Category Archives: Uncategorised

Language Loss: The Hidden Impact of Climate Change

Climate change is finally starting to receive the attention it deserves from some of the world’s more forward-thinking countries (the less said about the others, the better). But while many of the potential impacts of climate change are now in the public arena, there are also other less obvious consequences of more extreme weather patterns that are simply not being discussed. One of the effects of climate change that’s often overlooked is the potential loss of some of the world’s minority languages.

How are languages affected by climate change?

There are approximately 7,000 languages spoken in the world today. Of those, only about half are expected to survive beyond the end of this century. Globalisation is one of the biggest language destroyers, pushing countries and individuals away from their native languages for economic reasons. There’s also a lack of support for many regional languages in educational systems and the media, while war, persecution and migration have also taken their toll.

However, one factor that could bring the tipping point much closer for some communities is climate change. Many minority linguistic communities are located on islands and coastlines that are vulnerable to extreme weather conditions such as hurricanes, cyclones and storms. Increases in temperature could also lead to a rise in sea levels that will see many of those communities disappear. These changes will place additional pressure on languages that are already under threat.

The loss of language and identity

When languages are lost, the result is not just linguistic. It may also lead to a loss of identity and have a hugely destructive impact on the health and vitality of a community for generations to come. The disappearance of languages may also lead to a loss of data that could improve our understanding of human cognition, with the structures and patterns of those languages vanishing before they can be documented.

Language loss might also damage our knowledge of the world. We may lose descriptive names for plants or practices that are unknown outside the local area, and farming and fishing practices may be threatened. The result is an irreparable degradation of the local culture.

The richness of the human experience

A recent Intergovernmental Panel on Climate Change (IPCC) report warns that we have just 12 years to prevent a global weather crisis. If we fail to do so, there will be a loss of land, food supplies and livelihoods. However, there will also be a loss of languages and the culture and knowledge they embody, as well as the richness and the diversity of human experience that they represent.

Put your language skills to good use

At Linguistica Recruitment, we can help you find rewarding, well-paid bilingual jobs across the south coast of England. Take a look at our current vacancies and submit your CV today.

The 5 Most In-Demand Job Types in 2019

Britain’s booming job market means there are fewer applicants competing for more roles, which is excellent news if you’re thinking about making a change in the near future. In fact, figures from the Office for National Statistics show that there were around 767,000 job vacancies in the three months to January of this year, which is the highest number ever recorded.

That makes it one of the best times ever to be starting your career, thinking about making a career change or looking for a new role in the same industry. However, there are some sectors where it’s much easier to find new employment than others. This is our quick guide to five of the most in-demand job types in 2019.

1. Information technology

Candidates with strong IT skills are in seriously high demand these days, particularly those specialising in the areas of cybersecurity, artificial intelligence, software development and data science. More and more traditional companies are starting to resemble tech companies, and this digital transformation is fuelling unrivalled job growth in the IT sector.

Despite the concerns about Brexit, Britain’s technology industry is booming. According to a UK job site, there were over 83,000 advertised job vacancies in the IT sector in the three months to January 2019, which is more than any other industry. The average advertised salary for IT workers was £51,500.

2. Teaching

There’s a well-publicised shortage of teachers across the UK at the moment, with schools struggling to retain and recruit the staff they need. This has seen the number of secondary school teachers fall to crisis levels. Of course, there is a reason why teachers are leaving the profession in their droves, and that is something you should think about carefully. However, if you want to retrain as a teacher or switch schools, there is an abundance of opportunities out there.

There were just over 70,000 job listings for teachers posted in the three months to January 2019, with an average salary of £30,901.

3. Consultancy

Consultants are experts in a wide range of fields who provide advice to businesses about how to improve the performance of essential functions such as finance, HR, IT and marketing. While a growing number of consultants work as freelancers or independent contractors, there’s also been a surge in demand from consultancy firms looking for entry- and mid-level employees.

In the three months to January, there were 18,200 consultancy vacancies advertised with an average salary of £37,301.

4. Sales

Sales positions require a unique skill set that many workers simply do not have. The result is a high demand for sales professionals across the UK. A recent study found that salespeople earn more than those in other roles in the same company, with an average salary increase of 6.2 percent. The current skills shortage could increase that pay gap further.

There were more than 43,000 sales positions advertised in the three months to January, offering an average salary of £34,200.

5. PR and marketing

If you want to take your first steps in a career in public relations and marketing, or you’re looking to progress your career, then now is an excellent time. The employee ratings website Glassdoor found that marketing managers had the third best jobs in the UK based on three factors: annual salary, job satisfaction and the number of openings.

In the three months to January, there were 26,105 listings for roles in marketing, advertising and PR, offering an average salary of £36,849.

Bilingual workers are always in demand

Regardless of the industry or sector you operate in, as a bilingual worker in the UK, your skills are consistently in high demand. If you’re looking to take your first or next step in your bilingual career, we can help. Take a look at our current vacancies or submit your CV today.

Are you Really Ready for a Managerial Role?

Many workers, at some point in their career, will have to decide whether they’re ready for a managerial role. Career progression is something that most candidates and employees strive for, but in many cases, people consider the perks of a leadership position, such as a pay bump, extra benefits and a more prestigious job title, and completely overlook the impact that becoming a manager will have on their working lives.

Moving into a managerial role is not just a big responsibility, it also means moving away from working on the frontline and potentially doing something you love. The skills and strengths required to be a good manager are likely to be very different from the skills that led to your promotion in the first place. The promotion could even reveal weaknesses in your skillset and leave you feeling unprepared and exposed.

Before jumping at the opportunity for promotion or applying for a managerial role elsewhere, here are a few questions we think you’d be wise to consider.

How will your responsibilities change?

It’s essential you understand the impact that a managerial role will have on your day-to-day responsibilities and whether it will translate to longer working hours and more stress. As an example, when a teacher becomes a head of department, they tend to spend less time in the classroom and more time in meetings or completing administrative tasks. If interacting with the children is something you love, it might not be the role for you.

Do you have the skills to be an effective leader?

Moving into a managerial position and feeling comfortable in the new role will take time. That’s why training is so important. On-the-job and external training should go hand in hand with a move up the ladder to a new role. It helps if you have some idea of the skills you’ll need for the new position that you feel you lack.

This takes self-awareness that not everyone possesses, but it’s important to be as honest with yourself as you can. An effective strategy is to think of a manager in your organisation you admire and consider the skills they have that you need to work on. You can then take the initiative to either ask for training or work to develop the new skills yourself.

Can you see the bigger picture?

As a frontline employee, it’s important you understand what the main objectives of the organisation are, but you don’t have to know all the steps it’s going to take to get there. As a manager, you have to be more aware of the bigger picture and help others share that vision too.

Those who understand the bigger picture are able to see the connections between what others might see as disparate parts of the business. They are able to consider overall policies and strategies and do not become side-tracked by irrelevant detail. They also tend to be excellent multitaskers.

What type of leader will you be?

Your leadership style will have a huge impact on the productivity, job satisfaction and morale of your team. An employee retention report from TINYpulse found that employees with ineffective managers are four times more likely to be actively looking for new jobs. You can gain some light on the type of leader you might be by answering the following questions:

  • How do you interact with others? Do you prefer to communicate with people individually or as a group?
  • What personality types have you struggled to work with in the past?
  • How much information do you need about a task? Do you like to be in complete control or do you only need an update when there is a problem?
  • How do you show your appreciation to others?
  • What experiences have you found difficult in your career?

Once you’ve answered those questions, re-examine your responses through the eyes of a leader and think about how the way you communicate, manage tasks and show your appreciation will impact on others. Then consider what changes you could make to become a better leader.

Are you ready for a managerial role?

At Linguistica Recruitment, we have a wide range of opportunities for bilingual candidates at every stage of their careers. Take a look at our current vacancies and submit your CV today.

What Achievements Should You Include on Your CV?

By the time we reach employment age, we’ve all notched up an achievement or two of varying degrees. While your fellow candidate might have been the under-18 European Chess Champion at the age of just 12, you can be comfortable in the knowledge that you came third in a field of five at your primary school egg and spoon race. But while the chess achievements of your compatriot are certainly worth mentioning in the ‘personal interests’ section of their CV, the glory of your bronze medal is probably best shared with only your closest family and friends.

So, just what sort of achievement is worth mentioning on a CV or job application? You don’t want to look like a show-off, but equally, it’s important that you mention achievements that prospective employers will view in a positive light. Here are a few examples to help.

What results have you achieved?

Recruiters and hiring managers love to see facts and figures that can be easily verified, which is why achievements based around results are so effective. They can be used to validate the skills and experience you have mentioned on your CV and give prospective employers a better idea of the impact you could make in your new role.

  • Educational results: If you have achieved a first-class degree, won awards for your educational achievements or excelled in certain subjects, it’s certainly something you should include on your CV. You should also be prepared to provide the documentation to back it up.
  • Managerial results: What impact have you had on the teams you have managed in the past? If you have boosted productivity, then make sure you explain how you achieved it and what impact you had. Remember, figures are essential, so be prepared to verify your claims by providing a relevant reference.
  • Business development results: The world of sales is all about results, so this is one area where it should be easy to demonstrate your achievements. For example, you could include statements such as ‘I was the top seller in a team of five in 2018’ or ‘I secured 10 new clients on long-term contracts over a 6-month period’.

What progress have you made in your career?

Another area well worth showing off about is the career progression you’ve made to date. If you have risen through the ranks quickly, it shows hiring managers that other employers have identified the potential and attributes you have that can drive a business forward.

  • Project success: What projects have you been in charge of or heavily involved in that have been an unrivalled success? Include the outcome of the project and the feedback you received from senior managers or clients.
  • Role improvement: When have you gone above and beyond to learn new skills, take on additional responsibility or expand your knowledge of the business? Taking a proactive approach to your development shows prospective employers that you are a self-starter and want to help the business achieve its goals.

What personal achievements have you accomplished?

Recruiters and hiring managers also want to see evidence that you are a well-rounded individual who is capable of working as part of a team towards a common goal. Including a personal achievement on your CV that you are particularly proud of is a great way to do this.

  • Charitable achievements: Having a social and environmental conscience is more important than ever before. If you have worked with local community groups, spent time volunteering or completed a challenge to raise money for a charity, make sure you mention it.
  • Personal awards: Rewards you have received for sporting successes or at school or university will also paint more of a complete picture of you as a person. For example, if you were the head boy at school or ran your university’s student union, it’s certainly worth including; however, don’t waste too much time on it.

Find your next bilingual role

At Linguistica Recruitment, we work with candidates to help you secure well-paid, rewarding bilingual roles across the south coast. Browse our current vacancies or upload your CV today.

How Talent Pooling Can Help You Find Your Next Bilingual Employee

The start of the new year can be a particularly difficult time for hiring managers. Resignations are more likely than at any other time of the year and high levels of employment and skills gaps in certain sectors make it more challenging to find the candidates you need.

So, what’s the solution?

If you’re looking for someone with a very specific or in-demand skillset, such as a bilingual employee, then taking a proactive approach to recruitment in the form of talent pooling could reduce the likelihood of a protracted hiring process. But what is talent pooling and how could it help you find the right employee?

What is a talent pool?

A talent pool is a shortlist of individuals who are not currently being considered for a role in your business but you believe have the skills you need. Bilingualism could be one of the key skills an individual must possess to make it into your talent pool, as could any number of other attributes that are difficult to hire for.

Research shows that while only 30 percent of the workforce is looking for a new job at any one time, 85 percent of employees would be willing to discuss a new role even if they’re not actively searching. By making a shortlist of potential candidates you meet through the course of your work, you have someone you can approach with opportunities as and when they arise. These so-called ‘passive candidates’ could be the key to quickly finding high-quality applicants for hard-to-fill roles.

Who can be part of your talent pool?

Your talent pool can consist of:

  • candidates your team has sourced for previous roles who impressed you
  • leads you have generated at events and career fairs
  • candidates identified by executive searches you have conducted in the past
  • individuals with the necessary skills you have identified through social media
  • referrals from existing employees
  • temporary workers from staffing agencies that could potentially become permanent employees
  • speculative applications received through the company website

The importance of gathering all the data in one place

A number of specialist tools are available for a small fee to keep track of the individuals in your talent pool. However, you could also create a simple database or a Google document that keeps all their details in one place. Regardless of where you store your talent data, make sure it’s secure and meets the new GDPR regulations. You must also capture all their relevant details. This includes phone numbers, email addresses, LinkedIn profiles and CVs so you can review a candidate’s skills and experience quickly and get in touch when an opportunity arises.

Stay ahead of the recruitment curve

Building talent pools full of prospective candidates with the specific skills and experience you value helps you stay ahead of the recruitment curve. Building your talent pool is an ongoing process, but perhaps counterintuitively, it’s most important when things feel relatively stable. That’s when an unexpected resignation can bring you crashing back down to earth. Having a list of pre-qualified applicants with the skills to immediately fill a vacancy immediately reduces the likelihood of making a knee-jerk hiring decision.

How can we help?

How fantastic would it be to have your next bilingual employee already lined up? At Linguistica Recruitment, we have a database full of prospective candidates with the skills and experience you need. To find out more, please call 02392 987 765 or email

How to Write a Job Description that Attracts the Right Hire

Do you ever flick through the CVs you’ve received for a vacancy and wonder why some applicants thought they’d be the right fit for the role? You’re not the only one. But while you may bemoan the lack of quality candidates in your industry, there’s a good chance that the reason for the mismatch actually lies much closer to home.

The calibre of the applicants is directly related to the quality of the job description you create. Yes, there will also be other factors at play, such as the location, salary and availability of the skills you require, but the job description is central to selling the role and attracting the type of candidates you really want to hear from.

Not sure how to write a job description that gets the job done? Then read on!

Introduce the company and the position

Think of the opening gambit of your job description as an opportunity to sell the company and the position. In an extremely competitive job market, you have to work hard to attract the top candidates. You should give applicants a clear idea of the company’s culture, size, location, what it does and who it does it for. This is also a good place to include some of the soft skills you’re looking for in a potential candidate as they are often not included in CVs.

Create an accurate list of duties and responsibilities

Many employers are so embroiled in the day-to-day operations of the business that they create a list of duties which is full of jargon and is not an accurate reflection of what the job really involves. In some cases, the list only really speaks to individuals who already have an understanding of the role, which limits the potential talent pool tremendously.

To create a comprehensive and jargon-free list of duties and responsibilities required for the job role, you should go through a typical day and note down the tasks that are performed, including:

  • a jargon-free description of the task,
  • the skills need to perform the task, and
  • the intended result or outcome.

This approach will typically result in an overly comprehensive list of tasks that doesn’t reflect the priorities. To resolve that, you should strip the list down to between five and seven key tasks and essential functions that are most representative of the role.

Be selective about the job requirements

Overdoing the job requirements can be a real application killer. Data from a leading job site shows that descriptions of between 200 and 500 words receive 30 percent more applicants than other postings, so the requirements must be expressed concisely. It’s essential you state the ‘essential’ requirements that candidates must have to be considered for the role. These should be communicated by way of a bulleted list.

Many employers also include ‘desired’ requirements that can be specific and tend to reduce the potential talent pool dramatically. We’d advise that unless it’s a make-or-break requirement, it’s not worth including.

Highlight the salary and the benefits

Some employers choose not to include the salary range on a job description. That is something we strongly advise against. No matter how wonderful you think the opportunity is, the salary is the single most important piece of information on a job description for the vast majority of prospective candidates. Everyone has a salary in mind that they want to achieve to maintain their lifestyle and ensure their financial commitments are met. Candidates will want to ensure that this box is ticked before they spend time applying.

You should also detail all the benefits that the successful candidate will receive. Benefits are extremely competitive these days and candidates will want to make sure you’re an employer that values their work. These benefits do not have to be purely monetary. Flexible working practices, cycle-to-work schemes and even free or subsidised meals are all regarded as valuable benefits these days.

Find talented candidates that speak your language

As a specialist bilingual recruitment agency, we can help you create job descriptions that speak specifically to bilingual workers so you can find the perfect candidate for the role. Call 02392 987 765 or email to discuss your requirements with our team.

How to Explain a Gap in Your Employment History

There are many reasons why you might have a ‘gap’ on your CV. Whether you took a sabbatical, had a career break due to personal reasons or simply took longer than you might have liked to find a job, it’s not something you need to try and hide.

What should you do?

1. Be honest

If you have taken a career break, you might try and hide the fact by extending the dates of previous jobs to cover the gaps, or simply decide not to account for the gap and hope it won’t be noticed. As with all things CV related, honesty is always the best policy. Do you really want to go into an interview with something to hide? You don’t have to go into great detail, but we’d always advise you to acknowledge the gap with a brief explanation.

2. Highlight the positives

Don’t assume that a career break will be seen in a negative light by an employer. There’s more to life than work, and sometimes taking a break from employment is the right thing to do. Whatever the reason for the break, make sure you emphasise the positives. For example, you might have taken the time to study or upskill, or seek opportunities in new industries. If this is the case, say so.

Alternatively, if you had a period of involuntary employment, be positive in your language. ‘Time spent searching for new roles in my desired industry’ sounds like a more productive use of your time than merely ‘unemployed’.

3. Prepare to discuss the career break in your interview

If you do make it through to the interview stage, think about how you’ll respond to any questions about the career break. The likelihood is that it will be something the interviewer will pick up on, so make sure you have a brief but honest answer prepared to explain why there was a gap and what you were doing during that time.

If you took a career break to change the direction you were going in, think about how you’ll tell the story of why you left prior employment and what you did during that time to boost your future prospects.

What shouldn’t you do?

1. Use non-specific dates

Rather than using precise dates for the duration of jobs, such as December 2017–February 2018, some applicants use non-specific dates to stretch out the period of employment. While putting 2017–2018 might help to remove some the gaps elsewhere, it’s a trick that recruiters and hiring managers are familiar with and are likely to pick up on.

2. Leave certain roles off your CV

Many of us have had jobs that we’d rather not include on our CV for one reason or another, but we’d always recommend you include a full and honest employment history. Failing to include all your job roles will only create further gaps that need to be explained.

3. Avoid talking about redundancies

If you’ve been made redundant and that has led to an involuntary period of unemployment, make sure you mention the details on your CV. There’s absolutely no reason not to include a redundancy; it will not reflect badly on you.

Personalised assistance from our expert team

At Linguistica Recruitment, we can provide personalised advice to help you find your next bilingual role. Please call 02392 987 765, submit your CV or browse our current vacancies.

3 Traits that can Give Bilingual Workers the Competitive Edge

Over the last 30 years, technology has made it easier for businesses to expand into new markets and capitalise on opportunities they identify overseas. The result is that the job market has become more globalised and multilingual in nature, with a workforce that is increasingly linguistically and culturally heterogeneous.

Being bilingual is by no means the only condition to be hired for any job, but with more and more jobs requiring experience in international and cross-cultural areas, bilingual workers can have a clear advantage. Aside from language skills, linguistic and cultural fluency often brings key qualities and competencies that are increasingly valued in the international job market.

With that in mind, here are three of the key traits that can give you the edge.

1. Enhanced cognitive abilities

There are a number of cognitive advantages associated with being bilingual. Increased mental flexibility, improved executive function (such as working memory), metalinguistic abilities and an ability and willingness to learn a third language are all clear benefits for international businesses.

There are also proficiencies across demanding skills such as abstract thinking and problem-solving, as well as an ability to select relevant information and multitask. In an increasingly connected world with an overwhelming mass of information, the ability to perform multiple tasks simultaneously while remaining focused is a key advantage in the modern workplace.

2. Adaptability

All languages are constantly activated in the brain of bilingual workers. They must either choose to use the correct language and ‘deactivate’ the second one, or switch between languages to adapt to the situation they are in. That requirement to adapt their language skills by using social cues can lead to improvements in their social, emotional and interpersonal skills.

Bilingual workers must also be constantly aware of the needs of the listener and be able to understand and express changing perspectives. In a world with so many global challenges, the capacity to understand and appreciate other people’s viewpoints is an incredibly valuable skill.

3. Cultural fluency

Bilingual workers have direct access to two or more cultures, which allows them to build a sensitivity towards more people and have a better grasp of the diversity that exists between two countries. The world can be seen in very different ways, and much of that comes from the cultural lens we look through.

In an increasingly globalised environment, that cultural fluency and ability to better understand an individual is a tremendous advantage.

The help you need to access leading bilingual opportunities

Being bilingual enhances your human capital in a global job market and allows you to access a wide range of opportunities. While language skills have always been a requirement in fields such as international trade and diplomacy, nowadays more and more industries are searching for talented bilingual recruits like you.

At Linguistica Recruitment, we work with leading employers across the south coast of England who are on the lookout for bilingual workers who can enhance the skills of their team. Take a look at our current vacancies, submit your CV or call 02392 987 765 to discuss the potential opportunities in your area.

Looking for a New Job in 2019? Here are 5 Tips to Help Make the Leap

Rethinking your career over the Christmas period is just as familiar to many as over-indulging on the turkey dinner and setting resolutions that are broken before the end of January. While the decorations are still up, CVs across the country are being refreshed so they’re ready to be sent out in the New Year.

A pre-Christmas survey by the recruiter Hays found that a shockingly high 78 percent of people were thinking about making a change in 2019, either to progress their careers or find a completely new role. Of those who are happy in their current role, a third could be convinced to make a change if they were offered more money.

So, if you’re one of the many workers on the lookout for something new, here are five tips to help you make the leap in 2019.

1. Know what you’re looking for

The Christmas period is the perfect time to ask yourself some tough questions. Knowing that you ‘fancy a change’ might be the catalyst for moving forward, but it doesn’t help you take the next step. You should take the time to consider what direction you want to go in and whether the skills you have will get you there. Simply sending out your CV for every possible position will rarely reap rewards. Instead, save yourself time and energy by applying for the top companies that’d be the best fit for your personality, work style and qualifications.

2. Ask for help

If you are having doubts about your chosen career, then a good place to start is to think about what makes you unhappy in your current role. You can then reach out to your line manager to see if there are any opportunities for progression or other roles in the organisation that could be a better fit. If not, it can help to talk through your options with friends, family, coaches, mentors or people you know in new fields that you’re interested in exploring. Connecting with new people and contacting recruiters in the industries you’re interested in could also be an excellent source of information.

3. Start the process as quickly as possible

Now is an excellent time to search for a new role. It’s a job seekers market with 800,000 vacancies currently out there and employers struggling to fill a range of skilled and unskilled positions. There are also many other people looking to make the move now too, so there’ll be even more vacancies to fill. With the application and interview process potentially taking months, and notice periods of two to three months now common, we’d recommend you get the ball rolling as quickly as you can.

4. Be wary of the work computer

You might be tempted to use a work computer to browse new opportunities at your desk, but we would certainly advise you not to. Even if you doubt your company has the time or inclination to monitor your usage, you should always play it safe. That goes for work devices such as computers, tablets and phones that you use at home, as well as work email addresses. You don’t want to burn your bridges. It could be that there are opportunities in your organisation you may not be aware of, and if you do move, you will inevitably need a reference.

5. Don’t give up

Once you’ve decided it’s time to leave, the process of finding a new job can take longer than you might like. There’s also likely to be some rejection, which can be demoralising. The key to maintaining your motivation is to set a realistic time frame for the processes involved, from searching and applying to interviewing and serving your notice. The whole process could easily take six months or more, so don’t get downhearted if your progress is slower than you might have hoped.

Looking for a bilingual role in 2019?

At Linguistica Recruitment, we have a diverse range of well-paid, rewarding bilingual roles across the south coast. Submit your CV today or call 02392 987 765 to take that all-important first step.

Rising Rates of Employee Turnover are a Big Problem for UK Firms

A recent poll has revealed some shocking details about the recruitment market and the current rate of employee turnover in the UK. The poll found that an almost unbelievable 98 percent of workers had changed jobs over the last five years. Of those employees, millennials were those most likely to have switched positions, with 21 percent making a change over the last 12 months alone.

Millennials are increasingly choosing to shun the ‘job for life’ mentality of previous generations and are instead placing more importance on job satisfaction and happiness. In fact, more people are leaving their jobs due to unhappiness than ever before.

The UK’s workplace unhappiness epidemic

Although rates of UK employment are up, workplace dissatisfaction is also on the rise. A recent survey by the benefits provider Personal Group found that over half (56 percent) of the 1,274 employees surveyed were unhappy in their current roles.

Those aged between 18 and 29 were revealed to be the unhappiest age group, with 54 percent admitting they were rarely or almost never keen to get to work in the morning.

However, the picture doesn’t really improve among older workers who are likely to be in more senior and better-paid positions. Almost half of those aged 30 to 49 are rarely or almost never happy at work, with efficiency and enthusiasm both experiencing significant drops when compared with 2017.

Why are UK employees so unhappy?

With record-high levels of employment, wages finally on the rise and regulatory protection for employees better than ever before, you’d be mistaken for thinking that UK employees were riding the crest of a workplace happiness wave. However, it seems the opposite is true. While flexible working schemes, bright, colourful offices and unrivalled health and wellbeing benefits are designed to make us happy, it seems they’re having the opposite effect.

One common reason that’s cited for employee unhappiness is simply that modern workers, and particularly millennials, expect too much. Although office jobs may have improved, our expectations have far outstripped them, and perversely, education is not helping. In fact, people with university degrees are unhappier at work than those without them.

Matters are being made worse by the well-intentioned actions of employers who are desperate for employees to be happy at work. They introduce environmental and societal initiatives in an attempt to engage their employees and even allow paid time off to do volunteer work, but still their employees are not happy. In fact, when done badly, research from Sussex University shows that these steps can make workers unhappier and more disenchanted than they were before.

The cost of high levels of employee turnover

Unhappy employees cause huge problems for UK organisations. They are less productive, less engaged and more likely to suffer from absenteeism and presenteeism. But the costs don’t stop there.

One report found that employee turnover can cost anything from 16 percent to 213 percent of the salary of the departing employee. That means it costs a minimum of £4,800 to replace an employee on a salary of £30,000 and get the new hire up to speed. Another report found that it can take up to two years for the new hire to reach the same level of productivity as the former employee, further denting the business’s bottom line.

So what can you do?

Employee turnover is often the result of the wrong hiring decisions being made. With competition for talented workers on the rise, some employers are making hiring decisions on the basis of a telephone conversation alone without interviewing the applicant in person. Predictably, the result can be a poor match in terms of skills and culture.

To lower employee turnover, it’s important to create strong relationships between employees and managers from the off. That process starts during the interview and should be continued through the creation of supportive company cultures and by providing regular feedback so employees know they are valued.

Find the talented bilingual recruits you need

At Linguistica Recruitment, we help employers across the south coast of England recruit the in-demand bilingual workers they need. To find out more about how we can help, or to discuss your requirements, please call 02392 987 765 or email to contact our team.