|
 We are continuing our series of interviews about employment trends for professionals with international experience and language skills. To discuss the market trends in France and the United Kingdom, X-Expats interviewed Lynda Petit of SmartSteps and Describer. SmartSteps is a consultancy operating in Paris and London, that specializes in the search and selection of bilingual and multicultural personnel, mainly English and French speakers, for permanent and fixed-term positions. Describer offers assistance to those applying for jobs where the recruitment process is in English. Their services include editing, writing CVs/profiles and mock interviews.
X-Expats: How would you describe current employment trends for bilingual and multicultural professionals?
Lynda Petit: The long-term job market remains healthy for bilingual and multicultural professionals. Ability to speak English has become, in France, an important element in the selection process. It can make a significant difference to salary too. English remains, despite global power shifts, the language of business so in the UK the ability to speak a foreign language has less importance and does not necessarily translate into a higher salary.
X-E: Are there specific industries seeking employees with international experience or multicultural background?
LP: All industries operating on the global markets. Nevertheless, industries in France and UK notably less international than others are the caring profession and the public sector. Certain departments within international companies use English as the working language (i.e. EMEA, export).
X-E: What types of assignments/positions are typically sought by multicultural/and bilingual applicants?
LP: Applicants come from across the board and require all types of assignments. Our clients seek staff ranging from support to middle management.
X-E: Do you notice differences in terms of demand/availability of bilingual/multicultural talents between France and the UK?
LP: Demand for bilingual staff is less in the UK given the market size. Availability is high, a lot of foreign speakers staying temporarily in the country, make the sourcing of bilingual staff easier. Clients likely to recruit bilingual staff are foreign owned companies operating in the UK and reporting to their HQ abroad. The bilingual job market in France is very active across the board. There are no noticeable differences in terms of demand for assignments in foreign/ national companies for bilingual applicants; but they are not managed in the same way.
X-E: Many repatriates/returning expats experience challenges finding suitable positions when returning to their home country. What advice/recommendations do you have for UK/French nationals who have worked abroad and are looking for a position back home?
LP: The advice is best given to people before expatriation. If you are seeking work abroad within a new company, always look for work in an international entity with a global presence. In the future, your re/insertion will be made easier if recruiters can relate to your former company. You may even be able to ask for a transfer. There is no defined cut off point; however, after five years of living abroad, many recruiters in France consider your ability to re-adapt to local working practices as poor. If applying for jobs from abroad, most of the recruitment process can today be done remotely, however, a face-to-face interview will be required (even if visio conferencing exists). Try to remain available for an interview with the shortest notice period possible. On CVs|profiles avoid writing about country specific experience that cannot be applied elsewhere. Whilst abroad keep your professional network as “alive” as possible. In France recommendations and networking will be important in your job hunt.
X-E: What information should repatriates include in their online profile or resume about their multicultural background and/or international experience to stand out?
 LP: It is a good idea to write your profile in both English and French to show off your linguistic abilities and to attract international recruiters. Other than that, there are no golden rules about what to include in your online profile as it depends on the position sought. However, quality is paramount and your profile has the same importance as your CV. Write your profile|CV, ask recruiters for their opinions and request professional references from employers to add credence. Adapt it as you get feedback – your CV|profile should never remain static, both can always be improved. Take into account when applying that generally the UK market is skills and achievements driven compared to the French market, more diploma driven.
X-E: In your practice, what are the most common tools you use to locate and screen talents?
LP: There are multiple ways of sourcing candidates and only word of mouth|recommendations stands out above other methods. A presence on professional networking sites allows recruiters and potential employers to find you. Contact consultancies specialising in bilingual or international recruitment such as SmartSteps. Screening talent is done after review of the CV. The rest of the process is verification of skills, experience, diplomas, professional references, and face-to-face interview.
X-E: What developments/changes do you foresee in your industry (if any)?
LP: We foresee an acceleration of what is already happening. Due to improvements in technology, sourcing take less time (adverts appear online within seconds, applications and accompanying documents are sent via e-mail, personality and some skills tests can be done remotely). The rise in professional networking sites will continue to increase everyone’s potential global network (English is the language of the net too). However, recruitment still remains people-focused and technology cannot replace all elements of the hiring process, in particular, the face-to-face interview.
X-E: Thank for Lynda for these insider tips and observations!
Please do not copy or cite without author's or publisher's authorization.
|
