Recruitment Trends for 2017 – The New Ways to Apply for Bilingual Jobs

Recruitment is one industry that’s making giant strides in line with the advancement of technology, and 2017 looks set to be no different. Recruitment agencies and employers are doing their best to simplify the recruitment process and make lengthy and time-consuming applications a thing of the past. If you’re searching for bilingual jobs in 2017, the good news is the process has never been so easy, and here’s why…

1. Speed up the process with social media

We’re not talking about your Facebook profile full of pics of your ‘eventful’ night out, or your Twitter account complete with rant about whatever irked you that day. Instead, a growing number of employers and recruiters are letting applicants auto-fill much of their application using information drawn directly from LinkedIn.

Research has shown that 73 percent of 18-34 year olds found their most recent job through social media. With ease of application being paramount as we move into 2017, employers and recruiters are choosing to streamline their process by allowing candidates to use social media to increase the speed of their applications.

2. Apply for jobs on the move

Mobile devices are taking over the world. Now, more job seekers are using mobiles to find job listings and even apply for jobs than ever before. For that reason, at the very least, employers MUST have a responsive website (a site that’s been optimised for use on mobile phones) so applicants can browse jobs on the move.

However, employers that are really embracing mobile are also providing the functionality candidates need to apply directly from their phones. This includes the ability to upload files, like CVs, covering letters and forms of ID. Linking to sites such as Google Drive and Dropbox makes it easier to apply for bilingual jobs than ever before.

3. Get noticed with video recruitment

One of the biggest growth areas in 2017 is predicted to be the use of video in the recruitment process. As a candidate, a video accompanying your application gives you an opportunity to showcase your personality and demonstrate your ability to use new technology.

In terms of the employer, research has shown hiring companies were two or three times more likely to improve recruiting (time to fill, cost per hire, hiring manager satisfaction) and business metrics (customer retention and customer satisfaction) after implementing video. Videos can play an important part in the initial screening process, helping to reduce the number of applicants. Video interviews can also be conducted to speed up the process and make interviews easier to schedule.

4. Make the most of inbound recruitment marketing

Recruitment tactics have changed beyond all recognition in recent years. Companies now commonly use their website pages and company blogs to advertise new positions. In marketing, these are known as inbound tactics, as content is produced that draws customers to the business. The same theory applies in recruitment.

So, if there’s a company you’d love to work for, visit the company’s website, scour the blog and take a look at social media profiles for news of any vacancies.

Or just give us a call…

Finding bilingual jobs has always been easy here at Linguistica Recruitment. Take a look at our current multilingual vacancies and apply online, send us your CV or give us a call on 02392 987 765 to discuss your requirements.

Could a Bad Recruitment Process Limit Choice and Damage your Brand?

First of all, we’d like to wish all our clients, candidates and many blog readers a Happy New Year! At Linguistica Recruitment, we enjoyed a fantastic 2016 and managed to establish ourselves as one of a handful of leading bilingual recruiters in the UK. In 2017, we’d love to help even more companies fill their bilingual skills gaps and candidates find the career-defining bilingual jobs they’ve been looking for.

But niceties aside, there is also some important business to discuss. In today’s competitive job market, candidates are more demanding than ever before. The unemployment rate remained at 4.8 percent in the three months to October 2016, which is the lowest level it has been since July to September 2005. That means there are fewer skilled workers out there for companies to choose from, and more picky employees.

A recent survey from CV-Library found that over three-quarters (79.2 percent) of job hunters are not willing to compromise on certain aspects of their job search. Skilled professionals have high expectations when it comes to the recruitment process, so it’s essential to get things right from the start.

This is all the more important when recruiting bilingual workers; after all, with bilingual speakers in such high demand in the UK, the last thing you want is for a poor recruitment process to limit your choices and damage your brand.

How can the recruitment process turn candidates off?

According to the CV-Library research, as well as a low advertised salary, the results seemed to suggest that the real challenge employers’ face is keeping candidates happy during the recruitment process.

  • 20 percent of repsondents said they would be put off by unclear job descriptions
  • 10 percent said a long recruitment process was a turn-off
  • 8 percent said that poor communication throughout the recruitment process would drive them away

Candidates will glean a first impression of a company from the way the recruitment process is handled, so everything from ensuring job adverts are written well and accurately portray the role, to communicating with candidates throughout the process, is essential. If a candidate is put off by their experience with you, not only might they turn the job down, but they may choose not to buy or use your products in the future.

Getting it right

  • The job description is unclear

Get the job description wrong and you risk falling at the first hurdle. Bilingual candidates search for very strict criteria that matches their skill set and an unclear or overly complicated job description that needs decoding will only see them pass you by. When writing the job description, make sure the language you use is concise and clear so job seekers candidates can quickly decide whether the role is right for them.

  • The recruitment process is too long

The recruitment process should never be rushed, but neither should it be needlessly drawn out. The risk is that potentially brilliant bilingual candidates will receive a job offer in the meantime which could see them drop out of the process halfway through. The result is wasted time and a loss of resources.

  • Communication is poor

Try to streamline your recruitment as much as possible and keep candidates in the loop at every stage of the process. By ensuring your process is as smooth and simple as it can be, and by keeping candidates informed throughout, you can reduce the risk of losing talented candidates to the competition.

We can help

At Linguistica Recruitment, we can streamline your recruitment process and help you find the very best bilingual candidate for the job. All of our candidates are reference checked and undergo comprehensive written and spoken language tests to make sure their language skills (both English and their second language) are of the required standard.

For more information, please call 02392 987 765 or email: today.