Belgium’s labour market in 2025 is tight and uneven. The employment rate for people aged 20–64 reached 73.3% in Q2 2025, while the ILO unemployment rate for those aged 15–64 stayed at 5.9%. At the same time, Belgium recorded a 3.9% job-vacancy rate in June 2025.
This combination,low unemployment and persistent vacancies,means companies are still hiring, but not finding talent easily. Recruiters are navigating a market where people are employed, yet skilled candidates remain scarce.
Suggested: Top Google & Alison Courses for Business Leaders & Recruiters
What the 2025 Data Shows About Belgium’s Labour Market
1. Employment and unemployment remain steady
Belgium’s 73.3% employment rate and 5.9% unemployment rate suggest a stable market, but one where available talent is limited. The country isn’t seeing mass layoffs or drops in labour force participation, meaning fewer active jobseekers are circulating.
Suggested: Why the PEACH Method Works Every Time
2. Vacancy pressure remains high
A 3.9% vacancy rate is significant. Roles stay open longer, especially in sectors that require specific technical or professional skills. Even when companies find applicants, qualification mismatches often delay hiring.
Suggested: Hire and Retain Gen Z Talent
3. Regions behave differently
2025 labour data shows clear differences across Belgium’s three regions:
- Flanders:
Employment rate 77.8%, unemployment 3.8%.
The talent pool is tight; competition for qualified candidates is stronger here. - Wallonia:
Employment rate 68.4%, unemployment 7.8%.
More available talent, but often a wider skills gap. - Brussels:
Employment rate 64.4%, unemployment 11.9%.
One of the highest unemployment rates in the country, but also a hub for international and multilingual roles.
For recruiters, this means hiring strategies can’t be uniform. Where you hire matters.
Hiring Trends Defining Belgium in 2025
1. Companies are relying more on active sourcing
Applications alone aren’t enough. With fewer jobseekers on the market, hiring teams are shifting toward:
- Passive candidate outreach
- Industry-specific networks
- Direct sourcing
- Internal referrals
Tech, engineering, logistics, and professional services all report slower applicant flow compared with previous years.
Suggested: Social Media Recruitment Statistics
2. More companies are competing for specialised skills
Skill shortages remain the biggest hiring obstacle in 2025. Demand is strong for:
- Engineers and technicians
- Healthcare workers
- IT and digital professionals
- Sales and commercial roles
- Construction specialists
Even in Brussels, where unemployment is high, finding candidates with relevant qualifications is a challenge.
Suggested: What Is a Talent Pipeline?
3. Hybrid work is becoming the default where possible
While fully remote roles have declined, hybrid models remain attractive. Companies offering:
- 2–3 days onsite
- Flexible scheduling
- Digital-first processes
report better candidate engagement and acceptance rates. In contrast, on-site-only roles (manufacturing, healthcare, hospitality) continue to face higher vacancy durations.
4. Startups and SMEs are feeling the slowdown most
Small businesses struggle with two issues:
- Lower brand recognition
- Less competitive salary and benefits
They compensate by offering flexibility, multi-role growth paths, and faster hiring processes.
Suggested: Effective Ways to Reduce Time to Hire and Time to Fill
5. Enterprises are optimising processes to reduce time-to-hire
Large employers are focusing on:
- Shorter interview cycles
- Better screening criteria
- Improving candidate experience
- Using market data to guide compensation
HR teams recognise that delays result in losing qualified candidates quickly in this market.
What Recruiters and HR Teams Should Do in 2025
1. Use region-specific sourcing strategies
- Look to Flanders for experienced professionals, but expect tight competition.
- Explore Brussels and Wallonia for volume and multilingual candidates.
- Consider cross-regional sourcing when local talent is limited.
2. Streamline the hiring process
- Remove unnecessary interview rounds.
- Provide clear feedback and faster decision-making.
- Keep communication straightforward and transparent.
Suggested: Guide to AI Video Interviews for Employers
3. Rethink role requirements
If a role has been open for months, the issue is often the job description, not the market. Adjust:
- Years of experience
- Mandatory tools or certifications
- On-site requirements
Suggested: Guide to AI Video Interviews for Employers
Conclusion
Belgium’s hiring landscape in 2025 is defined by stable employment, persistent vacancies, and regional disparities. Talent isn’t disappearing, it’s simply more selective, more employed, and less likely to apply passively. Recruiters who adapt by sourcing proactively, offering flexibility where possible, and leaning on real data will navigate this market more effectively.
