Write for the person on the other side
A job advert is often a candidate’s first conversation with your company. Explain what a normal day looks like, who the person will work with and why Dutch is needed. Specific, plain language makes the role easier to understand than a collection of slogans. Separate essential requirements from skills someone can learn.
Make language and location unambiguous
State the required Dutch level and the English level used by the team. Explain whether work is on site, hybrid or remote, and what location restrictions apply. Remote does not automatically mean someone can work from any country. If relocation support exists, describe what it includes and the conditions instead of simply writing “package available”.
Respect the candidate’s time
Use screening questions that genuinely relate to the role. Tell applicants what the next steps are, who their contact will be and what information you need. Share salary and contract details as clearly as your organisation permits, and do not present a variable bonus as guaranteed income. Clear expectations help both sides make a better decision.
Keep the welcome going after the advert
A warm recruitment experience continues with timely updates and a thoughtful introduction to the team. On Dutchyssey, employers can choose platform applications or their own website. Platform applications include the candidate’s stored CV and screening answers; the Messages inbox keeps follow-up conversations together. If you edit a published vacancy, it returns to team review—plan important changes accordingly.
