Kategorie: Language recruitment

Blog Categories:

 

How To Answer The Five Most Common Interview Questions

  •  Posted on Mai 31, 2017  by  | Keine Kommentare
Your telephone rings. After a few months of an exhausting job search, you finally hear the best phrase ever: “We would like to invite you for an interview”. Well, my congratulations to you! However, the most important part of your adventure has just started – get prepared for the interview. What does it mean? Generally, in Germany you will get at least two interviews before landing a job: the first one with a recruiter and a second, if you pass the HR barrier – with a hiring manager.   Let’s start from the first meeting – talking to a recruiter. I want to make it clear: every recruiter will talk to you individually using the techniques s/he believes in. There are many types of interviews (structured, behavioural, selection, meal interviews to name a few), and every person has an individual interviewing style. It all matters and definitely affects the process and the outcome of the interview. However, there are some typical questions, which are met in 80% of the first interviews. Therefore, knowing what you are going to talk about and practicing your answers is the key to success.   Here are the 5 most common questions:   Tell me about yourself Variations of the question: discuss your current position Why do they ask this: A recruiter wants to see how you can speak; whether you can clearly articulate the most important aspects of your personality and work you are doing; here you may underline why you are the best choice for the position by showcasing your achievements which are important for the new role you are applying for. What you can answer:   Don’t try to retell your CV: a recruiter reads faster than you speak ;) Tell a STORY of who you are and why you are good for the job. Show your best achievements, illustrating them with numbers. Make sure your counterpart understands everything you are saying (decode acronyms which may be not familiar to the listener, especially if you are talking some specific companies’ language).   Why are you interested in the position? Variations of the question: What do you know about our company? Why do you want to change your current job? Why do they ask this: The question intends to check your genuine motivation and enthusiasm about the company and the position. The recruiter wants to understand whether you are looking for a job in general (it doesn’t matter for you what to do)  or you take the next career move seriously. What you can answer: Make your homework: visit the corporate web site of the company, social media accounts, google what the former employees say. Read as much as you can, including what the media publishes about the company or the industry in general (if the company you are applying for is relatively small). Check the social profiles of the people you are going to meet (usually you are given the names and positions of your vis-à-vis). Again, tell a story not just sum of facts.   Why are you looking for a new challenge now? Variations of the question: why did you leave the previous job? Why do they ask this: The interviewer is looking for any red flags in your story. S/he also wants to have a reliable employee on board and to avoid hiring a person who would leave the company in the nearest 1-2 years. What you can answer: Explain what you are looking for in your career, especially if you change the job frequently or you have some stations with less than 1 year of experience. Don’t say anything negative about your former or current employer, even if your boss is an absolute Mr. Evil. Concentrate on your future career perspectives, which you are going to pursue at the new company. If you are unemployed now clarify why you lost the job. If it was a layoff, say it directly, probably showing that the whole department was laid off (which is quite typical today). Show what you are up to during this time (looking for a job does not look very persuasive). Probably you study a new language, or learn to code; help your spouse with his/her business.   What are your strengths / weakness Why do they ask this: Surely, these are two separate questions. But usually they go together. So, if the recruiter made one of them, be prepared for the second one. For an HR person it is important to see if the new hire is self-aware and is capable of giving a fair feedback to her/himself. What you can answer: Make two lists of your skills, one for strength and one for weaknesses. Choose 3 characteristics in each list: those that sound most authentic for you and suit the job you are applying for. Make sure that you adjust the list for different jobs. It is crucial that you don’t have weaknesses that disturb your performance at a particular job. For example, if the position requires details orientation you should avoid saying that you are poorly organised. The same with strengths: chose something, which is important for the job: for a sales position, you may demonstrate your high ability to communicate with strangers and create long-lasting personal relations.   Do you have any questions for me  Why do they ask this: If a candidate is well prepared s/he will definitely have questions on a position, company culture and career perspectives. This question is also a good test for candidate’s genuine motivation. What you can answer: Be authentic! Make a question, which you really think to be important. Please, please don’t make questions which you have read in a guide, like “what was your best day at this company”. It always sounds artificial, especially if it is a third person making the same “smart” question today. Don’t ask about salary increase or holidays during the first meeting, as far as this could be perceived not in your favour. Believe me, this will be definitely discussed in all the details, as far as compensation is good motivation for the majority of candidates. Now I have a question for you! What question do you consider to be the most difficult to answer during the job interview? Share your experience – it’s always useful to know :)   by: 
 

Hey Recruiter, what’s going on with my job application?

  •  Posted on Mär 21, 2017  by  | Keine Kommentare
Your career is important. The recruiter knows that.   If they thought you weren’t serious about your search, they wouldn’t have put you forward for that role in the first place. Trust me – the last thing they want to do is waste their client’s time, or yours!   The recruiter takes time to meet with their client to understand what they are looking for in their ideal candidate, then they have to search through hundreds of CVs on their system to find the perfect matches. Once they find a handful of CVs, they have to get through a few stages of interviews with the candidates before presenting them to their client. This is a long process!   If you are someone who has been selected to be put forward for a role – then pat yourself on the back. Your CV matches the criteria and you are being considered for an interview. That’s great! Now what? Well, now you need to be patient. Remember that you are being considered for a role and you are not being ignored. Is it okay to contact the recruiter to see how the process is going? Answer: Yes, here is how:   ·  If they miss your call, E-mail them – Recruiters are always on the phone pre-screening candidates or in meetings preparing candidates for their interviews. An email is more effective than a phone call as they can respond to you when they are back at their desks and can answer your questions thoroughly. They will be able to pull up your application or even chase up their clients prior to emailing you back.   ·  Be patient – 9 times out of 10, the client has not yet responded to the recruiter yet about your application, which is why you haven’t yet had any updates from the recruiter. The recruiter wants to place you in a role ASAP, so don’t assume that you have been forgotten about.   · Politely nudge them - Something like this: “Hi Linda, how are you? Just wondered if you heard back from <company name> yet. Let me know if you require any more information from me for this role. I look forward to hearing from you. Thanks”. Just don’t be aggressive. You have to impress the recruiter to be put forward for the role after all!   ·  Be proactive – Ask the recruiter if they have other roles available that you could be put forward for. Ask them if they think you need to gain more skills to achieve your career goals. Ask them for advice on how to better your CV. They are there to help you after all.   If you are looking for a role and you have multilingual skills, please contact us: jobs@eurolondon.com or call us: 020 7029 3799
 

Brexit – The latest hiring trends and updates

  •  Posted on Sep 29, 2016  by  | Keine Kommentare
Brexit – The latest hiring trends and updates After Brexit, it’s safe to say businesses and the general public were filled with fear for the future of the economy and the jobs market. Over the summer, research by Adzuna showed advertised vacancies did in fact fall by 31,000, but the number of jobseekers per vacancy stayed consistent. This may seem a dramatic drop, but the news reveals no major fluctuations despite the Brexit uncertainty. In fact, compared to six months ago, hiring in general saw an increase of 0.6%. Job industries thriving According to The Telegraph, there were 8,285 new finance jobs on the market last month, a rise of 5% over the previous month. August’s monthly hiring levels were also above average at 7,900, showing businesses remain confident regardless of the referendum result. Workers who moved to a new job in August typically saw a 16% pay rise, similar to the pay rises seen the same time last year at 17%. Sky News also reported growth in the consultancy sector with advertised vacancies up 5% each month, a 10% increase over this time last year. Another interesting point to note – consultancy salaries have increased by 8.9%. To add to the seeming demand and confidence in the job sector post-Brexit, there are ever more sectors showing a boost in yearly salaries. Including: Maintenance – up by 12.1%, Property – up by 7.9%, PR – up by 4%, and IT – up by 2%. According to the latest figures from the Office for National Statistics (ONS), although the number of advertised vacancies fell, employment rate reached its highest level since records began in 1971. Trends in online jobs A recent report from The Association of Professional Staffing Companies (APSCO), showed permanent hiring has slowed down, however, temporary and contract employment has risen. The UK has undoubtedly seen a trend in self-employment as many workers seek for alternative sources of income. Not all recruiting boards witnessed a fall, with niche language job board Multilingual Vacancies reporting a steady increase in advertised jobs requiring German speakers during June compared to last year, with Dutch not far behind. The highest increases for both the amount of advertised jobs and applications submitted were in the legal sector at 37.5%, catering at 32.8%, and education at 32%. A recent Path Motion survey found, a massive 95% of employers consider having access to the EU graduate pool is vital to the success of their business. The jobs market certainly isn’t as dire as some financiers state. Many business owners across the country hold the stance ‘it’s business as usual’, and this attitude is clearly evident through the facts and statistics made known to the public. It’s impossible to tell exactly how Brexit will affect the jobs market as the current situation is far from mature. But the current details tell a very positive and encouraging story for the future of the UK hiring sector.
 

What incentives can you put in place to attract the best candidates?

  •  Posted on Sep 05, 2016  by  | Keine Kommentare
ELA300615-059 In today’s job market, salary is not the only sticking point for attracting top talent to your business – today, candidates want and crave more. To attract the best candidates you need to make your company culture as desirable as possible, and with young professionals claiming that work-life balance is more important than ever, your organisation needs to be enticing to reflect those changing desires.
That’s why it’s important to offer worthwhile incentives to help you attract and retain first-rate employees for your business to thrive.
Here are our top incentives you can start using today.
Growth opportunities
Internal growth opportunities show potential candidates you’re a company who’s serious about offering scope for career development. Being stuck in a dead end job isn’t attractive to most – the best candidates want to visualise a future with your company.
Show employees you’re willing to support and shape their professional career and they won’t feel the need to move on or look for new opportunities. This will increase your employee retention as well as attract better talent with the right skills for the job.
Financial incentives with stock shares
If employees know they can own equity, stock or receive performance bonuses, they’ll feel more inclined to push for greater results and be more willing to go that extra mile to make your business succeed.
The best candidates usually look for more than a simple 9-5. A financial incentive may not always be the only offering to win your ideal candidate, but this is certainly one perk that may sway their decision making.
Flexible schedule
As working habits have changed over recent years, offering flexible hours has become a widely accepted occurrence. Candidates want more freedom to set their own hours to work in harmony with their personal lives.
Offering this option could go a long way to secure that perfect candidate you’ve been looking for. However, you also need to ensure they are still achieving the results you expect and they stick to their agreed hours per day.
On the other hand, you could allow your employees to work from home – an even greater incentive for employees looking to balance their family and working lives more effectively. This can be a deal breaker for some and can increase overall job satisfaction, so it pays to consider how this could potentially work for your organisation.
Offering these options can lead to a happier and more contented workforce, which can in fact produce more efficient staff and better results for your business.
Showing trust in employees
Communicating the trust you have with your existing employees will show top candidates there is no fear of being micromanaged. They will realise you encourage an environment where creativity thrives and may feel more comfortable to share their ideas, which can lead to greater innovation within your business.
Organisations that trust their employees can increase employee morale, have a more productive workforce and decrease staff turnover.
Attracting top candidates requires offering the right benefits to the right audience as well as shaping a company culture that people want to be a part of. This will ensure you not only win the best candidates for the job, you’ll create better employee/employer relationships while encouraging them to stay for the long haul.
 

How multilingual candidates can add value to your business

  •  Posted on Aug 31, 2016  by  | Keine Kommentare
ELA300615-001As an increasing number of businesses look to gain an edge over their competition, multilingual candidates are highly sought after in today’s jobs market.
When the Confederation of British Industry surveyed 300 UK firms, two thirds said they preferred employees who speak more than one language. What’s more, 28% of participants said they believed bilingual employees would help build relationships overseas.
The CBI report highlighted French, German and Spanish as the European languages in highest demand, with figures suggesting the rate of usefulness to their business at 50%, 47% and 30%.
We’ve highlighted three key reasons why multilingual candidates can add significant benefit to your business.
Reach an international customer base If you’re looking to target specific regions across the globe, your bilingual employees will be a valuable resource to help you overcome those communication barriers. When your business has capabilities in another language, your target market automatically increases.
It can be complicated to communicate with other cultures, but a multilingual employee will know how to use the right tone to reach out and relate to the right audience. What’s key, they will know when certain cultures require a sensitive or stern approach.
Expanding your business overseas not only requires speaking and translation skills, you’ll need to master the appropriate business etiquette. For example, Chinese people will present items of importance with two hands and a slight bow. As such, an employee familiar with the culture will communicate more authentically and help you understand the fine details of doing business with that culture.
With additional language skills you’ll be able to generate geotargeted, consumer-facing content that will foster increased interactions across your marketing campaigns. This can help build and strengthen potential business relationships in specific regions, increasing the scope of who you can sell to.
Gain more skilled and effective employees Emerging studies of the brain reveal bilingualism increases cognitive brain-power, which could mean a more productive and effective employee. The research is still ongoing, but studies suggest that a multilingual person benefits from increased problem-solving skills, expanded vocabularies, better listening and interpersonal skills.
Another study by Northwestern University revealed people who speak more than one language are able to process information at a faster rate than those who only speak one. Because they are switching back and forth between two languages, their brains are able to distinguish irrelevant information faster.
Having an employee with a smarter and faster working brain can help you expand and reach new customers more rapidly.
Improve your customer service With a multilingual employee, you can provide better care to a more diverse consumer base. Being able to properly communicate and nurture larger demographics puts your company at a huge advantage.
Queries, complaints and interactions can all be dealt with swiftly and in the most appropriate manner according to your region specific market. Each customer experience will be more personalised to your target market as the employee will be able to interact using the individual language nuances and cultural etiquette.
It’s no secret that having a multilingual employee will allow your business to become more diverse and globally connected. So if you’re looking to achieve global expansion, hiring multilingual employees could be a crucial move for the future of your business. Where do you stand? Do you think candidates with multilingual skills are vital for global success?
 

What I’ve learnt at Euro London

  •  Posted on Jan 22, 2016  by  | Keine Kommentare

-2-300x169I joined over 4 years ago in Windsor, as a recruitment consultant in Windsor and I am leaving as Associate Manager in London. I joined after going travelling to South East Asia and Australasia and I am leaving to move to Australia. So I guess I've come full circle. (mehr …)

 

Solving the Challenges of Learning a New Language

  •  Posted on Jan 15, 2016  by  | Keine Kommentare

World.FlagsAnybody who learned to speak multiple languages as an older child or adult will vividly remember the frustrations of studying an entirely alien method of communication. The rules of grammar in your second language may not function in the same way as your mother tongue, the new pronunciations seem near-impossible, and your two languages may be as foreign to one another as Mandarin is to English. (mehr …)

 

How to make the most of a deployment working abroad

  •  Posted on Jan 07, 2016  by  | Keine Kommentare

Working_abroadForeign deployments are becoming a highlight of many professionals careers and increased mobility within the EU enables many thousands of fellow Europeans every year to enjoy working in another country and culture with relative ease, moving between offices and countries to meet their counterparts, improve commercial skills in a new linguistic and cultural context and return to their home country months or years later with improved understanding of how their business operates in another country , a more open-minded approach and even new hobbies or interests developed abroad. (mehr …)

 

Why is Europe so important for Businesses with Language needs?

  •  Posted on Dez 10, 2015  by  | Keine Kommentare

EU-flagFollowing the result of the General Election in May, our relationship with our European cousins will over the next couple of years be one of the most critical political discussions. (mehr …)

 

Interview with Steve and David Shacklock: 25 years of Euro London Appointments (PART 6)

  •  Posted on Nov 20, 2015  by  | Keine Kommentare
2015-ELA25_2-PNGOver the past five weeks, we have covered the past, present and future of Euro London. To finish our series of insightful interviews with Steve and David, it’s time to share a bit of their fun sides! (mehr …)
 

Interview with Steve and David Shacklock: 25 years of Euro London Appointments (PART 5)

  •  Posted on Nov 13, 2015  by  | Keine Kommentare
IMG_9319 (1)We’ve covered quite a lot over the past few weeks, and learnt a lot about the changes and development of Euro London over the past 25 years. Now I’m going to share Steve and David’s thoughts on the future of Euro London and the recruitment industry... (mehr …)
 

Interview with Steve and David Shacklock: 25 years of Euro London Appointments (PART 4)

  •  Posted on Nov 06, 2015  by  | Keine Kommentare
P1010427Last week Steve and David talked to me about the effect technology and social media has had on the recruitment industry. This week I’ll be sharing their stories about the growth in charitable events we’ve been involved with at ELA… (mehr …)