I recently spent an hour interviewing a candidate that I discovered is non-native English speaker. It was a tough hour for the both of us, and it was not the first time I felt the strain of a language barrier with a candidate. I ran through my regular series of behavioral based interview questions and it dawned on me that my interview questions were negatively impacting his experience, and his ability to compete against the other candidates.
I could tell that this individual was intelligent and was able to perform the work, but the very open-ended questions were crafted to receive detailed stories and they were a challenge for him. I speak a second language with moderate proficiency and imagined for a moment how I might feel trying to answer the same questions, and how I would not want my intelligence, or skills to be rated by the use of my second language in that interview.
It sparked my desire to research how to get the best out of a candidate, and I spent that evening scouring the internet for resources for the interviewer of a non-native English speaker, and it was more difficult than I think it should have been. The majority of guidance out there is for the job candidate to master their responses in English, and how the candidate should practice for an interview. I believe this is helpful and shows true initiative, but I was disappointed that the guidance is so one sided. Recruiters and HR have a direct influence on maximizing diversity and ensuring inclusion, so shouldn’t there be more tools and resources out there? How are Human Resources leaders adapting interviewing techniques to positively impact hiring for non-native speakers and their overall candidate experience?
The most helpful resource I found was an article was from a writing website, “Conducting Interviews in International English,” by Ysabel de la Rosa. In her article, Ms. de la Rosa provides 10 basic ideas to consider when you are interviewing someone who speaks another language or is from another culture. Reading through these points, I found it interesting how I could easily put myself in the shoes of a candidate and imagine how I would want to be treated as a non-native Spanish speaker.
1. Speak consciously and correctly.
The most challenging issue I faced learning Spanish was deciphering when one word ended, and another began. As a matter of fact, I have a hard time understanding certain English dialects, because of annunciation. Make sure your words are clear and that your consonants have been used correctly.
- Slow the verbal flow.
“Speak to me more slowly,” was my first true Spanish phrase. I am a notoriously fast talker but have training to annunciate well. While interviewing a candidate I may need to slow down to a turtle’s pace, but it is worth it.
- Be in touch with your tone.
Not all hand gestures parlay in every culture, and neither do tones. If someone seems aggressive, consider that is the natural flow of their language. If you are speaking be conscious of the way it might be perceived by your candidate.
- Gag those giggles.
I can’t recall a single interview that was not somewhat stressful, and I would have been mortified to have someone chuckle at me if I made a dialectical mistake. Be thoughtful and remain composed if your inclination is to giggle when someone says something incorrectly.
- Follow their lead.
Learn to adapt to and flow with your candidate’s vocabulary. Their proficiency will be revealed, and you can adjust to make sure you are clear without condescension.
- Give them time.
It is rare to begin thinking in the non-native language. Your candidate may need time to remember a word, or phrase, so provide them plenty of time. If the interview is running long, find a time that is convenient to continue.
- Eliminate idiomatic expressions.
Every language has idioms that have developed in the respective culture. Be conscientious and look for ways to simplify your language when you would want to use an expression.
- Give your interviewee a dress rehearsal.
It is not common practice, but is it possible to provide the candidate questions in advance? This may help them prepare, so they can truly articulate their answer. If not, then have you made sure it is possible for them to contact you after an interview to rephrase their response?
- Do not make jokes.
I have learned that my sense of humor is not universally acceptable in my own language, so I cannot imagine how it might be a challenge for someone who doesn’t understand me completely.
2. Express gratitude.
Humor may not be universal, but gratitude is. Remember to thank the person for their time, even if it was double what the other candidates took. They should feel like you cared to be there, and they have not been burdensome.
Other resources recommend hiring an interpreter or allowing them to bring a family member to support the conversation. Additionally, make sure any pre-employment testing is available in their language. If are looking for good cultural fit, personality assessments are a great tool and the Hogan Big Five personality assessments come in more than 40 other languages.
Remember that discriminating against an applicant, on the basis of their national origin violates Title VII of the Civil Rights Act of 1964. If the role requires a high level of English proficiency, then work with your team to determine how proficient they must be to perform their role, and how you will assess candidate proficiency in an equitable manner.
Check your own bias for fun and easy conversations. I have been involved in plenty of conversations with leaders that were at their wits end with employees that, “interviewed so well.” Interviewing a non-native English speaker will be a challenge, for you and the candidate, but you may miss out on a top-quality employee if you place an undue premium on how easy it is to talk to them.
Remember that the candidate experience is important, even if you are from another culture, so find ways to adapt to your candidate and guide your managers on how to adjust as well. As HR professionals, diversity and inclusion it is a primary part of our role. I hope you find this information helpful. I know I plan on including this in all of my future interview skills workshops and hope it removes unnecessary barriers for future candidates.
Additional Reading
“Language discrimination is a real issue: Here’s how to avoid it” – Katie Loehrke
“Conducting Interview in International English” – Ysabela de la Rosa
“How to Ace a Job Interview in a Non-Native Language” – Tania Viezhys
“Job Interview Checklist for Non-Native English Speakers” – Jennifer Scupi
“How Do You ‘Go the Whole 9 Yards?’” – Interview Edge
