Hiring Translators: Best Practices for Conducting Background Checks

What if your business could instantly have access to 50% of the entire world’s sales potential According to a recent survey, that’s precisely what you’ll get by translating your content for these four countries: the United States, China, Japan, and Germany. And you can take these numbers even higher by scaling your translation efforts by adding Spanish, Portuguese, and plenty of others to that list.

It’s no wonder the translation industry has seen significant growth in the past few years and companies from every niche are rushing to hire translators and get their products localized. However, like any business decision, if you want to avoid any pitfalls when hiring translators, it’s a good idea to have some prior knowledge and planning before pulling the trigger.

So, in this article, we’ll tackle one of the most important steps in this process: conducting comprehensive background checks and getting all the information you need to make the perfect hire.

When Hiring Translators, Here’s What to Verify

Education and Employment History

Start by checking the authenticity of the information provided by the candidate and if their qualifications meet the minimum requirements for the job. You’ll need to verify the candidate’s education history by checking the validity of their degree or diploma. 

Be aware that some countries have unique education systems, so it’s likely that you’ll have to do some research to figure out the equivalent qualifications. You can do this by contacting the educational institution directly, using an online people finder, or utilizing a third-party verification service.

Additionally, it is crucial to verify the candidate’s employment history. This involves checking their work experience and references, ensuring that the candidate has the necessary skills and experience to perform the job.

However, some countries might have unique work cultures and different names for the same role. Before making a decision, you should be aware of these differences and have some knowledge about the country you’re hiring from.

Watch out for fake diplomas, degrees, or work experience certificates. You can verify the authenticity of the documents by cross-checking them with recognized databases or examination boards.

Always verify education and employment history when hiring translators. A meticulous verification process will help you hire a candidate that meets your requirements and is a good fit for your team.

References

Reference checks are designed to obtain information about the candidate’s past performance, work ethic, and character. The information gathered from a reference check can help validate the candidate’s skill set, work history, and suitability for the position.

It’s helpful to have a set of questions prepared that will help you get the necessary information and not miss any red flags. To make sure you don’t miss out on any important details, here are some helpful topics you can include in your questions:

• Job performance and work habits.
• Interpersonal and communication skills.
• Punctuality and ability to meet deadlines.
• Ability to work independently, handle stress, and deliver work on time.

It’s important to reach out to multiple references to get a well-rounded perspective of the candidate’s character and performance. This includes both previous employers and colleagues, as well as academic references if the candidate is a recent graduate.

Be on the lookout for biased references or friends as contacts, as that’s not an uncommon issue with remote workers. With a well-planned set of questions and multiple reference checks, you can obtain valuable information that helps validate a candidate’s skills, work history, and suitability for the position. 

Social Media Profiles

These days, it’s hard to even imagine a world without social media. They’re a great way to find people and build connections, and it’s no surprise that many employers use social media to screen potential candidates. 

It’s a useful tool if you’re looking for any red flags that may disqualify them from the position. These may include inappropriate posts, photos, or comments that demonstrate a lack of professionalism or suggest a disregard for company policies.

But sometimes companies make the mistake of approaching social media background checks without regard for the candidate’s privacy. And remember that not all social media accounts are public, and a lot of candidates might choose to keep their profiles private. You should always respect a candidate’s choice to do so to avoid any damage to the company’s reputation or even legal consequences. The best way to do a social media background check is to let them know the purpose of the check and ask for consent.

You could also use specialized software or third-party services to ensure that your search is both comprehensive and respectful of the candidate’s privacy. Checking out a candidate’s social media profiles can be a great way to learn about their conduct, interests, and communication style.

However, it’s crucial not to overstep the line. Obtaining consent, using specialized software, and focusing on job-relevant factors can help ensure that the social media background check is both effective and lawful.

Local and International Criminal Records

You’ll definitely want to know if your candidate has a criminal history that could affect their job performance or pose a security threat to the company and its clients. Searching criminal records locally and abroad can be a complex task, as it requires knowledge of different legal systems and databases. In some countries, criminal records may not be publicly available or may only be accessed with the candidate’s consent.

The most reliable way to conduct a background check is to work with professionals that provide this kind of service. These providers have access to broad databases and can give you all the information you need to make a good decision.

It’s important to note that conducting a criminal background check requires compliance with local and international privacy laws. The candidate’s consent should be obtained before conducting the check, and any information obtained should be kept confidential and secure. 

If you find any concerning information, it’s still a good idea to talk to the candidate about it and give them a chance to explain or dispute it. You should also check whether your applicants are included in any kind of government watch list, as that usually indicates involvement in politically sensitive activities. Staying on top of this information helps you avoid any threat to the company’s reputation or relationships with clients.

Financial History

We’ve been through criminal background checks and social media profiles. The next thing you’ll want to take a look at is the candidate’s financial history. Individuals with financial troubles may be more susceptible to bribery and other forms of corruption, which is especially dangerous when dealing with remote team members.

For this step, you’ll want to conduct a credit check. This involves pulling the candidate’s credit report from one or more of the major credit reporting agencies, which can provide insight into their payment history, debt levels, and overall financial responsibility.

It’s important to note that credit checks may not be available or legal in all countries, and obtaining the candidate’s consent is crucial. Always focus on job-relevant factors when analyzing the credit report because you might run into irrelevant factors such as medical debt or student loans.

Another way to evaluate a candidate’s financial history is to conduct a reference check with their previous employers. It’s also important to maintain confidentiality and respect the candidate’s privacy throughout the reference check process.

In conclusion, evaluating a candidate’s financial history is an essential part of the hiring process, particularly when hiring translators. Conducting a credit check or reference check, obtaining the candidate’s consent, and focusing on job-relevant factors can help ensure that the evaluation is both effective and lawful.

Professional Certifications

This step ensures that your business will be protected from potential liabilities associated with unqualified team members. One way to confirm professional certifications is to check official databases or websites of relevant organizations. This allows you to validate whether an applicant holds any valid licenses, certifications, or degrees related to their field of work.

It’s also important to verify that all credentials are up-to-date and in good standing by contacting previous institutions or employers directly if needed. Sometimes candidates have lapses in licensure due to disciplinary action, criminal offenses, failure to meet continuing education requirements, or other issues.

In addition to verifying credentials through official sources, it may be even more important for companies to conduct background checks on translators by speaking with references who have worked closely with them in a professional context before making a hiring decision.

Past employers can provide valuable insights into how well applicants adhere to industry standards and ethical practices, as well as their strengths and weaknesses when working on projects related to translation services.

Checking all the databases and websites within relevant organizations as well as obtaining input from past employers can help ensure that only qualified candidates make it onto your team.

Language Proficiency

This might sound like an obvious step, but it’s definitely something you don’t want to overlook. After all, an inaccurate translation could lead to disastrous consequences for both the company and its clients.

To assess language proficiency, there are various methods available. You can use internationally recognized tests, like the TOEFL or IELTS.

Alternatively, the company could create its own test that is specific to the languages it requires and have a native speaker review the results.

Another option is to conduct an oral interview, which can give insight into the candidate’s speaking and listening abilities, as well as their pronunciation, fluency, and comprehension. It’s important to assess the candidate’s vocabulary and grammar, as well as their ability to translate accurately and convey nuance.

Consider the dialect or regional variations of the language in question. For example, if the company is hiring a translator for Spanish, they should be aware that there are variations between Spanish spoken in Spain, Mexico, and other countries. Therefore, it may be necessary to seek out a translator who is familiar with the specific dialect or localized terminology needed for the job.

Finally, in addition to formal assessments, it may be helpful to ask for writing samples or examples of their translations in real-world situations. This can help to evaluate the candidate’s ability to translate accurately, convey tone and style, and adhere to industry-specific terminology.

Identity Documents and Visas

When hiring translators, it’s crucial to verify their identity and ensure that they have proper documentation and visas to work legally in your country, even if it’s a remote position.  Failure to do so could lead to legal issues and financial penalties for your company, not to mention the potential harm to the individual if they are working without proper authorization.

Simply ask for a copy of their passport or other government-issued identification. Check the name and birthdate, then make sure they match what is listed on their resume or application. Next, it’s important to check the translator’s work eligibility and obtain the necessary documentation. Depending on the country they’re from, this might be straightforward or require a few additional steps.

The process for obtaining a work visa or permit can vary depending on the country and may require additional documentation or proof of employment from the hiring company. If they already have all the documentation necessary, check if they are still valid and have not expired. 

Keep in mind that visa regulations and requirements have gone through a lot of changes due to the pandemic recently, so make sure you’re consulting an updated source. Or even better, hire a professional. It’s also important to consider any additional requirements or regulations that may apply to working with translators. For example, some countries require a background check or security clearance for non-citizens working in certain fields or positions.

Proper documentation and visas for translators are critical steps in the hiring process. In short, you should always verify the translator’s identity, check their eligibility to work, and comply with any additional requirements or regulations that may apply. By taking these steps, you can ensure that you have qualified and legally authorized translators on your team.

Final Thoughts on Evaluating Candidates when Hiring Translators

Overall, there are quite a few steps companies should take to make sure they hire a great translator. By following these best practices, you’ll have a comprehensive process that will guarantee that you have qualified and authorized translators on your team who can help deliver accurate translations. If this article was helpful to you, be sure to share it with anyone who is looking to scale their business and needs high-quality translation services!