Hiring & talent

Overview

Hiring runs as a pipeline with fixed stages: defining the role, becoming visible to candidates who could fill it, persuading them to apply, screening them, and keeping them once they start. When candidates are the scarce input, the leverage moves upstream, because an employer nobody considers never gets to the screening stage at all. The second lever is the criteria themselves, since widening what counts as qualified converts a shortage of matching profiles into a training problem the employer can act on. The third lever is the channel, where applicant tracking software of the kind Inge Geerdens built at CVWarehouse makes a wide funnel administrable, while referral hiring keeps the funnel narrow and pre-screened. Belgian employers also choose which labour pool to recruit from, and a maatwerkbedrijf such as Ryhove, where Peter Leyman is CEO, hires from a pool the regular market leaves untouched.

Stated facts & numbers

• Entities tied to this concept on the wiki: 22, of which 15 people and 0 companies
• Videos in the Belgian corpus discussing it: 46
• Bottleneck occupations listed for 2026 (Flanders only): 227 knelpuntberoepen, grouped into quantitative shortage, qualitative skills gap, and working conditions
• Public employment services by region: VDAB in Flanders, Forem in Wallonia, Actiris in Brussels with Bruxelles Formation for training, Arbeitsamt der Deutschsprachigen Gemeinschaft in the German-speaking Community
• Adapted-employment channel (Flanders): Maatwerkdecreet in force since 1 January 2019, merging beschutte werkplaatsen and sociale werkplaatsen into maatwerkbedrijven
• Recruitment software example: CVWarehouse, an applicant tracking platform founded by Inge Geerdens, with offices in Wommelgem and Lisbon
• Employer branding example: Tomorrow, a Belgian employer branding and recruitment marketing agency with production in-house
• Adapted-employment example: Ryhove, a maatwerkbedrijf vzw at Koningsdal 24 in Gent, where Peter Leyman is CEO