In 2024, as the Dutch job market began to recover from geopolitical uncertainties, EMEA Recruitment observed that the emphasis on technology continued to drive job opportunities in Human Resources.

Companies adopted more flexible working arrangements, allowing employees to work remotely and maintain a better work-life balance. Upskilling also stayed crucial, with professionals who adapted to new technologies and industry trends in high demand.

Opportunities and Outlook

Looking ahead, 2025 is set to be an exciting and transformative year. The rise of people analytics is opening up new avenues for HR professionals to leverage data in innovative ways, improving recruitment, performance management, and workforce planning.

There's also a strong focus on employee wellbeing, with companies eager to implement comprehensive programmes that support mental health, work-life balance, and a positive workplace culture. Equity, Diversity & Inclusion (ED&I) initiatives will continue to be a priority, creating demand for HR professionals who can drive these important changes.

As HR technology evolves, there will be more roles for people who can manage automated recruitment tools and HR systems, as well as those who can effectively manage remote teams.

As technology progresses, work practices evolve, and the economic landscape changes, the HR sector will offer plenty of new opportunities for adaptable, innovative professionals. Flexible work arrangements will remain key to helping professionals succeed, while businesses will increasingly look for individuals who value learning, development, and growth.

At EMEA Recruitment, we are excited about the year ahead and eager to support our clients and candidates as they navigate this dynamic landscape.

Our HR recruitment team continues to support clients and candidates in managing an evolving HR profession. If you’d like to discuss your requirements, please don’t hesitate to contact Katie Insley for a confidential discussion: [email protected].

Historically, the Netherlands has been one of the most proactive countries when it comes to monitoring temporary labour and supply chains, to make sure that workers are protected, and functions are in place to ensure compliance. From 1st January 2025, the Dutch government has lifted the enforcement moratorium that has been placed on the Tax administration, and they will be actively reaching out to companies to ask if they are utilizing any self-employed individuals and will be asked to provide evidence to demonstrate that an employer-employee relationship doesn’t exist.

EMEA Recruitment is proud to support our clients with their temporary and interim recruitment needs. Whether you’re looking for a ZZP’er (self-employed professional) to lead a project, or require cover for maternity or sick leave, we work with an active network of workers ready to take on their next assignment.

The rules

This law isn’t new - it has been in place for the last eight years – but the Tax administration has been limited in actions it has been allowed to take, unless it was aware of an obvious misuse. It can now be much more proactive in identifying such misuse.

The rules are simple: A ZZP’er – or freelancer – must work on a specific project, with complete autonomy over their schedule and working patterns. Essentially, they must not work like an employee of the client company.

Both the worker and the client company are responsible for preventing false self-employment and could face enforcement action from the Tax Administration.

Your options

If you’re a company trying to navigate the new landscape, we can help you understand your position and options. EMEA Recruitment’s dedicated team in the Netherlands has assessed the legal and financial requirements of the rules, giving you confidence that you are operating within the guidelines.

It is still possible to hire a freelancer to manage a special project, like a transformation, while temporary workers are the way to go for situations where you need to cover an employee who has left the business quickly or is on leave.

Whatever your requirements, make sure you get the help you need and the right advice by reaching out to Rebecca Spicer, who leads our Interim recruitment division: [email protected]

CH Country Director, John Byrne, gives an overview of the Swiss recruitment market and EMEA Recruitment's activities in 2024, along with our predictions for 2025. 

Over the past year, EMEA Recruitment has partnered with clients to navigate the toughest market conditions since the pandemic. Looking ahead to 2025, we anticipate steady growth in Switzerland.  

We have worked closely with our clients to navigate 2024 with resilience and strategic adaptability, despite global economic uncertainties such as fluctuating global markets, a strong Swiss franc, and ongoing geopolitical tensions.

2024 overview

2024 started with the continuation of our clients adopting flexible work arrangements and upskilling initiatives to attract and retain talent, reflecting a shift toward employee-centric recruitment strategies.

However, the second half of the year challenged this, with a few businesses looking to establish a stronger presence in the office. We oversaw a number of projects offering market consensuses for our clients to identify the right balance for them and expect this to be an ongoing theme into the New Year and beyond.

Did your business change its flexible work arrangements in 2024? Our recruitment team would be happy to discuss the market’s holistic stance for insights.

Tech & Transformation

The demand for our services remained robust across key sectors like technology and life sciences, and among a host of newly settled businesses establishing themselves here, driven by Switzerland's continued reputation as a hub for innovation and global business.

We continued to invest heavily in our Tech & Transformation division, focused on senior leadership roles, as the demand for talent increases across sustainability and digital transformation. We’re also seeing new roles in green energy, AI, and data analytics.

Outlook for 2025

Looking ahead, the outlook is cautiously optimistic. Despite global economic uncertainties, Switzerland's low unemployment rate and stable economy continue to provide a solid foundation for the recruitment market.

Our indications suggest that the market is poised for steady growth, with opportunities continuing in newly settled businesses and emerging industries (including AI, biotechnology, and sustainability initiatives).

These factors signal optimism for both candidates and clients alike in 2025. If you need our support in your own career or within your current team, please get in touch and I will connect you with the right expert:  [email protected]

Hanna Gibson, Senior Consultant in our Nordics recruitment division, reflects on the Finance & Accounting recruitment market during Q3 and shed's light on key trends shaping the region progressing into Q4.

As we progress into the final quarter of 2024, one key trend in the Nordics is the rising importance of cross-functional skills, especially in Finance.

With companies striving to streamline operations, Finance professionals are now playing more strategic roles. CFOs are increasingly seeking candidates who can provide data-driven insights, not just for financial planning, but also for broader business strategies.

Reflecting on Q3 2024

Q3 highlighted the growing demand for Finance professionals who can contribute beyond traditional roles. Companies in the Nordics are increasingly seeking individuals with a strong blend of financial expertise and strategic acumen.

This quarter also saw digital transformation take center stage, with AI-driven forecasting, automation, and advanced analytics becoming essential tools. According to the World Economic Forum, over 40% of Nordic businesses are investing in digital Finance tools, significantly increasing the demand for tech-savvy professionals to lead these initiatives.

November is a Crucial Time to Secure Top Talent

With 2025 plans being finalized, competition for top talent is intensifying. November presents a valuable opportunity to engage with professionals looking to make strategic career moves before the new fiscal year begins.

For industries already facing talent shortages - especially in Finance and Accounting - delaying until 2025 could put you at a disadvantage.

Preparing for 2025 Success

Q4 isn’t just a time for reflection; it’s a time for action. Aligning your talent strategy with future demands is key.

EMEA Recruitment is here to help you stay ahead of the curve, ensuring you have the expertise to drive your business forward into 2025. Contact us today to find out how we can support your recruitment needs and help you secure top talent before the competition. 

In today’s fast-paced business landscape, the ability to adapt to digital disruption is essential for growth and sustainability. Every month, EMEA Recruitment connects with hundreds of diverse individuals across our established and expanding network who share market changes, challenges, and innovative digital strategies.

Having understood the critical role that technology plays in transforming modern businesses that are facing digital disruption, we continue to receive enquiries from new areas of our network. Our Technology & Transformation recruitment division was created to handle such enquiries, as this area touches so many different disciplines within business.

The Demand for Leadership Skills

Whether it is true transformation to take advantage of market growth or to readjust for industry pressures, we have witnessed an upwards trend in demand for leadership skills experienced with guiding teams through this.

EMEA Recruitment has partnered with several Swiss-based entities to source skilled professionals who excel not only in cutting-edge technologies, but who also bring the essential strategic acumen and leadership skills necessary to implement meaningful large-scale change.

This highly tailored, “people first” approach has been of particular value to clients in a rapidly shifting market. Often, the softer side of leadership can be overlooked when change is needed, but the best change programmes are those that align with these skills to deliver successful, long-term results.

Your requirements

If your business is searching for evolving skillsets, such as data science and analysis, systems architecture and development, and/or technologies including AI, blockchain and the IoT, to strengthen your market position, then we’d be happy to discuss your requirements.

Many of the candidates we now represent are adept in leading complex transformation projects, ensuring seamless transitions and delivering successful outcomes. Please reach out to our Country Director, John Byrne, who will be happy to help: [email protected]

The Netherlands, like many countries, is experiencing a dynamic shift in work culture. Our conversations with clients and candidates alike reflect a growing trend: employers are increasingly keen to coax employees back to regular, office based hours. But what does this mean for employees who have grown accustomed to the flexibility of working a remote job?

The Statistics

In 2021, 2 million people in the Netherlands ‘frequently’ worked remotely. Fast forward to 2023 and their number has dropped to 1.25 million. Additionally, employees who 'occasionally' worked from home rose from 3 million in 2021 to 3.75 million in 2023, confirming indications that hybrid arrangements that combine office and home-working are on the rise.

The Impact

The transition back to the office has led to tension between employers and employees. Some companies face increased turnover rates as employees seek alternative opportunities that ensure the flexible working arrangements they’ve come to value. As a result, employers are experiencing business disruption and incurring costs associated with the loss of established skilled workers. So, the question is whether the push to return to the office is truly worthwhile?

At EMEA Recruitment, we work with world-renowned businesses across various sectors, providing us a comprehensive understanding of current and emerging models for hybrid working. As a consultative business, we pride ourselves on educating our clients on how to best position themselves in the market to attract top talent.

If your business is grappling with changes to your hybrid working model/employee retention and satisfaction rates, or if you’re looking for heightened flexibility in your next career move, we are here to support you. Reach out to one of our dedicated team members and see how we can support you in your efforts.