Teams in the Netherlands, Belgium, Germany and France hire from a wonderfully mixed talent pool. Yet many hiring processes still run in one language, from the job ad to the first interview.
Fluency is not the same as ability
A welder, a nurse or a developer can be excellent at the job and still struggle to sell themselves in a second language under interview pressure. When that happens, your process rejects skill it never measured.
Check where language really matters
Some roles need fluent Dutch, French or German from day one. Many do not. Write down the real language requirement for each role and only test for it where it matters.
Search further than your inbox
The best candidate may already be in your database from an earlier vacancy. Boo Sourcing searches your talent pool for people who fit a new role, so earlier applicants get a second chance.
Run the first conversation in the candidate's language
- Let candidates answer in the language they think in
- Score everyone against the same structured guide
- Read every summary in your own language
Widening your pool is not about lowering standards. It is about measuring the right thing.
Let Boo do the busywork.
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