BELGIUM was a year of recovery for Belgium.

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1 BELGIUM 2014 was a year of recovery for Belgium. Confidence was reflected in increased hiring levels across a range of sectors including manufacturing, retail, services and even banking. Companies focused on filling senior roles during the first half of the year, followed by a shift to more mid-level positions as the year progressed. Overall, we expect the positive outlook to continue in 2015, although a general shortage of talent means competition for the best candidates will be fierce.

2 COUNTRY OVERVIEW New government regulation mandating trial periods for all new employees drove demand for contract hires during Language skills remained a critical requirement in all areas, with Dutch, French and English essential for all candidates looking to join larger companies. However, mid-level professionals with bilingual and trilingual skills proved extremely difficult to source, and those who could meet these criteria were able to command higher salaries than their peers. Salaries are likely to go up in 2015, given the general shortage of skilled candidates for permanent and contract roles. For the first time in five or six years we saw signing bonuses being offered, as well as salary increases of 10-15% for job movers and 5-10% for non-movers. These trends are likely to continue in 2015, with counter-offers also driving salaries up as companies look to hold on to talent internally. Furthermore, as the market looks set to continue growing, hiring managers will need to move fast and offer competitive financial packages if they want to secure their ideal candidates. Senior accountants and customer service professionals for contract roles were also in short supply in 2014, with a general lack of technical skills and knowledge making it a highly challenging hiring environment. Candidates for permanent positions were equally scarce in certain areas especially engineering, where we expect companies to begin looking overseas to meet their resourcing needs (although language requirements may restrict hiring options). For permanent and contract roles, candidate shortages are likely to continue in In order to recruit and retain the professionals they need, Belgian companies may need to be more flexible in their approach and outlook. Keeping an open mind to both junior and senior candidates, and looking for transferable skills that can be adapted to fit present requirements, are advisable. Offering a worklife balance, remote-access working, training and development will also be vital retention measures in the year ahead. Salaries are likely to go up in 2015, given the general shortage of skilled candidates for permanent and contract roles in Belgium.

3 BANKING & FINANCIAL SERVICES Recruitment was relatively active in 2014 as banking and financial services organisations focused on business transformation and profitability. As assets continue to return to Belgium, we saw healthy demand for front office and sales professionals - particularly in asset management and private banking. In 2015, we anticipate business transformation and regulatory requirements will remain key recruitment drivers. Financial services firms are likely to strengthen core management positions and will continue recruiting risk managers, compliance and auditing professionals. In terms of risk, as the function continues to grow and the pool of available candidates remains relatively small, firms are likely to struggle to secure specialists. To recruit the best talent, hiring managers will need to focus on employee satisfaction as well as offering flexible compensation packages. Businesses will also benefit from building strong employer branding to differentiate themselves from competitors. Companies are also encouraged to invest in risk and compliance training - both to counter the shortage of available candidates and to retain current employees through development opportunities. Salaries in 2014 remained relatively stable. However, in 2015 risk and compliance candidates are in a strong position to negotiate higher salaries because of the shortage of available professionals. Salaries in 2014 remained relatively stable. However, risk and compliance candidates are in a strong position to negotiate higher salaries. ROLE PERMANENT SALARY PER ANNUM EUR ( ) 5-9 YRS EXP 9-15 YRS EXP 15+ YRS' EXP Managing Director k k Finance Director/CFO k k k k k k Internal Auditor/Manager/Director k k k k k k Risk Director/Manager k k k k k k Legal/Compliance Manager k k k k k k Life/Non-Life Actuary k k k k k k HR Manager/Director k k k k k k Institutional Sales Manager k k k k k k Financial Controller/Analyst k k k k k k Corporate Finance Specialist k k k k k k Asset/Portfolio Manager k k k k k k Private/Corporate Banker k k k k k k Accounting Manager k k k k k k Production/Claims Manager 53-74k 53-74k 62-84k 62-84k 72-90k 72-90k 89 Robert Walters Global Salary Survey 2015

4 COMMERCE & INDUSTRY In 2014, recruitment levels rose as market confidence improved and businesses hired for both new and replacement roles. As candidate confidence increased, mid-level professionals with five to 12 years experience and finance specialists were most keen to move jobs. Encouragingly, companies switched focus to create their financial impact through investment and strategy changes rather than cost-cutting in This led to strong demand for business controllers as well as internal auditors and finance managers. As companies focus increasingly on growth, we expect demand for these professionals to continue in Due to investment in Antwerp and Ghent harbours, the need for professionals experienced in oil and gas, engineering, and logistics will remain strong in The focus in these areas will be on financial control and we will see strong recruitment for plant and project control roles. Competition for professionals with sector experience, soft skills and those who are trilingual - speaking Dutch, French and English fluently - will continue to remain high as they are in short supply. Recruitment will continue to grow in 2015 and we anticipate that candidates with relevant sector experience will receive slight salary increases. However, to secure the best, companies also need to offer progression opportunities and flexible working as these became a more important motivator than remuneration. Candidates with relevant sector experience may receive slight salary increases in ROLE PERMANENT SALARY PER ANNUM EUR ( ) 5-7 YRS' EXP 7-15 YRS' EXP 15+ YRS' EXP Chief Financial Officer k k Finance Director k k F&A Manager 75-85k 75-90k k k Internal Audit 50-65k 50-70k 70-90k k k k Accounting Manager/Director 65-75k 65-80k k k Financial Analyst/Controller 50-65k 50-70k 65-90k 65-90k k k Business Analyst/Controller 50-65k 55-75k 65-90k 70-95k k k Consolidation Manager 75-85k 75-85k k k Tax Manager/Director k k k k Treasurer/Group Treasurer 50-70k 50-75k k k k k Treasury Analyst 50-65k 50-65k 65-80k 65-80k Legal Manager/Director k k k k Legal Counsel 65-85k 65-90k k k k k Robert Walters Global Salary Survey

5 ENGINEERING In 2014, the trend towards hiring specialists in the engineering recruitment market grew. With this set to continue, hiring managers may be forced to look to the international job market in Legal changes triggered a greater need for quality, safety, health and environment (QSHE) professionals in 2014 and these professionals are likely to remain in demand during As companies sought to reduce operational costs, we also saw strong demand for senior maintenance professionals within operations, site and asset management. However, there is a clear shortage of available talent. Candidates showed preference for SMEs over large organisations, although professionals seeking to switch from large companies did not always display the entrepreneurial flair needed by SMEs. We also expect hiring managers to continue looking for experienced engineering and supply chain professionals with strong communication skills in Companies will increasingly seek specialists with strong commercial insight, in addition to technical knowledge. We are likely to see a skills shortage in some areas, with a notable lack of energy specialists, technical service engineers and heating, ventilation and air conditioning (HVAC) project managers. As demand for these roles increases, we anticipate that candidates who are able to fill hybrid roles combining two or more functions will be highly sought-after. At all levels, professionals with in-demand skills and technical experience will be able to negotiate salary increases and we anticipate that mid-level managers will particularly benefit from salary uplifts when changing roles. ROLE PERMANENT SALARY PER ANNUM EUR ( ) 3-6 YRS' EXP 6-10 YRS' EXP 10+ YRS' EXP Expert & Technical Research & Development 60-75k 55-70k 75-90k 65-90k k k+ Process Design 50-75k 50-72k 60-80k 60-75k 75-95k 75-95k Product/Application Engineering 52-64k 50-65k 70-82k 68-82k 75-95k k Manufacturing Site Operations Management k k Engineering & Technical Services 55-65k 50-65k k k k k Production & Operations 55-65k 55-65k 70-80k 70-85k k k Maintenance/Facilities 51-60k 50-62k 60-80k 60-85k k k Supply Chain Purchasing/Procurement 52-60k 52-60k 65-85k 65-85k k k+ Logistics/Warehousing/Methods 50-60k 50-60k 60-72k 60-75k k k Projects/Methods Contract Management 65-85k 65-90k k k Construction Engineering 50-65k 50-68k 60-85k 65-85k k k+ Methods/Technology Engineering 50-65k 50-65k k k k k Health/Safety/Environmental 50-65k 50-65k 70-90k 70-95k k k Quality Assurance/Methods 45-55k 45-55k 60-80k 60-80k 75-95k k 91 Robert Walters Global Salary Survey 2015

6 HUMAN RESOURCES In 2014, we saw consistent levels of HR recruitment, with greater demand for generalists rather than specialists. We expect an increase in activity going forward, providing more movement and opportunities for career progression. We also anticipate that companies will place greater emphasis on business planning and strategy, as well as strengthening their career development offerings. Hiring managers will seek HR generalists able to meet the broad range of skills required, with a strong track record of implementing performance management. In addition, trilingual professionals with transferable skills will be highly sought-after; however, we expect demand for these practitioners to exceed supply. In 2014, we saw a slight increase in remuneration and we expect this trend to continue. As the economy improves and candidate confidence grows, retention will be a key priority for companies. HR functions will need to deliver strong business partnering and implement effective retention strategies. To secure talent, employers are encouraged to offer competitive compensation packages as well as non-financial benefits, such as flexible working, training and career development. We note that candidates are increasingly influenced by companies online brand, particularly within social media. Companies will benefit from developing a strong digital presence to ensure they remain competitive in communicating their value. In 2014, we noticed a slight increase in remuneration and we expect this trend to continue. ROLE PERMANENT SALARY PER ANNUM EUR ( ) HR Director k k HR Manager k k HR Business Partner 50-85k 55-85k Comp & Ben Manager k k Comp & Ben Specialist 50-75k 55-75k Training & Development Manager k k Training & Development Specialist 45-60k 50-65k Recruitment & Selection Manager 50-90k 55-90k Recruitment & Selection Specialist 45-60k 50-65k Robert Walters Global Salary Survey

7 INFORMATION TECHNOLOGY The IT market experienced an uplift in recruitment during 2014, encouraging professionals already in employment to consider new opportunities. Demand for IT professionals was driven by a sector-wide emphasis on applications, infrastructure, big data and cloud solutions - which will persist in Restructuring was also a key focus for large companies, who sought business process managers to create lean workforces. We noted that the IT function is increasingly shifting from a support role into a key differentiator that enables companies to position themselves competitively in the market. In 2015, companies will focus on recruiting permanent employees in order to embed knowledge in the business. They will particularly seek expert project leaders who can interact effectively throughout the organisation. Business intelligence analysts, infrastructure analysts and IT architects with more than ten years experience will be in high demand. The struggle to source skilled developers and SAP consultants will also intensify during We anticipate SMEs will increase demand for permanent SAP consultants, in order to reduce outsourcing costs. However, the scarcity of available talent will be compounded by these practitioners preference for independent working. To secure the best talent, companies will benefit from streamlining their recruitment process, making swift decisions and offering competitive compensation. Salaries will continue to grow in 2015 particularly for specialists experienced in the latest technologies. ROLE PERMANENT SALARY PER ANNUM EUR ( ) 5-7 YRS' EXP 7-15 YRS' EXP 15+ YRS' EXP Head of IT k k Application Manager k k k k Infrastructure Manager k k k k Security Manager k k k k Programme Manager 68-92k 68-92k k k Project Manager 52-62k 52-62k 62-82k 62-84k k k ERP/CRM Manager 42-50k 42-50k 45-56k 45-60k k k Business Intelligence Analyst 42-50k 42-50k 45-70k 45-70k k k SAP Consultant 50-60k 50-60k 52-70k 52-70k 62-92k 62-92k Business Analyst 45-56k 45-56k 60-80k 60-80k k k IT Engineer 45-55k 45-55k 52-70k 52-70k k k 93 Robert Walters Global Salary Survey 2015

8 INTERIM MANAGEMENT A positive economic climate, combined with a focus on process improvement, led to increased recruitment within interim management. We saw strong demand for technical project managers with an engineering background, as well as for legal and compliance and HR interim managers. Professionals responded to the economic upturn by seeking greater flexibility and opportunities for career redirection. We therefore witnessed an increase in practitioners moving from permanent to interim employment, particularly within IT management, HR, project and programme management. In 2015, we anticipate companies will initiate a greater volume of business efficiency projects. They will also focus on finding candidates who combine technical ability with strong soft skills, such as people management. Companies will seek to capitalise on the strengthening economy by expanding their business - technical project managers with an engineering background will be in strong demand as a result. Hiring managers will most likely struggle to secure strong candidates within business process reengineering and they will also face fierce competition for HR, legal, risk and compliance managers. In 2014, daily rates remained relatively stable. We expect a slight increase in especially for HR interim managers who will be in particular demand. ROLE DAILY RATE EUR ( ) General Management CEO/Business Unit Director Finance Chief Financial Officer Group Controller/Finance Director Controller/Finance Manager Risk/Tax/Treasury Manager Senior Financial Analyst Accounting Manager Human Resources Group HR Director HR Manager HR Business Partner Production/Logistics/Purchasing Plant Director Supply Chain Director ERP Specialist Purchase Manager Quality/Safety Manager IT Chief Information Officer IT Manager Programme/Project Management Programme Manager Project Manager NB: Interim management figures are daily rates. Robert Walters Global Salary Survey

9 CONTRACT BUSINESS SUPPORT In 2014, demand for contract business support professionals remained stable and there was increased hiring of junior professionals. Harmonisation of white and blue-collar employment law led companies to replace probation periods with interim or fixed term contracts. Consequently, we saw increased candidate confidence in interim roles. In recent years, companies have undergone reorganisations, acquisitions and costcutting measures operating with only a lean workforce. As a result, hiring managers routinely expect candidates to be multi-skilled. In 2015, we anticipate companies will seek innovative, commercially-minded junior professionals with two to three years experience and technical, linguistic and numerical skills. We also anticipate strong demand for sales assistants and customer service representatives with technical backgrounds. In addition, employers are likely to struggle to secure experienced bilingual candidates in the 2.5-3k per month salary range. In 2014, hiring managers expected candidates to show more flexibility when negotiating salaries. In 2015, while permanent professionals might be able to reject offers below their expectations, temporary candidates are advised to be flexible in theirs. To counter the shortage of affordable, skilled candidates, employers are advised to consider senior professionals, who offer experience, stability and greater flexibility around salaries. To secure the best talent, hiring managers should be realistic about their needs, prioritise requirements and consider professionals with strong development potential. Providing training and career opportunities will be key to retention and offering additional benefits will create a competitive advantage. ROLE CONTRACT SALARY PER MONTH EUR ( ) 0-3 YRS' EXP 3-6 YRS' EXP 6+ YRS' EXP Administration Office Assistant Management Assistant Personal Assistant Office Manager Legal Assistant/Secretary Sales & Marketing Marketing Officer Sales Assistant Customer Service Representative Customer Service Team Leader Logistics & Supply Chain Supply Chain Officer Purchasing Officer Logistics Assistant Human Resources HR Officer Payroll Officer HR Assistant Robert Walters Global Salary Survey 2015

10 CONTRACT FINANCE Recruitment in Flemish Brabant picked up from the second half of As international companies moved finance functions to shared services, demand focused on financial professionals with strong technical skills. In 2015, experienced multilingual cash collectors and credit controllers will be in demand, as will technically skilled, general ledger accountants. Competition will be fierce for junior professionals fluent in Dutch, French and English. In Brussels, recruitment improved as the year progressed and we saw SMEs recruit both junior and experienced professionals. As companies become increasingly automised, we expect initial demand for professionals able to implement new systems, followed by demand for highly qualified candidates, particularly analysts, to manage posttransformation phases. We also expect a continued challenge to source accountants as companies are all searching for trilingual candidates who are able to work at a strategic level. We anticipate that the lack of Dutch-speaking candidates willing to work in Brussels will persist. In East Flanders we saw cautious growth as hiring managers focused their activities on replacement hiring rather than team growth. As a result of renewed market confidence many contract positions became permanent, impacting the amount of available temporary staff on the market. Certain roles remained unfilled as there was a lack of suitable candidates. We expect that the demand for controllers and analysts will also increase. We anticipate that 2015 will see a competitive, candidate-led market. To secure talent we advise companies to streamline recruitment processes and invest in training and career development. Competitive remuneration and flexible working will also be important. We expect slight salary increases in 2015, particularly for risk and compliance professionals. ROLE CONTRACT SALARY PER MONTH EUR ( ) 0-3 YRS EXP 3-6 YRS EXP 6+ YRS' EXP Brussels & Flemish Brabant Financial Controller Business Analyst Senior/Chief Accountant General Ledger Accountant Junior Accountant/AP/AR Credit Collector Payroll Specialist East Flanders Financial Controller Business Analyst Senior/Chief Accountant General Ledger Accountant Junior Accountant/AP/AR Credit Collector Payroll Specialist Robert Walters Global Salary Survey

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