You make your job posting attractive to international candidates by being immediately clear about the work, the salary range, the language, and the team, and by explicitly mentioning practical support around relocation and immigration. This reduces uncertainty and shows that you have the process well organized, which builds trust with Highly Skilled Migrants.
This works especially well when your vacancy not only describes “what” the job is, but also “how” someone becomes successful in the role and “what” you arrange around arrival in the Netherlands. For candidates from abroad, transparency and predictability often matter more than polished marketing language.
Below you’ll find concrete guidelines per question for copy, terms, process, and compliance information.
What makes a job posting attractive to international candidates?
A job posting becomes attractive to international candidates when you quickly provide clarity on the role, impact, salary range, location, language, contract type, and relocation support. International professionals weigh risk and practical feasibility, so a vacancy that removes uncertainty and makes expectations concrete will attract the right Highly Skilled Migrants faster.
Focus on three things: content, certainty, and guidance. Content means a sharp role description with realistic must-haves. Certainty means transparency about terms and process. Guidance means showing that you have experience onboarding people who do not yet live in the Netherlands.
- Make the role tangible: projects, tech stack, stakeholders, success criteria after 30, 60, and 90 days.
- Be transparent: salary range, hybrid options, work location, working hours, contract duration.
- Remove barriers: relocation support, visa and residence permit support, flexibility on start date.
- Write inclusively: avoid local abbreviations without explanation and “Dutch required” if it’s not truly necessary.
How do you write a job description that works well internationally?
A job description that works well internationally uses simple language, avoids local jargon, and puts the most important information at the top in a scannable format. You help international candidates by explaining terms, separating hard requirements from preferences, and stating directly which language is used for the work and collaboration.
Use a fixed structure that candidates recognize, especially when they are applying from abroad and want to quickly assess whether the move is feasible.
- Summary at the top: job title, location, hybrid, salary range, language, indicative start date.
- About the role: purpose of the position and 3 to 6 core responsibilities.
- Must-haves vs. nice-to-haves: prevent strong candidates from dropping out due to an overly long requirements list.
- Team and ways of working: size, seniority, tooling, collaboration cadence.
- Practical: contract, hours, leave, support with relocation and administration.
Write job titles and skills in internationally recognized terms as well. “Software Engineer Java” often works better than an internal title. And if Dutch isn’t required, say for example: Working language: English, and explain where Dutch does come up, such as in customer contact or safety instructions.
Which employment terms and support do international candidates expect?
International candidates expect clear employment terms and concrete support with settling in, such as help with housing, registration, health insurance, and partner support. For Highly Skilled Migrants, it’s not only the gross salary that matters, but also predictable net outcomes, travel expenses, leave, and practical help upon arrival and during the first months.
Make terms comparable and concrete. Avoid vague promises like “market competitive” and instead state what someone actually gets and when.
- Salary range and growth path: including review frequency and criteria for increases.
- Relocation package: temporary accommodation, realtor support, reimbursement of moving or flight costs if you offer that.
- Administrative guidance: appointments for municipal registration, BSN, bank, health insurance.
- Family and partner: support with school orientation or partner advice if available.
- Work practicalities: laptop, home office budget, travel allowance, hybrid policy, on-call arrangements.
Also be honest about scarcity, especially in housing. Candidates appreciate it when you explain what you can and cannot arrange and what a realistic timeline looks like.
How do you make your application process accessible for candidates from abroad?
You make the application process accessible by keeping it short, predictable, and time zone-friendly, with clear steps and fast feedback. International candidates often drop out when timelines are long, assessments are unclear, or there are multiple rounds without a plan—especially if they still need to relocate as Highly Skilled Migrants.
So, set the ground rules upfront in the vacancy or in the first email after someone applies.
- Publish the process: number of rounds, who they will speak with, and an indication of the total timeline.
- Schedule smartly: offer time slots across multiple time zones and bundle interviews where possible.
- Keep assessments relevant: a short case that resembles the real work, with clear evaluation criteria.
- Provide quick updates: even if there’s no decision yet, so candidates aren’t left in the dark.
- Keep documentation simple: accept English CVs and diplomas; request additional documents only later in the process.
A useful extra step is a short 15-minute intake call where you immediately check relocation feasibility: start date, location, language, and whether someone is already in the Netherlands or still needs to move.
What immigration and compliance information should you mention in the job posting?
In the job posting, include only immigration and compliance information that helps candidates quickly assess whether sponsorship is possible and what they can expect. State whether you support the Highly Skilled Migrant route, whether a recognized sponsor is involved, and that salary and contract must meet IND requirements. Keep it factual and without guarantees.
In practice, a short, clear section can prevent many questions without going into legal detail.
- Sponsorship: “We support applications under the Dutch Highly Skilled Migrant program” or “Sponsorship available for eligible candidates”.
- Who does what: indicate whether the employer is a recognized sponsor themselves or whether this is handled via a partner.
- Timeline nuance: applications submitted by recognized sponsors are generally processed faster and often completed within a few weeks, but this varies by situation.
- Travel nuance: whether someone can travel before completion depends on nationality and MVV requirements.
If you mention salary thresholds, do so in full and with the date, so you don’t create incorrect expectations. 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. Also note that the correct threshold depends on the category and personal situation.
Note that the Highly Skilled Migrant route is a residence permit via the IND. A GVVA is a different route. If you are targeting Highly Skilled Migrants, keep your text focused on the Highly Skilled Migrant scheme and avoid confusion.
How All About Expats helps with international recruitment and immigration
We help you improve conversion on international vacancies and organize the Highly Skilled Migrant route in a practical, compliant way—from application to arrival. This means you have a single point of contact for immigration, employment, and payroll, plus guidance on the steps Highly Skilled Migrants need to arrange after arrival.
Specifically, we can support you with:
- Immigration for employers: guidance with the residence permit application via the Highly Skilled Migrant scheme and compliance with obligations as a recognized sponsor, where applicable. See immigration for employers.
- Practical coordination: realistic planning around the start date, MVV requirements, and post-arrival steps such as collecting IND documents and municipal registration.
- Fast intake: mapping whether a candidate and role fit within the requirements, so you have less drop-off at a late stage.
Would you like to discuss a job description or the feasibility of sponsorship for a specific candidate? Get in touch via our contact form.
