Is Your Recruitment Process International-Friendly?
Although the Dutch labour market is no longer as tight as it was a few years ago, many employers continue to face recruitment challenges. In 2025, according to UWV Labour Market Research, 58% of employers reported difficulties related to labour shortages and nearly half of all vacancies were considered difficult to fill, particularly in roles requiring technical expertise or specialised knowledge.
As a result, to help address persistent labour shortages, organisations are increasingly trying to reach a broader pool of candidates. International professionals can provide valuable expertise, particularly in sectors where specialised skills remain difficult to find.
However, attracting international candidates requires more than simply publishing vacancies in English. Recruitment processes that work well for locals may not always translate as smoothly for international applicants, which can unintentionally limit the reach of organisations looking to expand their talent pool.
Fortunately, a few practical adjustments can help organisations create a more accessible and internationally friendly recruitment experience.
5 Ways to Make Your Hiring Process More International-Friendly
1. Use Clear and Inclusive Language in Job Vacancies
Creating a more international-friendly recruitment process often starts with the vacancy itself. For many international professionals, a job advertisement is their first interaction with an organisation, making clarity and accessibility essential. Vacancies that contain complex language, unexplained acronyms, or terminology that is specific to the Dutch labour market can make it more difficult for candidates to understand what is expected of them. Using clear and accessible English helps ensure that applicants can understand fully the role and their suitability for it rather than interpreting the language of the vacancy.
Language requirements also deserve careful consideration. While Dutch proficiency is essential in some positions, it may not be necessary for every role. Including Dutch as a default requirement can unintentionally exclude qualified candidates who possess the skills, knowledge and experience needed. By clearly distinguishing between essential and preferred language skills, organisations can attract a broader and more diverse talent pool while still ensuring that candidates understand the expectations of the position.
2. Be Transparent About Visa Sponsorship and Relocation Support
While employers may assume that practical matters can be discussed later in the recruitment process, international candidates often need this information before deciding whether to apply. Questions about visa sponsorship, relocation support, and eligibility requirements can significantly influence an applicant's decision to pursue a role. When these details are not clearly addressed, candidates may be left uncertain about their chances of success and opt not to apply at all. By providing clear and transparent information from the beginning, organisations can reduce unnecessary barriers and demonstrate that they are prepared to welcome international talent. In many cases, even a short sentence outlining sponsorship possibilities or available support can make a meaningful difference.
3. Advertise Vacancies Through International-Friendly Channels
Creating an international-friendly vacancy is only effective if internationals can find it. Many job seekers do not focus their search on general Dutch recruitment platforms, where vacancies requiring Dutch language skills are often the norm; they rely instead on specialised channels, such as Welcome to NL, Work in South Holland, that highlight opportunities accessible to non-Dutch speakers and that are oriented to international candidates.
As a result, vacancies that are suitable for international professionals may remain largely invisible if they are not promoted through channels specifically aimed at this audience. By ensuring that relevant vacancies are shared on international-focused platforms, employers can significantly increase their visibility among qualified candidates and improve their chances of reaching the talent they are hoping to attract.
4. Avoid Cultural and Educational Unconscious Bias in Interviews
A successful interview process should enable candidates to demonstrate their abilities as effectively as possible. For international applicants, cultural differences can sometimes influence how they communicate, respond to questions, or describe their achievements. Behaviours that are interpreted as confidence, initiative, or professionalism in one culture may be perceived differently in another. Similarly, approaches to self-promotion, directness, or interactions with senior colleagues can vary depending on a candidate's cultural and professional background.
Interview decisions can also be influenced by assumptions about a candidate's qualifications or career trajectory. Professionals with advanced degrees or extensive experience are sometimes perceived as overqualified for certain positions and may therefore be overlooked completely. At the same time, these candidates face barriers when applying for more senior roles due to factors such as limited Dutch language skills or a lack of experience in the Dutch labour market. As a result, employers risk missing out on talented candidates whose circumstances or career goals make them genuinely interested in opportunities that may not appear to match their profile at first glance. Taking the time to explore a candidate's motivations during an interview, rather than relying solely on assumptions based on their CV, can help organisations access a broader pool of qualified talent.
5. Think Beyond Recruitment
Recruitment and retention are closely linked. While attracting international professionals is important, their long-term success often depends on the support they receive after joining an organisation. For many international employees, starting a new role also means adapting to a new country, culture, and social environment.
A strong onboarding process can help employees settle in more quickly and feel confident in their new surroundings. Initiatives such as buddy systems, mentoring programmes, and opportunities to build social connections can further support integration and foster a sense of belonging and through our Employer Partnership Programme, we can help organisations doing exactly that. Creating an inclusive workplace culture is equally important, as employees who feel welcomed and valued are more likely to remain engaged and committed to the organisation.
Employers may also benefit from considering the broader needs of relocating professionals. Support for partners and family members can make a significant difference to an employee's overall experience and decision to stay. By engaging with the Leiden International Centre network, making use of the available services, and introducing new hires to the support on offer, organisations can demonstrate their commitment to international employees and position themselves as an international-friendly employer.
Key Takeaways
Building an international-friendly recruitment process is often about making small but intentional changes. Clear communication, transparent expectations, and an inclusive approach can help talented professionals feel welcome from their very first interaction with an organisation. While each adjustment may seem minor on its own, together they can have a significant impact on attracting and retaining international talent. Ultimately, organisations that invest in creating a positive experience for international candidates are better positioned to build diverse, skilled, and innovative teams for the future.