The document outlines effective staffing strategies for the language industry, highlighting the importance of talent acquisition and the complexities of hiring within a global marketplace. It covers topics such as the costs associated with recruitment delays, the significance of creating compelling job descriptions, and the necessity of a streamlined hiring process. Additionally, it provides practical tips for managing recruitment, including evaluating resumes and interviews, to ensure that language companies can attract and retain top talent.

1. Tips for Effective StaffingDenise SpacinskyPartner & Director, AmericasLarsen GlobalizationPresentation to ATA-TCD Scottsdale AZMarch 2010

2. Larsen Globalization’sSessions at ATA-TCDMarch 19th Session1:30pmMarch 20th Session1:30pmTOPICS:Language Business as a “People” BusinessPerspectives on Global Talent PoolCalculating Cost of Hiring & Not HiringPractical Tips & AdviceTOPICS:Survey Results on Staffing in the Language IndustryBarriers to GrowthScaling your Team

3. Language Companies are People CompaniesLanguage Companies are really ‘people’ companies.Language Companies run on the talent of internal teams and freelancers performing the essential services of the business.We want to see Language Companies value the way they evaluate and hire the people that work in their companies for success.

4. Wearing Many Hats in Small CompaniesAs a small company every person is important, and each wears many hats.In early stages business founders and owners executed almost all tasks on their own. With growth comes change. And new people.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.

5. The Competition for TalentThere is a global marketplace forlanguage industry talent.Your challenge is to seek out proactivelythe talent that you need that will serve yourcompany.

6. Expanding Virtually & GloballyVirtualWorkersAs more small businesses come to depend on mobile or virtual workers – IDC Research predicts that the number of mobile workers will increase to 850 million worldwide by the end of 2010, and 1 billion by 2011 GlobaloperationsIn 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.

7. A Typical Hiring ProcessA usual process that companies go through to find new talent is chronological:Tapping Friends and FamilyAsking around in your professional network, on Facebook and Linked InPlacing an ad/post a job around on a few sites to gauge interestSign up with a Recruiter

8. A Simultaneous Approach to Hiring+++We encourage you to do all of this simultaneously!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. Doing everything simultaneously speeds the hiring process up significantly.

9. Costs to Consider in RecruitmentI recently blogged about ways to calculate costs related to hiring and not hiring and came up with the following:Cost of Recruitment Delay (CORD)Cost of Recruitment Execution (CORE)www.larsenglobalizationblog.com

10. Costs of Recruitment Delay (CORD)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.Here are some numbers to consider:Delay hiring your new Sales person and it will cost $4350* per dayin new business.Delay hiring your new Project Manager and it will cost you 2% of that annual salary per day.Delay hiring in Marketingand you miss 50 new companies per daywho may have otherwise learned about you.Delay hiring in Management…well… it might be okay to delay getting new Managers…*based on $1M annual quota

11. Costs of Recruitment Execution (CORE)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. 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. Calculator gladly made available upon request to denise@larseng11n.com

12. Ideas To HelpYou StaffRefining your Job DescriptionsReviewing Resumes and ProfilesIt’s Not Just About Resumes AnymoreInterviews and EvaluationsManaging the Process

13. Refining Your Job DescriptionsThe BasicsAND…Be sure to include:Job or position title

14. Department where the position sits in the organization

15. Who the position reports to

16. Direct reports if the position is supervisory

17. P/L responsibility if applicable

18. Salary information

19. Geographic location

20. Information on possible Visa sponsorship

21. Mention if relocation is offered