How to post jobs in multiple languages on your career site?
Depending on your recruiting system, there are typically two options. A) Build the same job-post in two or more languages, or B) Build one job post in one or more languages
A) Build the same job-post in two or more languages
People who come to your career site will see copies of the same job post posted in multiple languages.
Cons:
Career sites get clunky, with multiple copies of the same job post in different languages
Candidates are unsure in which language they should apply. Some send in multiple applications in different languages.
Data can be hard to interpret. Especially in pre-built reports from recruiting systems that tell you where your candidates are coming from.
When edits need to be made, they are often skipped or forgotten between job-posts in multiple languages.
B) Translate your entire career site into multiple languages
Some recruiting systems might have the option to translate your career site into multiple languages.
Cons:
For every language enabled, this often means that your hiring team would need to rewrite every job-description on the site in all languages that you support.
Systems often get clunky when this is enabled, drastically reducing user experience.
You hiring team might not have the translation skills required for all job-posts, which can slow down the job-posting process.
This can result in your Talent Acquisition/Hiring Managers/Recruiters to leap-frog your hiring system and directly post job-posts on whatever job-boards/sourcing strategy they are following.
What’s the right way of implementing multiple languages in job posts?
After dozens of dialogs with customers, we noted down how a recruiting system with multi-language support for applicants should look like. Here are some of our key findings:
Users should be able to choose if your job-posting is translated into more than one language.
If translated, this should be indicated by a flag on your company career site, only showing posts that have been translated. No need to force translations on other posts.
UX should indicate that applicants are applying for the same job, no matter what the language of the job posting is. No need to submit multiple applications.
Analytics and job-data metrics should be integrated, no matter what language job-postings are in.
Filters on applicants should be integrated — it doesn’t in which language you applied, filters should work on all applicants.
When shared, job posts should be sharable in all supported languages, with custom images optional to each, for distribution on social media.
When sharing to Job-boards (e.g. Indeed, Craigslist or ZipRecruiter), users should be able to share a job-post in a language of their choosing.
Most importantly: The user experience in creating a multi-language job-post should be easy enough for first-time users to get through it without external support.
Introducing: Job posts in multiple languages — done the right way.
Step 1: Make languages a visible part of every job-post When building a job-post, users can see on their sidebar, in which language the job-posting is being created in. A subtle icon, indicates that a question that applicants are asked to answer when applying, applies in all languages.
Step 2: Decide if a posting should be the same in each language or not Each linked question is automatically translated into your selected language, no need for translations (saves a lot of time). Other questions can be added with a custom range of questions.
Step 3: Preview in multiple languages Job-posts can be previewed in multiple languages on the company career site before posting. Because you are not forcing users to translate every job-posting, people who would select a second language (e.g. Spanish), would only see job posts that have been made available in Spanish.
