The challenge
Interviews in a second language reward fluency instead of skill. Strong candidates come across as hesitant, and hiring teams pass on people they would have loved to hire.
Use case
Hiring and interviews
Judge candidates on their skills, not on how fluent they are in your working language.
LBLukas Becker · speaks German
SCYou · speak English
Illustration of a translated call. Not a live recording.
With Foniks
- Interview in the candidate’s strongest language
- Fairer conversations for international roles
- Nothing is stored, so there is no transcript to manage
How it works for your team
- 01
Schedule as usual
Use your applicant tracking system and your normal video link. The candidate needs nothing new.
- 02
Let them answer in their language
The candidate speaks the language they think in, and you hear every answer in yours.
- 03
Decide on substance
Score the answers, not the accent. Nothing is recorded by Foniks, so there is no transcript to store or delete.
Recommended plan
Team
Questions
- Should we tell candidates?
- Yes. Tell candidates at the start that translation is in use, and give them the choice. It is fairer, and some places require consent.
- Can the whole panel use it?
- Each interviewer who wants translation runs Foniks on their own computer with their own seat.
More use cases
Let the conversation come first.
Start a free 14-day trial for your team. No card required.