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.

1. Tips for Effective Staffing Denise Spacinsky Partner & Director, Americas Larsen Globalization Presentation to ATA-TCD Scottsdale AZ March 2010

2. Larsen Globalization’s Sessions at ATA-TCD March 19th Session 1:30pm March 20th Session 1:30pm TOPICS: Language Business as a “People” Business Perspectives on Global Talent Pool Calculating Cost of Hiring & Not Hiring Practical Tips & Advice TOPICS: Survey Results on Staffing in the Language Industry Barriers to Growth Scaling your Team

3. Language Companies are People Companies Language 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 Companies As 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 Talent There is a global marketplace for language industry talent. Your challenge is to seek out proactively the talent that you need that will serve your company.

6. Expanding Virtually & Globally VirtualWorkers As 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 Globaloperations 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.

7. A Typical Hiring Process A usual process that companies go through to find new talent is chronological: Tapping Friends and Family Asking around in your professional network, on Facebook and Linked In Placing an ad/post a job around on a few sites to gauge interest Sign 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 Recruitment I 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 Help You Staff Refining your Job Descriptions Reviewing Resumes and Profiles It’s Not Just About Resumes Anymore Interviews and Evaluations Managing the Process

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

22. List of company benefits

23. Brief job summary with the general expectations in this position

24. List of responsibilities

25. Skills required for the position

27. Talk about how important employees are to the company

28. Mention the great corporate culture

29. And the opportunity for growth, education, etc.A little humor never hurts either – it is very contemporary and gives a light familiar impression of your company

30. Fantastic Job Description Job Description Excerpt #1 “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. You could call it work, or you could call it a mission. We call it a blast. We’re looking for the best. People who are smart, creative, up for any challenge, and incredibly excited about what they do. In other words, you know, the kind of people you’d want to hang around with anyway.” Apple

31. Fantastic Job Description Job Description Excerpt #2 “We are a place to explore potential, obliterate boundaries, and push out the edges of what can be. We’re looking for people who can grow, think, dream and create. We thrive in a culture that embraces diversity and rewards imagination. We seek achievers, leaders and visionaries.” Nike

33. You may shortlist about 35 first round candidates

34. Of these, 6 might respond favorably to discussing your position

35. You may interview 4 of them

36. You will likely go through 3 or more full rounds of this process before extending an offer to a candidate

38. It’s a good idea to review online profiles in:

39. Linked In

40. Twitter

41. Facebook

42. Blogs

43. and just Google them

45. Be focused and organized in your questions

46. We recommend a measurable evaluation process – maybe numeric based – for your interviewing

47. Don’t go on first impressions (aka: your ‘gut’) only

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. 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

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. Offer timely and detailed feedback about candidates after interviews – we don’t want anyone suffering due to silence

53. There are gracious and professional ways to pass on a candidate. Please be gentle.

55. Thanks. Denise Spacinsky Partner & Director, Americas Larsen Globalization Presentation to ATA-TCD Scottsdale AZ March 2010