How to attract and recruit Dutch-speaking candidates?

To create a strong hiring strategy for 2025, it’s important to understand not only what your company needs but also what matters to the candidates you want to hire. Today’s job seekers are looking for more than just a salary—they want to work for companies that align with their values, offer growth opportunities, and have a positive work culture.

In this article, we’ll share practical tips to help your organization stand out, along with useful insights into the Dutch job market, work culture, and what candidates expect.

This newsletter is a summary of a webinar hosted with Réka Kothencz and Maryna Sobolyeva on HRtalks by europelanguagejobs.com.

Watch the whole episode here: https://www.dhirubhai.net/events/howtoattract-recruitandretaindu7185969929609748480/theater/

The low unemployment rate and very high salaries in the Netherlands explain why the Dutch are not very eager to leave their country.

HOWEVER, the highest unemployment rate (8%) is noted among young people aged 15-25. They are the perfect candidates for entry-level jobs abroad.

So, what about the students and young graduates?

Dutch education system is known from its exceptional ways to prepare students to enter the job market. As early as in middle/high school, they learn how to really get to know themselves via personality tests and individual sessions with career coaches. Moreover, people as young as 14-15 years old are encouraged to start working summer or weekend jobs.

All that not only creates a sense of independence and entrepreneurship, but also a work-oriented mindset. Those who attend universities in the Netherlands are focused on both practical and transferrable skills such as teamwork, critical thinking, problem-solving, adaptability and communication.

Are internships an opportunity for you?

Almost all students learn via practice - they are required to do internships while still at university. Dutch Universities build partnerships with companies based in the Netherlands which can provide internship opportunities for the students. Very often, interns stay in these companies as full-time employers. Many students of the top universities are approached by local companies, which offer them well-paid jobs before they even graduate.

That is why, at Europe Language Jobs, we partner with universities from all around Europe - to make sure that we are one of the sources where students can find internship offers, which can later transform into full-time jobs. We want to make sure they know about the possibilities of working abroad.

BONUS TIP

The concept of a GAP YEAR has gained popularity in the recent years. Students take a break and spend their time travelling or working abroad. That creates an opportunity for you to advertise your internships and entry-level jobs as gap year activities!

Before you start:

• reflect on what your company is currently doing to improve the employee experience
• review your HR and EB strategy
• keep up to date with modern HR trends and adapt accordingly
• understand your target candidates and what they are looking for

Figure out what your candidate is looking for:

• if they move to your country because THEY WANT TO DEVELOP THEIR CAREER AND EARN MORE - your job ad and hiring strategy should revolve around that
• if they move because THEY WANT A LIFESTYLE CHANGE - your job offer, hiring strategy and EB should highlight the benefits of living in your country

Be transparent

Job offers that include salaries convert better than those that don’t include them.

Job offers that include salaries and attractive benefits convert even better.

Salary

If your company cannot offer a salary as high as Dutch companies, but also life in your country is cheaper than in the Netherlands - explain that.

‘Salary adjusted to costs of living’ or a sentence or two about your country/city, the benefits of moving there and costs of living is enough.

A 1000 EUROS IN ITALY IS WORTH MUCH MORE THAN A 1000 EUROS IN SWITZERLAND!

Seems obvious? What may be obvious to us may not be obvious to the candidates.

Salary is not a benefit.

‘300 SUNNY DAYS PER YEAR’ is not a benefit.

‘WE HELP YOU USE THE 300 SUNNY DAYS PER YEAR TO THE FULLEST. JOIN OUR AFTER-WORK ACTIVITIES AND CLUBS’ is a benefit!

Employer branding

Make sure your company has an established online presence. Update your social media profiles - make it look real, try to stand out. Show your work culture, your employees and initiatives.

Don’t post on social media only to get viral. Post on social media to look REAL to the candidates. Make them trust you because believe us - the first thing young candidates do is to check the companies they apply for online.

Creating a strong hiring strategy takes time, dedication, and a willingness to adapt and change. There’s no quick fix—successful hiring is a process that builds on consistent efforts to understand candidates and refine your approach. Trial and error. We encourage you to try out our tips! Track your progress, and don’t hesitate to adjust based on what works best for attracting the talent you want.

We’d love to hear about your experience! Let us know which strategies made the biggest impact for you and any insights you gained along the way.

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