Growing demand for supply chain talent in Belgium calls for more efficient recruitment

Demand for supply chain professionals remains high in Belgium. According to Jobs Data, the number of vacancies for supply chain management roles in both the second and third quarters of 2026 was 60% higher than in the first quarter. West Flanders accounted for the largest share of vacancies at 27%, followed by Antwerp (22%) and East Flanders (17%). Antwerp also recorded the largest increase in the number of vacancies.

In this competitive labour market, candidate availability is not the only factor at play: the speed and efficiency of the recruitment process can also be decisive when hiring.

For employers, identifying and attracting top talent in a timely manner therefore remains essential. At the same time, the day-to-day running of supply chain teams often requires considerable attention. As a result, there is a risk that recruitment processes may be delayed precisely when additional support is needed within the team.

Christelle Almeras, Consultant at recruitment specialist Robert Walters, sees this as an important consideration for employers:

“When workloads within a supply chain team are high, it is understandable that day-to-day operational priorities take precedence. At the same time, an unfilled vacancy can add further pressure. An efficient recruitment process is therefore more than an administrative step: it helps employers attract suitable candidates in a timely manner and maintain business continuity.”

Demand remains high despite automation and AI

Automation and artificial intelligence are changing the way supply chain processes are organised. However, there is still a need for professionals who can coordinate operational activities, monitor processes and liaise with customers, suppliers and internal stakeholders.

Roles that combine communication, planning and operational expertise remain particularly important to the day-to-day running of organisations. When a position remains vacant for an extended period, the workload of the existing team can increase.

Finding the right candidate also takes time. Specific experience, technical knowledge and the ability to coordinate different stakeholders can make the search more complex. Once a suitable candidate has been identified, it is therefore important for employers to allow sufficient time for the selection process to run smoothly.

Where do recruitment processes encounter delays?

Employers are generally aware of the importance of hiring quickly. In practice, however, recruitment does not always receive the same priority as day-to-day operations.

After a candidate has been put forward, employers often still need to determine who will attend the interviews. Meetings then need to be scheduled, internal stakeholders consulted and feedback sessions arranged. When several diaries need to be coordinated, delays can quickly arise.

From the employer’s perspective, this may seem like a natural consequence of a busy schedule. For candidates, however, the process can feel less transparent.

“A selection process does not have to be rushed to be efficient,” Christelle emphasises. “The most important thing is to define the different stages in advance and ensure that candidates know what to expect. This allows employers to take the time needed to make an informed decision without causing unnecessary delays.”

A lack of clarity can cause candidates to withdraw

While speed plays a role, it is not, in itself, the decisive factor in keeping candidates engaged throughout the recruitment process. A lack of communication and clarity can also create uncertainty. Following a positive first interview, candidates want to know where they stand and when they can expect to hear about the next steps. If they receive no feedback, they may begin to question whether the employer is still interested or whether the process has been delayed.

This is an important consideration, as qualified professionals often take part in several recruitment processes simultaneously. When another employer provides clarity more quickly, this can make all the difference. The recruitment process is also a candidate’s first introduction to an organisation: the way interviews are conducted and how candidates are kept informed can influence their perception of the employer.

Recruitment as part of operational planning

Vacancies often arise when teams are already under pressure. It is therefore important to prepare the recruitment process in good time, even before the vacancy is advertised. A critical review of the different selection stages can also help make the process more efficient. Does every stage add sufficient value, or could certain interviews be removed or combined?

“A well-organised recruitment process does not have to be complex. By reviewing the different stages carefully and keeping candidates clearly informed about how the process will unfold, employers can make recruitment run more smoothly. This helps keep candidates engaged and increases the likelihood of a successful hire,” concludes Christelle Almeras.

More information

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