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.

Top Talent Trends for UK Employers

You don’t need to be told that the world is changing at a rapid pace. With today’s General Election and the upcoming Brexit negotiations, there’s no doubt further change is on the way. One area where this is particularly evident is in the fast-paced recruitment sector. There are always skill gaps that need to be filled and new talents that are in high demand. As a bilingual candidate, you’re a hot commodity at the moment and there’s no sign of that coming to an end anytime soon.

But what other top talents will employers be looking for over the next year?

1. Bilingual candidates

Many companies in the UK are actively looking for bilingual candidates capable of communicating at a high level with customers, clients, shareholders and other stakeholders. Currently, there is a ‘talent mismatch’, with not enough well-qualified bilingual candidates to meet the demand, putting you in a particularly strong position.

2. The ability to build lasting relationships

Candidates with a strong track record in building successful relationships with stakeholders and winning trust from customers are currently being targeted by companies that are looking to enhance their performance in the manufacturing, technology and consumer industries.

3. Digital experience

The role new media and technology have to play in the modern world has created massive demand for candidates with digital experience, and this demand is continuing to grow. Companies understand that sales and marketing managers who can harness the power of media platforms to promote their products and services are extremely valuable.

4. More flexible job seekers

Mid-career candidates that were once dedicated to working in certain sectors are becoming less picky about the industries they work in. Instead, they are prioritising roles that allow them to develop their skills, gain digital experience and progress their careers more quickly.

5. New sales channels

One thing that will probably never change is the need for successful sales professionals. However, over the next year, many companies will undertake a more rigorous recruitment process in the search for candidates with existing networks that can be used to create new sales channels.

6. Emerging technologies

IT specialists will continue to be in demand to keep up with the rapid pace of technological advances. The growth of technologies such as artificial intelligence, robotics and automatic driving will increase the pressure in this already candidate-short market as companies struggle to recruit the highly-skilled professionals they need. The result will be substantial pay increases in the sector for those with the right skills.

7. Skills development for junior candidates

Junior candidates fresh out of university will continue to show interest in joining technology firms at an entry level in a bid to acquire the in-demand skills they’ll need to develop their future career prospects. However, companies will have to develop new strategies to retain the best professionals once they have acquired the skills and experience they need.

How can we help?

As a specialist bilingual recruitment agency, we can help employers find talented linguists and empower candidates to take their next step on the career ladder. Call 02392 987 765 to discuss your requirements or browse our current vacancies online.

25-34 Year Olds are most Dissatisfied with their Work-Life Balance

A recent YouGov survey found that employees aged 25-34 are more dissatisfied with their work-life balance than any other age group. Around one in five of the 1,995 respondents aged 25-34 said they were unhappy with their current work-life balance, with almost half saying there was an expectation in their workplace to work outside of normal hours. The next least satisfied group were the 18-24 year olds, with around one in six admitting to being unhappy with the hours they were being asked to work.

The survey revealed that as workers get older they tend to become happier with their work-life balance. The number of 35-44 year olds who were unhappy fell to just 14 percent, before rising slightly to 17 percent of 45-54 year olds. The happiest group by far were the over 55s, with just 11 percent saying they were not satisfied with the balance between their private and professional lives.

The importance of maintaining a healthy work-life balance

The issue of maintaining a healthy work-life balance is incredibly important not just for employees, but also for their employers. The digital revolution has made it easier to stay connected than ever before, but that makes it more difficult for many people to separate their private and professional lives.

One of the biggest complaints in the YouGov poll was the problem caused by dealing with work-related correspondence at home. More than four in ten of those questioned said they send work emails outside of office hours, while 38 percent said they tend to make and receive work phone calls while on holiday.

While clearly not good for employees, this situation is also not beneficial for employers. Maintaining a healthy work-life balance is not only important for an individual’s personal health and relationships, but it also improves the performance of an individual at work, reduces burnout and improves concentration.

The male-female divide

Another study conducted earlier in the year found that work-life balance was a significant problem for a growing number of UK workers. On that occasion, 60 percent of the employees surveyed admitted to not having a good work-life balance, while only a third said they usually leave work on time.

The figures also revealed a divide between the remuneration men and women receive for working the extra hours. While 43 percent of men said they are paid overtime for the additional hours they work, only 30 percent of women claimed to get extra pay.

Which companies offer the best work-life balance?

A recent study has been conducted into the employers offering the best work-life balance, and with banks, oil companies and supermarkets all on the list, the results may surprise a few.

The ten employers offering the best work-life balance are:

1. Goodman Masson
2. Cisco Systems
3. HomeServe UK
4. LOLA Staffing
5. Screwfix
6. American Express
7. BP
8. Peninsula Business Services
9. ARM Holdings
10. Unilever

How can we help?

Are you unhappy with the work-life balance in your current workplace? Do you have a second-language skill you’d like to use? At Linguistica Recruitment, we have a range of fantastic bilingual roles on the South Coast with some of the UK’s best employers. Browse our current vacancies and call 02392 987 765 or email: for more information about any of our roles.

What are the Real Costs of Hiring a Bilingual Employee?

Making solid recruitment decisions is more important for today’s companies than it has ever been before, particularly when searching for specialist skills like bilingualism. When pulling out all the stops to attract and secure the best talent, you either need to have solid recruitment strategies in place or work with an agency that knows your sector inside-out.

A recent report by Oxford Economics found the average cost of hiring a new member of staff was £30,614 per employee. That cost was made up of two main factors:

  • The cost of lost output while the new worker gets up to speed;
  • The logistical cost of recruiting and absorbing a new worker.

The truth is there’s not much you can do to reduce the cost associated with the loss of productivity while the new worker gets up to speed. The report reveals that new workers can take up to 28 weeks to reach their optimum level of productivity, so it’s essential to have comprehensive onboarding and training schemes in place.

What you can do something about is the cost of recruiting and absorbing a new worker. Depending on the approach you choose, the costs associated with recruiting a bilingual employee in the first instance can range from £1,000 to £10,000. Here’s how we help to keep those costs down…

1. Qualifying applicants

When you advertise a role in-house, you are likely to be inundated with CVs from many applicants who do not have the skills and experience you need. At Linguistica Recruitment, every CV we receive has been carefully qualified by our experts to make sure the applicant meets your precise requirements. Importantly, that includes their language skills. Instead of receiving potentially hundreds of CVs it could take you days to sift through, we will send you a small number of CVs from individuals with the skills and experience to do the job. That can significantly reduce your cost per hire.

2. Telephone screening

We speak to every one of our candidates on the phone before putting them forward for any role. Not only do we discuss their suitability for the role and their experience to date, but we also arrange for a written and spoken language test to be taken and we run a reference check. Only when the relevant checks have been completed satisfactorily and we are sure a candidate has the necessary professional experience and personal characteristics to fulfil the role will we pass their details on to you. This drastically reduces the risk of a bad hire and removes the costly process of calling and screening numerous candidates.

3. Language testing

As specialists in the world of bilingual recruitment, we discuss your position with you and take the time to understand exactly what level of linguistic skills you need to fill the role. For some positions, written or spoken fluency is an absolute must, while for others, an ability to understand a second language is sufficient. We test the written and spoken language skills of every suitable candidate. Only when they have proven their ability meets your minimum linguistic requirements, and that they have the personal and professional skills you need, do we put them through to the next stage of the process.

Testing all of our candidates significantly reduces the time and cost of your hire, but also ensures that the candidates’ results are assessed by linguistic experts who understand the relationship between their test results and the type of skills you need.

How can we help?

Are you looking for a bilingual recruitment specialist who can reduce your cost-per-hire? To discuss your position, please call 02392 987 765 or email today.

4 Fascinating Jobs Linguistics Graduates may not always consider

If you’re coming to the end of your linguistics degree and have loved every minute of it, you’re probably wondering what’s next. You want to continue to use your linguistic skills in your working life but are not sure of all the options available to you. Of course, teaching is always an option and language teachers are currently in high demand in the UK. Alternatively, there’s translation work, which some linguistics graduates chose to pursue. But there are also a wealth of more specialist opportunities out there you may not have considered, and some, frankly, you’ve probably never heard of.

In this blog, we hope to give you some idea of just a few of the jobs that, as a linguistics graduate, you may wish to consider…

1. Computational linguist

… A what? A computational linguist is involved in the development of computer systems that deal with human language. This could be in the field of artificial intelligence, machine translation, document processing, computer-assisted language learning and many other fields besides.

To become a computational linguist, you need to have an interest in and understanding of software development and the structure of language. Those who become computational linguists tend to have the ability to visualise complex processes and solve difficult problems.

You’ll also need to follow your undergraduate linguistics degree with a master’s degree in computational linguistics. However, all the hard work should be worth it. Computational linguists are in high demand and do get well paid.

2. Forensic linguist

Forensic linguistics is concerned with the application of linguistic knowledge, methods and insights in the forensic context of law, criminal investigations, trials and judicial procedures. In real terms, qualified forensic linguists could find themselves performing language analysis on emergency calls, threatening communication and social media for law firms, the police and government agencies. Alternatively, your skills could be in demand in the fields of trademark disputes, author identification and the language analysis of asylum seekers.

The entry requirements for a role as a forensic linguist tend are high, with a bachelor’s degree and master’s degree in linguistics essential. In many cases, a PhD in linguistics will also be required.

3. Technical writer

A technical writer works with graphic designers, software developers, user experience designers and testers to plan and write technical documentation to educate consumers. This could be in the form of whitepapers, manuals, online help, business correspondence, design specifications, project plans, test plans and more.

For a technical writer, writing skills are clearly essential. You need to be able to convey what can be complex information in a clear and concise way that can be understood by the audience. The skill set of a technical writer depends largely on the subject matter. For example, writing in pharmaceuticals or other manufacturing industries can be highly technical and will require very specific knowledge.

To get into this line of work, a bachelor’s degree in linguistics followed by a masters in journalism, or a bachelor’s degree in English or communications will usually be required. You will also need experience of publishing software like Adobe, CSS, Photoshop etc.

4. Lexicographer

Lexicographers write, compile and edit dictionaries for native speakers, language learners, professionals and bilingual speakers. They not only define the words in the dictionaries but also help plan the content of dictionaries for particular groups and use specialist computer databases that store information about language from many different sources.

A career as a lexicographer is certainly not for everyone, but if it does interest you, you will need a degree in linguistics, English or modern languages. A postgraduate qualification in foreign languages will be useful for aspiring bilingual lexicographers.

We can help

If you’re ready to take your first or next step on the bilingual career ladder, we can help. Take a look at our current vacancies and apply online today.

4 Freelance Roles for UK-Based Bilinguals in 2017

The freelance economy is well and truly on the rise (no matter what tax changes Chancellor Philip Hammond decides to make) and, as a bilingual speaker in the UK, you are perfectly placed to join this growing army of workers.

In fact, the freelance economy is one of the great success stories of recent years, growing by 25 percent since 2009 and turning over an estimated £109 billion a year. This has added an estimated £30 billion to UK gross domestic product and contributed much to the growth in employment. Statistics from the Office of National Statistics show that a record 4.63 million, or one-in-seven of the workforce, are now self-employed.

However, regardless of what the figures might suggest, life as a freelancer is not for everyone. You lack the security you enjoy as a PAYE employee. There’s no sick pay, no paid holidays and no ‘training days’ spent nursing a cup of tea. As a freelancer, if you’re not working, you’re not earning. But that doesn’t stop freelancing being a land of opportunity, particularly for those with rare and valuable bilingual skills.

With that said, here are four freelance roles for UK-based bilinguals in 2017…

1. Translator

If you have some experience as a translator under your belt then you could access the potentially lucrative freelance translation market. With the right network of clients, marketing strategy and skills, you could earn more as a freelance translator than you typically would working in-house. Of course, you will have to work long hours to build your client base and it could take six months to a year for all your efforts to pay off. However, once you have a regular stream of customers, can keep them happy and make sure you get paid, life as a freelance translator could be pretty good.

2. Customer service agent

Customer service might not be a role you would typically associate with freelance workers, but there are an increasing number of companies that are looking for freelance bilingual customer service agents who can work from home. These positions range from sales and tech support to full-time roles dealing with inbound customer requests, whether on the phone, via email or through video calls.

3. English-as-a-second-language (ESL) tutor

ESL teachers and tutors are in high demand both here in the UK and overseas. In the UK, there are more and more companies looking for individuals who can get their foreign language employees up to speed. You can even teach English from home using a virtual platform. There are also plenty of opportunities overseas for ESL tutors who can find work in the country of their second language, teaching private and corporate clients. You will need some experience and a professional qualification to become an ESL tutor in the UK and abroad. A TEFL certificate is an excellent place to start.

4. Copywriter

If you have a way with words as well as fluency in two languages, becoming a bilingual copywriter could be a potential freelance route for you. There’s an increasing need for bilingual copywriters as UK-based businesses expand their offerings overseas. As a bilingual copywriter, you may have to write marketing messages in both languages, which can be a big ask. Alternatively, you could be charged with localising English-language marketing assets for an overseas market, or vice-versa. If you have the linguistic skills to fulfil this role, you will be well-rewarded.

Alternatively, if you prefer the security of a life as a PAYE employee, we have a number of exceptional bilingual roles for candidates across the English south coast. Please take a look at our latest bilingual vacancies or call 02392 987 765 to discuss your requirements today.

Make Time for Language Learning and Kick-Start your Bilingual Career

If you’re already in work, finding the extra time to improve your language skills can be a big ask. It’s been widely reported just how beneficial second language fluency can be, but finding the time to boost your bilingualism while trying to earn a living elsewhere requires a little extra motivation.

There’s currently a shortage of the language skills that are necessary to succeed in international fields like business, security, finance and politics. However, those certainly aren’t the only opportunities that exist for bilingual speakers in the UK. Bilingualism is one of the most sought-after skills in almost every major industry, from healthcare and hospitality to marketing, customer services, engineering and more.

So, if you want to boost your career and your earning potential, it’s crucial you act quickly and make the time to improve your language skills whenever you can. Here are our top tips to get you bilingual job-ready while already in work…

  1. Study first thing in the morning and last thing at night

Little and often is the key to improving your language skills in the most efficient way. All it takes is 25-30 minutes per day, which means even the busiest workers can find time in their schedules, no matter how crazy they may be.

The most effective way to spend this time is to split it between first thing in the morning and last thing at night. Studying just before you go to sleep can not only enhance your slumber, but it also gives your brain a chance to interpret, consolidate and store new experiences and information as you sleep. By studying just before you sleep, you put your new language skills at the front of the consolidation queue.

Repetition, as you no doubt know, is one of the most important aspects of language acquisition. Taking ten minutes every morning to review the language lessons from the night before will refresh the vocabulary, phrases and structures you learnt and lock them away in your long-term memory.

2. Harnessing those hidden moments

Making the most of those otherwise meaningless scraps of time you waste throughout the day is a great way for busy professionals to boost their language skills. Even if it’s just five or ten minutes spent sitting on the train, waiting for a bus, jogging, driving, cooking or simply walking to the shops, this is the time you could easily spend brushing up on your skills.

Listening to audio recordings is one of the best ways to make the most of those hidden moments. Not only does it easily fit into a busy schedule, but it’s also an effective way to improve your skills.

3. Make the most of modern technology

When time is of the essence, technology is one of the most powerful weapons in a language learner’s armoury. Conversation exchange, an online tool that allows you to come together with native speakers from around the world, is a great way to share a mutually beneficial conversation. When you already speak a foreign language to a high level, this can give you the extra 5 or 10 percent you need.

4. Listen to music and watch foreign language films

When you’re already working, giving up your downtime is something you’ll be reluctant to do. The good news is that, in the modern world, the constant reinforcement you need is available with the click of a button, whether you head to YouTube to listen to foreign language tunes or take in the latest film. There are some fantastic foreign language films out there that will fine-tune your skills and introduce you to new accents, phrases, and grammar patterns, all while being entertained. What better way to boost your skills?

Now to find bilingual work

Once your second language skills are up to scratch, you’re ready to kick-start your bilingual career. Simply browse our current vacancies and apply online. Alternatively, send us your CV or give us a call on 02392 987 765 to discuss the bilingual role you’re looking for.