Kenji Boecksteyns

Thinking about moving to the Netherlands for work? It’s an exciting journey, but let’s be real—it’s not always easy. Here are some tips to help you navigate the process and stay motivated: ✅ Find a good recruitment agency – Look for one that specializes in your field (IT, finance, engineering, etc.). They know the market and can connect you with the right employers. ✅ Be patient & stay positive – The job hunt can take time, and rejections happen. Keep learning, keep applying, and don’t take it personally. ✅ Learn some Dutch – Many jobs are in English, but knowing Dutch helps with integration, networking, and daily life. Even basic phrases make a difference! ✅ Understand visa requirements – If you need sponsorship, check the list of recognized sponsors (IND website) and target companies that can hire internationals. ✅ Build your network – Connect with professionals on LinkedIn, join industry events, and reach out to expat communities. A referral can open doors! ✅ Know your worth – Research salaries, benefits, and work culture. The Netherlands has strong workers' rights—don’t settle for less! It might take time, but it’s worth it! If you’ve already made the move, what helped you the most? #Netherlands #JobSearch #ExpatLife

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🎯 𝗙𝗿𝗼𝗺 𝗖𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲 𝘁𝗼 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗖𝗼𝗻𝘀𝘂𝗹𝘁𝗮𝗻𝘁 — 𝗠𝘆 𝗖𝗮𝗻𝗱𝗶𝗱 𝗧𝗮𝗸𝗲 Having started my journey as an in-house recruiter and now working as a recruitment consultant, I’ve had a front-row seat to both sides of the talent acquisition table. And let me tell you — the shift is eye-opening. In consulting, every day feels like a new challenge: ✔️ You juggle multiple roles across industries ✔️ You dive into diverse company cultures ✔️ Agility is everything — speed and accuracy can’t be compromised ✔️ You learn to keep both clients and candidates equally happy But that also means: ⏳ You’re always “on” — time is tight, and pressure runs high 🧩 You don’t always get to see the long-term impact of your placements 🏢 On the flip side, corporate recruitment offers: 🔹 Deeper relationships with internal teams 🔹 Strategic involvement in workforce planning 🔹 More focus on cultural fit and long-term vision While I thrive in the fast-paced consulting space, I’ve grown to respect the depth and continuity that corporate TA roles bring. 🔄 The key takeaway? Both paths teach you valuable (but different) skills. Stakeholder management, adaptability, and strategic thinking are critical in both — just used differently. 👉 Have you worked in both settings? 👉 What did you love or find challenging in either role? Let’s share experiences and learn from each other! 💬 #Recruitment #TalentAcquisition #ConsultingVsCorporate #HRInsights #Linkedin

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Candidate: Whenever I tell interviewers that I worked as a team lead in my last internship, they laugh at me. How can I make sure that doesn't happen? Me: You need to articulate it more effectively. Instead of just stating your role, explain that due to your strong performance, you were entrusted with the responsibility of mentoring newcomers, and that's where you developed your team-building skills. This is a question I received during one of my sessions, and it’s a great reminder of the power of how you present yourself in interviews. It's not just about what you've done, but how you communicate your experience and growth. Confidence plays a huge role in making a lasting impression. Remember, the way you frame your story can make a big difference. Keep practicing, stay confident, and you'll see the results! #interviewtips #mockinterview #hr #candidate #candidateexperience

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MAKE RECRUITMENT PERSONAL AGAIN! I’ve written a few posts recently about how recruitment is becoming less personal and more transactional, driven by tech, automation, and speed. And while technology definitely has its place (in fact, in some areas I really like it), we can’t let it replace the human connection or touch.   One post I shared was about a candidate who simply sent a thank-you note after being forwarded an interview invite. It was such a small gesture, but it stood out. It got me thinking, what else can we do to bring the human element back into recruitment?   Here are a few simple ways candidates (and recruiters) can make the process more personal again:   - Pick up the phone: instead of just sending your resume, call the recruiter or hiring manager to introduce yourself and show genuine interest. - Say thank you: send a quick follow-up note after an interview. Gratitude goes a long way. - Opt for face-to-face: when it makes sense, try to meet in person. Nothing beats a real conversation across the table. - Add a personal note: a few lines about why you’re interested in the role or company can really make your application stand out. - Be curious: ask thoughtful questions that show you’ve done your homework. That engagement often leaves a stronger impression than a perfect CV. - Stay human on LinkedIn: interact with purpose. Congratulate people, ask questions, comment with thought, not just to pitch or promote.   Tech is essential, it helps us scale, streamline, and move faster. But recruitment is still a people business. And what really drives great outcomes is empathy, curiosity, and connection.   Let’s not lose that.   What other ways can we bring more personality into the recruitment process?

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💬 𝗡𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗳𝗶𝗿𝘀𝘁 𝘀𝗮𝗹𝗮𝗿𝘆 𝗶𝗻 𝘁𝗵𝗲 𝗡𝗲𝘁𝗵𝗲𝗿𝗹𝗮𝗻𝗱𝘀? It can feel overwhelming — especially if you’re new to the Dutch job market. Many candidates I speak with are unsure about 𝗴𝗿𝗼𝘀𝘀 𝘃𝘀. 𝗻𝗲𝘁 𝗽𝗮𝘆, 𝗵𝗼𝗹𝗶𝗱𝗮𝘆 𝗮𝗹𝗹𝗼𝘄𝗮𝗻𝗰𝗲 (𝟴%), or how to approach negotiations with confidence. That’s why I recommend this new blog from Adams Multilingual Recruitment 👉 it’s full of practical tips to help you: ✨ Understand Dutch compensation packages ✨ Prepare and negotiate with confidence ✨ Avoid common pitfalls as an international 📖 Read the full article here: https://lnkd.in/evQqS6nf

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Two weeks after attending HRTech, one theme keeps coming up in my mind: the market is getting louder — but not necessarily smarter 🤦🏻‍♂️. Everywhere you turn, there are new “AI solutions” promising efficiency. In reality, many of them are adding more layers, more noise, and more false positives into the process. That’s why our focus at Skillfully feels more relevant than ever. Resumes describe. Interviews infer. But only simulations let applicants demonstrate. Skillfully’s differentiation isn’t just that we use AI. It’s that our product validates skills through doing. Real, role-specific scenarios that show what a candidate can actually deliver — not just what they say or what an algorithm guesses. The result? 98% accuracy, 190+ recruiter hours a week reclaimed, and hiring signals you can trust. If this industry is going to evolve, we have to move beyond description and inference… and anchor hiring in demonstration. That’s the clean break from the noise. And it’s exactly where Skillfully is leading. #HRTech2025 #SkillsFirst #HiringInnovation #FutureOfWork

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New to Talent Acquisition or Recruitment? Struggling with finding the right profiles online? Let me introduce you to a new tool: #BooleanSearch In this post, I’ve broken down: • What Boolean search is • Easy-to-use operators • Real examples you can copy • Where you can use it Swipe through the carousel 👉 Save it for your next search session. #RecruitmentTips #BooleanSearch #TalentAcquisition #HiringHacks #LinkedInTips

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Being a headhunter in 2025 is nothing like in 2023. Back then, the issue was simple: talent shortage. Today, the challenge is different: • Companies hesitate before hiring. • Candidates are overwhelmed with noise. • Processes are slower, scrutiny higher. The paradox? There’s no shortage of talent; only a shortage of clarity, trust, and speed. That’s why headhunting in 2025 is harder, and more valuable, than ever.

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