Best Practices for Bilingual Testing During Hiring

May 18th, 2017

Do you have an open position for a bilingual professional? There are many cases, especially in customer service or other client-facing positons, where skills with another language will be imperative. But what considerations do you need to make when hiring someone who is bilingual? Before you make a hiring decision, think through some of the ways to ensure you’re using the best hiring practices to make the best choice for your company

The best way to use testing.

The first step is to find a testing product that works best for you and your company’s hiring process. But keep in mind that it is important to review the quality of the tests and use a product considered validated to help avoid hiring bias in your final choices. Testing should always be reviewed objectively to avoid making unnecessary connections with incorrect information. If you use online testing, talk with the testing provider about ways they avoid testing fraud.

Utilize a staffing partner.

One possible solution for testing is to work with a staffing agency to provide the pre-employment screening necessary to determine if a candidate is qualified for your open position. They can provide the testing needed to determine the level of language proficiency for each candidate. They can also give you the results in a way to allow you to make an unbiased selection while knowing the most important information.

Consider the pay rates.

When you make the hiring decision, there are some other aspects that are worth considering. For instance, have you thought about a premium pay rate for individuals who bring bilingual skills to the table? There may be a reason to pay slightly more for these candidates as you can make use of their extensive skills for success in the position. Review resources like Salary.com to determine the best pay rate for bilingual employees in that position.

Implement strong onboarding.

It is also important that you utilize appropriate onboarding and training techniques to ensure all expectations are being met. Does your new hire need more training to avoid preventable workplace conflict over incorrect translations? Do you need to make sure they are comfortable in their position and understand all the necessary information when it comes to discussing information with employees and customers in two different languages?

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