Summer Job-Changing Trends in the Netherlands: What Hiring Managers Need to Expect

This summer, life sciences hiring is firing on all cylinders. ManpowerGroup’s Q2 2025 survey reports a 33% Net Employment Outlook (six points above the Dutch all-sector average)  driven by “record openings and a higher need for recruiters than most industries,” especially in cell- and gene-therapy manufacturing.

Senior scientists and QA specialists are drawn to scale-up equity roles in hotspots like Leiden and Oss, while post-Brexit relocations (such as the EMA’s move to Amsterdam) continue to attract top regulatory talent from around the globe. Unlike many fields, lab production and GMP compliance can’t pause for summer vacations, so contract extensions and interim placements remain vital even as permanent hires dip 8% from spring highs. Hiring managers should prepare for fewer - but highly motivated, applicants in July and August, and plan for 8–12% retention premiums to safeguard talent ahead of September’s poaching surge. 

Every quarter, Eurostat tracks the probability of an employed individual moving to a new job. In 2024, the Netherlands recorded one of the highest quarterly job-to-job transition rates in the EU at 5% - driven largely by younger workers (15-24, see part 4.), who exhibit mobility rates well above older cohorts.

Although the 5% rate remains constant across quarters, summer quarters (Q2→Q3) often see a slight dip in recruitment activity as decision-makers take holiday leave and workplaces slow down. Coordinating interviews can therefore be delayed, even though many employees are actively considering new roles.

The Netherlands consistently leads the EU in job vacancy rates. In Q4 2024, vacancies peaked at 4.1% of all jobs, tied with Belgium for the highest rate in the EU.

Insight: Even in summer months, Dutch employers face intense competition to fill roles, keeping retention and attraction strategies at the forefront.

A 2024 Personio Workforce Pulse survey reveals that 46% of Dutch employees expect to seek a new job within the next 12 months. Notably:

• 34% are poised to change roles as soon as the economy allows.

• 66% say improving economic conditions heighten their motivation to switch jobs.

• 36% would even accept a lower salary for more interesting work.

These intentions remain robust through summer, suggesting that although the pace of hiring slows, underlying turnover pressures do not.

Young workers (15–24 years) drive summer mobility:

• Youth job-to-job transition rate: ~10% per quarter in the Netherlands.

• Workers aged 55-74: below 2% per quarter.

Implication: Summer posting schedules should prioritise youth-targeted outreach, as data suggests this is the most advantagous time to approach this market, leveraging flexible start dates and rapid response to capture this highly mobile segment.

1. Plan Ahead for Summer Lulls: Anticipate slower interview scheduling; communicate timelines clearly to candidates.

2. Leverage Digital Outreach: With lower in-office presence, virtual job fairs and social campaigns keep momentum.

3. Highlight Flexibility & Culture: Appeal to the 36% willing to trade salary for engaging work by showcasing company values.

4. Engage Youth Audiences: Offer rapid-start internships and trainee schemes timed to post-exam periods and summer break.

5. Bolster Retention: Use summer quieter periods to reinforce employee engagement through recognition and L&D initiatives.

Summer may slow the wheels of recruitment, but it doesn’t halt them. With nearly half of Dutch employees eyeing a new role and vacancy rates high, both candidates and employers must adapt strategies to the unique rhythms of the Dutch summer labour market.

Elevate your summer hiring and retention with Panda International’s expertise. Schedule a complimentary consultation to discover how our market insights, customised strategies, and digital engagement tools can help you secure and retain top talent through the season.

Get in touch at hello@pandainternational.com or visit pandainternational.com to start your summer success story.