Recruiting talent for HR role

Key challenges

HR recruitment in Belgium in 2025 is increasingly complex and strategic. Employers prioritize adaptable, tech-savvy professionals who can spearhead talent development, foster inclusive culture, and manage workforce transformation. The supply-demand imbalance, especially in Brussels, pushes organizations to combine permanent and flexible hiring strategies to secure the right HR talent swiftly and sustainably.

We have the HR fluency required to speak the candidate’s language and assess credibility. That includes:

Understanding core HR disciplines – Talent acquisition, L&D, performance management, compensation & benefits, employee relations, workforce planning.
Also being familiar with specific HR areas – DEI leadership, HRIS/HR tech (Workday, SAP SuccessFactors, BambooHR, Oracle HCM), labor relations.
Finally we understand current HR trends such as Hybrid work policy design, AI in HR, employee experience strategies, skills-based hiring.

HR professionals must keep the business compliant, so we also assess the candidate’s knowledge regarding the local employment legislation (labor laws, leave policies, termination rules), the data privacy obligations (GDPR, CCPA) as they relate to HR data as well as health & safety and workplace ethics regulations.

For HR executives, we also look at the candidate’s Business & Organizational Acumen: the understanding of how HR aligns with business strategy (e.g., HR’s role in revenue growth, retention, and culture shaping), the ability to discuss HR metrics like turnover rate, time-to-fill, engagement scores as well as the awareness of industry-specific HR challenges (e.g., tech talent shortages, manufacturing shift patterns).

We also pay attention to tailoring our outreach by personalizing our approach for each candidate. We avoid generic pitches and prefer authentic story-telling with focus on mission, culture and values alignment. We also understand that the focus should be about communicating about the impact of the role within the organization.

Our HR role experts know how to leverage HR networks and professional associations, LinkedIn HR groups and HR events. We are able to activate both the active and passive HR candidate market.

We have 30+ assessment expertise and can develop tailor-made assessment centres covering:

Spotting soft skills critical for HR: empathy, confidentiality, influencing, conflict resolution.
Evaluating strategic vs. operational HR experience—can they design programs, not just execute them?
Understanding HR certifications: SHRM-CP/SCP, CIPD levels, HRCI (PHR/SPHR), CHRP.