Recruiting translators vs non-translator language talent – voice talent recruitment
Recruiting is not an easy task, as it might seem to professionals in other fields. Selecting the right person for the job can sometimes be like finding a needle in a haystack. It is important to note that there are significant differences between recruiting translators and non-translator language talent. This article focuses specifically on voice talent recruitment.
The main dissimilarities between recruiting translators and voice talent lie in the approach, testing, payment, and rate negotiations.
Approach
When dealing with voiceover talents, it is essential to consider their active engagement. Without a specific project with explicit requirements lined up, there is a risk that your email message will simply be ignored. This requires resource managers to skillfully manage communication with talents who may have numerous questions, all while balancing responses from project managers or sales managers. This may not always be sufficient for the talent to provide a quote or samples.
Testing
Unlike with translators, there is no simple way to test voiceover skills. There is no straightforward “filter” to evaluate the abilities of voice artists, leaving you uncertain about their proficiency. To ensure quality, two rounds of checks are conducted – internal QA engineers assess the quality of the sample, followed by trusted linguists confirming the candidate’s native speaker status. Additionally, you must rely on the experience listed on their resume, check references, and review their social media and LinkedIn profiles.
I have implemented my own “filters” throughout the onboarding process to gauge the professionalism of potential voice talent. I look for professional full-time voice recording suppliers who have their own studio and maintain a soundproof environment with appropriate equipment, a testament to their reliability. Another indicator is the format of the sample – seasoned professionals know that sending a sample in mp3 format compromises quality. These small details provide me with initial evidence to support an informed decision.
Payment and Rate Negotiations
Voice recording service rates are rarely fixed, as they depend on various factors such as length, script availability, word count, and broadcasting requirements. A major challenge, particularly when working with studios, is the need for immediate payment. They cannot wait for 30 or 40 days and must compensate the casting agency, the cast itself, the sound producers, the camera crew, etc., as soon as the job is finished.
In conclusion, when recruiting a voice-over professional, it is crucial to consider these aspects. Your experience, professional approach, proven techniques, trade secrets, and intuition will undoubtedly aid you in sourcing the perfect specialist for the task at hand.
Resource ManagerEmilia Petrova
Driven resource manager with 8 years of experience in the localization industry. Proven track record of managing and optimizing resources to achieve business goals. Dedicated professional with strong communication, conflict resolution, and problem-solving skills. Experienced in leading a Global Resources team based in Europe and Asia to ensure around-the-clock support for the Global team and fast delivery of large projects that meet client quality requirements. An exceptional record of working in a multicultural environment and leading an international team.
My expertise lies in maintaining excellent supplier/customer relationships and efficient time management with both external and internal project and operational delivery teams.