Selection Process of Translators In Translation Services

‘Selection’ is a process aimed at recruiting candidates that will be successful when hired for a particular position. For instance, selecting an individual for a translator position will be incumbent upon the notion that they will be able to translate with high accuracy and efficiency.  

Now that we have understood the basic concept of ‘Selection’, let’s look at the selection process utilized by translation organizations. Moreover, we will also discuss examples for each phase of the selection process. 

Selection Process

The selection process is a comprehensive mechanism adopted by language service providers to achieve the goals set for the company. 

Let’s look at it in depth;

1. Job Analysis

The initial step in the selection process is the Job Analysis phase. In this particular step, Machine translation software services identify the necessary skills and abilities required for the position the company is hiring for.


They conduct a job analysis for their translator position. Their job analysis determines that the candidate possesses at least a bachelor’s degree in language studies or any technical subject that he wishes to offer translation services in. Moreover, they see if he has any experience in foreign languages such as:

  • Portuguese
  • Chinese
  • Malay etc. 

2. Sourcing Translators

Once the job requirement is specified, the LSP must source candidates. This can be done through various methods, including job postings, employee referrals, and recruitment agencies. However, if software localization services are trying to recruit foreign candidates then the best way to do that is to search for bilingual candidates. 

3. Screening Resumes

Once an organization has collected and sourced different candidates for that particular position, the next step is to screen resumes to identify candidates who meet the basic requirements for the job. This can be done manually or using applicant tracking software. On the other hand, the Technical Translation Services screen resumes by seeing which candidates possess technical expertise. 


Google uses an AI tool called Hire Google to screen resumes. The tool uses machine learning algorithms to analyze the text of resumes and identify relevant skills and experience. 

4. Pre-Employment Testing

Once the organization screens the resume and selects potential candidates for that particular job, they contact that individual. And to see whether they are suitable for the required position, a testing phase is conducted. 


IBM uses a variety of pre-employment tests. But these tests aim to check the cognitive ability of the candidates. 

One particular test that IBM uses is the Kenexa Prove It! It aims to see a candidate’s proficiency in technical skills such as coding. IBM believes these tests help them identify the best candidates for their open positions. And they have found that candidates who perform well on these tests are more likely to succeed in their roles.

5. Interviews

Candidates who successfully pass the tests are called in for the Interview. Many people believe that interviews are taken to test the candidates’ knowledge. But in reality, it’s aimed at checking the candidate’s personality. However, if the potential candidate needs help speaking the desired language, translation services can provide translators and interpreters. So an individual speaking Portuguese can also get a job in an MNC based in the USA. 


One example of a company that uses a modern way to take interviews is HireVue. Their platform uses AI to analyze video interviews and give feedback to help organizations make hiring decisions.

The HireVue platform allows candidates to complete video interviews at their convenience, which can be particularly helpful for candidates who cannot attend in-person interviews. The platform uses AI to judge a candidate’s body language and other minute personality traits, enabling hiring managers to see details they have missed. 

6. Background Checks

It’s essential to diminish the trust deficit with the candidate. And to do that, companies often conduct background checks. It helps them attain information about the candidate’s past employment history. And what recommendations he has received from their former workplace. 


One example of a company that uses modern ways to do background checks is Checkr. Checkr uses artificial intelligence to help companies screen job applicants. It accesses thousands of databases to verify a candidate’s identity. And ensure that he does not have a criminal history. Plus, he is what he claims to be.

7. Offer And Negotiation

After the background check, the company finally selects the best candidate for the role. And then offers the position to them. Salary negotiations occur during this final stage of the selection process. And the terms and conditions of the employment are shared with the candidate.


One example of a company that uses a modern way to offer and negotiate with a selected employee is Airbnb. In 2019, the company announced a new way of providing equity to its employees. Instead of the traditional approach of granting equity through stock options, Airbnb introduced a new Restricted Stock Units program to align the company’s goals with its employees’ long-term interests.


This article will discuss the selection process used by different companies. Moreover, we also shared examples for every phase to make it easier to relate to the concepts discussed in the article.  Furthermore, we share the role of translation services in helping organizations hire and select the perfect candidate for their vacant positions. You may visit Languex translation agency if you are in need of translation services for more than 100 languages.

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