Short-listing, Training and Retaining Translators/Reviewers while doing business at the same time
In an effort to execute business plans, translation agencies must firstly face one of the most critical tasks - recruiting the linguistic resources who will translate requests into actual deliveries. For an industry based --for the time being at least-- on human resources’ output, selecting and keeping the appropriate resources is key for success and growth.
Aiming at building a solid, responsive and reliable workforce, several aspects should be taken into consideration and formal steps should be established for each of them. In this presentation, we will drill down to such points of consideration and actions to be taken for addressing this task, including recruitment channels; what to look at in resumes; links with professional training centers/colleges; requesting samples; carrying out over-the-phone/Internet or face-to-face interviews; creating translators’ networks, among others.
Following this first endeavor, we will move forward to the next challenge - investing on human capital training and providing feedback on areas for improvement.
Once these hurdles have been overcome, are seeds ready to be harvested?
We will drill down to:
* points of consideration and actions to be taken for addressing this task, including recruitment channels;
* what to look at in resumes;
* links with professional training centers/colleges;
* requesting samples; carrying out over-the-phone/Internet or face-to-face interviews;
* creating translators’ networks, among others.
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Luciana Ramos View feedback | View all courses
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