As an employer, you build a reputation among international talent by offering a predictable recruitment process, being transparent about conditions such as visas and salary, and staying visible after the offer with practical onboarding and support. This shows that you keep your promises and that you take your international colleagues seriously.
This is especially effective with Highly Skilled Migrants, because they experience more risk when moving to the Netherlands and therefore choose employers more quickly who can demonstrably provide clarity and have compliance in order.
Below you’ll find the key questions international candidates ask and how to answer them convincingly.
What does employer branding mean for international talent?
Employer branding for international talent means presenting a recognizable and trustworthy picture of what it’s like to work at your company and relocate to the Netherlands. For Highly Skilled Migrants, it’s not only about culture and career, but also about predictability around immigration, relocation, and practical getting-started matters.
International candidates often judge your reputation based on signals you may underestimate, such as the speed of communication, consistency between the job posting and the offer, and how you handle uncertainties. Your employer brand is therefore shaped by what you promise and what you then deliver.
- Clarity about the role, team, growth path, and expectations in the first 90 days
- Reliability in process and commitments, including timelines and documentation
- Support with moving and settling in, without vague promises
- Compliance as part of professionalism, not an afterthought
How do you make your recruitment process attractive and predictable for international candidates?
You make your recruitment process attractive and predictable by standardizing each step, making timelines explicit, and proactively informing international candidates about what they need to provide and when. Highly Skilled Migrants often drop out due to lack of clarity, not content, because uncertainty directly affects relocation planning.
Make the process concrete and repeatable, so every candidate experiences the same quality, regardless of the recruiter or hiring manager.
- Publish a clear process: number of rounds, who is involved, and the lead time per step
- Plan ahead: offer interview slots across multiple time zones and communicate response times
- Use one checklist for documents, references, and contract terms
- Make the offer “complete”: add a relocation and immigration summary in plain language
- Provide a single point of contact for practical questions, so candidates don’t get lost
Also pay attention to consistency: if you promise flexibility or support in the job posting, make sure it shows up in the process—for example, through a clear relocation plan or a dedicated contact person.
What information do highly skilled migrants expect about visas, salary, and relocation?
Highly skilled migrants expect clear information upfront about the residence permit process via the highly skilled migrant scheme, the associated salary requirements, and what you do and do not arrange regarding relocation. For Highly Skilled Migrants, this information determines whether a move is feasible, because it affects timing, family planning, and financial security.
Be specific, but add nuance where outcomes depend on personal circumstances, nationality, or municipality.
- Visa and procedure: explain that the employer applies for a residence permit with the IND under the highly skilled migrant route, and that applications from recognized sponsors are generally processed faster and are often completed within a few weeks
- Entry to the Netherlands: make clear that earlier entry is sometimes possible for nationalities that are not subject to an MVV requirement, but that this depends on nationality and the chosen planning
- Collecting the residence document: mention that the residence permit is generally granted in advance and that, after arrival, the employee collects the residence document from the IND
- Salary thresholds: list all relevant categories and indicate which one applies
As of 1 January 2026, the following IND thresholds apply: highly skilled migrant ≥ 30 years: € 5,942, highly skilled migrant < 30 years: € 4,357, orientation year scheme: € 3,122. Which threshold applies depends on the employee’s category and situation.
For relocation, candidates usually expect clarity about housing, temporary accommodation, reimbursement of costs, help with registration, and practical matters such as a bank account and health insurance. Avoid absolute promises if availability depends on the local market or municipal procedures.
How do you build trust after the offer with onboarding and support?
You build trust after the offer by providing structure immediately: a fixed plan, one point of contact, and concrete help with the first administrative steps in the Netherlands. For Highly Skilled Migrants, the period between signing and the first working day is when doubts arise, so fast, practical support prevents drop-off.
Make onboarding not only “work onboarding,” but also “country onboarding.” Think of a 30-60-90-day plan that covers both work and settling in.
- Preboarding: welcome email with timeline, document checklist, and who is responsible for what
- First week: support with appointments that need to happen soon after arrival, such as BRP registration and collecting the residence document, noting that the order can differ by municipality and situation
- Practical certainty: explain that anyone who lives or works in the Netherlands generally must take out Dutch health insurance within four months
- A smooth start at work: laptop, accounts, buddy, and clear expectations about output and collaboration
- Family and wellbeing: information about schools, partner support, and local orientation, without pretending everything is “always” arranged quickly
Your reputation grows when candidates notice that you remain reachable even after signing and that commitments don’t shift without explanation.
How All About Expats helps build your reputation among international talent,
We help strengthen your reputation with Highly Skilled Migrants by organizing the highly skilled migrant process and the associated employer responsibilities in a predictable and compliant way, with one clear approach for immigration, payroll, and practical settlement. As a result, candidates experience less uncertainty and see that you take commitments and timelines seriously.
Specifically, we support you with, among other things:
- Immigration via the highly skilled migrant route as a recognized sponsor, including guidance on documentation and planning
- Clear communication to the candidate about steps such as the MVV, entry to the Netherlands, and collecting the residence document
- Employer obligations that come with recognized sponsorship, such as notification obligations, information obligations, record-keeping obligations, and duty of care
- Relocation and onboarding support so the first weeks in the Netherlands are practical and calm
If you’d like to discuss your process or hiring international professionals via the highly skilled migrant scheme, get in touch via contact us or view our approach to immigration for employers.
