The Future Is International: Key Insights from the Internationalization of the Dutch Labor Market Congress

In a recruitment atmosphere full of talent shortages, remote work, and expanding global markets many people are asking the question: How do we build strong, future-proof teams in a labor market that is rapidly changing and globalizing?

This is a question that affects all of us and requires an open dialogue to take place at all levels. At the 2025 Internationalization of the Dutch Labor Market Congress, hosted together with our partners at Werf&, a wonderful group of HR professionals, recruiters, policymakers, and labor market specialists gathered from across the country to take part in this open discussion.

Our Commercial Manager, Marjan Stoit, took the stage to share the insight and expertise that Undutchables has built up over the last three decades of working in an international market. She began with a simple, striking message: “Whoever wants to embrace the future, must embrace international talent.”

The future of the Dutch labor market is undeniably international and as far as we are concerned, embracing this reality is not just an opportunity, but a necessity.

Why Now? The Reality Behind the Talent Shortage

Marjan painted a picture that everyone in the room recognized instantly. The Netherlands is facing shortages across nearly every sector - healthcare, tech, logistics, customer support, engineering, hospitality, you name it. Companies are fighting over the same limited talent pools. And yet, she argued, the problem is not a lack of talent, “We don’t have a shortage of talent - we have a shortage of openness.”

While companies are busy fighting over the same limited talent pools, there are qualified professionals from all over the world looking for their next challenge. The market is also changing. Rapid technological innovations and economic movements demand new skills, fresh perspectives, and global experience. International professionals bring exactly that, plus the adaptability and motivation that come with starting a life and career abroad.

Thus, embracing international talent isn’t just a fix for shortages, it’s a strategic investment in creating future-proof organizations. Diversity fosters innovation. Global experience strengthens teams. And companies that bring in international talent unlock new ways of solving problems and entering new markets.

The Value International Talent Adds

Working with diverse job candidates is not just a trend to combat the tight labor market (although it helps with that as well). We have been saying it for ages but diversifying teams and looking outside the box for your next hire is a ticket for success.

There are several key reasons why internationals offer unique value to Dutch companies:

• Innovation through diversity – diverse teams simply produce better ideas. When you have a team full of individuals who think differently your projects will be analyzed from all the different angles. What happens then? New ideas are born and instead of getting stuck in old patterns, your team will be able to filter the feedback through all their unique lenses to arrive at the best possible solution that will resonate with the widest audience.
• Global perspectives – internationals challenge assumptions and broaden viewpoints. They think beyond local boundaries and traditions opening. Not only can this help your company expand your business into other areas of the world, but it also improves your local approach by bringing fresh ideas and ways of doing things that will update your strategies and make your brand stand out.
• Networks and experience from abroad – these professionals have worked and lived in other countries which gives them an edge when it comes to understanding and communicating with other markets. They know the people and customs and have an existing network in new areas that you can add to your portfolio. This is especially valuable for companies looking to expand globally.
• Immediate relief for shortages – internationals fill roles that remain open far too long. Companies often get stuck on vacancies that just seem unfillable. These endlessly open roles create money and success losses as well as increasing work pressure in the office and unsatisfied employees. Instead of being blinded and only looking where we have always looked for talent, expanding the search, both in mindset and geographically, can make a big difference.

The Untapped Power of International Talent

So instead of thinking in challenges let’s shift to opportunities. Hiring international professionals is not simply a “backup option, ” it’s a strategic advantage. This group is often available, motivated, skilled, and frequently already in our own backyard. When we talk about hiring international talent, it does not just mean those living abroad. In fact, there are many international professionals already living in the Netherlands and ready to put their experience to work. Some come for love, school, adventure, or any number of reasons, and decide to stay and build up their lives here. This group is an underutilized powerhouse of talent that brings together all the advantages of working with internationals, along with the benefits of a locally settled workforce. They are here and anxious to get their Dutch career going.

Where Things Still Go Wrong

But if internationals offer so much, and there is such a large group here and ready to work, then why are so many companies still struggling to attract them?

There are still some barriers that internationals regularly face in the Dutch labor market that can make it difficult for them to start their careers here.

1. Language barriers

Despite the international nature of many roles, countless vacancies are still posted exclusively in Dutch m even when Dutch isn't required to do the job.

We see it daily, many roles require Dutch ‘just because’ even when the position could be performed well without this skill. Companies often get stuck in their tried and true job descriptions which may not have been translated for an international (and non-Dutch speaking audience). When internationals don’t see the vacancy, or feel immediately disqualified by the language requirement, they don’t apply. And companies miss out on qualified talent.

Take it from Marjan, “It’s such a waste to recruit only in Dutch. "Hire for attitude and skills, train for language."

2. Cultural barriers

Ok, so now the job description has been adjusted and the talent pool has widened. Internationals may then feel welcome in the position, but company culture and expectations might be another story entirely. Meetings conducted entirely in Dutch, inside jokes, and unspoken norms can create invisible walls that newcomers struggle to navigate. When the company culture does not take the diverse needs of its team members into account it is hard to retain the great international talent that comes in.

As Marjan so clearly highlighted: “Talent goes where it feels wanted, not where it is tolerated.”

3. Bias toward foreign diplomas

Another barrier is the persistent undervaluing of foreign diplomas and international career paths. Too often, strong academic backgrounds or impressive global CVs are not recognized for their true worth within the Dutch market.

International CVs are often misunderstood and the achievements are not recognized, even when the career and education standards abroad may be just as high, or higher.

4. Slow hiring processes

Slow or overly complex recruitment processes stop internationals in their tracks. Applying and starting your career in a new country requires a lot of adjustment and learning new skills on the fly, and internationals are motivated and up to the task. However, when the process is unclear, slow, inflexible, or not inclusive, they move on. Like Marjan said: “Internationals don’t decline because the job isn’t right — but because the process isn’t right.”

5. Unwelcoming policies

And lastly, the level of invitation and ease that international professionals experience when starting to work in the Netherlands is a large factor in our ability as a country to benefit from this promising group of talented individuals. Back to Marjan’s comment about talent going where it is wanted, not just where it is tolerated - the policies and support that are in place at both a country level and a company level, send a clear message about how much we are ‘tolerating’ versus embracing.

What Happens When We Close the Door?

While we have been raving about the benefits of hiring international talent, we know there is a challenging side as well. Policies need to be adjusted both internally and nationally, extra care and attention are necessary to help people settle into a new culture, and change requires time, effort, and maintaining an open discussion to find the best solutions.

Some would argue that the effort needed does not lead to a valuable enough return on investment and that it would be better to bring our focus back to within our own borders.

But what happens when we close the door? Companies miss out on innovation. Teams become less resilient and creative because they remain too homogeneous. Vacancies stay open longer than necessary (losing money by the day). Businesses miss out on growth opportunities in international markets. The list goes on.

The bottom line is that avoiding internationalization is not harmless, it’s costly in more ways than one.

So What Can Companies Do Differently?

At Undutchables we know the power of hiring international talent and we believe that every company can benefit by adding this component to their hiring strategy. While change does not happen overnight here are some clear, practical adjustments that companies can start implementing today:

Attracting internationals

Making sure that your brand stands out to an international audience is the first step to building your global team.

• Write vacancies in English by default - if Dutch is not needed leave it out
• Adopt skills-based hiring
• Strengthen international & inclusive employer branding
• Ensure a fast, clear, transparent hiring process

Supporting onboarding & integration

“Onboarding is not a moment - it’s a mindset.” Developing support that goes beyond task-based training will have a large positive impact on the experience of your international team members as they settle in.

• Provide strong guidance at work and for life outside of work during the onboarding process
• Assist with relocation and give practical support
• Introduce the Dutch language and culture in a supportive way to help with integration
• Put buddy systems, employee resource groups, and mentoring/reverse-mentoring to good work

Helping internationals stay

Of course, once you have these talents in your team you don’t want to lose them. If you have done your job in the hiring and onboarding phase you are already a step ahead but there is more you can do to increase retention.

• Foster a culture of belonging that helps team members integrate into Dutch culture but also share and celebrate their own
• Provide clear growth paths that lead to long-term trust and collaboration
• Ensure psychological safety
• Listen to feedback
• Offer support for partners and families - a frequently overlooked piece, but a major factor for retention success

Let International Talent Shine

To finish off her message at the event Marjan encouraged companies to think strategically and truly create space for their talent to shine. Internationals add the most value when organizations leverage what makes them unique - their global experience, their fresh perspectives, their creative approaches, and their understanding of international customers and markets.

Doing this will not only create company success, but will increase employee engagement and satisfaction and open up new opportunities for learning and growth.

A Call to Action

What started as a statement, we now offer as a challenge - “If you want to embrace the future, embrace international talent.”

Dare to:

• Recruit differently
• Communicate and advertise in English
• Break the culture barriers
• Think internationally

The Dutch labor market is already international and will only keep growing. So, let’s keep the conversation open and see internalization for the opportunities it brings, not just the challenges it poses. When we do this it opens the door for innovation, collaboration, creative solutions and overall an exciting, successful, and future-focused way of working.