Here’s why you should Build a Talent Pool of Bilingual Workers

The dearth of talented bilingual workers in the UK is one of the biggest gripes of many businesses. Figures from the government show that the British economy loses about £50bn a year in failed contracts because of a lack of language skills in the workforce. But that’s not all that’s lost. A senior advisor from the investment bank UBS has said:

“A deep understanding of foreign languages is often essential to the combination of cajolery and seduction many companies require in their international negotiations.”

And frankly, we couldn’t agree more. But what can UK businesses do to bridge this skills gap? How about a little spot of talent pooling?

What is a talent pool?

A talent pool is a shortlist of candidates for roles that may not necessarily exist yet but who have the type of talent you need in your organisation. Whether that’s specific language skills, experience or hard-to-find qualifications depends on the particular challenges you face.

A talent pool can be made up of candidates who:

  • You’ve interviewed before
  • Attended events and careers fairs you’ve held
  • Have contacted the business about prospective employment
  • You’ve met at networking events
  • Have been found by a previous executive or corporate search

Research has found that while only 30 percent of the workforce is looking for a new role at a particular time, 75 percent would be willing to talk about a prospective new role. That gives you the opportunity to sound them out and gauge their interest about openings you expect to have in the future.

What role can talent pools play?

Most managers will have a story about how an unexpected resignation or skills gap led to a long and potentially unsuccessful recruitment process. That’s why a more proactive approach can help to reduce the stress.

The impact of a sudden resignation, particularly by a member of staff with key skills, can be devastating for a business. Not only can it be damaging to the operations of the company, but it can also be difficult personally for other members of the team.

Having a talented pool of bilingual candidates to turn to can make it much easier to fill that gap and stay ahead of the recruitment curve. Rather than starting the process from scratch, you have existing contacts you can call on that have already shown an interest in working for your business.

When is the right time to build your talent pool?

There’s never a bad time to start building a talent pool, but conversely, perhaps the best time is when things feel the most stable. Not only is that when you’re most likely to have the time to dedicate to the process, but it’s also when growth is likely to lead to a new role opening up, or when an unexpected resignation could hurt you the most.

In reality, there’s always likely to be some disconnect between finding the perfect candidate and the right opportunity or time, which is why building a talent pool can make sure you don’t miss out.

How can we help?

At Linguistica Recruitment, we can help you find the talent you need to fill your linguistic skills gap. To find out more, please call our team on 02392 987 765 or email today.

New Year’s Resolutions to Help you Bag a Job you Love in 2018

A YouGov poll of 1,170 British adults has found that getting a new job is seventh on the list of the most popular New Year’s resolutions for 2018. Perhaps many of us would have expected it to feature higher on that list given just how upsetting returning to a job you hate after the Christmas break can be.

While the abiding effects from the festive season fade all too quickly, the good news is that January is the perfect time to search for a new job. Before Christmas, we gave you a few top tips to help you beat the January job rush, but refocusing and setting clear new career resolutions is also a key part of making your job search a success. So what can you do to supercharge your efforts in 2018? Let’s take a look…

1. Set clear goals

The best way to tackle such a large and multifaceted task is to break it down into realistic and achievable chunks. Taking one step at a time and ticking that off your list, whether it’s updating your CV, overhauling your LinkedIn profile or making a list of dream employers, is an excellent way to kick-start the process.

You should set a realistic timeframe to complete each task and make sure you stick to it. This will keep you moving in the right direction and help you remain serious about your objective. It will also give a sense of accomplishment and make you feel more motivated about your progress.

2. Market yourself effectively

Blowing your own trumpet is something not everyone finds easy to do. It’s incredible how many times job applicants are unsuccessful, not because they lack the necessary skills and experience for the role but simply because their CVs are not an accurate reflection of their capabilities.

A CV is a document that represents you in your absence. There’s no point having years of industry-specific experience and an exceptional track record of success if this is not included, in detail, on your CV. You should be specific regarding your achievements and milestones in your career and highlight key interactions or partnerships you may have developed.

It also goes without saying that your CV should be customised to the requirements of the job you are applying for. That might be tedious but it’s absolutely essential.

3. Use your time wisely

When you spend all day in a job you don’t enjoy, all you want to do when you get home is relax and switch off. However, by taking the easy option, all you’re really doing is prolonging your dissatisfaction.

Next time you’re tempted to put your feet up and watch yet another boxset, think about how that will help you bring an end to your current career purgatory. You need to use your time more productively. The more work you do now, the more quickly you’ll find a job you love.

4. Refine your tactics

If you’ve applied for 20 jobs and not received a positive response from anyone then it’s clear that something you’re doing is wrong. As an ongoing process, job seeking requires regular review. It could be that you’re applying for roles you’re under- or over-qualified for.

Alternatively, you may not be effectively demonstrating how your skills and experiences are relevant to the role. With so many different ways to apply for jobs these days, there are plenty of strategies you can use.

5. Never give up!

Around one-third of job seekers give up their job search after two months if they have not been successful. Some candidates make the mistake of thinking that finding a new job will be quick and easy. For a lucky few, it is. However, researchers in the US have found that it takes roughly one month for every $10,000 you want to earn. That means, in the UK, it could take an average of three months to find a new job that pays £22,000.

The difference between successful and unsuccessful jobseekers is their refusal to give up. Walt Disney, J.K. Rowling, Thomas Edison and Vincent Van Gogh are just a few of the people we would have never heard of today if they had given up. In fact, poor Vincent Van Gogh sold just one painting in his lifetime but refused to give up his artistic career. Now he is considered to be a true master.

How can we help?

If you’re looking for a fresh bilingual role in the New Year, we can simplify your job search immediately. Just send your CV to our team and we will be in touch to discuss your requirements. We currently have dozens of employers looking for candidates just like you.

Candidates – It’s Time to Prepare for the January Job Rush!

It might not even be Christmas yet, but when you’re looking to make a decisive career move in the New Year, it pays to do a little preparation now. January is one of the busiest times in the recruitment market as so many people return to work with career-related New Year’s resolutions. The resulting glut of resignations opens up vacancies across every industry, meaning there are plenty of opportunities at every level.

To beat the January rush, it pays to start planning your bilingual job search now. That way, when the New Year comes, you’ll be perfectly placed to pounce. So what can you do to prepare for the January job rush? Here’s our guide…

What companies do you want to work for?

Now’s the perfect time to start compiling a list of the companies you’d love to work for. If you plan on relocating, then identify some of the top employers in that city in your industry and find out a little more about them. Take a look at their careers page to see what it might be like to work for them and check if they have any suitable vacancies. If they don’t have any vacancies now, make sure you check again in January.

If you plan on staying in the same city, you might already have a mental list of companies you’d like to work for. If they don’t have any current vacancies advertised, now would be an excellent time to draft a speculative enquiry to send in the New Year.

What are your previous colleagues doing?

Past colleagues can be an excellent source of information about potential employers in your sector. December is the perfect time to reach out and reconnect with people you know. You can mine your LinkedIn connections for information about companies you are interested in.

Many employers try to hire candidates who have been referred by existing employees, so this could be the perfect way to get your foot in the door. You may also hear about roles that are yet to be opened up to external applications.

Is your LinkedIn profile up to date?

Before you start your New Year’s job search, it’s essential you make sure your LinkedIn profile is up to date. A top tip is to turn off the ‘notify your network’ option on LinkedIn so your current colleagues and boss are unaware you’re freshening up your profile.

You should also consider re-evaluating your headline so recruiters can see what you’re planning to do next. Your LinkedIn summary should detail your top skills and accomplishments and you should update your work history with any skills that will qualify you for your next role.

Research your salary

Now is the perfect time to do some salary research to find out what people in the same position as you are earning in your location. It’s beneficial to have a realistic idea of the type of salary range you should expect before you start filling out applications. Your last salary may not be in line with what other employers offer for similar positions, so the last thing you want to do is sell yourself short.

Clean up your social media profiles

A recent study has revealed that 70 percent of employers now use social media to screen candidates before hiring them, while one-in-three have rejected candidates based on something they found online.

You should clean up as many of those incriminating photos as possible and make your profiles private if you’re worried what employers will find. You should also Google yourself to find out just how much digital dirt you’ve left online and clean up as much as you can.

How can we help?

If you want to get ahead in your bilingual job search, send your updated CV to our team now. With so many vacancies expected in January, we can put you at the front of the queue for some of the leading employers on the South Coast.

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.