The Employers’ Guide to Making the Right First Impression

Recruitment is a double-edged sword. There’s certainly no shortage of articles out there telling candidates how they can make the right impression on recruiters, but as an employer, if you want to attract the best talent, the same applies to you.

With a significant language skills gap in the UK, bilingual candidates are currently in high demand. That means if you want to attract and retain the best talent, you need to consider every aspect of your pre-hire and interview process to make sure the most qualified bilingual candidates want to work for you.

How to create a positive and lasting impression

You might think that the first opportunity you have to really impress the candidate is at the interview, but there are numerous touch points before that which give you the chance to make your mark. For that reason, it’s essential you consider each part of the process carefully and start as you mean to go on. Here are some questions you should ask to fine tune your recruitment process…

  1. Does the job specification sell the organisation effectively and provide enough information about the role?
  2. Do you have a careers page on your website or some other resource candidates can use to find out more about working for you?
  3. How easy do you make it for prospective candidates to contact you and how quickly do you respond?
  4. How well do you prepare for interviews? At the very least, you should familiarise yourself with an applicant’s CV before they arrive.
  5. Are you punctual? Much is made of a candidate’s timeliness but you must also turn up for the interview on time.
  6. How long do you spend with each candidate? First impressions certainly count, but they’re not always accurate. Allow each candidate at least 25 minutes to give them the chance to really impress.
  7. Do you listen more than you talk? The job interview is all about the candidate, so sit back and let them sell themselves.
  8. Do you provide prompt and constructive feedback? Telling someone they haven’t got the job might not be your idea of a good time, but letting the candidate know as quickly as possible and providing constructive feedback is something they’ll value.

Be consistent throughout the process

It’s also important to understand what we mean by creating the right first impression. That does not mean you do things purely for show. For example, holding the interview in your colourful new breakout space might not be the best idea if the room they’ll be working in is the greyest of corporate spaces. That’s because it might give them a false impression of the company and the role.

For that reason, the recruitment process should reflect the organisational culture and give the candidate an idea of what it’s really like to work for the company.

The help you need

If you’re not creating the right first impression in your search for bilingual candidates, we can help. We work with you long before the interviews to attract the best talent.

Read about our services for clients and call 02392 987 765 or email to find out more.

Seasonality in Recruitment: When is the Best Time to find your New Role?

If you’re ready to take your first or next step on the career ladder, there are times of year when there may be more vacancies than others. As well as economic conditions and the uncertainty surrounding Brexit, there is also an underlying seasonality in recruitment which creates natural peaks and troughs in the level of demand in certain industries.

It’s important to be aware of this seasonality because it could create a false view of the number of opportunities in your sector or the level of demand for your skills, which might change your plans entirely.

Factors that affect demand

Fortunately, the level of demand for bilingual workers is high all year round thanks to the linguistic skills shortage in the UK. However, there are still times when those roles might be harder to find than others. Factors that affect the level of demand in the recruitment market include:

  • The availability of decision makers and interviewers during the summer months;
  • Limited funding available for new hires at the end of the financial year;
  • The uncertainty surrounding Brexit which may cause businesses in certain industries, particularly construction, to put new projects on hold;
  • Seasonality in some industries, such as retail in the run-up to Christmas and tourism during the summer;
  • Cutbacks in some industries;
  • The annual graduate recruitment rush.

The right time to start your search

So, when is the right time to start your search for a new role? Here’s our look at the impact of seasonality on the recruitment market by quarter.

Quarter 1 – January to March

There’s typically an increase in the number of candidates looking to change roles at the start of the year as they try to stick to those career-based New Year’s resolutions. However, with more people leaving their jobs, there is also an increase in vacancies, and this recruitment carousel makes it a good time to find a new role. After the New Year rush, the number of postings tends to fall as the end of the financial year approaches.

Quarter 2 – April to June

Once the budgets have been drawn up for the year ahead, there’s often a glut of new vacancies as employers look for new candidates with the skills to grow their teams. Although the number of roles increases, demand typically remains the same. This can make it an excellent time to enter the recruitment market. Towards the end of the quarter, graduate recruitment begins.

Quarter 3 – July to September

If you’re looking for a long-term position, the summer months are not necessarily the best time to bag a new job as many of the key decision makers are away. However, there is a big increase in temporary roles in the tourism industry which can suit bilingual candidates and students looking for work over the summer. In September, the market starts to pick up again.

Quarter 4 – October to December

The autumn is an excellent time to look for a new job as it is one of the busiest periods in the recruitment market. The end of the summer forces employers and candidates to reacclimatise to office life, which makes new jobs and filling vacant roles a priority. The education sector is also back in full swing and many events and marketing companies are on the lookout for new staff in the run-up to Christmas.

Ready to start your bilingual job search?

Now is an excellent time to search for a new role. At Linguistica Recruitment, we currently have plenty of vacancies for talented bilingual candidates. Send us your CV or get in touch to discuss your requirements.

UK Translation Qualifications: What do you need to know?

If you’re looking for a job in translation, here’s an overview of the qualifications that are recognised by companies in the UK.

Currently, there is no single regulatory body that oversees the UK translation industry. That means there are a number of different translation qualifications out there you can work towards. However, not all formal translation qualifications are equal, so it pays to know exactly which certificates carry the most weight with employers and are the strongest indicator of your linguistic competence.

For example, what’s the difference between an MA in Translation Studies and an MSc in Translating? From an employer’s point of view, would it be worth paying more for an individual with a BA in Translation Studies or a Diploma in Translation? We hope to clear all that up.

1. Diploma in Translation (DipTrans)

The main difference between a Diploma in Translation and a BA, MA or PhD is that it is a vocational qualification, which means it is more focused on preparing new translators and those already working in the industry for the challenges they will face at work.

The Diploma in Translation is a postgraduate qualification intended for those who have already reached a level of linguistic competence at least equivalent to a good honours degree, and who now want to embark on a career in translation.

The course will typically last for around 29 weeks and is available through the Chartered Institute of Linguists. Importantly, it is widely recognised both in the UK and overseas.

2. BA Translation Studies

As a starting point for someone who wants to pursue translation professionally, the BA in Translation is a solid choice. Applicants will need two to three A-levels at grades C and higher as a minimum, although it could be considerably higher depending on the university you apply to. Mature students with professional experience may also be accepted onto the course regardless of their academic qualifications.

This qualification takes the form of a typical degree programme, with theory and in-depth practical lessons, coursework and examinations, and can also include placements for on-the-job skills development. It is accredited by the Chartered Institute of Linguistics and the Institute of Language Educational Trust.

3. BA Translation and Interpreting with Modern Languages

This three or four-year course sees students choose two languages and develop their skills to the point where they are able to develop sophisticated arguments in both languages. It also includes either a semester or a full year spent studying abroad, as well as practical and theory lessons to build up linguistic proficiency.

The entry requirements are typically higher for this course than the BA in Translation Studies, with applicants to most universities needing three A-levels at grade B and above.

4. MA Translation Studies

This one-year full-time course, or two-year course for those who want to study part-time, is well suited to linguists who want to fine-tune their skills before entering a career in translation or engaging in further academic research and study. It’s also a good fit for those already working as professional translators who want to gain a formal qualification.

Most universities have an entry requirement of an upper second-class honours degree or equivalent for international applicants and the course currently costs £6,525 for UK students.

5. MSc Translating

Students taking this one-year full-time or two-year part-time course will translate between English and either one or two foreign languages. The course covers practical translating and the role of technology in translation. It also develops students’ analytical skills to help them solve translation problems and master the techniques required to translate at a professional level.

The course costs around £6,770 and requires an upper second-class honours degree or equivalent.

6. PhD in Translation Studies

Those with a merit or distinction in a postgraduate translation qualification may be eligible to complete a PhD if they want to carry out academic research or further studies. PhD students work with university staff to progress their individual research projects and ultimately achieve the highest level of academic qualification open to UK translators.

The course typically takes three years, although six-year part-time courses may be available.

Ready to put your translation qualifications to the test?

Whether you have a formal translation qualification or are simply looking for a job that makes the most of your linguistic skills, we can help. We find well-paid roles across the English South Coast.

Take a look at our current vacancies or send us your CV today.

How Employees’ Language Abilities could be the Key to your Success

With an increasing number of companies seeking to expand abroad, the language abilities of employees are becoming a critical issue for businesses large and small. In fact, it’s of such importance that some businesses are trying to overcome the language skills gap in the UK by investing in language training for existing staff.

Yet despite businesses working harder than ever to hire bilingual employees and promoting language learning internally, a third of respondents to a recent survey said fewer than one-in-ten of their employees were bilingual.

The value of language skills

Language skills do much more than simply allowing employees to communicate with customers and clients in other parts of the world, although clearly that’s a significant benefit for businesses. Language skills also boost an individual’s ability to empathise with those in other cultures. This improves cultural understanding, which plays an essential role in international business.

However, linguistic dexterity is not just a benefit when working with those outside the business. Internally, it can also help to improve team strength when dealing with colleagues in other parts of the world and can change the way the company is perceived by those inside the business and across the marketplace as a whole.

The language gap in the UK

One of the biggest obstacles for UK businesses to overcome is the lack of language skills and cultural knowledge at a domestic level. As well as impacting performance in the export market, a lack of language skills can present legal risks to companies expanding abroad, with regulatory issues and cultural misunderstandings potentially the result.

Research by the Department of Business, Innovation and Skills back in 2013 found that the deficit in language skills is costing the UK economy around £48bn a year, equivalent to 3.5 percent of GDP. A recent report by the British Chamber of Commerce found that 62 percent of non-exporting businesses saw their lack of language skills as one of the main barriers to the export market.

So what can British businesses do?

There are changes UK businesses can make to their recruitment processes to promote the recruitment of bilingual workers. But the problem is more complicated than that. Companies do not only want employees with language skills. They also look for well-rounded individuals with employability skills such as teamwork and resilience, as well as tech and digital knowledge and job-specific qualifications.

When you combine all these attributes, it’s clear just how tough it can be to find candidates with the professional and language skills businesses need. The result is that only 2 percent of companies are satisfied with the language skills of their workforce.

The role of internal language training

As the Brexit negotiations continue, it’s still unclear how UK businesses will be able to source workers with the language skills they need in the future. If it becomes more difficult to hire workers from abroad, this will exacerbate the problem.

One step some businesses are taking to overcome this uncertainty is to offer language training to existing employees. Businesses in sectors such as hospitality, travel and customer service are finding this approach to be of particular value.

Those that do offer language training in-house have found that participating employees exhibit greater confidence, improved performance and increased engagement in their work. Research has shown they may also experience a boost to their intellectual capabilities.

Start your search

At Linguistica Recruitment, we help businesses across the South Coast hire talented bilingual employees. Call 02392 987 765 and start your search today.

The Business Case for Bilingual Recruits

The words, expressions and quirks that are unique to our language play a large part in how we see and understand the world. Those who are monolingual see the world with clear limits, while those with another linguistic string to their bow can understand the world from different perspectives. That’s why, in a world of borderless communications and global travel, it makes good business sense for your employees to speak more than one language, even if you’re lucky enough to have English or Spanish as your mother tongue.

The business case for bilingualism

If the cultural case for bilingualism wasn’t strong enough, the business case is certainly compelling. We have trawled the internet to find statistics that show just how beneficial hiring bilingual recruits can be, and we didn’t have to look too far.

Studies in Canada, Switzerland and the UK have all shown the potential financial rewards associated with bilingualism and multilingualism at different levels of a business. A good place to start is the EF English Proficiency Index, created by the World Economic Forum, which shows that the better the level of English spoken in countries around the world, the higher the income and quality of life of the country as a whole.

The cost of monolingualism

In terms of the impact of multilingualism on the economy of a country, Switzerland is a prime example of a country that really benefits from the language skills of its workforce. According to a 2008 study, Switzerland’s multilingual heritage, with German, French, Italian and now English all widely spoken, contributes 10 percent of Switzerland’s Gross Domestic Product (GDP). This is because the language skills of the workers open up Swiss businesses to more markets, which benefits the economy as a whole.

In stark contrast to that is the UK, where stubborn attachment to the English language at the expense of all others, and an unwillingness to invest in language learning are estimated to cost the British economy £48bn a year. That’s the equivalent of about 3.5 percent of GDP.

The benefits of bilingualism for the individual

There are also a number of statistics out there that prove the benefits of bilingualism at an individual level, although these do vary by location, industry and level of employment. A 2010 Canadian study found that Canadian workers who were able to speak English and French earned an average of 3-7 percent more than their monolingual counterparts, even if they weren’t required to speak the second language on the job.

Similar studies in the US have found that the ability to speak a second language has the effect of increasing salary by 1.5-3.8 percent, depending on the second language the individual speaks. German is the most valuable second language in the US due to its scarcity and the important role Germany plays in global trade.

The same can be said for English-speaking workers in India, although in this case, the financial benefit is much more pronounced. A study found that Indian workers who speak English earn an average of 34 percent more per hour.

The business case is made

Do you want to hire bilingual recruits with improved multi-tasking and problem-solving skills who can also give your business a competitive edge?

At Linguistica Recruitment, we find and place skilled and experienced bilingual workers in commercial, technical and administrative positions across the South Coast. For more information, please get in touch today.

4 Strategies for Bilingual Recruitment Success

In an increasingly globalised world, bilingual recruitment is a smart strategy that can prime your business for overseas success. There are many benefits associated with bilingual employees. Not only do they help to expand a business’s horizons internationally, but studies have also shown that bilinguals are often better at multitasking and conflict management. They also have a less biased approach to decision-making.

For HR leaders, that is a pretty compelling list of benefits. But how does a business attract multilingual talent and create a strategy for bilingual recruitment success? Here are four strategies you should embrace…

1. Argue the case for bilingual recruits

Hiring a bilingual recruit can cost more than an equivalent monolingual hire. Not only are they more difficult to find in the first instance, but they also tend to earn more. For this reason, you may have to fight your corner and explain the reasons why you want to recruit bilingual workers for specific positions within the organisation. Highlighting initiatives in the company that could benefit from language skills is an excellent place to start.

For example, a bilingual recruit could help to:

  • Support marketing efforts across multiple regions;
  • Reduce the cost of communication and translation;
  • Allow your business to keep more key activities in-house to ensure the consistency and quality of delivery.

2. Develop processes for hiring multilingual talent

Developing a pipeline of bilingual talent requires a strategic investment and a clear policy. Language requirements need to be built into job postings and screening processes should be developed. Many businesses choose to hire a bilingual recruitment agency that has an existing network of the type of candidates they need and this approach can bring success.

3. Build language testing into the recruitment process

A diverse range of terminology is used to describe different levels of language ability. Scanning a few bilingual job ads will reveal phrases like ‘fluency in Spanish is a must’, ‘must be comfortable communicating in Spanish’ and ’Spanish speaking is an asset’. The trouble is that each of the terms can mean very different things, both to candidates and their prospective employers.

For that reason, an essential part of the bilingual recruitment process is to understand precisely what level of language skills is needed and develop objective language tests that allow you to assess the written and spoken skills of applicants.

4. Help bilingual employees succeed

When you have gone to the trouble of recruiting bilingual employees, it’s essential you develop ways to harness their valuable skills and help them succeed in your business. Ongoing monitoring and onboarding sessions can help bilingual employees find their place in the organisation while developing clear approaches to partnering employees with projects can help to make the most of their language skills.

How can we help?

Bilingual employees can be a huge benefit to organisations with ambitions to expand overseas. At Linguistica Recruitment, we can help you build a talented base of bilingual employees with the language skills you need. For more information, please get in touch with our team.

The Impact of Culture when Giving and Receiving Feedback at Work

Giving feedback has an important part to play in the recruitment process and is central to the employer-employee relationship. Just as a good recruiter gives feedback to candidates about their performance in interviews and skills assessments, new employees will regularly receive feedback from employers about the quality of their work.

While this essential part of workplace communication occasionally causes some problems, it can really become a source of confusion when feedback is given and received by those from different cultures.

How culture impacts understanding

People tend to either ‘downgrade’ or ‘upgrade’ their feedback depending on where they’re from. In the UK, we tend to downgrade feedback, which means we soften both the terms we use and their impact. In other countries, such as the US and Russia, people tend to upgrade their feedback by using language that reinforces or even overstates what they are saying.

For this reason, giving feedback in international workplaces can become particularly problematic, whether it’s speaking to bilingual workers in the same office or colleagues based overseas. This is because an employee’s culture can lead them to magnify or minimise the feedback they receive.

Confrontation and criticism

For managers of diverse bilingual teams, it can be difficult to know how to give feedback that will be received in the way it’s intended. For example, if a British manager describes a piece of work as “not too bad”, it could be meant as a compliment but it may be understood that the work has been poorly received. This can result in misunderstandings, hurt feelings, and in some cases, missed opportunities.

Confrontation can also be much more shocking in some cultures than others. For example, when dealing with employees in countries like Japan and the Philippines, open confrontation or expression of heated emotion could be disastrous. In other cultures, like in Russia or Span, a heated confrontation is more likely to be seen as just another day at the office.

Overcoming the differences

These stark differences can make communication difficult for managers of businesses with an international workforce, and the truth is that it’s not an easy problem to overcome.

The key to overcoming these cultural and linguistic differences is to listen to colleagues, employers and employees with a sensitive ear. Awareness and understanding are the best approaches to take. If your Russian colleague mentions a “slight problem” then it’s unlikely to be an issue that requires your immediate attention. If your Japanese counterpart says the same thing, it’s likely to be something that requires your immediate attention.

How can we help?

At Linguistica Recruitment, we work with bilingual workers from around the world to find your next career move here in the UK. Take a look at our current vacancies or call 02392 987 765 to discuss your requirements.

What are the Implications of an Ageing Workforce for Employers?

Organisations have always been places that are perpetually renewed by a constant stream of younger workers, but for the first time all that is starting to change. With birth rates down, the retirement age rising and people generally healthier for longer, the workplace of the future could be quite different.

With a workforce that is gradually getting older, employers need to think about how they will not only cater for the diverse needs of different generations – but also vary their recruitment practices to appeal to all age groups.

Not enough young people to fill the roles

Being a good employer and filling vacancies with the most suitable candidates is no longer a simple case of attracting younger workers or the best graduates. Figures from ACAS show that, over the next ten years, 13.5 million jobs will be created in the UK but there will only be 7 million workers entering the labour market to fill them.

That means employers are increasingly going to have to target their efforts at recruiting older workers and adapting aspects of the recruitment process and the workplace to meet their needs. Needless to say, every generation is shaped by the economic circumstances, culture, education and society at the time. Although it’s wrong to generalise, it’s fair to say certain generations of workers will have different expectations around their careers.

Millennials currently rule the roost

Millennials at work

The largest demographic group currently in the workforce is the Millennials, defined as those born between 1980 and 2000. Millennials are typically less likely to stay in their current jobs for the long term when compared to previous generations. They have also enjoyed a unique career advantage in that many are more technologically capable than their senior managers. They are also more capable and flexible when it comes to adapting to new technology.

However, some employers will also be aware that Millennials are less comfortable with the rigid structures larger businesses tend to have and do not always give their employers long-term loyalty. This can cause problems for recruiters.

Many Millennials also value a flexible working life that may include some freedom to choose the hours they work or the ability to work from home. Employers that are willing to match these expectations may be able to put themselves at an advantage when it comes to recruitment.

The potential for conflict

Given the significant disparity in the way different generations work, there is potential for intergenerational conflict in the workplace which employers will have to cope with. One of the biggest differences is in the way they communicate, with younger workers typically happy to communicate electronically, while older workers value face-to-face meetings. Younger workers are also more likely to need regular praise, guidance and feedback, which can lead older workers to see them as needy.

There can also be significant differences in what each group expects from the workplace. Typically, the younger generation prefers an informal and sociable atmosphere, while older workers can favour a more formal workplace.

All this means there are likely to be considerable challenges ahead for employers and recruitment. Taking a pragmatic approach to recruiting and training each generation will help, but perhaps the key is to treat each worker as an individual regardless of their age and really get to their heart of what they need to succeed at work.

How can we help?

Are you looking for a bilingual recruit on the English South Coast? Whatever their age, we can help. Please call the Linguistica Recruitment team today on 02392 987 765 or email to discuss your requirements.

Bilingual Jobseekers – Do you Speak a ‘Power Language’?

For bilingual jobseekers living in multilingual markets and countries where a second language is in high demand, the ability to speak one of the world’s dominant languages can greatly enhance not only their job prospects – but also their earning potential.

There’s no doubt that mastery of a second language gives power to the speaker, but that is more the case with some languages than others. English is still the dominant language around the world, but there is also a growing group of incredibly powerful languages that can unlock a host of opportunities and enhance the speaker’s life prospects significantly.

What is a ‘power language’?

The power of a language is based on more than just how many speakers there are. Languages are deemed to be powerful if they are used by economic or political groups. For example, in colonial countries, it is not uncommon to see a smaller language group dominate a much larger language population.

The Power Language Index (PLI) takes into account a diverse range of factors when measuring the power of a language. That includes things like:

  • The ability to travel widely
  • The ability to earn a livelihood
  • The ability to acquire knowledge and consume media
  • The ability to communicate with others
  • The ability to engage in diplomacy
  • The number of world-class universities that teach in the language

One of the most important factors in this list is whether mastery of a particular language enables the speaker to consume media and acquire knowledge. This is significant because the ability to access and understand online content and academic journals directly impacts the opportunities that are available.

And the results are in…

Perhaps not surprisingly, English has been ranked the most powerful language in every one of the factors that was measured. In terms of knowledge acquisition, a significant proportion of online content is written in English, as are the majority of leading academic journals. Many of the world’s top universities also teach in English – it is also spoken in eight of the world’s ten leading financial hubs and is the main language of diplomacy in the UN and the IMF.

Although Mandarin is growing significantly in power, it is still a distant second to English, with French, Spanish and Arabic filling the next three positions. Interestingly, even if all the Chinese languages/dialects (Mandarin being the largest) were measured as a whole, it would still not change the ranking.

The top ten looks like this:

  1. English
  2. Mandarin
  3. French
  4. Spanish
  5. Arabic
  6. Russian
  7. German
  8. Japanese
  9. Portuguese
  10. Hindi

The benefits of speaking a powerful language

Language is undoubtedly a tried and tested tool for success for many individuals, with the type of opportunities available dependent on an individual’s country of origin and their native tongue. Studies have shown that, in mature markets – such as the UK or the United States, speaking a second language can certainly lead to economic benefits. However, it is people born in developing markets or whose native language is less prominent who can really reap the rewards of speaking a powerful language.

Native speakers of powerful languages can still benefit from bilingualism, if not economically – then certainly culturally and personally. Becoming bilingual can also improve problem-solving skills and build the tools people need to lead a fulfilling life.

Apply for bilingual jobs today

Put your powerful language skills to the test by applying for a top bilingual job on the English South Coast. Send us your CV or browse our current vacancies online.

Are you really Bilingual? Here’s what you should put on your CV

If you are based in the UK and speak English as well as the language of your native country, you are in a fantastic position to land one of the many bilingual jobs here in the UK. Bilingual speakers are in exceptionally high demand from a broad range of sectors at the moment and that doesn’t look set to change anytime soon.

Multiple studies have been conducted over the years that show speaking more than one language translates into a big earnings boost. That’s fantastic news for job seekers looking for their first or next bilingual role. But wait, before we start extolling the virtues of bilingual jobs, there’s one question that remains surprisingly difficult to answer…

Are you really bilingual?

The term bilingual means different things to different people. Even the dictionaries can’t agree on a single definition.

From we have:

‘The ability to speak two languages with the facility of a native speaker’.

While the Cambridge English Dictionary defines it as:

‘A person who is able to use two languages equally well’.

That begs the question: can anyone speak two languages equally well? Language proficiency is measured in terms of an individual’s speaking, reading, writing and listening abilities in each language. If pushed, very few people would say they can do all of these things equally well in a second language as they can in their native tongue.

We all know it’s not uncommon to exaggerate skills on our CVs and language proficiency is no different, but when promoting our language skills – it’s particularly important to be honest.

So what should you put on your CV?

Regardless of your level of proficiency, your language skills are certainly worth shouting about, but they will be tested, whether by a specialist recruiter like Linguistica Recruitment or by the employer themselves. For that reason, it’s essential you describe your proficiency in the right way. You should handle terms like ‘fluency’ or ‘bilingual’ with care and use the following terms as a framework to describe your skills:

Limited working proficiency – If you are able to handle routine social interactions and use your second language skills in limited work scenarios, this is an accurate way to describe your skills.

Professional working proficiency – If you can discuss a variety of topics easily and have an almost complete understanding of what others are saying then this is the term you should use.

Full professional proficiency – If you can participate in all types of conversation easily and only make a few mistakes when speaking and writing the language then you have full professional proficiency.

Native proficiency – This term describes a native or mother-tongue speaker.

Proving your language skills to prospective employers

Any employer asking for a level of language proficiency as an essential skill will be sure to test you in the interview or as part of their pre-interview screening process. At Linguistica Recruitment, we conduct comprehensive written and spoken language tests to make sure all our candidates meet the required skills.

Looking for your next bilingual role?

If you have second-language proficiency then we could have the role for you. Not all our employers require a native speaker, so take a look at our current vacancies or send us your CV.