Recruiting key talent today is no longer a matter of luck or impressive CVs, it’s a matter of process. In a context where 72% of Belgian employers say they struggle to fill critical positions and where the average recruitment time varies from 3 to 7 weeks depending on the role (3 to 5 weeks for highly operational roles and around 5+ weeks for professional positions), organisations that rely on traditional methods based solely on qualifications or visible experience are falling behind in a rapidly changing market where a fast and structured recruitment process is essential to retain talent.

Here are four concrete levers that HR departments underestimate, but which make all the difference.

1) Speed: a competitive advantage that too many companies overlook

In a recent study, 65% of candidates said they abandoned a process after a delayed response or prolonged silence. Too often, time is confused with the quality of the decision. However, a fast and structured recruitment process shows that the company values talent and its time, and drastically reduces the loss of qualified candidates.

2) First contact: an underestimated strategic step

The first exchange with a candidate is crucial. Too many companies leave this step to untrained internal contacts or treat it as a formality. However, the way a candidate is welcomed and introduced to the company strongly influences their perception and future commitment.

Some key points to consider:

➜ Ensure that the candidate understands the vision and objectives of the role.
➜ Convey the energy and culture of the company from the very first contact.
➜ Prepare the contact person to represent the company correctly and promote the position.

3) Adaptability: an asset that is often overlooked in CVs

A CV is just a CV: it shows what a candidate has done, not how they adapt to a rapidly changing environment. In the current context (AI, automation, new technologies, etc.), 85% of employers value curiosity and learning ability more than static technical skills.

Assessing adaptability is not limited to a traditional interview. It involves:

• Questions about situations where the candidate had to learn quickly
• Case studies simulating changes in context
• Highlighting personal initiative and curiosity

At Kingsley, we incorporate these assessments into our process to better identify those who will be able to thrive in constantly changing environments.

4) Onboarding: the first day determines everything

Onboarding is often overlooked, even though a good start increases the likelihood of talent remaining engaged by 60%.

The points that really make a difference:

• Comprehensive presentation of the company and its culture
• Meeting the teams and getting to know colleagues
• Training on the tools and methods specific to the position
• Regular follow-up during the first few weeks

More information?

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Contact us today to discuss your recruitment or career development needs.

Sources:

• ManpowerGroup, Baromètre de l’Emploi Belgique 2025
• LinkedIn, Global Talent Trends 2024
• Glassdoor, Candidate Experience Survey 2024
• World Economic Forum, Future of Jobs Report 2025
• Gallup, State of the Global Workplace 2024