Relocation and global hiring - a data-driven ROI perspective

In today’s talent market, companies in the Netherlands face a pivotal question: should you hire locally or expand your search globally? While local hiring may seem faster and more cost-effective, global hiring and relocation can provide a strategic advantage by shortening hiring timelines for specialized roles, reducing long-term costs, and delivering significant ROI through unique expertise and revenue growth.

Relocation is often seen as an additional cost to recruitment budgets, but it’s an investment in talent that amplifies your organization’s capabilities. Here’s how to align hiring strategies with business goals and unlock the full potential of global talent.

The hiring timeline factor - Local vs. EU vs. Non-EU talent

Local talent

Hiring Dutch residents is typically the fastest route, averaging 30 - 60 days from job posting to onboarding. Familiarity with local regulations and cultural alignment simplifies the process. However, for highly specialized roles, the limited talent pool can cause significant delays, making a broader search necessary.

EU talent

Expanding to the EU widens the talent pool, with hiring processes averaging 45 - 60 days. Freedom-of-movement laws simplify compliance, and EU candidates often bring diverse skills and market knowledge. However, onboarding may require additional effort for cultural integration, and the hiring team needs to be prepared for this adjustment.

Non-EU talent

Hiring globally for specialized roles often averages 60–90 days, with visa applications being the main factor. Programs like the Netherlands’ Highly Skilled Migrant (HSM) visa help streamline the process. For roles requiring advanced expertise, non-EU hiring can reduce project timelines by 20–30%, offsetting the initial investment in relocation and visa sponsorship.

Relocation as a strategic investment

While relocation might seem like a budgetary burden, it creates significant long-term value:

o   Shortened time to hire - For niche roles, a global search often outpaces local hiring. The broader talent pool means you can find the right candidate faster, keeping critical projects on schedule.

o   Lower long-term costs -  Although relocation has upfront expenses, these are offset by avoiding repeated hiring cycles and retaining talent longer. Relocated employees often stay with organizations that invest in their transition.

o   Revenue growth and market expansion - Relocated employees bring specialized expertise and fresh perspectives, enabling innovations and improved strategies. For sales and marketing roles, EU hires deliver regional market familiarity, while non-EU hires often bring unique technical expertise or experience in emerging markets.

Example

A relocated tech specialist may onboard 30 days later than local hires but reduces project delays, enabling faster product launches and higher revenue.

An EU marketing hire can boost campaign effectiveness, leveraging their knowledge of cross-border consumer behaviors.

Relocation as a catalyst for team growth

Relocation doesn’t just add expertise to your organization—it enhances the team as a whole. Relocated professionals bring diverse ideas and global insights, raising the bar for collaboration, innovation, and performance. They also mentor existing employees, creating a ripple effect of skill enhancement across your organization.

Leveraging data to optimize hiring strategies

Data is critical to making informed hiring decisions. By tracking timelines and costs per role, you can identify where global sourcing and relocation offer the greatest ROI.

Technology and Innovation Roles - Non-EU talent excels in these areas, often delivering groundbreaking results.

Sales and Marketing Roles - EU hires bring regional expertise that drives revenue while minimizing onboarding costs.

Key takeaways

o   Local Hiring: Fast and cost-efficient for general roles but limited for niche expertise.

o   EU Hiring: Balanced timelines and diversity, ideal for growth roles in sales and marketing.

o   Non-EU Hiring: Best for high-impact innovation and technology roles, offering long-term value despite longer initial timelines.

Next steps for employers

Analyse Your Hiring Data - Map timelines and costs by role to identify where global hiring offers the highest ROI.

Evaluate Talent Needs - Categorize roles by immediate and long-term requirements.

Streamline Processes - Work with relocation agencies or payroll partners to ensure compliance and support for global hires.

Focus on Value, Not Just Cost - View relocation as an investment in specialized talent and team growth.

Conclusion - measuring ROI in talent investment

Hiring decisions - whether local, EU, or global - should align with your company’s strategic goals. For general roles, local hiring may suffice, but for specialized expertise, investing in global talent often offers exponential benefits. Relocation, while initially more costly, accelerates timelines, reduces long-term expenses, and delivers transformative results.

Ultimately, the ROI of global hiring isn’t just measured in days but in the quality of talent and their lasting impact on business growth.