Skip to main content

6 Reasons to hire a Dutchy!



This month I live and work in Australia for exactly 3 years. And with more than 200 nationalities living side by side here in multicultural Perth, it's not uncommon for people to ask each other where they're from.

As soon as I tell people I'm from the Netherlands they quickly respond with the stereotypes: "Ah! The country of drugs, prostitution, cheese and clogs..."

Not the most appealing sides of Dutch culture.

Luckily the Dutch have more to offer.
So here are 6 typical things about Dutch culture that will make you want to hire a Dutchy.


1. Open minded
The Dutch are not easily phased by different opinions and they have the tendency to accept people the way they are. Therefor they easily build relationships and quickly connect to different cultures.

2. Confronting
The Dutch speak their minds... Some might think we're rude and blunt, while others think we're just honest. However you feel about it, you will always get straight forward feedback from a Dutchy. And we also love a good debate.

3. Entrepreneurial
The Dutch are traders. Ever since the old days they are always looking for new products and markets. Therefore a Dutchy will not be afraid to try new things or inform you about new innovations.

4. Discipline
Being late for work is one of the worst things you can do in the Netherlands. Dutchies believe rules should not be broken and you should stick to your promises. This makes Dutchies reliable business partners. And they will most likely be on time. ;)

5. Freedom
The Dutch like their freedom. To travel. To have choice. To be who they want to be. So it can be hard to lock down a Dutchy. However it also means they have broad horizons. And are generally well traveled and independent.

6. Modest
The Dutch will not show off. Since they were young kids they have heard the saying: 'Act normal. That's crazy enough as it is.' So if you want to shine in the spotlight, a Dutchy will modestly let you.


So there you go! 6 Reasons to hire a Dutchy.
Sounds better then drugs and clogs, right?

Would you like to know more about the Training programs InterACT delivers on Intercultural Communication? Contact us here.

Popular posts from this blog

Practice makes you 60% better!

Be honest: when you have a challenging conversation ahead, how much time do you spend practising it? I mean really practising—sitting down, speaking out loud, positioning your hands as you want them, and using the appropriate tone of voice—as opposed to just thinking about how to approach it. I spent nearly ten years in sales, and I used to rehearse my negotiation skills in my car. While I was mentally preparing, I realized that wasn’t real practice. You truly need to say it out loud and act it out. Take it from someone who has spent a lot of time rehearsing like an actor. There are two forms of long-term memory to consider: 1. **Explicit Memory**: This type stores facts, events, people, places, and objects. 2. **Implicit Memory**: This retains perceptual and motor skills, such as riding a bike or typing on a keyboard. To recall explicit memories—like the script of your message—you need to consciously focus on the process of retrieval, which can be challenging. In contrast, implicit m...

Assessing Job Applicants using Actors

Nearly two third of major companies in Australia solely use psycho-metrics in the hiring process as an indicator or candidate competency. But more HR professionals and corporate recruiters are coming up with different ways to assess job applicants and get the best people on board. Using professional role play actors for role play interviews has recently been a famous choice to choose candidates in the field of Sales, Marketing, Management and Service.  It turns out to be a quick, effective and revealing way of testing candidates on their suitability for a specific position. This is not only because the scenarios reflect common work situations, but also because it allows a candidate to demonstrate their ability to perform under pressure.  While competencies may also be tested within a competency based interview , it is necessary that job applicants demonstrate them throughout the recruitment process, or you could suspect that they are merely saying that t...

How I Failed in Feedback...

Research is finally showing the link between free-flowing feedback and better business results. In workplaces where managers don’t give and receive feedback, employee engagement rates limp in at 29%. On the flip side, when feedback is regularly exchanged between managers and employees, engagement jumps to 79%. But let’s face it, we’re human — and we find it tough to engage in feedback. Many of us —including myself — get defensive when we hear it, or we assume nobody wants to hear it. So feedback gets chronically buried and put off. But it doesn’t have to.  In my experience, there is a simple principle that can play a key role in unlocking feedback: It’s not who you are, it’s what you do As a communication trainer and role play actor, I assume that everyone wants to, and can, get better. When I take this approach I find myself able to engage in discussions about areas for improvement with an optimistic and open heart. But even though I always try to take thi...