What do you do when there is little choice? A tight labor market calls for a proactive HR strategy. 

Good news: the labor market is not getting even tighter. That was certainly not the case in recent years, with all the associated disadvantages for the recruitment strategy of many HR departments. After all, in a tight labor market, you simply don't have a choice. How do you ensure that you seize the benefits and opportunities precisely at such a moment?

In the fourth quarter of 2025, the number of open vacancies decreased and the number of unemployed increased. Consequently, tensions on the labor market eased. states the CBSNevertheless, many vacancies remain open in various sectors. And in healthcare, that number even increased. And that puts the average HR department under pressure.

A disadvantage of a tight labor market is that you make hasty decisions.

Of course you want it assembling the ideal teamThat does become difficult, however, if the demand for personnel significantly exceeds the supply. The risk? You choose a professional who isn't ideal, but is available. And there are plenty of other downsides to a tight labor market as well:

• The growth of your organization is limited.
• Work pressure and burnout risks are higher for existing employees.
• The likelihood of employees resigning increases as a result. 
• The costs for recruitment and retention programs are increasing.

Sharpen your HR strategy with these tips

Every cloud has a silver lining. Especially in a tight labor market. Make sure you stand out from the crowd. A tight labor market calls for a proactive recruitment strategy and a focus on retaining your existing employees. Here is what you can do:

1. Focus on employee satisfaction
Some things are better prevented than cured. Are your employees satisfied? Then you don't need to post a new vacancy online every month. But how do you retain talent in a competitive and tight labor market? Start with the (secondary) employment conditions. Align these with your employees' wishes, give them more flexibility and development opportunities, and focus on sustainable employment. Also, ensure a strong feedback culture. For example, conduct stay interviews—informal conversations with employees to gather feedback. And if someone chooses to leave anyway? Then find out where this decision comes from during an exit interview.

2. Improve internal mobility and talent development
This is one of the most important items on employees' wish lists. Do you want to keep them satisfied? Then invest in training and further developing your current employees. This is also known as upskilling and reskilling. For example, an administrative assistant might suddenly have the opportunity to become a junior HR advisor. That is a win-win. You keep employees satisfied, engaged, and on board for longer, and you also benefit from having the right talent in the right place.

3. Improve secondary employment conditions
The new generations, in particular, are calling for more flexibility in roles and working hours. Connie van der Camp, culture coach at Great Place to Work, predicted that the four-day workweek will become the norm. Alternatively, offer more opportunities to work from home and flexible schedules. Job sharing is an example of this, where you divide a full-time job between two part-time employees. This makes you more attractive not only to new generations but also to hard-to-reach target groups, such as parents, caregivers, and people over 55.

4. Make your recruitment pool as large as possible
In total, there are about 183.000 people who are available for work but are not actively looking for it. And then there are also about 504.000 part-time workers. This is the “untapped labor potential”. Executive search or headhunting are ways to find professionals who are not actively looking. 

Try to think beyond the target groups you normally address. For example, do you want to reach out to the long-term unemployed? Then you can focus on providing reintegration programs and targeted coaching. And how could you reach people over 50, career changers, status holders, or people with a disability? Because there are opportunities here to fill your vacancies. And it ensures more diversity in your team. Also, create a talent pool in which you store all candidates with potential. This way, you can fill vacancies quickly and efficiently.

5. Focus on attracting young people
Since 2022, an increase in unemployed young people aged 15 to 27 has been observed. In 2022, the percentage was 7.1% and at 8% in 2024.  Are you focusing on traineeships, work-study programs, and mentor-buddy systems? Then you can attract these young people and guide them better towards employment.

6. Establish a strong employer brand
Strong employer brands attract staff more easily. And they also retain staff more easily because they attract people who truly fit the company culture. There are many ways to strengthen your employer brand. For example, share employee stories on social media. Create an engaging careers website. And ensure that every interaction in the recruitment process reflects your organization's core values.

7. Let technology work for you
Recruitment software and AI tools can make your life a lot easier. Use them to screen resumes, automate communication, and conduct digital assessments. Thanks to recruitment automation, a recruiter can focus on the most important part of the job: interacting with professionals. This gives you a fast, streamlined, and human recruitment process that allows you to set yourself apart from the rest.

8. Be strategic with your workforce planning
Where do we want to go as an organization in the next five years? What developments can we expect in the field? Do we have the right people for this? What skills do we still need? By looking ahead, you can better anticipate the staffing needs you will have. Skills are more important than diplomas in this regard. Implement skill-based hiring as your recruitment strategy. This way, you move from ad hoc solutions to proactive recruitment.