The recruitment statistics are all unanimous : 2013 was not a boom year. "Confidence among Belgian employers is at its lowest level for more than three years," explains Philippe Lacroix, Managing Director of Manpower Group BeLux. "However, in the face of growing pessimism, it is reassuring to note that nearly nine out of ten employers are looking to maintain their existing workforce, at least until the end of the year. At the same time, our recent survey on labour shortages highlighted the wide skills gap between supply and demand that still exists : despite the economic crisis, one in five Belgian employers is struggling to find suitably qualified staff."

A cautious market and a two-speed economy
Despite a generally positive economic outlook and the prospects for growth, the recruitment sector remains cautious and circumspect. Geoffroy L’Hoost, Managing Partner at Upsilon Recruitment & Selection, explains : "There is always a strong demand for highly skilled candidates, but as there are now so many on the market, only the best will succeed." A dual economy is emerging in the Belgian job market as highly skilled professionals continue to be in strong demand, despite general stagnation in the number of vacancies available. Business leaders are focusing on recruiting these individuals in positions that can help drive sales. They are also willing to put their hands in their pockets for the most highly qualified workers. The best candidates, those who possess very specialised skills, may even receive several job offers from competing companies.

Sectors that are recruiting
Despite their caution, recruiters remain optimistic about the general economic environment. Two out of three finance directors have confidence in the Belgian economy’s prospects for growth. Although there is a trend towards retaining and developing employees in-house, some sectors are still actively recruiting. The chemical and pharmaceutical industries continue to recruit sporadically and there is still strong demand in the construction sector. The Brussels-based construction company Bageci, for example, is actively seeking engineers, estimators and experienced project managers for various construction sites across the country, and also has openings for IT consultants. "The industry is continuing to recruit in all three regions," says Jean-Bernard Chéney, consultant at Carrée Biebuyck Brussels, "Technical personnel are the most in demand, but sales professionals, fleet management experts and logistics specialists are also highly sought after. It’s not just about engineers. Those with business expertise are also a prized commodity".

Financial candidates in demand 
On a different note, the current uncertainty in global markets, coupled with increasing regulatory changes, means that financial expertise is becoming more and more important, and this is the area where the majority of jobs are up for grabs. The role of finance professionals is changing as they increasingly become the custodians of good governance and ethical standards, promoting regulatory compliance and mitigating financial, commercial and operational risks. For several years, roles as accountants and business controllers have been in particularly short supply. Companies are looking for multilingual accounting professionals with exceptional IT skills, including expertise in ERP systems and other financial software. "Since 2013, we have taken on a lot of new employees in specific areas, such as risk management," explains Charlotte Princen, Sourcing Specialist at ING. "As a matter of fact, we will need to recruit even more people in these departments, not to replace people who leave, but to meet the demands of legal and regulatory requirements. We expect to recruit a similar number of new staff in 2014, because we do also need to offset natural turnover." Ironically, the finance and banking sectors remain fertile ground.

Dynamic and highly specialised
What is the ideal candidate profile for business leaders ? Someone with a wealth of technical expertise, plus excellent communication and leadership skills. Companies want professionals with an exemplary track record of achievement, a keen business sense and an ability to bring real added value to the organisation. They want people with a flexible attitude and good business acumen, capable of identifying problems and finding solutions quickly.

"At ING, we prefer candidates with 3 to 10 years’ experience, or even more," says Charlotte Princen. "More generally, we are looking for people with a strong analytical background and experience in areas such as finance, risk management and auditing ; candidates trained in project work, who are assertive, have excellent communication skills, and are capable of getting the information they need from our internal customers. They should not be afraid of engaging with people, showing initiative or expressing an opinion. These fundamental skills are increasingly important to us when we take on a new employee."

Being bilingual : a genuine advantage 
Languages remain a key asset in the cultural melting pot of the Belgian market. "Bilingualism is still a stumbling block at every level," asserts Geoffroy L’Hoost. "It seems that the previous historical trend has been reversed : nowadays, it is more often Dutch-speakers who lack skills in French, while native French-speakers seem to manage very well. If I had to pick out one key candidate profile, I would say that a bilingual accountant is a safe bet, for example, a business controller, financial analyst or external auditor. There will always be a need for such professionals."

Longer recruitment procedures, greater expectations
Generally, it seems that the recruitment process is taking longer, with multiple interviews and levels of approval required before the employer makes a candidate an offer. "Companies tend to be more hesitant and take more time comparing candidates, sometimes extending the recruitment process to include 4 or 5 rounds," notes Geoffroy L’Hoost. "The talent war is over, and now it’s the war for jobs. There are some very good candidates on the market, and it takes longer to place a person, perhaps up to 2 to 3 months." At the same time, however, competition to find more specialised talent is also increasing and companies risk losing their first choice if they do not act quickly.

From the candidate’s perspective, the watchwords are perseverance and planning. As Geoffroy L’Hoost reminds us, "The best time to start looking for another role is when you already have a job. The key is to get yourself known. Talk to recruitment agencies, for example, and discuss your long-term intentions. Recruiters have great difficulty in finding candidates with the required experience, so don’t hesitate to e-mail them and let them know you are out there. The worst thing to do is to approach them when you are urgently looking for a job or when you are desperate to move at all costs."

Remain proactive 
Don’t let the gloomy economic climate deter you ; treat it as yet another reason to be more proactive, more enthusiastic and more diligent than ever in your efforts to find a job. "There is always a discrepancy between supply and demand, even in a so-called crisis," underlines Jean-Bernard Chéney. "Some companies have requirements, without even knowing it. Finding a job is a middle-distance race, not a sprint, and it calls for sustained effort and perseverance over a period of time !"

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