NL
ENEmploying in the Netherlands
Recruit Filipino professionals for the Dutch labour market
SkillShift combines recruitment in the Philippines with Dutch immigration knowledge and flexible employment structures. Depending on the vacancy, the employee may enter directly into employment with the client or work through SkillShift.
Which route applies depends on the vacancy
International recruitment is first assessed against a number of factors. Only once these factors are clear does it become apparent which route is realistic.
GVVA for regular employment
For many non-EU professionals who do not qualify under a special immigration category, a combined residence and work permit (GVVA) can be required.
SkillShift does not immediately start recruitment or file an application. First, we carry out a feasibility assessment of the vacancy.
This assessment can include
- The role and job description
- Required education and experience
- Salary and employment conditions
- The proposed employment structure
- The applicable immigration category
- Whether labour-market requirements apply
- Whether the vacancy can realistically be supported under the Dutch labour migration rules
Where a labour-market test is applicable, SkillShift assesses whether it is realistic to demonstrate that the vacancy cannot reasonably be filled from the Dutch or European labour market.
Only when the route appears sufficiently feasible do we proceed with the actual application preparation.
From assessment to a complete application
Once the route is feasible, SkillShift can manage the entire GVVA procedure from start to finish. This includes, where applicable:
- Preparing and correctly positioning the vacancy
- Arranging or coordinating the required vacancy publication
- Supporting the employer with the required recruitment or labour-market steps
- Checking that the vacancy wording, job description and employment conditions are consistent with the eventual application
- Collecting the employer documentation
- Collecting and checking the candidate documentation
- Preparing employment-related documents
- Structuring and checking the full application file
- Preparing and submitting the GVVA application
- Coordinating follow-up communication relating to the file
SkillShift therefore does much more than simply submit a permit application.
SkillShift can provide one continuous route from the initial assessment of the vacancy, through the required labour-market and documentation steps, to the preparation and submission of a complete GVVA application.
By assessing feasibility before recruitment begins, employers reduce the risk of spending time and money on candidates or applications for vacancies that later turn out not to be viable under the intended immigration route.
For roles where language plays an important part, such as in healthcare, SkillShift can integrate Dutch-language preparation into the process, so candidates start learning while still in the Philippines.
More about our language training →Highly Skilled Migrant scheme
For qualifying professional roles, the Highly Skilled Migrant scheme can provide a different and often faster immigration route. Under this scheme:
- The employer must be a recognised sponsor with the IND.
- The employee must meet the applicable salary threshold.
- The salary must be market-conform.
- A traditional labour-market test is not required in the same way as under regular labour migration routes.
SkillShift is itself a recognised sponsor with the IND.
Because SkillShift is a recognised sponsor, qualifying Highly Skilled Migrants can in certain situations be employed by SkillShift and assigned to the client. This can be attractive when:
- the client is not itself a recognised sponsor
- the client wants to start quickly
- the client prefers staffing or secondment rather than direct employment
No recognised sponsor status yourself?
A company does not necessarily have to become a recognised sponsor before it can work with a Highly Skilled Migrant. Where the employment structure permits it, SkillShift can act as the employer and recognised sponsor and make the professional available to the client. This can significantly simplify the route for employers that occasionally require international professionals.
From the Philippines
A Dutch permit is only one side of the route
Even after a GVVA or Highly Skilled Migrant residence permit has been arranged, a candidate recruited in the Philippines still needs to comply with Philippine overseas employment requirements before leaving for the Netherlands. The DMW regulates recruitment, documentation and the requirements before departure.
Candidates cannot simply be recruited in the Philippines, receive a Dutch permit and then travel as an ordinary tourist to start employment. They need to be processed under the applicable Philippine overseas employment framework and obtain the required departure documentation.
SkillShift's Dutch entity is registered with the DMW as a Foreign Recruitment Agency for the Netherlands.
This allows SkillShift to coordinate:
- Dutch immigration
- employer documentation
- Philippine recruitment documentation
- DMW documentation and pre-departure requirements
- candidate deployment
This stays high-level here — the full explanation is on the DMW page.
How the DMW process worksDirect employment, temporary employment or secondment
Direct employment
The candidate is employed directly by the client.
Temporary employment
SkillShift employs the professional and makes the employee available to the client under a temporary staffing structure where legally appropriate.
Secondment
SkillShift remains the employer while the professional performs work for the client for an agreed period.
The appropriate construction depends on immigration rules, employment law and the intended assignment.
Which route fits your vacancy?
The right route depends on factors such as the position, salary level, qualifications, employment structure and employer status. SkillShift can assess these factors before recruitment starts.
Discuss a Dutch vacancy