The Importance of Internationalisation for Recruiting Software

In a global marketplace, staff selection is no longer limited to one single country. For most companies their market is international and this means they also need to put policies and procedures in place so that they succeed across international markets, languages and cultures. The same theory applies to recruitment also: companies receive CVs or attract candidates who are based in other countries and who speak different languages. 

For these reasons, it is essential for the company to have recruiting solutions that help them to operate in an ‘international’ context. Not all solutions are suitable for this purpose, and therefore when choosing a software it’s important to pay attention to the features outlined below.
In the IT field we speak of ‘localisation’ (i10n) or ‘internationalisation’ (i18n) when a software is planned and designed to be used in different geographical markets.
Localisation isn’t limited to just translation of the text and the user interface, it also means adapting to the culture of the destination country to reach a wider audience
This allows you to improve the user experience for your candidates and business users (your recruiting team): users who fully understand the content of a page (such as a job ad) will be able to interact with it more accurately and use it more efficiently.
These reasons and more pushed us to develop In-recruiting as a localised/ internationalised recruitment software. To date, our ATS is available in eight different languages (English (UK), English (US), Spanish, Italian, German, French, Polish and Croatian) which can be managed by both the business users and the candidates.
A multilingual interface is particularly useful in those markets or industrial sectors where knowledge of English is not a key requirement for the selection process.
In this sense, for example, choosing an ‘internationalised’ ATS allows you not only to post ads on foreign Job boards (international Multiposting) but also to tailor the language according to the target market.
Another very important aspect of internationalisation includes time zone management: it’s very common to arrange video interviews with candidates from different parts of the world, which can result in a misunderstanding of the time. With In-recruiting each user can set their own time zone and the system will automatically update appointment times on their personal calendars.

Finally, each user can also configure their preferences regarding the display of the date (e.g. dd-MM-yy), the time (e.g. HH: mm (24hr)), numbers and distances (e.g. KM or Mi).
In conclusion, we can say that the internationalisation of a software is equivalent to a guarantee that the software ‘speaks’ the languages of the end users and in the current context of globalisation this could make the difference between succeeding or not in the world of work.

Get a first hand experience of the benefits of internationalisation by trying In-recruiting for free.