A crafty plan how to hire and cooperate with freelancers
To work with freelancers is much easier said than done especially for an agency with mainly in-house staff.
But once you’ve made a pull of freelancers, it turns out that there’s a lot more legwork in managing those freelancers than you expected. You constantly have a headache with their availability, skill sets, rates, matching the freelancers with appropriate projects with reasonable deadlines. Unfortunately, AI technologies don’t help much due to a human factor. Is there any chance for freelancers-employers live happily ever after?
Being a scholar (PhD in contrastive linguistics), I’ve developed a survey for my team to detect the core of misunderstanding and suggest the proven roadmap for solving the problems.
There is little quantitative data on translator’s professional profile that cannot be described as ad hoc and subjective. The subjective approach adopted by practitioners doesn’t examine the extent to which such employers’ perspectives are compatible with the views of employees.
The research reported is part of a long-term (first conducted in 2013 and repeated in 2018) project. The object of the survey embracing 54 translation companies and over 150 freelancers was to investigate the professional portrait of the translator provided by employer and employee and to compare them.
Freelancers and employers were asked to rank-order a list of competences that make contemporary professional translators. As expected, employer-employee data showed different priorities of importance that often stands for disintegration of employer–employee relationships.
Employer-employee surveys can work wonders if they are appropriately planned, distributed, and analyzed. The analysis provides a way of selecting professional competences to focus on, by calculating each area’s leverage. The survey may be used as a route for delivering sustained performance improvement to people agenda through the maze of challenges that translation industry now faces.