Higher house prices, higher bar: how to keep your real estate recruitment on track

House prices are rising. According to CBS (Statistics Netherlands), prices in both November and December '25 were on average 6% higher than a year earlier. The impact of this is obviously felt by people looking for a home, but these developments are also being felt in real estate recruitment. We list a number of striking changes in the real estate sector, tell you how they affect recruitment and give you some smart tips so your recruitment keeps running smoothly, now too.

More work calls for more specialisation

When house prices rise and the market stays active, as it is now, estate agents, valuers, property managers and property developers don't have to sit still. Because more transactions and refinancing deals are taking place, there's plenty to do in the real estate world. And that growth in work also creates a growing demand for new staff. Specialised employees, mind you, because it's important that professionals can handle this complexity. Think of estate agents in the higher segment, or professionals who can switch gears quickly in a competitive market like this one. So the focus of real estate recruitment is shifting from "we need extra hands" to "we need the right expertise".

A shift in demand towards other roles

Because of higher house prices, analyses, justifications and financial structures are becoming more and more important. This increases demand for roles such as market analysts, finance professionals and data specialists within real estate organisations. PropTech knowledge is also becoming more important, because technology helps to give better insight into price developments, risks and client processes. So are you looking for new colleagues in the real estate sector? Then broaden your horizon and look beyond the traditional real estate profiles. Think about what your organisation really needs and then research which roles specialise in that. Only then will you make the right impact with your recruitment in real estate.

Growing competition for talent

Where competition for staff in the real estate sector was already fierce, it's now cut-throat. On top of there being more work, more and more real estate organisations want to grow. And although demand for real estate professionals is growing, these organisations keep fishing in the same pond. Candidates have more and more choice, higher expectations and compare employers more critically. That's why employer branding is becoming increasingly popular in the real estate sector. Organisations now emphasise what sets them apart from the competition as an employer. Further training of current staff is also a strategic choice if you're looking for talent with a particular specialisation. Why look for new talent when you have a team full of potential?

Pressure on recruiting juniors vs. seniors

We get it: experienced professionals can add a lot of value quickly. But don't fixate on seniors. Doing so shuts out a large group of young high potentials who are eager to start and put their knowledge into practice. A shame, because hiring juniors can be a solution precisely for the long term. Juniors can also still be 'moulded', so they work in a way that suits your organisation well. With the right guidance and training, the young starters on your team will be at the right level in no time.

Convincing young real estate professionals

Rising house prices also affect real estate recruitment in a more indirect way. Many starters are now waiting longer to live independently. Especially in urban areas, prices have risen so much that young professionals are putting off both buying a house and changing jobs. For example, they opt for more security or avoid roles that would require them to move. Are you an employer in the real estate sector, or do you make HR decisions? Then take young professionals into account. Make hybrid working an option, for example, offer career prospects and communicate clearly about financial security. That way you can win over this target group too and enlarge your talent pool.

Regional differences in demand for staff

Price rises aren't equally strong everywhere in the Netherlands. That's why market dynamics and staffing needs also differ by region. So adapt your recruitment tactics to the area you're recruiting in. In urban areas the pressure is often higher and there's more demand for specialised professionals, while in other areas the focus of real estate recruitment may be on management and stability instead.

The real estate market isn't standing still. Are you?

The real estate market is moving, and you can feel that in your recruitment in real estate too. From greater demand for specialists to a fresh look at juniors: these developments call for a sharp and flexible recruitment strategy. So don't wait for the market to adapt to your vacancies, adapt your approach to the market!