Job interviews in the Netherlands in 2026 are more competitive and more structured than before. Employers still assess technical fit, but interviews increasingly evaluate how candidates communicate, reason, and collaborate. Whether your interview takes place in English or Dutch, these expectations now play a central role in hiring decisions.
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The Dutch job market in 2026 is tighter, more selective, and more deliberate than it was just a few years ago. Employers are hiring, but they are investing more time upfront to reduce the risk of poor hires.
As a result, job interviews have changed. They are no longer just a confirmation of qualifications, but a structured evaluation of how candidates operate in real working environments.
Whether your interview takes place in English or Dutch, the underlying expectations are largely the same. Employers assess how clearly you think, explain, and interact. For many candidates, this means performing well in both languages—English for international communication and Dutch for integration, collaboration, or client-facing situations.
This article explains:
This article is relevant if you:
You do not need to be actively focused on language improvement to benefit. Many candidates only realise communication and language are being assessed once interviews begin.
There are more qualified candidates per role than before. Employers compare not just experience, but how clearly candidates explain themselves and their relevance for the job. Being “good enough” rarely stands out.
Demand remains strongest in:
Interview expectations in these sectors are typically high, regardless of interview language.
Recruiters want clear answers to practical questions:
These answers must be structured, concise, and credible—often delivered under time pressure.
Referrals, conversations, and visibility still matter more than volume. Informal conversations increasingly act as pre-interviews and may take place in English or Dutch.
In many professional roles, English is assumed in interviews. Candidates are expected to explain their experience clearly and participate in discussion. In practice, this usually means at least B1–B2 level English, with higher expectations in business, technical, and client-facing roles.
At the same time, many employers now explicitly require Dutch at B1 level, even when English is used day to day. This is common in client-facing roles, public or semi-public organisations, regulated sectors, and mixed Dutch–international teams.
B1 Dutch signals functional independence rather than fluency. Candidates without it often face a narrower interview pool.
Customisation is expected—not just in content, but in tone and precision. This applies equally to spoken answers during interviews.
Successful candidates apply selectively and prepare deliberately. Interviews reward structured thinking, not emotional momentum.
Technical competence determines eligibility. Communication, collaboration, and adaptability are assessed directly or indirectly in nearly every interview.
By 2026, employers generally assume candidates meet the technical baseline. Interviews are increasingly used to assess how candidates work in real conditions, often across more than one working language.
Employers look for candidates who can:
Unclear communication is viewed as a practical risk, not a minor weakness.
As routine tasks are automated, interviews focus on reasoning. Candidates are asked to explain decisions, reflect on mistakes, and work through scenarios clearly and logically.
Most roles involve cross-functional teams. Interviews assess how candidates listen, respond, and disagree. These behaviours are inseparable from communication skills.
Employers expect roles to evolve. Candidates are asked how they handle change, learning curves, and uncertainty. Clear explanation matters more than perfect answers.
“Cultural fit” refers to working style: how candidates communicate under pressure, receive feedback, and contribute to team dynamics. According to Nationale Vacaturebank, mismatches in these areas remain a major reason for unsuccessful hires.
In 2026:
Candidates who prepare only for what they say often underestimate how they are evaluated. Those who prepare for communication tend to perform more consistently across interviews, probation, and day-to-day work. That overlap reflects how hiring in the Netherlands actually works today.
Are you preparing for job interviews in the Netherlands? Our Job Interview Coaching in English helps professionals prepare clearly and confidently for interviews conducted in English or bilingual settings.
"Job Interviews in the Netherlands in 2026" was written by Brenda de Jong-Pauley, MA, Director, The English Center. Brenda is an American expat who's lived in Amstelveen since 2009.
