Linguist recruitment: when, to what extent, why (and why not)
Vendor managers usually experience constant pressure from both within their companies (project managers, sales people, in-house translators and editors) and without (freelance linguists / SLV vendor applications) to ceaselessly recruit new resources to the existing pool. It’s just never enough. But is it really feasible to have a “solution” readily available & standing by for the multitude of possible needs that may arise? Is it possible at all? In my presentation I will focus on linguist recruitment, but instead of the possible channels and the much discussed how-to, I will deal with the questions of when, to what extent, why and even why not.
In the talk I will take a data-driven approach to elaborate on what it takes to fully on-board a new linguist in terms of time, effort and, at the end of the day, money. I will make an attempt to answer the questions of how to reduce the necessary investment while maintaining the LSP’s ability to act on surprise project requests from customers. I will show the impact that involving newcomers in the translation projects has on the LSP’s processes and on their existing linguist pool. I will also give practical advice on how to compile and manage a database of potential resources to ensure a flexible production resource base while remaining efficient and quality conscious even in rapid growth periods.
In a mini case study I will show the approach I took in the last three years regarding linguist recruitment, and what it meant in terms of numbers. I will share best practices I developed for espell and reveal some areas that still need to be improved, giving some useful tips and ideas for fellow VMs.