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How Strategic Relocation Packages Help Win International Talent
(Updated in June 2026)
If you’re leading hiring efforts in the Netherlands, Belgium, or Germany, you already know that skilled professionals are hard to find. According to ManpowerGroup's 2026 Talent Shortage Survey, more than seven in ten employers worldwide reported difficulty filling roles. The global talent map by Deel found that talent with in-demand skills usually has other options, often in other countries offering both economic opportunity and clear pathways.
Attracting international talent is no longer optional—it’s essential. But, getting top candidates to say “yes” and actually relocate is the real hurdle. That’s where strategic relocation support becomes a true differentiator.
Relocation is also rarely a solo decision. When someone moves countries for work, the move tends to hold or fall on the people who come with them — a partner's career, a child's school place, whether the family settles. The strongest packages are built around that reality — the whole move, not a list of reimbursements. Here is what competitive relocation support covers, with examples from employers across these markets.
Immigration and Visas
The first and most time-sensitive step is immigration, because the visa timeline sets the schedule for everything else. Competitive packages streamline this process by offering end-to-end visa and permit support.
For example, Bolt's global mobility team handles visas and housing for incoming employees and their families. For new hires, the dependents' permits matter as much as the employee's. Depending on the family's situation, they can be applied for alongside the main application or separately — either way, they belong in the plan from the start, not after the offer is signed.
Temporary Housing & Home Search Assistance
Arriving in a new country without a place to stay is a major source of stress. That’s why many employers now include temporary housing in their relocation package, giving new hires time to settle in and search for a permanent home. ASML includes temporary housing, moving services, and a relocation budget. ABN AMRO arranges around six weeks of temporary housing, then helps find a permanent home. This kind of assistance helps professionals start their new roles with confidence and peace of mind.
Partner, Family, and Schooling
When a partner or family is involved, their wellbeing plays a key role in the success of the move—and retention of the employee. Booking.com recognizes this and offers a dedicated expat partner relocation program. This includes career support for spouses, family integration assistance, and cultural onboarding—ensuring that relocating families feel just as welcomed and supported as the employee.
For families with school-age children, the school search is often what decides whether a move is workable at all. PVH offers school-search assistance for employees relocating with children; Delivery Hero helps with daycare and school searches as well as arranges visa support for dependents.
Balancing Speed and Support: What HR Teams Can Do Now
Hiring international talent means moving fast to secure people while still giving them the support that helps them settle. The most appreciated relocation support is not necessarily elaborate—it’s structured, reliable, and delivered with speed. For HR and global mobility teams, the challenge is delivering that value without slowing things down. Here are four ways to strike the right balance:
1. Standardize the Essentials
Not every relocation needs to be built from scratch. By standardizing core components—such as immigration guidance, temporary housing, and basic family support—you can speed up onboarding without sacrificing quality.
2. Build Scalable Partnerships
Fast, reliable relocation isn’t a solo effort. Partnering with experienced relocation service providers allows you to scale support as hiring ramps up.
3. Maintain a Human Touch
Even the best systems can’t replace the reassurance of a personal contact. Assigning an internal point of contact—someone who checks in regularly, answers questions, and liaises with partners—builds trust and reduces anxiety for relocating employees.
4. Lean on Specialists for the Complex and Cross-border Parts
Immigration rules and housing laws are constantly evolving—especially when moving talent across multiple countries. Rather than trying to track every regulatory update internally, HR & TA teams can lean on specialist partners who stay on top of local and regional compliance.
Planning international hires this year?
In a hiring climate where speed, scarcity, and candidate expectations collide, relocation support has become more than just an operational task—it’s a strategic advantage.
For HR & TA teams, this means building relocation into your talent strategy from the start. By offering clear, structured support, you not only attract the right candidates but also ensure they settle in quickly and start contributing from day one.
If you are bringing people into the Netherlands, Belgium, or Germany, it is worth a revisit at how your relocation support holds up, from the visa track through to housing, schooling, and partner support. If you'd like to explore how to integrate relocation support into your talent strategy, you can reach our team at info@expatmanagementgroup.com.
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