Belgium’s job market is alive and kicking—whether you’re hunting for Marketing & Sales experts, Retail & Horeca staff, IT specialists, or HR professionals, companies are competing hard for top talent. But in 2025, taking 44 days to hire for a vacancy is a luxury most businesses can’t afford. So how can Belgian employers recruit faster without trading quality for speed?
Let’s dive into actionable strategies and practical tools—pre-screening templates, asynchronous video interviews, and skill tests—that will help you optimise your recruitment process and secure the best candidates, every time.
Why fast hiring matters (But not at the expense of quality)
A sluggish hiring process leads to missed opportunities, wasted resources, and top talent accepting offers from quicker competitors. But speed alone isn’t enough: the real win is combining efficiency with quality—making the right match, not just the quickest one.
Key recruitment challenges in Belgium:
- High candidate demand for Marketing, IT, Retail, and HR roles
- Multilingual and multicultural workforce expectations
- Risk of mismatched hires leading to early turnover
1. Pre-screening templates: Set the right filters early
Pre-screening is your first line of defence against mis-hires and wasted time. By designing smart templates, you immediately sift out candidates who don’t meet essential requirements.
How to create effective pre-screening templates
- Identify must-have vs. nice-to-have skills: Be clear, concise, and role-specific.
- Automate responses: Use digital forms with knockout questions (e.g. “Do you speak French and Dutch fluently?” for Retail roles in Brussels).
- Ask for dealbreakers early: Example: “Do you have experience with Salesforce?” for Marketing roles, or “Are you available for weekend shifts?” for Horeca applicants.
- Keep it mobile-friendly: Many Retail and Horeca candidates apply via smartphone.
Sample pre-screening template (for an IT Support Role)
- Do you possess at least 2 years of IT helpdesk experience?
- Are you fluent in English and either French or Dutch?
- Can you work on-site in Antwerp three days a week?
- Are you available for rotating on-call shifts?
Using clear pre-screening templates can save you hours by ensuring only genuinely qualified candidates progress.
2. Asynchronous video interviews: Screen more, waste less
The traditional approach—back-to-back phone or live video interviews—eats up precious time. Enter asynchronous video interviews: let candidates answer set questions by recording short videos at their convenience. You watch when you have time; no scheduling drama, no rushed conversations.
Why Belgian companies love asynchronous interviews
- Speed: Review a 2-minute video instead of scheduling a 30-minute call.
- Consistency: Every candidate answers the same questions, making comparison fair and objective.
- Flexibility: Candidates can respond after hours or during weekends—ideal for Retail & Horeca or freelance Marketing applicants.
- Improved employer brand: Add a short intro video from your team to show your culture and attract the right people.
Pro tip: Start with 3–4 targeted questions per stage, such as:
- “Give an example of a time you resolved a dissatisfied customer.”
- “Describe a social media campaign you led from start to finish.”
- “How do you prioritise tickets when multiple issues arise at once?”
Companies have reported saving hundreds of hours per year, reducing drop-offs, and engaging hiring managers more easily by switching to this method.
3. Skill Tests: Show us, don’t tell us
CVs are only half the story. Directly assessing job-specific skills reduces bias and ensures candidates can perform as advertised. For Belgian hiring in Marketing & Sales, Retail, IT, and HR, tailored skill tests are a game-changer.
What makes a good skills assessment?
- Relevant to the job: Marketing applicants complete a copywriting sample, IT support solves a real user query, Retail candidates roleplay a customer interaction.
- Mix of evaluation types: Combine cognitive ability (problem-solving), situational judgment (how they’d react on the job), and job simulations.
- Easy to administer: Choose platforms or templates that fit seamlessly into your hiring workflow.
Example skill test structures
| Sector | Skill Assessment Example |
| Marketing | Launch plan for a local product; short copywriting test |
| Sales | Live objection-handling scenario; negotiation task |
| Retail & Horeca | Simulated customer complaint; basic math and POS simulation |
| IT | Troubleshooting exercise; logic/reasoning test |
| HR | Employee relations scenario; short legal compliance quiz |
Modern platforms can integrate skill assessments with your ATS, provide instant analytics, and improve both efficiency and candidate experience. Some Retail clients have seen their recruitment time drop by 84%, with a 30% improvement in quality-of-hire.
4. Use smart technology—But stay human
Automation and digitisation don’t mean losing your personal touch. Use tech to handle the repetitive, time-consuming tasks (screening, scheduling, testing). This frees you up to engage with shortlisted candidates and close the hire with the right offer and onboarding experience.
Belgian-specific considerations
- Ensure pre-screening and assessments are available in Dutch, French, and English where possible.
- Remain GDPR compliant with candidate data at all stages.
- Use digital tools to adapt quickly across regions (Flanders, Wallonia, Brussels), each with unique hiring nuances.
5. Practical tips for speed & quality
- Prepare and share clear job descriptions that truly reflect the role.
- Regularly review your pre-screening templates and assessment questions; update for new skills demands.
- Involve hiring managers early: get buy-in on must-have criteria and interview questions.
- Keep communication fast—automated reminders and feedback help hold top talent’s interest.
- Collect feedback from candidates and teams after each hire; refine your process for next time.
Start Hiring Faster—Without sacrificing quality
In Belgium’s competitive talent market, companies who act fast—but never careless—come out on top. By leveraging pre-screening templates, asynchronous video interviews, and skills-based assessments, you can reduce your time-to-hire while ensuring cultural and skill fit.
No more missed opportunities. No more drawn-out interview rounds. Just smart, efficient, high-quality hiring—tailored to the Belgian context.
Ready to accelerate your recruitment?
Workers.be is Belgium’s own matchmaking platform, connecting top companies with exceptional new talent—fast. Discover how you can modernise your hiring process, cut time-to-hire, and never sacrifice candidate quality. Post your next job with Workers.be and experience the difference!