October 21, 2008 | Julian Sanchez, Barbara Springer
Language diversity (and employees with mastery in more than one) has become a business imperative for many organizations. In the creation of a culture of inclusion between employees, customers, and job seekers, it is necessary to learn how to abandon antiquated hiring biases about candidates that look or sound "like me."
It may also be a challenge at your organization to properly assess language skills when a job demands that a candidate be bi- or tri-lingual. How are corporations educating talent acquisition professionals and line managers to overcome their emotions about things like job candidates with accents? Do assessments exist to evaluate language skills? Join us for the last webcast of the year in Diversity Sourcing and Recruiting.