Despite economic uncertainty, more than 100,000 job openings for highly educated professionals were posted between June 2024 and May 2025. Many of those positions remain unfilled. Roles like logistics, finance, or ICT managers and business analysts have become real shortage occupations. HR professionals may pull out all the stops — from extra benefits to flashy employer branding — but the pool of top talent remains small, and the number of companies fishing in it keeps growing.
Perhaps the solution lies not in doing more of the same, but in doing things differently. Instead of fishing in the same pond, it might pay off to broaden your horizon and attract international talent. And instead of waiting until after graduation, start building relationships with top talent while they are still studying.
International waters
Recruiting internationally is not easy — but what if you could meet international talent right here? Every year, thousands of international students graduate from higher education institutions in Flanders. They are comfortable navigating different contexts and are, by nature, open-minded, entrepreneurial, and socially engaged. In short, they are ideal profiles to bring innovation and resilience into your organization.
Still, many companies hesitate. They fear language barriers, integration challenges, or that international profiles might leave sooner. Yet practice shows the opposite. International students switch effortlessly between languages and cultures and are consciously investing in a future in Belgium or Europe.
Even work permits pose less of a hurdle than many think. Non-EU students can stay in Belgium for 12 additional months after graduation thanks to a search year visa, which gives them full access to the labor market. It’s a valuable period for both sides to discover whether there’s a sustainable match. If there is, transitioning to a combined work and residence permit is straightforward.
Early birds
In addition to exploring international waters, being early is another key advantage in finding and retaining (international) talent. Organizations that start recruiting only when vacancies arise are often too late. Reaching out to students without a direct hiring need might seem inefficient at first, but in the long run, it’s one of the most effective ways to build lasting connections with young professionals.
That outreach can take many forms: internships, guest lectures, project collaborations, or company visits. Each of these moments gives students a realistic picture of your organization — and gives you a chance to discover which profiles truly fit your culture.
Career fairs: more than just a job fair
Career fairs are a particularly effective form of outreach, though many companies still view them too narrowly — as events to fill current openings. That misses the point. The real value lies in the conversation.
Career fairs offer a unique opportunity to meet potential talent without the pressure of a specific vacancy. You gain insights into their motivations, ambitions, and expectations, while showing that your organization is open to their story. For students, it’s an approachable and inspiring way to connect with potential employers.
A meaningful chat with a recruiter, an energetic speed date, or a passionate team lead sharing their experience — those are the moments that stick. They reveal far more about your company culture than any large-scale employer branding campaign ever could.
From short-term fixes to long-term strategy
You don’t win the war for talent by working harder, but by working smarter. By opening your horizon to international talent already present in Belgium, you bring in innovation and resilience. And by reaching out early — while students are still shaping their career paths — you increase the chances that your organization will be top of mind when they enter the job market.
Investing in career fairs and other forms of student outreach is not a nice-to-have. It’s a strategic cornerstone of effective talent acquisition.
