Category Archives: Uncategorised

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.

How to Negotiate Your Way to a Pay Rise

Salary negotiations are something very few people enjoy, which is why we put them off for as long as we can and continue to get paid less than we’re worth. In an ideal world, your employer would recognise that your responsibilities and the quality of your work is well beyond your pay grade and approach you with a salary offer to put that right. Sadly, that’s rarely the way employment works.

We’ve previously discussed how to improve your chances of a pay rise, but what happens when you’ve proven your worth and it’s time to start negotiating? Should you accept the first offer, or bargain hard for the salary you deserve?

1. Never accept the first offer

When negotiating a salary, it’s difficult not to be so delighted and surprised at the prospect of a pay rise that you accept the first offer immediately. However, you should really take more time to consider the offer carefully. Asking your employer if you can get back to them in the next day or two with your response will buy you the thinking time you need.

It’s important to consider whether you’ll still be happy with the pay rise six or twelve months down the line, as it could be a long time until there’s another one. You should also use your knowledge and experience of the company and what colleagues might earn to determine whether it’s a fair offer. You can then go back to your employer with your counter offer and justify why you think it’s the right amount.

2. Keep your cards close to your chest

If there’s one thing to remember before discussing a pay rise, it’s to always let your employer make their offer first. The last thing you want is to ask for another £3,000 a year when your employer is prepared to give you £5,000. The key is to wait for your employer to tell you what they think you’re worth. There’s a good chance you might be pleasantly surprised. If your employer asks what your expected pay rise is, tell them, but make sure you don’t sell yourself short.

3. Be professional

Salary negotiations can be a roller coaster of emotions. It’s all too easy to build it up in your head and release all the stress, frustration or excitement in one go. Regardless of how challenging the negotiations may become, make sure you maintain a positive and professional attitude. Your workplace is certainly not obliged to give you a pay rise, and if you let your professionalism slip, they may not be inclined to do so.

4. Don’t forget the additional perks

It’s usually the case that a compromise can be reached between the salary you want and the amount your employer is willing to pay. However, if your employer cannot reach an amount you’re happy with, then maybe you can create a package you are willing to accept through the use of additional perks. Annual leave entitlement, the opportunity to work from home and health benefits can sometimes be even more valuable than your salary.

Get the salary you deserve at Linguistica Recruitment

With bilingualism more in-demand than ever before in the UK, we can help you find a rewarding, well-paid position on the south coast of England where your skills are valued. Browse our vacancies and submit your CV today.

How to Hire Candidates for those Hard-To-Fill Roles

As bilingual recruitment specialists, we know a thing or two about finding the right candidates for hard-to-fill roles. British businesses are in desperate need of foreign language speakers, and that shortage is only likely to become more acute as we wait for a resolution to the ongoing Brexit uncertainty.

Filling bilingual positions, or any hard-to-fill role, with talented candidates can be extremely difficult. While working with specialist recruiters with existing networks and experience in that area will help, there are also a number of things you can do yourself to increase your chances of finding the right person for the job.

What makes certain roles so hard to fill?

There are a number of reasons why your organisation might struggle to recruit for particular roles. That includes the following:

  • A shortage of skills is a common reason, with STEM and linguistic positions particularly difficult to hire for.
  • Location can be a contributing factor with a shortage of labour in some areas.
  • The salary you’re able to offer may make it difficult to compete with larger organisations for in-demand skills.
  • Negative publicity in your industry may make it more difficult to hire.

So what can you do to bypass some of these issues and make roles in your organisation easier to fill?

1. Redefine your search criteria

If you’re struggling to find candidates that are an exact match for your requirements, then it might be time to revisit your person specification and think about the areas you can be more flexible on. For example, are 5+ years of experience really essential or would 2+ years do? There may also be specific qualifications you’ve listed that a prospective candidate could do without. This could open up your role to a much larger candidate pool.

2. Consider promoting from within

If you have staff within the organisation that have the skills you need but are perhaps not quite at the level you’d like them to be, then putting a coaching programme in place could help to progress that talent more quickly. The advantage of this approach is that you know the individual is already familiar with your sector and fits well within the company’s culture.

3. Hire interim staff

While the skills you need may be hard to find when searching for a permanent employee, they may be more readily available in the form of short-term or contract workers. The growing freelance and contractor economy means the specialist skills you need may be out there, just not in the form you were initially looking for. Using an interim employee can buy you more time to find a permanent employee and make you less likely to settle for an imperfect candidate.

4. Review your offering

Is your offering really competitive enough to land the skills you need? Taking an objective look at the salary and benefits on offer and comparing them to similar roles in your industry could give you a shock. If you can’t afford to increase the salary you’re offering, other benefits such as flexible working arrangements and an improved work-life balance can make a big difference in today’s market.

Hire the in-demand bilingual talent you need

At Linguistica Recruitment, we are bilingual recruitment specialists with an existing network of talented candidates who are looking for roles across the south coast of England. Find out more about how we can help, and get in touch with our team on 02392 987 765 or email today.

How to Turn your Social Media into a Powerful Recruitment Tool

Recent research by the Open University has found that the current skills shortage is costing UK businesses £6.3 billion a year, with a large proportion of that cost being shouldered by SMEs. The challenge SMEs face is that large employers that pay the highest wages are able to monopolise the best talent, which includes skilled bilingual recruits. But while fierce competition and the lack of talent has driven up the cost of hiring new recruits, particularly in the STEM sector, there is one powerful tool that SMEs have at their disposal that many are not using effectively.

In the right hands, an employer’s social media can be a cost-effective way to find the talent to fill vacant roles. After employee referrals (48 percent) and job boards (46 percent), a recent survey found that social media (40 percent) was third on a list of priorities for HR professionals looking to improve their recruitment strategies in 2018. In this guide, we’re going to explore a few simple ways you can supercharge yours.

1. Get involved in the right conversations

A key part of social media recruitment is to make sure you’re taking part in the conversations that matter. Being active in LinkedIn groups for recent graduates, being visible in industry-specific conversations and using hashtags like #devjobs or #Londonhiring on Twitter can help you cut through the noise and get your openings in front of the right people.

2. Take a soft approach

These days, the saturation of social media means you have to be a little more sophisticated to capture the attention of your intended audience. That means going beyond simply posting your vacant job roles online and expecting to be inundated with applications.

Instead, share posts that promote your business as a great place to work and provide an insight into your company culture. For example, creating employee profiles of individuals in a wide range of roles or sharing posts that detail the environmental or charitable initiatives you are involved in can give your business an identity that candidates can relate to.

3. Appeal to millennials

Millennials are not only today’s largest workforce but they are also the biggest users of social media. That makes it an extremely powerful recruitment tool when used in the right way. However, to appeal to millennials, you have to understand how they approach the job market and what they look for in a prospective job role. Things like environmental issues and job flexibility are more important to millennials than any other demographic, so make sure these are things you showcase whenever you can.

4. Shine a light on your employees

Social media is a great way to shine a light on the people behind the scenes that make the magic happen. Creating ‘employee of the week’ posts or simply taking a few snaps or a candid video at a staff lunch or evening out will give prospective candidates a better idea of who they’ll be working with and the type of projects they could be getting involved in.

Still struggling to find the talent you need?

If you’re still having trouble finding great bilingual candidates for your vacant positions, we can provide the expert assistance you need. Call 02392 987 765 or email to discuss your requirements today.

Are you Due a Pay Rise? Here are 5 Tips to Increase your Chances

In an ideal world, companies would determine pay rises and salaries based on your true worth. Unfortunately, it doesn’t always work like that. There will always be some discrepancies in pay that are just unfair.

For instance, it’s not unusual for someone who has been in a position for a number of years to earn less than an individual in the same role who has just been hired. That might be because the market has changed, the going rate for the position has increased or that competition for those workers is high. Is that fair? In a word: no. Equally, your employer might well be aware that they’re paying you under the odds, but rather than upping your salary they prefer to boost their bottom line.

If you don’t ask, you don’t get!

So, what can you do? Well, in the UK we’re often reluctant to talk about money, but when it comes to pay it’s usually the case that if you don’t ask, you don’t get. If you stand up for yourself you might be surprised by just how receptive your employer is.

Before asking for a meeting with your boss, you need to carry out some research to find out your true worth. There’s plenty of information online that can help you find the average salary for your job role in your location. The salary calculators at sites like PayScale and Totaljobs are a good place to start. It also pays to do a little sleuthing at your current workplace. If you find that a colleague in the same role with less experience and responsibility is earning more than you, then it will be a lot easier to argue your case.

Once you’ve armed yourself with as much supporting information as possible, it’s then time to ask for a meeting. People are often afraid to ask for more money, but the worst you’ll receive is a “no”. You won’t get fired or demoted simply for asking for a reasonable raise. In fact, there are plenty of bosses who will respect your self-confidence and ambition. If they don’t value your skills, then there will be plenty of other employers who will.

How to improve your chances of getting a pay rise

1. Demonstrate your ability to lead

Leadership skills are something we hear a lot about, but few people actually have them. Demonstrating your ability to motivate and inspire those around you is an extremely valuable skill.

2. Communicate clearly and often

Communication skills are critical in almost every role. Demonstrating good communication skills is not the same as talking a lot; far from it, in fact. However, communicating clearly and effectively with superiors, team members and subordinates will certainly help.

3. Think about how you contribute to the bottom line

Being a hard worker is an excellent starting point when discussing a raise, but it’s also important to think about how the work you do impacts the bottom line. If you contribute directly to the profitability of the company, then it’s easier to justify a pay rise.

4. Consider your timing

If the company is going through a lean spell, then your request for a pay rise could fall on deaf ears. You should also consider the relationship you have with the decision-maker and even their mood, both personally and professionally, as this is likely to affect their decision.

5. Gain the support of colleagues and mentors

Endorsements and recommendations can be a hugely important factor when asking for a pay rise. Having supervisors and peers that consistently praise your work can certainly sway the decision.

Not getting paid what you’re worth?

Talented bilingual workers are in short supply in the UK, which means your skills are worth more than you might think.

At Linguistica Recruitment, we can help you find a role that pays you what you’re worth. Take a look at our current vacancies, send us your CV online or give us a call on 02392 987 765 to discuss your options.

The Changing Nature of UK Jobs for Young Workers

One thing we know for sure is that the number of UK employers looking for employees with a second language has risen exponentially over the last couple of years. But that got us thinking; if the linguistic requirements of so many roles have shifted then what else about the nature of jobs for young workers has changed?

The UK labour market has transformed since the financial crisis, and even from year to year there are significant shifts in labour market trends. For example, figures from the Office for National Statistics show that the number of self-employed workers rose from 3.3 million people (12 percent of the labour force) in 2007 to 4.8 million people (15.1 percent) in 2017.

But what other major changes are taking place in the labour market, and what impact are they having on young people today?

A tough decade for young workers

The difficulty young workers have experienced over the last decade is typified by falling wages. Research has shown that since 2007, in real terms, the wages of all workers have fallen, but young workers have suffered more than any other group.

This is partially due to an increase in those working as cleaners, kitchen/bar staff, waiting staff and couriers, with the number of young workers employed in such occupations having risen by 11 percent since 2007.

Younger workers have lost ground

The UK’s labour market has been shaped by the financial crisis, and young Brits have felt the effects. Compared with young workers (those aged 25-34) in 2007, today’s workers are more likely to be in lower-paid service jobs. To make matters worse, after adjusting for inflation, their pay fell between 2009 and 2014 and has stagnated since then.

Clearly, that’s not a good start, but ever the optimists today’s young workers have not been cowed by the challenges they’ve faced. Search data on the type of jobs younger candidates are looking for shows that they are disproportionately applying for professional roles that offer good pay and opportunities for advancement.

What jobs do workers aged 25-34 do today?

We looked at the UK Labour Force Survey data for 2017 to see how the jobs young people do today has changed over the last decade. This is what we found:

  • Relative to older workers, those aged 25-34 are now more likely to work in personal and customer service occupations, including sales reps, waiters and carers.
  • The biggest increase by job type for young workers over the last ten years has been in professional roles. After that, it’s care, leisure, sales and customer service roles that have seen the biggest gains.
  • The number of young people who are self-employed has increased dramatically, with building and finishing trades, and artistic, media and literary occupations the jobs most likely to be held.
  • The number of young people working in professional occupations in the information and communication and finance and insurance sectors has fallen.

How can we help?

At Linguistica Recruitment, we have a diverse range of well-paid, rewarding vacancies for bilingual workers of all ages across the south of England. Do you speak a second language? Then make your skills pay by taking a look at our current vacancies and submitting your CV today.

Work-Life Balance and its Relationship to the Seniority of your Job Role

Work-life balance is one of the most important measures of job satisfaction for the modern employee. Gone are the days when employees were happy to work around the clock simply to put food on the table. These days, millennials, in particular, want to work hard and play hard. In fact, businesses that gain a reputation for encouraging a healthy work-life balance have become extremely attractive, even compared to other roles that offer better traditional measures of job quality like benefits and pay.

A recent CIPD UK Working Lives survey revealed a few surprising findings about the work-life balance of modern employees, with those considered to have ‘bad’ jobs often enjoying a more balanced life than those in more senior, better-paid roles.

The increasing role of workplace flexibility

Research from the CIPD reveals that while many people are happy to go with the flow and work the traditional 9-5, there comes a point in most people’s lives when factors such as convenient hours or the ability to work from home become extremely important. In fact, the ability to choose when and where they work is one of the main reasons why people choose to work for themselves.

That means employers looking to recruit and retain employees in the competitive post-Brexit labour market and particularly those looking for in-demand bilingual workers may find they are missing a trick if they do not offer some level of workplace flexibility.

The ‘best’ jobs often have the ‘worst’ work-life balance

Many of us aspire to progress in our careers by gaining increasingly senior roles, but given that the roles we consider to be the ‘best’ often have the ‘worst’ work-life balance, we might start to wonder why. The survey found that senior managers and professionals work more hours than they’d like to and often find that their work clashes with other important aspects of their lives.

However, it’s also true that senior professionals tend to be the people who have the most control over how they work and when they do it. The trouble is that traditional maxims like ‘professionals don’t clock-watch’ still exist leading to less healthy, less content and more stressed and fatigued employees.

How can employers improve the work-life balance?

The most common approaches employers use to improve the work-life balance of their employees include flexitime, which is particularly common in the public sector, and working from home, which has been made much easier given recent technological innovations.

But simply making these arrangements available to employees alone is not always an effective way to redress the work-life balance. In some workplaces, there can also be other more subtle barriers that need to be removed, such as an outdated organisational culture. If there is scepticism about the effectiveness of employees working from home or a lack of confidence in flexible working schemes then the impact they have will be limited.

Helping you find the perfect work-life balance

At Linguistica Recruitment, we are aware just how important it is for modern employees to have a healthy work-life balance but also to realise other dimensions of job quality such as good pay. Find out more about how we help bilingual candidates find rewarding roles on the English South Coast.

Psychometric Tests: What are they and how can you pass?

Psychometric tests, also known as personality tests, have been part of the recruitment process for many years. If you have applied for a graduate role or gone for a job that requires a specific skill set, it’s likely you will have had some experience of this type of test in the past.

Modern employers regularly use psychometric testing as one of the many weapons in their arsenal of recruitment tools to help them weed-out less suitable candidates. Personality tests are typically the next stage of testing after job-based competency tests have been completed.

Once employers have found candidates with the necessary knowledge and skills for the role, then they want to find the right personality types. That leaves them with a much smaller group of qualified candidates they can invite to an assessment centre or interview.

Can you tell them what they want to hear?

Many people approach personality tests with the idea that they’ll simply tell the employer what they think they want to hear. For example, personality tests are commonly carried out for air traffic controllers as employers need a very specific personality type. So, when asked to ‘Rate your attention to detail on a scale of 1-10’, even if you can be a bit slapdash, the temptation would be to give yourself a perfect score.

However, personality tests include checks to detect your level of honesty. In many cases, very similar questions are asked multiple times but worded differently to catch out those who are trying to pull the wool over the employer’s eyes.

There are also questions that ask candidates about undesirable behaviours that the vast majority of people would have demonstrated in the past to detect their level of honesty. Even the time you take over some questions might be flagged as unusual and could raise some doubt about the veracity of your answers.

The moral of the story is, honesty is always the best policy.

So what can you do to pass?

1. Practice makes perfect

Many people are complacent when taking psychometric tests and assume they’ll be able to pass without doing any practice. However, like any other type of test, the more practice you do and the more familiar you are with the different question and test types, the better you’re likely to perform.

Here’s a sample test you can try at home.

2. Try to find out what type of test you’ll face

There are lots of different psychometric test types and providers out there so it makes sense to do everything you can to find out exactly which type of test you’ll face. Some employers will provide information and even sample tests you can use to practice, but many will not provide any details at all.

If you are not given sufficient information about the number of questions, the time you’ll have or the format the test will take, we recommend taking a proactive approach to find out more. You should:

  • Contact the employer’s HR team or your recruitment agency to see if they have any information to provide;

3. Read every question very carefully

As we’ve already said, it’s often the case that certain questions are repeated but with a slightly different wording each time. Inconsistencies in your answers to these questions will be a cause for concern for the employer, so make sure you read every question extremely careful.

4. Take a good look at the explanations

Each group of questions will have a specific explanation to accompany it. Take your time over these explanations as a failure to understand what you’re required to do will certainly not reflect well on you.

5. Be confident and believe in yourself

That might sound like a cliché, but this is not the be-all and end-all. If you answer the questions truthfully and still fail the test then it’s a sure sign that the job was unlikely to be a good fit for you.

The expert assistance you need

At Linguistica Recruitment, we provide expert support and assistance throughout the recruitment process to help you land your dream bilingual role. Take a look at our current vacancies, submit your CV or call 02397 987 765 to find out more.

The 4 Real Reasons Why you didn’t get the Job

Have you ever noticed that, whenever you receive feedback from an interview for a job you didn’t get, the news is almost always overwhelmingly positive? Most of the time, the recruiter or interviewer will tell you that you performed tremendously and seem like just the type of person they would love to hire, but another candidate just had a little bit more experience. That can’t always be true, can it?

No one likes to be the bearer of bad news, so could it be that there are a few other reasons why you didn’t get the job that no one is brave enough to tell you? Having spoken to hundreds of hiring managers over the years, here are some of the most common reasons why candidates really didn’t get the job…

1. You’re too ambitious

You might argue that there’s no such thing as being too ambitious, and to be honest we’d probably agree with you. However, someone with lots of ambition who hopes to progress quickly may not always be the best fit for a particular role.

As an example, if a candidate is clearly very bright and driven but is applying for an entry-level position with no real scope for progression anytime soon, they may not be happy with their position for very long. Rather than having to hire again in the near future, it would probably be easier to hire a candidate with a little less ambition who is likely to be content in the role for the longer term.

2. Bad luck follows you around

There are plenty of good people in this world who are genuinely unlucky; however, a job interview is probably not the best time to air your grievances. If you’ve had to leave one job because of an ill parent or were laid off from another because of a personal health problem, then even if those events were completely out of your control, it’s not the best time to bring them up.

It’s important to remember that the hiring manager wants someone who will make their life easier. They will not have the time or energy to help you work through your personal issues, particularly when you’re unproven.

3. They hired someone internally

Sometimes, no matter how well you perform in the interview, you were never going to get the job. There are occasions when posts are advertised externally simply to tick the relevant boxes, when an internal candidate has already been promised the role. In this case, unfortunately, the hiring company has completely wasted your time.

4. You criticised your colleagues

When it comes to discussing previous positions you’ve held, a common mistake candidates make is to overshare. No matter how awful your past employer or colleagues might have been, you should not speak negatively about them as it will only reflect badly on you. When you need to vent, speak to your family and friends. Some candidates may try to get around the negative connotations of criticising colleagues and employers by starting a sentence with “I don’t want to talk badly about anyone but…”

This type of talk will only distract from your positive qualities, so just don’t do it at all!

Receive honest feedback from our team

At Linguistica Recruitment, we work with you to help you secure your next bilingual role. If that means giving you honest feedback and providing a few professional pointers so you don’t make the same mistake again then we will. Take a look at our current vacancies, submit your CV or call our team on 02392 987 765 today.

How does the New GDPR Legislation affect Job Seekers?

If you haven’t heard of the General Data Protection Regulation (GDPR) legislation then that probably makes you one of the lucky ones, because news of the soon-to-be-introduced EU regulation has been everywhere.

The GDPR legislation comes into force on 25 May this year and will bring with it strict new rules regarding the handling and processing of consumer data. Preparing for the new rules has given plenty of businesses some serious headaches, but as a candidate there’s absolutely nothing for you to worry about. There are however a few things that might change.

Providing a new layer of protection

The protection of personal data has been a hot topic in recent weeks given the Facebook debacle and the grilling Mr Zuckerberg received from Congress. This highlights just how important it is that the existing legislation in the UK, which dates back to the 1990s, is updated.

In response to the new rules, recruitment agencies, consultants and online job boards will have to make changes to their data policies in order to avoid falling foul of the law. Failure to do so could lead to penalties of up to €20 million or 4 percent of annual turnover, whichever is greater. Inevitably, these changes could impact the way candidates are signed up as well as more general recruitment processes.

What do you need to be aware of?

So what’s likely to change from a candidate’s point of view?

  • The new rules are EU-wide

Well firstly, the new rules apply to companies that hold information about anyone in the EU. So, even if you are signed up with a bilingual recruiter in the UK but are currently living or working elsewhere in the EU, the regulations will still apply.

  • You have the right to be forgotten

One of the biggest changes for job seekers is the fact that you’ll be able to request to see all the information recruiters and job boards hold about you and ask for that information to be deleted. The firm must respond to your request within 30 days.

However, there are also circumstances where personal data is essential for fulfilling a contract or to comply with legal requirements under which companies can continue to hold your personal information without your consent.

  • The importance of consent

Another major change focuses on the issue of consent. Once the GDPR is in force, companies must keep records of how and when candidates gave their consent for their personal information to be stored and processed.

Importantly, a tick box will only be an acceptable way of obtaining consent if it is clear and unambiguous. A pre-ticked box will no longer be sufficient. As the candidate, you will also be able to withdraw your consent at any time and companies will need to show that your personal data has been erased.  

  • Data breaches

The new rules are equally stringent when it comes to security. If a data breach does occur and your personal data is stolen, the Information Commissioner’s Office (ICO) must be informed within 72 hours. That disclosure must be made along with a proposal for mitigating the impact of the breach.

  • Your right to report non-compliance

When applying for a job, if you don’t think the relevant terms of the GDPR have been met then you have the right to report the non-compliance to the ICO. It will then be investigated on a case-by-case basis.

Taking your privacy seriously

At Linguistica Recruitment, you can rest assured that we take the security and privacy of all our candidates very seriously and will be adhering to the terms of the new regulations.

To find out more about how we can help with your bilingual job search, please take a look at our current vacancies, submit your CV or call 02393 987 765 to discuss your requirements.