A changing labor market isn't new. What is different is the way it manifests itself. Fewer assignments, more offers, rising rates, and more discerning choices by professionals.

For those responsible for recruitment, HR, or procurement external staff, this requires more discerning choices and more focused management. This starts with insight and ends with direction.

Our Talent Monitor – in collaboration with labor market data specialist Intelligence Group – can help you with this.

Less flexibility, different pressures

For the first time in years, the share of theoretically trained professionals in the flexible workforce is declining. In the first quarter of 2025, this figure will be 21.7%. This decline isn't unexpected. Enforcement of the DBA Act (Development of Employment Relationships Act) plays a major role in this.

Yet, the need for flexibility hasn't disappeared. Only the form is changing. The number of assignments is decreasing, but the number of offers is increasing. This means more competition per assignment, more choice for clients, but also more questions about quality and collaboration.

The average hourly rate has now surpassed €100. But professionals have become more selective. They no longer just consider the rate, but also content, security, and impact.

Significant differences by sector

The Talent Monitor shows that sectors each have their own dynamics. In central government, the share of flexible work has more than doubled: from 6% to 13% in three years. While in local government, the share is even declining slightly.

In the energy sector, the number of assignments remains remarkably stable. At the same time, the number of offers has tripled. This is no coincidence. More and more professionals want to contribute to the energy transition. Not for the pay, but because the work matters.

Considerations about contract types are also shifting. In sectors such as financial services and central government, self-employed professionals are more likely to return to employment. Security, purpose, and good employment conditions play a key role in this. In other sectors, such as local government and the energy sector, we see that self-employment is actually preferred.

What can you do with these insights?

When working on a sustainable hiring strategy, you want to know where things are moving. The Talent Monitor's data will guide you in this direction. You'll see where things are struggling, where things are shifting, and if there are opportunities. Not just in broad terms, but broken down by sector, target group, and contract type.

Use our data to:

  • stay competitive on rates and availability
  • strengthen your employer brand for independent professionals and permanent staff
  • plan realistically and adapt more quickly

Because one thing is clear: this job market demands direction.

Stay ahead

The Talent Monitor doesn't offer ready-made answers, but it does ask the right questions. It helps you look ahead. Choose strategically. And make informed decisions. Our specialists are happy to help you translate the report's insights into your practice.

Download the Talent Monitor (in Dutch) and see where you can make a difference.