Language training during the onboarding of expats is one of the most effective investments an HR professional can make, and one of the most underestimated.
You found the best candidate. International talent, strong CV, enthusiastic during the interview. The first day goes well. And yet, a few months later, something feels off. The employee gets less out of meetings, doesn’t really connect with the team and seems to be on the sidelines more and more often.
The cause is rarely a lack of professional skills. In most cases, it is language.
Language determines whether someone truly lands
Onboarding is about more than a tour of the office and a laptop. It is about finding connection with the organisation, with colleagues and with the way of working. And that connection runs almost entirely through language.
Meetings that are half conducted in Dutch. Informal conversations at lunch or on the company outing that someone cannot join in on. Emails that sound slightly different than intended. These are subtle signals, but they accumulate. The employee withdraws. Productivity drops. And after a year or so, HR is facing a new recruitment process.
The cost of a failed onboarding is significant. According to research by ABN AMRO, replacement costs for an employee can rise from 30% to 200% of annual salary, depending on the role. Language training at the start is a fraction of that amount.
What HR often gets wrong in expat onboarding
The most common mistake is waiting. Organisations only enrol new international employees in language training when the problem is already visible. By then the damage is done and course correction is much harder.
A second mistake is underestimating the time investment. Language acquisition takes time, and that time needs to be available. A training of a few hours per week only works if the employee also has space on the work floor to practise. That requires conscious choices from managers and HR.
The third mistake is a one-size-fits-all approach. A senior manager giving presentations to international clients has different needs than a technical employee who mainly communicates internally. Language training works best when it connects to the daily work situation of the participant.
How to approach expat onboarding the right way
Good onboarding of expats starts before the first working day. Map the language level of the new employee, determine which communication situations are most relevant for the role and make sure training is scheduled from day one.
Language Partners helps HR professionals set up NT2 language training that connects to the onboarding phase. We start with an online intake per employee, assessing language level based on the Common European Framework of Reference (CEFR, levels A0 to C2) and mapping out individual learning needs.
Based on the intake, we put together a tailored training trajectory: in-company, as group training or individual training. Employees learn the language they need in the context of their daily work: meetings, emails, phone calls and small talk.
What does language training during onboarding deliver?
Employees who receive language support from the start connect with the team faster, communicate more effectively and stay longer. That delivers HR an measurable lower turnover and a shorter time-to-productivity. Language is not a side issue in the onboarding of expats. It is the foundation.
How do you ensure a successful onboarding for your international employees?
Language Partners helps HR professionals set up language training that connects to the onboarding process. Receive a tailored proposal within 2 working days.
Frequently asked questions about onboarding and language training for expats
When should you start language training when onboarding an expat?
The best moment is before or on the first working day. The earlier an employee receives language support, the faster they connect with the team and become productive. Waiting until problems are visible costs more time and money than investing early.
What is the difference between NT2 and business Dutch?
NT2 (Dutch as a Second Language) is for employees who still need to learn Dutch from a low or zero level. Business Dutch is for employees who already have a foundation but want to communicate more professionally in the workplace. We determine via an online intake which trajectory fits best.
Can employees with different language levels start at the same time?
Yes. We conduct an online intake with each participant based on the Common European Framework of Reference (CEFR, levels A0 to C2). Based on that we group participants by level or offer individual trajectories where level differences are significant.
How long does an NT2 trajectory take for a new employee?
That depends on the starting level and learning goal. A standard trajectory takes 11 weeks at 3 to 3.5 hours per week. For employees who need to get started quickly we also offer intensive trajectories of 5 consecutive days.
Is subsidy available for language training for expats?
In some cases yes. Language Partners knows the relevant regulations and helps your HR team explore subsidy options for NT2 trajectories.
How does Language Partners keep us informed as HR about progress?
If there is reason to do so, we inform you as HR professional about the progress per employee. Each participant starts with a clear learning goal and a baseline measurement so results are measurable.
Is training also available online or in-company?
Yes, all trajectories are available as online, hybrid or face-to-face training. With in-company training the trainer comes to your office and the content is fully tailored to the work situation of your team.
