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Nick van der Dussen on New Business Radio: Why International Talent Needs More Than a Job Offer
Our General Manager, Nick van der Dussen, recently joined Glenn van der Burg on New Business Radio LIVE! to discuss how working with international talent is a strategic opportunity for companies looking to build stronger, more innovative, and future-proof teams. But it takes more than just a job offer to retain and support international talent and lead to long-term collaboration and successful business growth.
During the live radio conversation, Nick shared insights on the benefits of hiring international professionals, as well as the important work employers need to do after the contract is signed. Because while many organizations are recognizing the advantages of building international teams, the importance of staying attentive and putting in the retention work after a new colleague joins the team is often underestimated.
To listen to the full original interview in Dutch click here, or continue reading below for the highlights in English.
International talent is already part of the solution
In a labor market where many sectors continue to face shortages, international professionals bring valuable skills, experience, and fresh perspectives. They help companies connect with new markets, support international customers, strengthen multilingual teams, and approach challenges from different angles.
But hiring internationally should not be seen as simply “adding capacity.” It requires intention.
A successful international hire is not just about finding someone with the right skills, it’s about creating the right environment for that person to contribute, connect, and grow.
This is something Nick emphasized during the radio discussion. Employers need to think beyond the job opening and ask themselves: what happens once this person starts? How do we make sure they truly feel part of the organization? Because as Nick mentioned, “It’s not just the responsibility of the international employee to adapt—the organization also needs to make an effort.”
The small things make a big difference
One of the most relatable examples from the discussion was the everyday reality of company culture.
Imagine hiring a German- or French-speaking colleague into a team where everyone else speaks Dutch. The role itself may be perfectly suited for an international professional. The official working language may even be English. But then lunchtime comes around, everyone switches back to Dutch, and the new colleague is suddenly left out of the conversation.
As Nick explained during the interview, that can quickly lead to someone feeling socially excluded.
This isn’t about asking Dutch teams to completely change who they are. It’s about awareness. If a company wants international talent to succeed, it needs to look at the full employee experience: internal communication, team habits, onboarding, social interactions, and the unwritten rules that long-standing employees may not even notice anymore.
Sometimes inclusion starts with something as simple as switching languages during lunch, explaining cultural context, or making sure a new colleague knows who to turn to with questions.
From recruitment to retention
At Undutchables, we’ve seen for many years that international recruitment works best when approached as a long-term strategy. Finding talent is only one part of the process, retaining that talent is where companies can truly stand out. As Nick said, “If you don’t properly guide international employees from the start, there’s a risk they disengage or leave sooner than expected.”
That means employers should think carefully about:
Clear communication
Be transparent about the role, expectations, language requirements, and company culture from the start.
Realistic job requirements
Analyze whether Dutch is truly necessary for the position, or if it’s simply been listed as a requirement out of habit.
Thoughtful onboarding
Help new employees understand not only their responsibilities, but also how the organization communicates, collaborates, and makes decisions.
Inclusive team habits
Create space for international employees to fully participate, both professionally and socially.
Support beyond day one
International employees may also need support when it comes to navigating housing, paperwork, relocation, family adjustments, and a new cultural environment. Often helping employees adjust to their life, not just their work, in the Netherlands makes a big difference in whether they will stay for the long run or not. One of the largest factors in supporting international hires is also making sure that their partner and children are supported and feel happy integrating into their life in a new country. If an employee's family feels settled they are more likely to establish themselves and stay longer.
A stronger future is an international one
The Dutch labor market is not becoming less international, if anything, the opposite is true. Companies that want to remain competitive will need to look beyond familiar talent pools and build teams that reflect the global reality they operate in.
International professionals bring more than language skills. They bring resilience, adaptability, market knowledge, cultural insight, and new ways of thinking. But to truly benefit from that value, employers need to ensure international colleagues feel not just hired, but welcomed.
That was the central message of Nick’s conversation on New Business Radio: hiring international talent can be a powerful solution to labor shortages, as well as a great strategic choice for building strong teams, but only when organizations are willing to create the right conditions for success.
Curious how international talent could strengthen your team? Get in touch with our team and let’s explore the possibilities together.
Undutchables
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