2023-09-28 04:30:00
If this war for talent persists, it is in particular because employers remain optimistic and continue to hire. Thus two thirds of Belgian managers say they are confident regarding the future of their company and 4 out of 10 (38%) say they intend to recruit employees on permanent contracts in 2024, while only 18% in 2021 to have the same intention.
This is what emerges from a study of which La Libre was able to learn first and which is part of the major annual survey on salaries which will be revealed during the launch of Robert Half’s 2024 Salary Guide, mid-October. “This is encouraging for the Belgian economy. This trend is very clear in financial, accounting and IT functions, which require very specific qualifications,” explains Joël Poilvache, who also reacts to the announcement made by ING at the start of the week to part ways with some of its employees. “When we talk regarding financial functions, it is broader than the financial sector, which can face specific underlying trends, such as digitalization or the restructuring of the retail network. We have a downward movement here. But in my opinion this should not be linked to the age of the workers.”
Need for flexibility
Business confidence is also reflected in the reduction in the proportion of freelancers and temporary collaborators within companies: only 21% of them plan to offer temporary contracts and 20% plan to call on freelancers. “Nevertheless, our experience shows that companies still often resort to temporary solutions when the search for permanent staff takes too long, they have a specific need or they have a peak in activity. Temporary employees, freelancers or interim managers offer companies flexibility and expertise,” declares Joël Poilvache.
And if some workers choose to be self-employed it is perhaps for the flexibility it offers them but also for financial reasons. “Freelancers can negotiate their remuneration more easily if demand is strong in the market. And companies are ready to pay a little more temporarily to benefit from their expertise and the flexibility they offer,” remarks Joël Poilvache who concludes: “Remuneration remains key as a factor of attractiveness. In a demanding market, there is awareness among talents of their value. But I would like to tell young people who are applying to companies that they must look further than the entry salary. Alongside the fixed salary, there are extra-legal benefits, but also and above all opportunities for advancement, training, personal development, a corporate culture,…”
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