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Every time I hear this objection - and I hear it often - I think of a recent situation with a prevention advisor (level 1) in Flanders. "There are hardly any," said the company. And indeed, it's a rare profile. But 'rare' does not mean 'unfindable'.

Because here's the crux: the more specialized the profile, the more important it becomes to think outside the box. A standard job posting on LinkedIn no longer works. You need to tell the story differently, through other channels, in another way.

The curious thing is: those highly educated specialists are often very active in their own networks. They share knowledge, discuss developments in their field, follow the latest trends. But they don't do that in the places where recruiters traditionally look.

It's not about finding a needle in a haystack. It's about understanding where the needles congregate. Because those specialists you're searching for? They have their own community, their own language, their own channels.

And sometimes that means you have to dare to deviate from what's 'normal' in recruitment. Because, ultimately, those 'unfindable' specialists are just people. People with a passion for their field, curious about new challenges. You just need to reach them in a way that resonates with their world - not with your own.

For that is the essence: it's not about how rare a profile is. It's about how you approach them.

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