The Intra-Company Visa: Transfer Talented Workers to the UK

Are you struggling to find the talented workers you need to fill a bilingual vacancy in the UK? If you run the UK branch of a multinational organisation and would like to transfer workers from other branches outside of the EEA to the UK, then the Intra-Company Visa could be an option for you. 

In this article, we’ll take a look at the Intra-Company Visa from an employer’s perspective and see what requirements must be met to successfully transfer an overseas worker to the UK.

What is an Intra-Company Visa?  

An Intra-Company Transfer Visa is a scheme that allows candidates to temporarily transfer to the UK from an overseas branch of a UK company. To be able to apply for the visa, the employer must be able to demonstrate that the role cannot be filled by a UK resident worker and that the salary is appropriate for the role. 

There are currently two types of Intra-Company Visas. They are:

  • Intra-Company Transfer Visa – This visa is available to established workers of multinational companies who do a job that’s on the list of eligible occupations and are paid at least £41,500 a year.
  • Intra-Company Graduate Trainee Visa – This visa is available to workers who are taking part in a structured graduate training programme and are paid at least £23,000 a year.   

How long can workers on Intra-Company Visas stay in the UK?

That depends on the type of visa the candidate will be on and how long you want to sponsor them for. 

  • Candidates applying for an Intra-Company Transfer Visa can stay in the UK for a cumulative total of five years in any six-year period if they earn less than £73,900 a year. If they earn more than £73,900 a year, then they can stay for a cumulative total of nine years in any ten-year period.  
  • Candidates applying for the Intra-Company Graduate Trainee Visa can remain in the UK for a maximum of one year. That period must correspond with the structured training programme they are on.

What are the main Intra-Company Visa requirements for employers?

As a UK employer, there are several requirements that you must meet to be eligible to sponsor an intra-company worker.

What type of candidates can be transferred?

If you think that the Intra-Company Visa could be an effective way to bridge a skills gap that you cannot fill with workers from the UK, it’s important that you know which candidates are eligible.

  • They must have worked for a foreign branch of your company outside of the EEA for at least 12 months (unless they will be earning a UK salary of at least £73,900).
  • The role must be at the relevant skill level – typically NQF level 6 or above (equivalent to bachelor’s degrees with honours, graduate certificates and graduate diplomas).
  • Applicants must possess sufficient skills and experience for the role.
  • The applicant must be paid at least £41,500 p.a.
  • The applicant must have enough funds to maintain themselves (£1,270) if maintenance is not certified by the sponsor.

Find the skills you need here in the UK

At Linguistica International and Recruitment, we’re confident that we can find the outstanding candidates you need right here in the UK. As a specialist recruiter of bilingual candidates, we know where to turn to find talented linguists with leading qualifications in a range of professional fields.

Call 02392 987 765 or email info@linguistica-recruitment.com to discuss your skills gap. We’ll scour our database of experienced bilingual workers and actively search for qualified candidates that meet and exceed your requirements. 

Want to Work in the UK? These are the Practical Steps to Take

Before the Brexit deal was done and the transition period ended, working in the UK for EU residents was as easy as packing your bags, getting on the plane and starting the job search in the UK. These days, it’s not quite so simple. 

Despite the impact of the pandemic, the UK has the second most powerful economy in Europe and a jobs market that, although currently suppressed, will bounce back quickly once the pandemic is under control. Perhaps even more important than that, given the current climate, is the fact that the UK’s coronavirus vaccination rollout is also well ahead of every EU country, so it should get back to business as usual more quickly. 

With all that in mind, the UK remains an attractive prospect for many people currently living in the EU. This is our guide to the practical steps that you now need to take to work in the UK. 

The EU Settlement Scheme

If you have visited or lived in the UK six months before the date of your application, you can apply to live and work in the UK via the EU Settlement Scheme. This allows citizens from the EU, EEA and Switzerland to remain in the UK beyond 30 June 2021. 

To apply for the EU Settlement Scheme, you will need:

  • a digital photo of yourself;
  • a valid passport;
  • A mobile phone number; and
  • proof of when and how long you visited/have lived in the UK. Proof can come in the form of a bank statement that includes a UK transaction, a utility bill, a tenancy agreement or a boarding pass that shows the UK as the destination. 

If your application is successful, you’ll be granted either ‘Settled’ or ‘Pre-Settled’ Status (depending on your circumstances). There are some important differences between the two.

Pre-Settled Status

If you receive Pre-Settled Status, you will have the right to live, work and receive NHS healthcare in the UK. After five years of living in the UK with Pre-Settled Status, you’ll then be able to apply for Settled Status.

Settled Status

If you are granted Settled Status, you will have the same rights to welfare, NHS healthcare and to live and work in the UK as a British citizen. You will be able to live in the UK indefinitely and leave the UK for up to five years without losing your Settled Status.

Apply via the Skilled Worker Visa/Sponsorship Route

The main route into the UK for skilled workers who are not eligible for the EU Settlement Scheme is the Skilled Worker Visa. It allows workers with a job offer for a role that pays at least £25,600 per annum (although exemptions exist and it can be as low as £20,480) to work in the UK. All applicants must also meet the English language requirements and score 70 points on the UK visa points test to be eligible for a visa.

To be able to apply via the skilled visa worker/sponsorship route, you will need:

  • to be sponsored by a business that has invested in a Sponsorship Licence and Certificate of Sponsorship;
  • to have a formal job offer in writing;
  • to receive a minimum salary of £25,600; 
  • to pass the English language requirements;
  • to score at least 70 points on the UK visa points test;
  • to have at least £1,270 available in funds to support yourself in the UK; and
  • to pay an immigration health surcharge of £624 per year.

Find bilingual jobs in the UK

Whether you already live in the UK or hope to move to the UK to work, we offer a broad range of bilingual jobs for workers from the EU and beyond. Take a look at our current vacancies, submit your CV or call 02392 987 765 to discuss your requirements with our team. 

 

 

  

How to Ace a Competency-Based Job Interview

You’ve made it past the application process and the initial telephone interview, but next comes the moment many jobseekers dread: the competency-based interview. 

Competency-based interviews are often used by hiring managers to get an insight into the past experience and skills that candidates will bring to the role. In this article, we’re going to take a closer look at the competency-based job interview and provide a few top tips to help you succeed. 

What is a competency-based job interview? 

A competency-based job interview, sometimes called a situational or behavioural interview, asks candidates to provide examples of situations they have been in professionally and personally and the skills, knowledge and behaviours they used to achieve results. With past behaviour being an excellent indicator of future performance, the purpose of this interview technique is to give hiring managers a better idea of how candidates will behave in the role and the outcomes they will achieve. 

Examples of competency-based interview questions

Competency-based interview questions are used to assess a whole range of skills and behaviours, including the following:

  • Teamwork
  • Communication
  • Organisation
  • Leadership
  • Problem-solving
  • Adaptability
  • Decision-making

Below are a few examples of the type of questions you could be asked:

  • Tell me about a time when your organisational skills helped you to deliver a successful result.
  • What is the most successful team you have been a part of and how did you contribute to its success?
  • Describe a time when your communication skills helped to resolve a situation.
  • Give me an example of a time when you made the wrong decision. Why did you make that decision and what should you have done differently?
  • Describe a time when you had to deal with a challenging employee. What did you do?
  • Tell me about a time when you developed an innovative solution to a problem?

Our tips for competency-based interview success  

Needless to say, thorough preparation is key if you want to ace a competency-based job interview. To do that, you should go through the job description and person specification for the role you’re applying for, identify the skills and behaviours the employer is looking for and think of a time when you have exhibited those skills and behaviours successfully. However, that’s not all you can do:

1. Use the STAR technique 

If you’re not familiar with the STAR technique, then it’s well worth doing a little extra reading. The STAR technique helps you split your answers to competency-based interview questions into more manageable and memorable chunks.

  • Situation – Describe the situation you were in and set the scene for the interviewer.
  • Task – Explain the challenge or goal you were working towards. Ideally, you should include a task that is relevant to your prospective new employer.
  • Action – Explain what you did to overcome the challenge or achieve your goal.
  • Result – Describe the outcome, explain how your actions contributed to it and ideally use numbers to quantify the result.

2. Take your time

One of the most common mistakes candidates make when answering this type of question is diving into their answer before they’ve taken the time to properly digest the question. An interviewer will not expect an immediate answer, so take a few seconds to make sure the example you’re about to give is relevant.

3. Be yourself   

Preparation is vital if you-re going to ace a competency-based job interview, but don’t rehearse your answers to the point that your personality can’t shine through. Provide honest, confident and genuine responses to give yourself the best possible chance of success.

Find bilingual jobs at Linguistica Translation and Recruitment

Looking for a bilingual role in the south of England? Then take a look at our current vacancies, submit your CV or get in touch on 02392 987 765 or email info@linguistica-recruitment.com to discuss your requirements with our team. 

January Dip Hits Language Sector Recruitment Activity

The latest data from the Slator Language Industry Job Index shows that language sector recruitment activity has fallen slightly in January 2021, as the industry undergoes its usual seasonal dip. The figures are consistent with previous years’ trends, and despite the ongoing global pandemic, this year represented the smallest annual contraction since the index was launched in 2018.

The index, which collates data from a range of sources including LinkedIn, job aggregation sites and direct company data, fell to 108.45 in January 2021, from 109.38 in December 2020. However, despite the slight dip, January was still up on November’s figure of 105.43, showing that the language industry is continuing to rebound despite the ongoing restrictions. That’s good news for candidates who are searching for new roles in the sector. 

Levels of hiring and demand are largely stable

The Language Industry Job Index was designed to track employment and hiring trends in the global language industry. As the index was launched in 2018, the baseline figure is taken from July of that year, and this is the point from which all language sector recruitment activity is measured.

October 2020 was a milestone month for the industry, as that is the first time that levels of language sector recruitment activity rebounded above the baseline since the first Coronavirus lockdown in March 2020. Now, the index stands at around the same level as March 2019, which shows that a recovery is well underway.  

The contraction in January is the result of a seasonal dip that occurs every year. In 2021, there was a small decrease in the number of language job advertisements found on some of the platforms monitored by the index. Other platforms showed a slight increase in the number of job ads, but that was not enough to offset the decline. 

Job hunting in a pandemic

Language industry professionals such as translators have been largely protected from the fallout of the pandemic as they have been able to continue most of their operations remotely. However, interpreters – many of whom work with their clients in person – have not been so lucky, as the severe restrictions and the impact of successive lockdowns have taken their toll.  

If you find yourself in the position of searching for a job during the lockdown, there are some strategies that can help you succeed.

  • Recruitment agencies and many firms are now conducting telephone interviews and using video conferencing software, so download popular platforms such as Zoom and Skype and know how to use them.
  • Be prepared to diversify your search. Although most industries have contracted during the pandemic, other opportunities may be available. For example, if you cannot find a role in translation right now, companies may be more inclined to hire someone for a communications position during the crisis.
  • Networking online and getting in touch with previous colleagues and contacts can help you unearth roles that might not be advertised. Joining professional groups on LinkedIn is a good place to start. 

Find your next language job today

At Linguistica Translation and Recruitment, we offer a diverse range of rewarding language jobs across the South of England. Take a look at our vacancies, submit your CV or email applications@linguistica-recruitment.com to discuss your requirements with our team. 

Telephone Interviews: What are They and How can you Ace Them?

In these crazy days of COVID-19 – that almost sounds nostalgic, but I can assure you that it’s not – the ongoing restrictions mean that more and more job interviews are taking place over the phone. While you might breathe a sigh of relief that you don’t have to attend an in-person interview, you must still take telephone interviews seriously if you’re to perform at your best. 

In this article, we’ll take a look at what telephone interviews are, what they typically involve and provide you with a few top tips to help you ace them. 

What is a telephone interview?

A telephone interview, very simply, is a job interview that takes place over the phone. Telephone interviews commonly take place in the early stages of the recruitment process to whittle down the candidates before invitations to in-person interviews are sent out. However, given the current travel restrictions and social distancing requirements, now telephone interviews are increasingly being used instead of face-to-face interviews before a hiring decision is made. 

How to handle a telephone interview

Although a telephone interview might be less nerve-wracking, you should still treat it just as seriously as a face-to-face interview. If anything, it’s more difficult to be memorable over the phone than in person, so you have to get it right. Here’s what you should do.

  • Give yourself time to prepare

Don’t schedule a telephone interview for the same day or even the next day if you can help it. Preparing for an interview takes time, so give yourself a couple of days to research the company and think about your answers to the questions you’re likely to be asked.

  • Treat it like a face-to-face interview

Don’t get out of bed five minutes before the interviewer is due to call. Give yourself time to get up, shower, have breakfast, drink a cup of tea or coffee and be ready to perform. Wearing something smart, rather than throwing on an old pair of joggers, will also help you get in the right frame of mind.

  • Turn the television off!

You should remove all distractions before the call so you can concentrate on the questions and think carefully about your answers. Turn the television off, make sure you’re as far away as possible from the kids and sit at a desk in a quiet room where you will not be disturbed.

  • Prepare a cheat sheet

One of the benefits of a telephone interview is that you can have a cheat sheet in front of you with answers to the questions you think you might be asked. You should resist the temptation to simply read the answers word for word, but you can use it to guide you.

  • Say it with a smile

According to research, people can tell when you’re smiling based on the sound of your voice. In fact, they can even identify the type of smile you have. Smiling during the interview, not maniacally if you can help it, will make you sound positive and upbeat, which is exactly what the interviewer will be looking for.

Find your next bilingual role at Linguistica Recruitment

Despite the current uncertainty, telephone interviews and remote working mean bilingual workers can still find rewarding and well-paid roles across the south coast of England. Take a look at our current vacancies and submit your CV today.  

 

Exit Interviews: What are They and How Should They be Handled?

If you’ve found a new job, then before you think about getting settled in your new position, there are still some I’s to dot and T’s to cross at your existing workplace. The first step is to officially hand in your resignation. Once you’ve done that, you may be asked to attend an exit interview. 

In this article, we will take a closer look at the exit interview, including what you can expect and how to behave.

What is an exit interview?

An exit interview is typically a face-to-face meeting with someone from the human resources department of your organisation that’s conducted just before you leave your job. It can also take place via video call or over the phone after you have left the company. It gives you the rare opportunity to tell your employer exactly what you think about your role, from the pay and your team to your boss and the overall culture of the company.

From the employer’s point of view, it allows them to gain honest feedback from workers who no longer have anything to gain by ‘towing the line’ and keeping quiet about issues within the company. As an employee, it allows you to air your frustrations and have your views heard, whether they’re positive or negative. It also gives you the chance to reflect on your experience, think about what you’ve learned and rethink your workplace expectations for future roles.

How should you approach an exit interview?

If you’re leaving because you aren’t happy in your current role, you might be tempted to see the exit interview as an opportunity to let off steam and tell the interviewer exactly what you think of managers and colleagues. However, if you plan to criticise the company, you should be honest, constructive and avoid talking in an emotional and negative way. You’re still likely to need a reference and even future work recommendations and professional connections, so it’s wise not to burn your bridges.

Here are a few tips to help you conduct yourself professionally.

  • Vent before the interview

If you have a lot to get off your chest, the best time to do it is before the interview with a friend, family member or trusted colleague. Unloading now rather than in the interview will allow you to release your emotion and frustration so you don’t boil over during the interview and say something you might regret. You can then approach the interview more constructively.

  • Be honest, not bitter

You might be leaving the company, but you are still performing a professional duty for your employer, so make sure you behave appropriately. Resentment, anger or being overtly negative will make you appear bitter, and your feedback is less likely to be taken seriously. Remember, this is not a therapy session.

  • Be specific and give examples

It will add credibility and weight to your responses if you give specific examples of the behaviours you’re describing. This will provide more value to the organisation and show the insight that you can bring, which is more likely to lead to a glowing reference and even a job offer in the future.

  • Give positive feedback, too

No workplace is all bad or absolutely perfect; they’re always somewhere in the middle. You should reflect that by balancing your negative comments and complaints with examples of what you think the organisation does well. That will make what you have to say seem more accurate and fair.

Find your new role at Linguistica Recruitment

Are you ready to move on from your current employer? At Linguistica Recruitment, we place talented bilingual professionals in rewarding roles across the south coast of England. Take a look at our current vacancies or submit your CV to our team. 

Interpersonal Skills: What Are They and How Can You Improve Them?

Having ‘good interpersonal skills’ is a near-ubiquitous requirement you’ll see on person specifications for all sorts of roles, but what exactly does it mean? In this article, we will take a look at what interpersonal skills are and the steps you can take to make improvements in this all-important area.

What are interpersonal skills? 

Interpersonal skills, also commonly known as people skills or soft skills, are the traits and behaviours you exhibit when interacting with other people. This umbrella term covers a wide range of skills and attributes, from the ability to lead others and work effectively as part of a team, to being a good communicator, listening attentively and having a positive outlook.

When employers want to fill a role, there will always be some balance between the technical and interpersonal skills they are looking for. For roles such as data analysts, software developers, statisticians and other jobs where the individual will spend a lot of time working independently, an individual’s technical skills will usually carry more weight. 

In other occupations such as sales roles, public relations and customer service positions, interpersonal skills will usually be more important than technical skills, but there’ll almost always be some requirement for both.   

Examples of good interpersonal skills

If you come across a job advertisement that asks for someone with good interpersonal skills, the person specification will usually expand on this and provide more detail about exactly what the employer is looking for. For example:

  • A positive attitude 

Negativity in the workplace affects engagement, productivity and the morale of the workforce, which is why a positive outlook is one of the most sought-after interpersonal skills among UK employers. Employers want new hires that have a can-do attitude, are engaged and will make the office a brighter place.

  • A good communicator

Being able to communicate clearly, verbally and in writing is an important requirement for many roles. At the very least, you should be able to make yourself understood. However, certain roles will require a far higher level of communication skills, with friendliness, confidence and the ability to adapt your communication style to your audience all important attributes.

  • Leadership skills

Leadership tends to be a skill we associate with managerial positions, and while it is essential for those who are directly responsible for others, it can also be valuable for those who work as part of a team. Being able to take the lead on a project could be a skill that gets you earmarked for promotion.

  • A good team worker

To be a good team worker, you don’t have to be the most popular person in the workplace, but you do have to be able to collaborate with colleagues and clients effectively. Good team workers are those who are good listeners, take responsibility, communicate effectively and value other people’s opinions.

Brush up on your interpersonal skills

Some people are very reluctant to change, but just as your technical skills can be improved, so can your interpersonal skills. If you feel like your interpersonal skills are holding you back, you should identify areas of weakness and work on improving them. 

Self-analysis is never easy, so asking friends, family members and colleagues for the areas they think you could improve on can be eye-opening. There are also interpersonal skills tests you can take online that will help you identify the skills that you can develop. 

Once you’ve identified the areas that are letting you down, there are online and offline courses you can take to improve your interpersonal skills. Alternatively, you can consciously put yourself in situations where the skills you want to improve will be required. For example, volunteer to lead projects or work as part of a team whenever the opportunity arises. 

Apply for bilingual roles across the UK

At Linguistica Translation and Recruitment, we can help you find bilingual roles across the south coast of England, from linguistic roles to customer service positions with interpersonal skills at their core. Apply online or submit your CV today.  

 

 

How to Write a Perfect Personal Statement for Your CV

When a recruiter is flicking through what will typically be a monumental pile of CVs, the first thing they will see at the very top of the document is your personal statement. A personal statement is a three- or four-line summary of what makes you the perfect fit for the role, and if you want to grab the recruiter’s attention, it’s essential you get it right.

What should you include in your personal statement?

A personal statement should explain:

  • Who you are
  • What makes you suitable for the role
  • What value you can add to the business
  • Your career goals

Achieving all that in less than 100 words is not easy, so you must take the time to write and rewrite your personal statement if necessary in order to include all the relevant information in a cohesive and readable way. Studies have shown that recruiters can spend as little as six seconds reviewing your CV before putting it in the ‘yes’ or ‘no’ pile, so crafting a compelling and persuasive personal statement is crucial.

How do you write the perfect personal statement?

There’s no one else with your exact mix of professional skills, experience and personal characteristics, so you must write a personal statement that’s unique. Here are a few tips to follow:

1. Keep it brief and get the tone right

Concision is an important skill and one you must exercise when writing your personal statement. It should be between 50 and 150 words, although nearer to 100 is just about right. It should be written in the same font and point size as the rest of your CV for consistency. It can be written in either the first (‘I am a project manager’) or third person (‘project manager looking for’), but whichever voice you choose, keep it consistent throughout your statement.

2. Talk in facts, not clichés

Terms such as ‘passionate’, ‘hard worker’ and ‘experienced’ are empty words that recruiters see thousands of times a day. Instead of reverting to these jobseeking clichés, demonstrate your suitability for the role with facts, such as professional qualifications and industry credentials. For example, ‘I am a PMP certified project manager with five years of experience working in the financial technology sector’.

3. Don’t make outlandish claims

This is not The Apprentice, so your assertions that ‘as a salesperson, I would rate myself as the best in Europe’ or ‘business is the new rock ‘n’ roll and I’m Elvis Presley’ will fall on deaf ears and give your CV a guaranteed spot in the ‘NO’ pile. Instead, be honest and use genuine statistics from your previous roles to do the talking for you; for example, ‘I introduced a new lead generation strategy that led to a 20 percent increase in sales’.

Put your personal statement into practice

Looking for a well-paid and rewarding language job in the south of England? Now you have a personal statement you can be proud of, take a look at our leading range of language job vacancies and submit your CV today.

How to Return to Work After an Extended Break

With no sign of the COVID pandemic coming to an end, millions of employees continue to be furloughed under the government’s job retention scheme and kept away from work. Although the furlough scheme will end on 31 October, Chancellor Rishi Sunak has announced a new job support scheme in its place, which will extend the period that some employees have been away from the workplace to more than six months.

Returning to work after such a long absence can be daunting. In this guide, we’ll take a look at some of the steps that furloughed workers and career breakers can take to smooth their path back to the workplace.

1. Stay in touch with colleagues and superiors

Such a long spell away from work can create a sense of isolation and anxiety about your return. Checking in with colleagues and your employer at least once a month is a simple way to feel more confident when you go back to work. They can update you on new processes, new faces and any other news you might have missed, as well as giving you more information about what your return to work might look like in the new normal.

2. Consider a phased return

Rather than going straight back into a full-time role, you could potentially use annual leave to shorten your first couple of weeks or even ask your employer if they’d consider a phased return. At the very worst, try to make sure your first day back falls in the middle of the week, then at least some weekend respite isn’t too far away.

3. Trial your new routine

What exactly is your return to work going to look like? If you’re going to have to commute to a temporary office or new location, it’s worth familiarising yourself with the route and locating your workplace before your start date. If you’re going to be working from home, make sure you can access the relevant documents and files and you have installed any new software so you’re all ready to go.

4. Ask for help if you need it

Returning to work after a prolonged period away can be a stressful experience. That’s why, if you need help, make sure you speak up. You may want some training on a new piece of software or be unsure how to access the relevant documents you need from home. Whatever the issue, remove the obstacles early on so you can return to work with confidence and feel comfortable in your role.

Don’t want to return to your old role?

Are you dreading returning to your job? At Linguistica Recruitment, we help bilingual candidates secure well-paid and rewarding positions across the south coast. Take a look at our current vacancies, submit your CV or call 02392 987 765 to discuss your requirements with our team.

No Experience? Here’s How to Get a Job When You’re Just Starting Out

Are you struggling to get a job with no experience? Then take some solace from the fact that you’re certainly not alone. Most people find it difficult to get their first break at the start of their careers, and it’s hardly surprising given that you can’t get hired without experience, and you can’t get experience without being hired. So, how do you overcome this Catch-22 situation and get your first break in a career you’re interested in? Here’s our experience-busting guide.

1. Target entry-level roles

If you’re just starting out in a competitive field where relevant experience is essential, you have to face facts – the only position you’re likely to get is at the very bottom of the ladder. However, that doesn’t mean you’ll be able to walk into an entry-level role. The competition will still be fierce and there’ll be applicants with relevant experience who have completed internships in similar positions.

To bypass the competition for those in-demand roles, it’s worth sending out speculative applications to employers that you’d like to work for, rather than waiting around for positions to be advertised.

2. Emphasise the skills and experience you do have

You may not have professional experience in the role you’re applying for, but that doesn’t mean you don’t have skills, character traits and other experience that makes you a great fit for the role.

Soft skills that you may have gained in other positions or while studying, such as team working, attention to detail and communication, are transferable and are highly valued by a diverse range of employers. And while you may not have experience of performing a specific task before, you may have done something similar that you can draw comparisons with to strengthen your application.

3. Build your experience

Not everyone has a personal connection who can get them through the door. Instead, in highly competitive sectors, you might have to consider working for free to build up your experience. Volunteering, work placements and internships (paid and unpaid) are all effective ways of building the experience and professional contacts that could lead to a paid position.

In small and medium-sized businesses, it’s often the case that work experience opportunities and internships may not be advertised, so again, it’s well worth sending out a few speculative applications. It might be the case that they haven’t worked with someone in that capacity before, but once they see your passion for the sector shining through, how could they possibly refuse?

4. Grow your network

The idea of who you know being more important that what you know is never a pleasant thought, but nepotism aside, the reality is that a personal recommendation from someone you know can open doors that would otherwise be closed.

Attending careers fairs and networking events and even contacting people you don’t know who work for organisations you are interested in can all be effective ways of building those connections and potentially finding your first role.

Be positive and stay busy!

Trying to find a job with no experience in your chosen field isn’t easy, but if you follow these tips and don’t take the rejection you’ll inevitably experience personally, you will get there. At Linguistica Recruitment, we have roles for bilingual candidates at every level, so you’re sure to find a position for you. Take a look at our current vacancies and submit your CV today.