If you are one of the few still in Brussels in the past two weeks, you will see that mass migration has already started. The last Strasbourg Public Session and School Holidays are the usual trigger points. With employees taking 2-3 weeks, and most employees who allow employees to take 1-2 weeks of “remote work”, most of the bubbles will disappear for 3-5 weeks.

How is the current market? Are some sectors “more hot” than others? Does all associations at home, consults or trade see the same trends?

In the past few weeks, 5 people have been placed. 1 Director, one director, a first adviser, EA in consulting, and director of a commercial association. Books have jobs such as partners and head of practice in consulting, in the middle of the level of the Trade Association and at home. I am asked for more consulting work to consider the structure of the difference and how to increase the net wages packages for employees.

Therefore, it seems that all areas are prosperous. However, it seems that there is a lot of restructuring in some companies that cause uncertainty in internal roles.

Some of the trends that I see more and more include the following:

1. The recruitment process It takes the road longer due to hybrid work. The window that employers and candidates can meet are smaller and smaller. This also leads to cancellation and postponement of interviews, especially F2F.
2. Exhaustion It seems more common. This has increased significantly in commercial associations. Commercial associations are usually seen as “stress -free”. This causes major problems in some smaller commercial associations, as you do not have the resources to re -spread absent work burden.
3. Exciting Fifth Company Expressing Work. More and more I see people truly confident in their roles because they moved to an interesting/really wonderful sector, but this is not reflected in their daily work
4. Less events/communication opportunities. It has become difficult to guarantee good presence in events. This, in turn, means that younger youth have less chances to find jobs or improve the network (note to the younger generation, networks do not go to an event, as it takes pictures /notes, publishing on social meetings, then leaving before drinks. Real networks are done after the painting ends from the conversation.
5. Trump effect. Some sectors appear to have retired in engaging/investing in appointments due to concerns about what Trump will say or do after that. This has a harmful effect on the labor market.
6. Consulting chaos. Some consultations witness a high rate of employee rotation and the reduction in the number of employees. Others see huge growth. Most of this is due to culture and/or control from the headquarters of the United States/UK, who do not have a significant understanding of the Brussels Market. Those who have an endless mentality during Covid and after birth are the benefits (screaming to Simon Cenk).

So the TUPPECE you deserve for the reader during the next few weeks and months: September will bring a more preoccupation time and many people begin new roles (and leave the gaps behind them).

Employers

• If you have gaps in your employees or have an investment employment, you will start today, then September will be here before you know that. Do not leave it until mid -August. You will not manage the F2F and with the above -mentioned delay period and monitoring the notice, you may not start your business until 2026 (you also risk the employment that is removed from the budget if the Q3 is bad). Give me a call if you want to discuss it!

Candidates

• If you offered you F2F, take it. Don’t sit in your bedroom in Overijse because you asked for the difference. You will need to do the F2F at some point, so remove a step. It also gives a reference to your commitment to work in the office.
• If you are offered at times/dates for the interview, take the first available time. The more you leave it later, the greater the chance of canceling it.
• Do not delay …………………………………………………………………………………………………………………………………………………….

Mark Knngham, CEO of Kenningham’s executive company

If you are one of the few still in Brussels in the past two weeks, you will see that mass migration has already started. The last Strasbourg Public Session and School Holidays are the usual trigger points. With employees taking 2-3 weeks, and most employees who allow employees to take 1-2 weeks of “remote work”, most of the bubbles will disappear for 3-5 weeks.

How is the current market? Are some sectors “more hot” than others? Does all associations at home, consults or trade see the same trends?

In the past few weeks, 5 people have been placed. 1 Director, one director, a first adviser, EA in consulting, and director of a commercial association. Books have jobs such as partners and head of practice in consulting, in the middle of the level of the Trade Association and at home. I am asked for more consulting work to consider the structure of the difference and how to increase the net wages packages for employees.

Therefore, it seems that all areas are prosperous. However, it seems that there is a lot of restructuring in some companies that cause uncertainty in internal roles.

Some of the trends that I see more and more include the following:

1. The recruitment process It takes the road longer due to hybrid work. The window that employers and candidates can meet are smaller and smaller. This also leads to cancellation and postponement of interviews, especially F2F.
2. Exhaustion It seems more common. This has increased significantly in commercial associations. Commercial associations are usually seen as “stress -free”. This causes major problems in some smaller commercial associations, as you do not have the resources to re -spread absent work burden.
3. Exciting Fifth Company Expressing Work. More and more I see people truly confident in their roles because they moved to an interesting/really wonderful sector, but this is not reflected in their daily work
4. Less events/communication opportunities. It has become difficult to guarantee good presence in events. This, in turn, means that younger youth have less chances to find jobs or improve the network (note to the younger generation, networks do not go to an event, as it takes pictures /notes, publishing on social meetings, then leaving before drinks. Real networks are done after the painting ends from the conversation.
5. Trump effect. Some sectors appear to have retired in engaging/investing in appointments due to concerns about what Trump will say or do after that. This has a harmful effect on the labor market.
6. Consulting chaos. Some consultations witness a high rate of employee rotation and the reduction in the number of employees. Others see huge growth. Most of this is due to culture and/or control from the headquarters of the United States/UK, who do not have a significant understanding of the Brussels Market. Those who have an endless mentality during Covid and after birth are the benefits (screaming to Simon Cenk).

So the TUPPECE you deserve for the reader during the next few weeks and months: September will bring a more preoccupation time and many people begin new roles (and leave the gaps behind them).

Employers

• If you have gaps in your employees or have an investment employment, you will start today, then September will be here before you know that. Do not leave it until mid -August. You will not manage the F2F and with the above -mentioned delay period and monitoring the notice, you may not start your business until 2026 (you also risk the employment that is removed from the budget if the Q3 is bad). Give me a call if you want to discuss it!

Candidates

• If you offered you F2F, take it. Don’t sit in your bedroom in Overijse because you asked for the difference. You will need to do the F2F at some point, so remove a step. It also gives a reference to your commitment to work in the office.
• If you are offered at times/dates for the interview, take the first available time. The more you leave it later, the greater the chance of canceling it.
• Do not delay …………………………………………………………………………………………………………………………………………………….

Mark Knngham, CEO of Kenningham’s executive company