If you ask executives what worries them most about the future of their company, many will say they are preparing for a global talent shortage. Executives and human resource departments have already noticed a shortage of employees in sectors such as engineering, sales, marketing and management, and are looking for ways to combat the lack of highly skilled candidates.
As companies grow, incorporate new technologies and expand globally, they need workers who can rapidly adapt to change and who have the necessary skills to succeed and grow in a global business environment. Going global with your HR and recruiting methods can be the key to filling positions with the right people.
Here are two ways language flexibility can help address your talent shortage.
Companies around the world are starting to make room in their business strategies, C-suite and company culture for the idea of employee experience (EX). Organizations that implement employee-focused initiatives see huge returns: more satisfied customers, higher sales, and involved and enthusiastic employees.
Companies that know their employees are equally as important as their customers see benefits across the board. Forrester’s Predictions 2018 report says that “customer-obsessed companies grow their revenues faster and have more loyal customers. … Departments with high levels of employee engagement have 10% higher customer satisfaction scores and 20% higher sales totals” (p. 2). All of this goes back to the concept of organization health and of creating a whole, consistent and complete experience for employees, as proposed in “The Advantage” by Patrick Lencioni.
And that brings us to our first tip — when re-skilling and up-skilling to fill your talent vacancies, employees do best when they can read training materials, HR documents and corporate communications in their own language. In a globalized workplace, the language of the workplace significantly affects employee experience. English is becoming a global language and it’s largely the language of business, but assuming that employees will fully comprehend and identify with content written in English can alienate workers. Companies that care about the wellbeing of their workers know that putting materials in a local language makes workers comfortable and more productive — a net win for any company. By training your current employees with materials that use their native languages, you build their loyalty while speeding their adaptation to the new roles you need them to fill.
With all the options available to translate materials within your company, it’s just a matter of picking the right combination of translation technology and expert linguists to meet the needs of your unique business. For example, when we worked with a Fortune 50 company to roll out a new HRIS system to more than 150,000 employees, we used a combination of linguists with HR terminology expertise and workflow automation to successfully launch training in 23 languages.
Many companies’ first strategy will be to train internal candidates, but the competition for employees will be significant enough that internal training may not be enough. A recent Mercer report anticipates that many companies will turn to external recruitment to fill their talent needs.
So, if everybody is planning to hire external and foreign talent, how can you widen your pool of candidates? The answer: Expanding your horizons across language barriers.
Bilingual employees offer the advantage of being able to interact with customers in their own language and to enrich your company’s culture with diversity. Hiring international talent is a critical move in a global talent shortage, and a strategic one for injecting new talent into your workforce. Once you’ve found the best talent for your company, making efforts to communicate in your prospective employees’ native language will pay off in recruiting them. This could be important, because the competition for bilingual employees is growing. As a long-term strategy, building translation costs into your budget can prepare your company to hire and retain the best talent, no matter what language they speak.
The global talent shortage is real, but with superior EX and an eye on global talent, your company can rise above the frenzy with the right people for the right position.
This content was provided by one of our UNLEASH sponsors.