The Dutch flex industry has had a turbulent period. Whereas the sector was booming in 2022, we saw a sharp decline in the past two years, CBS figures show. According to ING forecasts, the industry will stabilize this year and we can expect a slight increase in the number of staffing hours again in 2026. For staffing and secondment organizations, this means there is work to be done: how do you stay relevant in a changing market?
Why is the flex industry shrinking?
The causes of shrinkage are a confluence of circumstances:
- Labor market tightening
With unemployment below 5%, employers are more likely to choose permanent contracts to retain staff. For the flex industry, this means less hiring. - Pause in labor market
Employment is barely growing, so there is little additional demand for flexible workers. - Costs and hours
At the same time, rising labor costs and collective bargaining agreements squeezed margins for staffing organizations. - Image and image
Abuses surrounding knowledge migrants have given the industry a bad image. This has left the image vulnerable, while employers need reliable and quality personnel.
New movements in the market
Yet there are also positive developments that present opportunities:
- The contraction in the number of self-employed workers
Since the renewed check on false self-employment in 2025, a clear shift is visible. Figures from CBS show that in the second quarter of 2025 more than a third more self-employed people quit than a year earlier. More than half of them (54%) switched to permanent or flexible employment. Work that used to be done directly by self-employed workers is now more often done through broadcasters and secondment agencies. - Broader HR partnership
The flex industry is increasingly evolving from mediator to strategic HR partner. Think about investing in specialization, advice, thinking along with employers and career guidance, so that the mismatch in the labor market is reduced. - Technology as accelerator
Digitization and new tools, such as AI, are helping agencies match candidates faster and better and set up processes more efficiently. Data-driven recruitment plays a major role in this; from smart matching software to analytics that predict where staff shortages will occur. This automation creates more room for personal attention and advice towards clients and candidates. - Resilience of the sector
The flex industry shows time and again that it knows how to adapt to changing circumstances. It is precisely this resilience that makes the flex industry a "golden sector" according to ABU director Jurriën Koops.
WFS PRO does things differently
At WFS PRO, we believe that successful recruitment goes beyond simply posting a job posting online. We combine data-driven recruitment with a focus on sustainable matches. Through a multiposter, we post job openings on multiple platforms and deploy targeted social media campaigns. This generates more than 2,200 job applications annually through these channels. We also receive another 2,000 applications through our own website. By continuously analyzing this data and using SEO and Google Ads, we reach exactly the right target group.
We also support companies through our RPO services, taking over (part of) the recruitment and HR process - from employer branding to field management - so that organizations can focus on their core business. What really sets us apart is that we not only match on technical requirements, but also on corporate culture, ambition and personal drivers. This is how we create sustainable matches between professionals and organizations. Matches that not only work, but also stay working.
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