For exactly those reasons, it's not the airside of the company that needs consideration. See a broader picture. To answer your concrete question e.g. how do you pass a government security test which is only conducted in the local language by the police.
Not saying it cannot be done if there is will and push comes to shove, only pointing out the hassle of climbing over, below and around some hurdles may many times outweigh the (financial) benefit of accessing a larger pool of qualified candidates.
A sensible union will subtly oppose hiring non-nationals as any shortage raises the salary bar. Would the company be happy to pay for all the additional necessary expert lawyers and accountants to tackle the loops of intra/extra EU social security and taxes? Re-do all the legacy internal software an employee needs to be acquainted with? Translate all the internal SMS documents and forms into English so that QA is there, ESET presentations and so on...
Having said that, my original company (EU, state owned then) learned to employ non-native but English speaking foreigners during the 2004-2007 upturn. Before covid I indeed did work twice as a third-languange English attempter in a non-English country.
Becoming a dual-language company is a huge task. Your milage may vary.
Last edited by FlightDetent; 1st Sep 2020 at 20:41.