could-a-poor-recruitment-process-limit-choice-and-damage-your-brand

Could a Bad Recruitment Process Limit Choice and Damage your Brand?

First of all, we’d like to wish all our clients, candidates and many blog readers a Happy New Year! At Linguistica Recruitment, we enjoyed a fantastic 2016 and managed to establish ourselves as one of a handful of leading bilingual recruiters in the UK. In 2017, we’d love to help even more companies fill their bilingual skills gaps and candidates find the career-defining bilingual jobs they’ve been looking for.

But niceties aside, there is also some important business to discuss. In today’s competitive job market, candidates are more demanding than ever before. The unemployment rate remained at 4.8 percent in the three months to October 2016, which is the lowest level it has been since July to September 2005. That means there are fewer skilled workers out there for companies to choose from, and more picky employees.

A recent survey from CV-Library found that over three-quarters (79.2 percent) of job hunters are not willing to compromise on certain aspects of their job search. Skilled professionals have high expectations when it comes to the recruitment process, so it’s essential to get things right from the start.

This is all the more important when recruiting bilingual workers; after all, with bilingual speakers in such high demand in the UK, the last thing you want is for a poor recruitment process to limit your choices and damage your brand.

How can the recruitment process turn candidates off?

According to the CV-Library research, as well as a low advertised salary, the results seemed to suggest that the real challenge employers’ face is keeping candidates happy during the recruitment process.

  • 20 percent of repsondents said they would be put off by unclear job descriptions
  • 10 percent said a long recruitment process was a turn-off
  • 8 percent said that poor communication throughout the recruitment process would drive them away

Candidates will glean a first impression of a company from the way the recruitment process is handled, so everything from ensuring job adverts are written well and accurately portray the role, to communicating with candidates throughout the process, is essential. If a candidate is put off by their experience with you, not only might they turn the job down, but they may choose not to buy or use your products in the future.

Getting it right

  • The job description is unclear

Get the job description wrong and you risk falling at the first hurdle. Bilingual candidates search for very strict criteria that matches their skill set and an unclear or overly complicated job description that needs decoding will only see them pass you by. When writing the job description, make sure the language you use is concise and clear so job seekers candidates can quickly decide whether the role is right for them.

  • The recruitment process is too long

The recruitment process should never be rushed, but neither should it be needlessly drawn out. The risk is that potentially brilliant bilingual candidates will receive a job offer in the meantime which could see them drop out of the process halfway through. The result is wasted time and a loss of resources.

  • Communication is poor

Try to streamline your recruitment as much as possible and keep candidates in the loop at every stage of the process. By ensuring your process is as smooth and simple as it can be, and by keeping candidates informed throughout, you can reduce the risk of losing talented candidates to the competition.

We can help

At Linguistica Recruitment, we can streamline your recruitment process and help you find the very best bilingual candidate for the job. All of our candidates are reference checked and undergo comprehensive written and spoken language tests to make sure their language skills (both English and their second language) are of the required standard.

For more information, please call 02392 987 765 or email: info@linguistica-recruitment.com today.