THREE top tips to boost job applications in a competitive market
If you ask hiring managers what their number one challenge is when hiring language professionals, increasing the number of job applications would be high up the list right now. But it’s not just quantity, it’s also the quality and calibre of job seeker who respond to your job ads that will ultimately deliver that return on investment recruiters desire. While there are many things you can do to hire the best linguists, we’re going to focus on our top THREE must do’s if organisations want to win the war for talent.
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How to attract language applicants (if you can’t offer remote working)
Despite the widespread popularity of hybrid working, which enables jobseekers and potential hires to enjoy a more flexible way of working and improved work-life balance, not all employers can provide a remote working or work from home option. Just think of the frontline key workers who continue to do so much for the pandemic efforts, for example. So how can employers who simply can’t offer the level of remote working that some people have come to expect, adapt their recruitment strategy so that they can not only attract more bilingual candidates, but also ensure that they retain their existing talent?
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Recruiting language experts in a competitive market
With unemployment levels low and candidate shortages a problem for many industry sectors, organisations must ensure that their brand proposition, recruitment marketing and hiring processes are fit for purpose. With multilingual recruitment activity buoyant, language experts are in high demand. So, what can organisations do to boost their chances of attracting the best candidates?
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The Importance of Training and Development
Sustainable business growth and persistent business success can only be achieved through regular employee training and development. Organisations invest a lot in lengthy processes in order to recruit employees that are qualified and suitable. However, it’s often that that’s where it stops as many businesses disregard the importance behind the continual development of their employees and the nurturing of employee potential.
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Choosing between generalist and niche job sites
Many employers now find themselves in a candidate-driven job market, so finding the right employees for your company may be becoming increasingly difficult. What's more you no doubt wish to make sure that your recruitment budget is used as effectively as possible and delivers the results that your senior executives expect. Although social media, employee referral programmes and other types of networking are now important channels for recruitment, publishing vacancies on job sites remains a very important way of marketing your job openings and employer brand. The real dilemma here is deciding which of the numerous job boards to choose. Whether you opt for a generalist, niche or even a geographically defined platform will depend on the vacancies you have to fill.
Before you commit your budget, the following tips may help you make the right decision and maximise your return on investment (ROI).
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