Tips And Tools_Larsen by Denise Spacinsky


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Larsen Globalization is a staffing company dedicated to the localization industry since 2000. Founded in London UK and expanded through the Americas Region in 2006.

Currently we have active offices in Europe and US with experience placing hundreds of language professionals all over the world. We work for clients in Asia, South America, North America and throughout the European Union.

Our clients are both buyer-side companies across various industries
and LSPs.

We mainly focus on retained executive search or contingent full-time permanent placement. Occasionally we do contract staffing as well.

This presentation was part of the American Translators Association (ATA) conference in Scottsdale, AZ and outlines tips and tricks to help Language Service Providers (LSP) hire top talent and maximize their workforce.

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Tips And Tools_Larsen by Denise Spacinsky

  1. 1. Tips for Effective Staffing<br />Denise Spacinsky<br />Partner & Director, Americas<br />Larsen Globalization<br />Presentation to ATA-TCD Scottsdale AZ<br />March 2010<br />
  2. 2. Larsen Globalization’s<br />Sessions at ATA-TCD<br />March 19th Session<br />1:30pm<br />March 20th Session<br />1:30pm<br />TOPICS:<br />Language Business as a “People” Business<br />Perspectives on Global Talent Pool<br />Calculating Cost of Hiring & Not Hiring<br />Practical Tips & Advice<br />TOPICS:<br />Survey Results on Staffing in the Language Industry<br />Barriers to Growth<br />Scaling your Team<br />
  3. 3. Language Companies are People Companies<br />Language Companies are really ‘people’ companies.<br />Language Companies run on the talent of internal teams and freelancers performing the essential services of the business.<br />We want to see Language Companies value the way they evaluate and hire the people that work in their companies for success.<br />
  4. 4. Wearing Many Hats in Small Companies<br />As a small company every person is important, and each wears many hats.<br />In early stages business founders and owners executed almost all tasks on their own. With growth comes change. And new people.<br />The idea is to be comfortable handing hats to others to wear so the Owners/Managers can focus on the business from a strategic vantage point.<br />
  5. 5. The Competition for Talent<br />There is a global marketplace for<br />language industry talent.<br />Your challenge is to seek out proactively<br />the talent that you need that will serve your<br />company.<br />
  6. 6. Expanding Virtually & Globally<br />VirtualWorkers<br />As more small businesses come to depend on mobile or virtual workers – IDC Research predicts that <br />the number of mobile workers will increase to 850 million worldwide by the end of 2010, and 1 billion by 2011 <br />Globaloperations<br />In the US, visa limitations can complicate bringing global talent to US locations. However, a major trend in our industry is to have independent individual contributors located in various places around the world. Visas for visitors and short term stays are much easier to attain.<br />
  7. 7. A Typical Hiring Process<br />A usual process that companies go through to find new talent is chronological:<br />Tapping Friends and Family<br />Asking around in your professional network, on Facebook and Linked In<br />Placing an ad/post a job around on a few sites to gauge interest<br />Sign up with a Recruiter<br />
  8. 8. A Simultaneous Approach to Hiring<br />+<br />+<br />+<br />We encourage you to do all of this simultaneously!<br />When we – as Recruiters – receive a job from a new client they have often been looking for weeks or months (one client looked for 18 months before coming to us!). It’s already late for your needs. <br />Doing everything simultaneously speeds the hiring process up significantly.<br />
  9. 9. Costs to Consider in Recruitment<br />I recently blogged about ways to calculate costs related to hiring and not hiring and came up with the following:<br />Cost of Recruitment Delay (CORD)<br />Cost of Recruitment Execution (CORE)<br /><br />
  10. 10. Costs of Recruitment Delay (CORD)<br />Building off of the idea that when there is a significant delay in hiring for a professional that your company needs, there is an impact.<br />Here are some numbers to consider:<br />Delay hiring your new Sales person and it will cost $4350* per dayin new business.<br />Delay hiring your new Project Manager and it will cost you 2% of that annual salary per day.<br />Delay hiring in Marketingand you miss 50 new companies per daywho may have otherwise learned about you.<br />Delay hiring in Management…well… it might be okay to delay getting new Managers…<br />*based on $1M annual quota<br />
  11. 11. Costs of Recruitment Execution (CORE)<br />Many organizations consider cost of advertisements, materials, and salary of recruiters, but there are many other factors that inflate the true cost to hire an employee. The Cost of Recruitment Execution (CORE) Calculator gives you a bottom line assessment of what it costs to hire an employee - one that includes hard and soft costs, apparent and hidden costs. <br />We estimate is that it costs about $1K/day for a company to recruitinternally per position but it’s best that each organization do their own math to be sure. <br />Calculator gladly made available upon request to<br />
  12. 12. Ideas To Help<br />You Staff<br />Refining your Job Descriptions<br />Reviewing Resumes and Profiles<br />It’s Not Just About Resumes Anymore<br />Interviews and Evaluations<br />Managing the Process<br />
  13. 13. Refining Your Job Descriptions<br />The Basics<br />AND…<br />Be sure to include:<br /><ul><li>Job or position title
  14. 14. Department where the position sits in the organization
  15. 15. Who the position reports to
  16. 16. Direct reports if the position is supervisory
  17. 17. P/L responsibility if applicable
  18. 18. Salary information
  19. 19. Geographic location
  20. 20. Information on possible Visa sponsorship
  21. 21. Mention if relocation is offered
  22. 22. List of company benefits
  23. 23. Brief job summary with the general expectations in this position
  24. 24. List of responsibilities
  25. 25. Skills required for the position
  26. 26. Some points on profile and related details</li></ul>Your job description needs to be compelling, interesting and well-written<br /><ul><li>Talk about the company
  27. 27. Talk about how important employees are to the company
  28. 28. Mention the great corporate culture
  29. 29. And the opportunity for growth, education, etc.</li></ul>A little humor never hurts either – it is very contemporary and gives a light familiar impression of your company<br />
  30. 30. Fantastic Job Description<br />Job Description Excerpt #1<br />“Working with us is a whole different thing. Because whatever you do here, you play a part in creating some of the best-loved technology on the planet. And in helping people discover all the amazing things they can do with it. <br />You could call it work, or you could call it a mission. We call it a blast. <br />We’re looking for the best. People who are smart, creative, up for any challenge, and incredibly excited about what they do. <br />In other words, you know, the kind of people you’d want to hang around with anyway.” <br />Apple<br />
  31. 31. Fantastic Job Description<br />Job Description Excerpt #2<br />“We are a place to explore potential, obliterate boundaries, and push out the edges of what can be.<br /> We’re looking for people who can grow, think, dream and create. <br />We thrive in a culture that embraces diversity and rewards imagination. <br />We seek achievers, leaders and visionaries.”<br />Nike<br />
  32. 32. Reviewing Resumes & Profiles<br />Fun Recruitment Facts<br /><ul><li>You can expect to review on average 120 resumes for per open position
  33. 33. You may shortlist about 35 first round candidates
  34. 34. Of these, 6 might respond favorably to discussing your position
  35. 35. You may interview 4 of them
  36. 36. You will likely go through 3 or more full rounds of this process before extending an offer to a candidate
  37. 37. It can take anywhere from 3-6 months to hire the right candidate for your position</li></li></ul><li>It’s Not Just About Resumes Anymore<br />Searching Tips<br /><ul><li>Resumes only tell part of the story
  38. 38. It’s a good idea to review online profiles in:
  39. 39. Linked In
  40. 40. Twitter
  41. 41. Facebook
  42. 42. Blogs
  43. 43. and just Google them
  44. 44. Also, you can look for images and pictures to put a face with the name</li></li></ul><li>Interviewing and Evaluation<br />Interviewing Tips<br /><ul><li>It’s okay tostart with a phone screen or two with a new candidate
  45. 45. Be focused and organized in your questions
  46. 46. We recommend a measurable evaluation process – maybe numeric based – for your interviewing
  47. 47. Don’t go on first impressions (aka: your ‘gut’) only
  48. 48. Absolutely have a conversation with any candidate that looks like they might have what you need to learn more about them. Try to avoid over-screening based on resumesalone (they do not always capture the full story)
  49. 49. Stretch the boundaries of the criteria you have for a position – don’t just look for 100% match but also consider potential, candidate interest in growth or change opportunities
  50. 50. When you find awesome talent – hire them! They will add value to your organization (and will not go to your competition)</li></li></ul><li>Managing the Process<br />Organizational Tips<br /><ul><li>The process is really complex – be sure you are organized. There is a lot of communication and information to keep track of.
  51. 51. Keep things moving quickly – a candidate who is interviewing with you is seriously in the job market and is at risk of being picked up somewhere else
  52. 52. Offer timely and detailed feedback about candidates after interviews – we don’t want anyone suffering due to silence
  53. 53. There are gracious and professional ways to pass on a candidate. Please be gentle.
  54. 54. Don’t worry about salary upfront – experience tells us that when a company and a candidate want to get together, everything is negotiable</li></li></ul><li>Job Description – Another Sample<br />Localization Engineer<br />Must not be surprised on first day when programming does NOT include flying shapes and colors on your computer screen and cool background music like in the movies.<br />Must keep in mind that not everyone understands Localization Engineering, nor gives a <insert expletive> about computers, technology, or whatever else you do when you sit in front of your computer 23 hours out of the day.<br />Must be able to deal with non-Engineers at least once a week without getting completely frustrated trying to describe the inner workings of translation memory technology.<br />If you do get completely frustrated you must not resort to creating a virus that destroys company property and/or data.<br />While dealing with non-Engineers, you must not act condescending. These non programmers can, and will, probably kick your <insert body part>. Even the girls.<br />
  55. 55. Thanks.<br />Denise Spacinsky<br />Partner & Director, Americas<br />Larsen Globalization<br />Presentation to ATA-TCD Scottsdale AZ<br />March 2010<br />
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