. Additionally, consider niche job boards that focus on specific industries, as these tend to be more affordable and effective for specialized hires.
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6. Attracting International Talent to Belgium
Belgium’s multicultural and multilingual environment offers rich opportunities for sourcing international talent, but this also comes with its challenges. With a limited local talent pool for certain specialized roles, recruiters often need to look beyond Belgian borders.
The Challenge:
Sourcing international talent for Belgium can be a lengthy and complex process. Apart from language barriers and visa requirements, foreign talent often requires additional support, including relocation assistance, cultural integration programs, and help with administrative processes like work permits.
Solution:
To make the process smoother, partner with global recruitment agencies that specialize in international hires. You can also leverage platforms like LinkedIn and Glassdoor, which offer a more global reach. Offering relocation packages and highlighting Belgium’s quality of life, including healthcare, education, and work-life balance, can also be strong selling points.
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Conclusion
Sourcing talent in Belgium is not without its challenges, but by staying informed and strategically adapting to the local landscape, recruiters can overcome these hurdles. From navigating multilingual requirements to competing with multinational giants, Belgium’s unique labor market demands a tailored approach.
By leveraging local job boards, understanding regional differences, embracing HR tech, and focusing on culture and values, you’ll be better positioned to find the right candidates in Belgium. And don’t forget, building strong employer branding and providing an exceptional employee experience will help you stand out in a highly competitive job market.
With these strategies in hand, recruiters in Belgium can rise above the challenges and attract the best talent available.
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