Hiring language speakers is challenging - here’s our solution

Hiring language-speakers comes up as a number one challenge for many of the employers we speak to, and so, we've sought to solve it.

Posting the requirements on your job descriptions and adverts and passively hoping that enough of the right candidates apply is not an effective way to hire, yet many global organisations struggle to find a better way.
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How do you currently source language-speakers? 

Beyond targeting Language graduates, you might find yourself scouring CVs for evidence of language-skills or time spent living abroad, or basing your search on location (which, as we know, limits your candidate pool). 

This method is not only time consuming, but relies heavily on the right candidates actively seeking and engaging with your open opportunities - and you could be missing out on qualified applicants simply because they are not aware of you.

Whether there are native speakers studying non-language related degree subjects, or bilingual candidates that you are unable to identify, there’s a pool of talent that you are not able to engage with unless you do something more targeted and personal. 
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This is where Handshake's newest feature comes in

Our new Language Proficiency filter levels-up your ability to surface and proactively source self-identified language-speakers, to support your global efforts across EMEA. 

The Handshake platform helps employers source, engage, manage and build their brand with early talent at scale, including personalised outreach to suitable candidates. With 20+ criteria to target students that meet role preferences, employers are able to segment candidates in a way that allows you to drive inclusive hiring practices.

The Language Proficiency filter is now live in our segments tool! 
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How does it work?

• Students self-identify which languages they speak, and how fluent they are. 
• Employers hone their data segment according to the languages candidates can speak, and how proficient they are. This ranges from a ‘limited working’ proficiency to ‘native/bilingual’.

By creating this segment, employers can be certain that the candidates they are proactively engaging with meet the requirements of the role - and as always, this forms part of a ‘positive screening model’ that allows organisations to filter in candidates based on their proficiencies, not filter out. 

This feature will not only increase efficiency but provide those important direct-to-student touch points that enable authentic early careers connections and build your brand reputation.