More of what Recruiters, Localization Vendors and Employees
Look for (the same things we all do):

  • Humility—makes it easier to envision working together collaboratively
  • Appearance—a positive personal appearance helps mitigate doubts
  • Confidence—conducting an interview with confidence is a big plus

Believe the odds of finding a pearl in an Oyster are 1 in 10,000.  I have talked to Language owners who believe the same odds apply to hiring a good sales person.  Some LSP owners maintain they have never hired successful sales people.

 

Why is it so difficult to find and hire good  sales people for the language industry.  First off, there is a shortage of them.  Also, a sales person may flourish in one environment and struggle with another company culture.  Language owners are also partly at fault.  The role of the LSP owner or sales manager is to train and supervise the  Translation Sales person.  This means setting clear goals and expectations, training on systems and processes, tracking relevant activity and providing ongoing communication to the sales person.   Many language company owners and managers fall short on supporting their sales people.  Finally, the translation sales cycle is long.  It can take over 12 months to see revenue from sales efforts.  Oftentimes LSP owners or the translation sales manager lose patience and terminate the engagement prematurely.

 

Anzu Global does recruiting for sales resources.  There are several steps in the recruitment process.  We take a history of the candidate—where they worked, why they left previous employments and what were their sales numbers.  Can they provide manager references from previous employment.

Then we try to match the candidate with the company.  One person selling 400K annually for a smaller vendor maybe a better fit for your business than another sales person selling 800K for Lionbridge.  Lionbridge has a large marketing budget and name recognition to support their sales people.  If you are a smaller language owner with a limited marketing budget you may want a sales person coming from a similar environment.

There is a lot that goes into recruiting, hiring and training a translation sales person.  Anzu Global can help.  We may not find the 1 in 10,000 pearl, but we may help you find the perfect melon.  It is said that with Melons, 1 in 10 is good.

Globalization Staffing:

Finding the elusive Internationalization Engineer/tracking the Yeti

 

Having worked in the globalization staffing industry for over twenty five years,  a common complaint heard from Localization managers:  “We cannot find a good internalization engineer.”  At Globalization conferences, you can find frustrated senior globalization managers huddled together asking,

“Where are they?”  “How do we find them?” “Where do they go?”  Similar questions have been asked of the Yeti.

 

Let’s start with some definitions.  Internationalization is  a design process that ensures a product (usually a software application) can be adapted to various languages and regions without requiring engineering changes to the source code.  So an internationalization engineer has to be able to work with the source code, know programming languages and Unicode enable an application.  The i18n engineer also has to be aware of time and date formats, supporting Asian character sets,  hard coded strings and bi-directional support.  There is a level of complexity to this process.  I liken it to traveling the New York City subways—getting from point A in the Lower East Side to Point B on the Upper West Side can take some navigation.  But once you have traveled the NY subways multiple times or internationalized multiple products, the tasks become fairly mundane.  Also, the i18n engineering guide is not always needed when there is no new release.  This explains, in part, the disappearance of the Yeti (i18n engineer).  They get bored, adapt and move on to other things.  They may get a job at the circus or as a software engineer.

 

At Anzu Global we have a combined 75 years of globalization staffing experience.  We have a fairly extensive network of internationalization Yeti engineers.  We are vigilant in following-up on any reported sighting.  We even will pay you a reward for the location and contact information of an elusive internationalization engineer😊

I cannot count the number of times at a party, an event or during a job interview, an American says to me that they speak two languages or are fluent in French, for example.  When you peel away fact from fiction (which can be difficult when we live in a political climate of double talk/hypocrisy) you find that the person studied French in High School or spent a summer in Paris and knows how to ask for a beer.

 

Anzu Global provides bilingual staffing to technology companies in the US.  Part of our job is to separate fact from fiction—fluency from conversational ability.  When we interview bilingual candidates, we test their language skills.  Through a series of pointed questioning, we learn where they acquired the language, for how long have they been speaking it, and what professional language experience they have.  Additionally, we have bilingual recruiters test their conversational fluency.  Or if necessary, we have written tests we use to evaluate fluency.

 

For bilingual staffing, actually the first priority is to understand the job and the language requirements.  For example, for a bilingual QA role, if the core job is functional testing of the European release of a software product, then the candidate’s technical proficiency is more important than their language fluency.  If, on the other hand, the bilingual QA role involves linguistic testing, then the candidate has to be able to read and write the language fluently to catch linguistic errors.  For a language translation role, fluency in a second language is not enough. If we are recruiting on a Japanese translator position, for example,  we are looking for native fluency in Japanese, formal education in translation and years of professional experience as a translator.  In addition, we ask the client to provide a relevant translation test to be used as a final screening for language proficiency.

 

Having been in the staffing and recruiting industry for 25 years we understand the being able to ask for a beer in French does not qualify you as bilingual.