How Our Team Works to Meet the Talents

People Are Not The Most Important Asset Of Any Company But The Right People Are

At The Language SKOOL, our talent search begins with identifying organizational needs and crafting precise job descriptions. We leverage technology, using advanced recruitment software to streamline our process. We post openings on job boards and social media, encouraging employee referrals and partnering with universities to tap into emerging talent. Networking at industry events, career fairs, and through professional associations broadens our reach. We employ various evaluation methods, including skill assessments, behavioral and technical interviews, and cultural fit assessments. Our commitment to diversity ensures a wide candidate pool. Continuous improvement through feedback and analytics keeps our recruitment strategy dynamic and effective.

Steps of our Recruitment

Assessing the culture fit is an essential aspect of the hiring process. When interviewing candidates, we should ask questions that can help determine whether they share the company’s values and principles. We as recruiters should also share information about the company culture, including the work environment, work style, and expectations pattern of reporting.

A) Look for the Right Fit For Our Company Work Culture

• Ask questions about their work style and how they would fit within the company culture.
• Check their social media profiles to see if they share similar values and interests with the company.
• Give them one of the past scenarios in our company and ask them how they would handle a situation like that.
• We do have other team members attending VC's but we should also be conducting group interviews where we plan and ask questions one by one, and then observe how the candidate interacts with the current employees and how they react to each of our team members' questions.

B) Meeting the Hiring Manager

We aim to thoroughly explore the candidate technical expertise and career trajectory to determine if you are the right fit for the role and our team. We will discuss their previous experiences, specific skills, and accomplishments to understand how they align with the job requirements. This conversation will help us to evaluate abilities can contribute to our team's success.

C) Practical Task

Giving a candidate a practical task can be a valuable way to assess their time management, presence of mind and problem-solving abilities.

• How To Do It:
• Choose a task that is relevant to the role they are applying for.
• Make sure the task is short and sweet and can be completed in a reasonable amount of time.
• Clearly explain the task and what you are going to judge from that.
• Provide exact accurate feedback on their performance then and there to help them improve.

D) Meet the Team

This stage of the process is optional and varies based on the role. If scheduled, you'll have the opportunity to meet your potential team members. This session aims to give you insight into what a Daily work task looks like and provide a clear picture of team dynamics and setup. You'll get to ask questions, learn about their roles, and understand how everyone collaborates. After this session, we'll wrap up the interview process. If you're selected, we'll send you all the necessary documents to start the hiring process. If not, we'll provide constructive feedback and appreciate the time you've invested in the process.