There’s no question that the global economy has now made it easier than ever to access top talent worldwide. But language barriers can still be a major obstacle to recruiting – for both the recruiter and the candidates they are targeting.

So, as a recruiter, how can you reach the top talent out there? What do you do if you don’t speak the same language? Is it wise to continue to work within what we know for lack of means to access what is outside of it? Not taking advantage of the skills and expertise of someone whose mother tongue is different than your own is short-sighted at best and can be detrimental to a company in the long term.

In walks machine translation (MT). Advances in MT technology have made communicating with and recruiting employees easier. Using MT at various stages of the hiring process, such as posting job listings, conducting interviews, and onboarding new employees, can help streamline the recruitment process, bringing in top-tier candidates. Furthermore, it can improve the candidate experience, an essential element of workplace well-being, and has long been neglected by even the most astute business leaders. 

So, do you want to make your job as a recruiter easier? Discover how MT can help you every step of the way.

Benefits of Using Machine Translation Throughout the Recruitment Process

How can you use MT to make your recruitment process a breeze? Here are some tips for leveraging MT to bring in top talent and streamline your workflow:

  • Use MT to translate job listings and post them on local job boards or social media platforms where your ideal candidates are likely to look. This will help you tap into a wider talent pool and show candidates that you value their language and culture, and allow you to create a diverse workforce that can enrich your business in various ways.
  • Utilize MT and natural language processing tools to filter resumes and narrow down the most qualified candidates. It’s instrumental when you’re receiving a large volume of resumes from advertising positions globally.
  • Incorporate MT and chatbots to provide real-time feedback to candidates, keeping them informed about the recruitment process. This can be a valuable replacement for initial phone screenings and can improve the job seeker experience.
  • Consider using asynchronous video interviews (AVI) with MT to evaluate candidates who speak a foreign language. MT can provide translated subtitles or transcripts to make the evaluation process more efficient.

Even though machine translation is an excellent tool for recruiters who do not speak the language of the talent pool they hope to target, it is not the end-all. Human collaborators are necessary to ensure the language is accurate, culturally appropriate, and applicable to the intent.

Challenges and Limitations of Using Machine Translation in Recruitment

As helpful as MT can be in recruitment, it’s not without its challenges and limitations. One of the main drawbacks of MT is that it’s not as accurate as human translation, especially when it comes to idioms, jargon, and cultural references. The sole dependence on MT could lead to miscommunications and misunderstandings, harming the process and damaging your brand.

Another issue to consider is the personal touch. When using MT, candidates may feel like they are communicating with a machine rather than a real person, which can be off-putting. Think about it. Robots and machines aren’t taking over anytime soon within this process. We need a a real voice. And in the later stages of an interview, it’s essential to have someone who speaks the candidate’s language to evaluate their communication, language, and other soft skills.

So, while MT can undoubtedly be a valuable tool for recruiting global candidates, it’s important to be aware of its limitations and use it judiciously.

Best Practices for Using Machine Translation in The Recruitment Process

If you’re thinking about using MT to help with your recruitment process, here are some best practices to keep in mind:

  • MT is not a replacement for human translators. While it can help get the general meaning of text, it’s crucial to have a human linguist review and edit the translation to ensure accuracy and clarity.
  • To get the most accurate translations, choose an MT tool that’s trained for your industry and in the languages you need to translate. 
  • Make sure your original text is as clear and grammatically correct as possible. Jokes or pop culture references may not translate well and could be edited out. Add the human in afterward.

Final Thoughts

Machine translation technology has made it easier for companies to tap into a global pool of top talent. By leveraging this emerging technology, you can expand and expedite your hiring processes. While there are challenges and limitations to using machine translation in recruitment, by following best practices, you can make the most of this innovative tool to attract the best for your company.

Recruiting
Recruiting Technology
Authors
Ofer Tirosh

Ofer Tirosh is the CEO and founder of Tomedes, an international translation company that offers multilingual and technological solutions to thousands of startups and Fortune 500 companies worldwide. He has managed several translation projects for startups wanting to broaden their target audience in another market. He has also written several articles on global expansion and how startups and small businesses can increase their users with translation and overcoming language barriers.