Optimize Your CV for Netherlands Jobs

Dutch CVs (curriculum vitae or sollicitatiebrief) follow European conventions: • 1–2 pages is standard; academic/research roles may run longer • A professional photo is common and generally expected in the Netherlands • Personal details: name, city, phone, email, LinkedIn — no gender, religion, or BSN • Begin with a professional profile or motivation paragraph • Education: list Dutch MBO/HBO/WO or international equivalents explicitly • Language skills section is important — Dutch and English proficiency levels (B2/C1) should be stated • Mention 30% ruling eligibility if applicable for highly skilled migrant roles

ATS systems in the Netherlands (Workday, SAP SuccessFactors, Recruitee, Greenhouse) screen for: • Technical keywords specific to Dutch industries: semiconductor (ASML, NXP), logistics (DHL, DP World), energy (Shell, SBM), fintech (ING, ABN AMRO) • Language skills — Dutch (NT2 or native) is a filter for many local employer roles; English is sufficient for internationals • Knowledge Worker Visa / Highly Skilled Migrant programme keywords for sponsored roles • EU working rights or sponsored status clearly stated • Industry certifications relevant to Dutch regulatory bodies (AFM for finance, NVWA for food/pharma)

1. State Dutch or EU work authorisation (or HSM eligibility) clearly in your header or profile 2. Include a LinkedIn URL — Dutch recruiters check LinkedIn more than most European markets 3. Quantify impact in EUR and reference Dutch/EU market context where possible 4. For tech roles in Eindhoven (ASML, NXP, Philips), emphasise semiconductor, hardware, or EUV keywords 5. For Amsterdam finance/fintech, include GDPR, AFM compliance, or PSD2 keywords 6. Mention Dutch language proficiency level explicitly — even A2 is noted positively by some employers

• No photo when applying to Dutch companies — local norms expect one even if international norms don't • Not stating work authorisation — for a market heavily reliant on expat talent, this is the first thing recruiters check • Missing Dutch language level — even "Dutch: A1 (learning)" shows cultural awareness • No LinkedIn profile URL — Dutch recruitment culture is LinkedIn-first • Omitting Highly Skilled Migrant or 30% ruling context if applicable — these are financial benefits to the employer • Using only a US or UK format without adapting to European 2-page CV expectations