From working hours to visas: the 10 most frequently asked questions from applicants

What do applicants really want to know from employers? An analysis of 734 questions submitted to employers via our platform shows that many candidates struggle with the same uncertainties. From confusion about the application process to questions about housing and visa support, these insights can help employers improve their job postings, communication, and recruitment process.

Below we list the ten most frequently asked questions, including concrete tips and points of attention, tailored to the hospitality sector.

1. Issues with the application process

(± 9.3% – about 68 questions)
Applicants often face technical or procedural problems: no confirmation, not being able to apply for multiple jobs at once, or unclear next steps. As a result, 60% do not complete the process.

Tip: Automate confirmations and outline clear timelines. 83% of job seekers say this significantly improves the candidate experience.

2. Language skills and communication

(± 7.5% – about 55 questions)
Candidates often ask about the working language or mention their language skills. In hospitality, English is usually enough, especially in cities like Amsterdam or Rotterdam, although Dutch can sometimes be an advantage.

Tip: Clearly state which languages are required and when Dutch is not necessary, so international talent feels included.

3. Highlighting experience

(± 7.2% – about 53 questions)
Applicants often wonder if their experience is sufficient. In hospitality, attitude and motivation often matter more than a perfect CV; training usually takes place on the job.

Tip: Be clear about minimum requirements, but also encourage candidates with different experience to apply to attract motivated applicants.

4. Housing and accommodation

(± 8.3% – about 61 questions)
Many (international) candidates ask if the employer provides housing or helps them find a place to live. Given the tight housing market, this can be a major attraction.

Tip: State clearly if and for whom you provide housing (e.g. interns or international staff). If not, offer tips on finding accommodation to avoid misunderstandings and attract suitable candidates.

5. Information about working hours

(± 5.6% – about 41 questions)
Candidates want clarity about hours, schedules, and flexibility. In hospitality, with irregular shifts, this is essential.

Tip: Include in the job ad the number of hours, types of shifts, and options for flexible scheduling or swaps. Highlight advantages such as four-day work weeks or rotating shifts.

6. Salary and benefits

(± 5.5% – about 40 questions)
Candidates want transparency about salary, allowances, tips, and extras. Job ads with salary details receive up to 51% more responses, and transparency builds trust.

Tip: State the salary (or range) and extras such as pension, travel allowance, or meal compensation. This prevents disappointment and attracts more suitable applicants.

7. Type of contract

(± 3.5% – about 26 questions)
Applicants want to know in advance if the role offers a permanent, temporary, seasonal, or on-call contract. Clarity prevents false expectations.

Tip: Always mention the contract type and duration in the job ad (e.g. one-year contract with renewal option or seasonal work).

8. Start date and availability

(± 4.1% – about 30 questions)
Candidates want to know when they can start or how long the vacancy is open. This helps them plan.

Tip: State the desired start date or period (e.g. “immediately” or “summer season June–Sept 2025”) and whether flexibility is possible.

9. Education and training

(± 3.4% – about 25 questions)
Candidates ask about required diplomas and growth opportunities. For entry-level jobs, motivation often matters more than certificates, but many hotels provide training and career paths.

Tip: Clearly mention required diplomas or certificates and the development opportunities you offer. This attracts motivated applicants who want to learn and grow.

10. Work visa and immigration support

(± 1.5% – about 11 questions)
International candidates often ask about visa sponsorship. For non-EU citizens this is essential.

Tip: Be clear about whether and for whom visa support is available. If not, say so honestly to avoid misunderstandings.

What can employers do with this?

In short, the questions above fall into two main categories:

Logistics and working conditions – The application process, working hours, salary, and contract types. Applicants want operational clarity: how the process works and what conditions to expect. Lack of clarity harms the candidate experience and your employer brand. Did you know that even a single negative candidate review can hurt your recruitment efforts? Be as open and organized as possible.

Support for international candidates – Language, housing, visas. Hospitality is an international industry with staff from all over the world. Proactively addressing these topics helps remove barriers for international talent. With the ongoing staff shortage, this is not a luxury but often a necessity.

By anticipating these questions, you can create a smoother application process and a better candidate experience. Transparency shows applicants you understand their concerns before they even ask.

Practical tips to get started

  • Add an FAQ section – Place a short FAQ on your company profile or at the bottom of job ads. This answers pressing questions upfront and reduces one-on-one clarifications.

  • Be transparent about working conditions – Clearly outline hours, salary, contract type, and benefits. Candidates value this and you’ll receive more relevant applications.

  • Keep candidates informed – Automate emails confirming receipt of applications and provide updates if the process takes longer. Lack of feedback is a major frustration; 83% want clear communication about steps and timelines.

  • Create content for international hires – Consider extra information for foreign candidates: an English version of the job ad, housing details, visa procedures, or how you onboard international staff in the Netherlands. This removes uncertainty and increases trust.

Sources: Our own platform data analysis, supported by recent findings from industry research including HR Praktijk, Randstad Workforce360 and Het Parool.