Building external impact: insights for a strong hiring strategy

The job market for highly educated professionals is constantly evolving. For organisations that rely on external talent – whether through freelancers or contractors – it is essential to understand what is happening. The latest Talent Monitor from HeadFirst Group and Intelligence Group offers valuable insights into developments across each sector, helping clients refine their hiring strategy. Below, we share the key findings from the report, with concrete points of consideration for organisations that want to remain competitive when sourcing scarce talent.

1. Fewer assignments, more competition

In nearly all sectors, the number of new assignments is declining. At the same time, the number of bids per assignment is rising sharply. This means that professionals have to compete more often for the same assignment, but it also means that clients have more options. However, this is no guarantee of success: finding the right match remains a challenge, especially in sectors where specific expertise is required. It is important for clients to streamline their selection process and to remain attractive to the best professionals.

2. Rates are rising, but vary by sector

For the first time, the average hourly rate for highly educated professionals has exceeded 100 euros per hour. However, the differences between sectors are significant. Rates are highest in central government, while sectors such as energy and logistics show lower averages. This requires a nuanced approach to rate setting per sector and role profile. Organisations would do well to regularly review their pricing structures based on current market data.

3. Sector preferences and mobility are changing

Professionals are making increasingly conscious choices about where they want to work. Sectors with social relevance, such as government and energy, attract professionals who value purpose and stability. At the same time, sectors like finance and IT remain attractive due to high rates and specialised assignments. For clients, this means that positioning as an employer or client is more important than ever. An attractive rate alone is no longer sufficient.

4. Retaining talent requires more than just an assignment

The willingness of freelancers to return to employment remains low. Only 10 to 12 percent are considering that move. At the same time, interest in self-employment from salaried positions is growing. This means that organisations must continue to invest in sustainable working relationships with external talent. Think of clear communication, good onboarding, and room for autonomy.

5. What does this mean for your organisation?

The insights from this Talent Monitor help you to better anticipate developments in the market. Whether you work in the public sector, energy, finance or logistics: the report offers concrete tools to optimise your hiring strategy, plan your budgets realistically, and attract the right professionals.

Download the full report

Do you want to know the status of your sector? Download the Talent Monitor now via the HeadFirst website. Being well prepared increases your impact in an increasingly competitive job market.