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Freelance translator and/or interpreter, Verified site user
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English to Mongolian: Online Recruiting General field: Bus/Financial Detailed field: Human Resources
Source text - English Online Recruiting
The Internet is transforming corporate recruiting.1 Monster.com alone hosts 18 million résumés (13 percent of the U.S. labor force), and on any given day, several million people are busily combing its site. And Monster.com is not alone; there are now thousands of Websites offering job listings.
Some 90 percent of U.S. companies now recruit online—and for very hardheaded reasons. Online recruiting lets firms target many qualified candidates for a job, screen them in seconds, and contact the best ones immediately. It is only one-twentieth the cost of want ad hiring and slices fifteen days off the usual forty-three day hiring cycle.
The Web allows managers to reach larger numbers of potential candidates, and in venues that weren’t available in the past. It also allows companies to pinpoint their recruiting efforts and to set themselves apart from competitors through creative electronic tactics.
But companies that use the Internet solely as an extension of paper-based recruiting practices fail to exploit the power of the new medium. Here are some tips—and some cautions:
1. Broaden the pool of candidates. In a drum-tight labor market, companies must use the Internet to reach both “active” and “passive” candidates. Active candidates are those who post their résumés on online job boards. Passive candidates—qualified workers happily employed elsewhere—make up a larger and more appealing pool.
To reach passive candidates, some experts recommend that one or more HR personnel be dedicated to visiting and searching through the Web sites frequented by prime candidates. For example, if your company needs Java programmers, consider their probable age and preferences. Mostly between twenty-two and twenty-nine years old, they surf the Web heavily and are likely to visit several sites for information on Java—JavaWorld.com, Java Developer’s Journal.www.javadevelopersjournal.com/
java), and Gamelan.com. These same people might check [email protected] for technology news, CNet.com for technology reviews,Tunes.com for music downloads and purchases,ESPN.com for sports, and CNN.com for news. Every one of these URLs accepts banner advertisements—banners that could be used to recruit candidates who hadn’t given much thought to leaving their current jobs.
I am a professional English <> Mongolian , Russian <>Mongolian freelance translator.
I have an extensive 9-year experience in translating all kinds of documents and materials in many fields, including but not limited to:
• Art
• Business
• Accounting
• Economics
• Finance
• Human Resources
• Mining
• Information and Communication Technology
• Computer
• Engineering
• Politics
• Journalism
EDUCATION
2001-2007 Bachelor of Business Administration, National University of Mongolia, School of Economics.
2008-2009 Master of Business Administration, Academy of Management,
WORK EXPERIENCE
2007-2008 Translator & Editor, NEPKO Publishing Co.,Ltd, Mongolia
Duites included:
• Translation of Britannica Concise Encyclopedia into Mongolian
• Reviewing/editing the translations of books published by NEPKO
2009-2011 Marketing Specialist, MobiCom Corporation (Largest Mobile Operator of Mongolia)
Duties included:
• Responsible for BlackBerry service and
• MobiCom Brand
• and Roaming service
• Marketing plan (yearly, quarterly, monthly),
• Advertising and promotion activities,
• Sales channel monitoring ,
• Monthly, quarterly and yearly report to direct manager and directors
2011-Present Freelance Translator
RECENT TRANSLATIONS: ENGLISH > MONGOLIAN:
• 2007 The Da Vinci Code (ca 120’000 words)
• 2010 The Job hunting success (ca 60’000 words)
• 2011 Creating Teams with an Edge, (ca 35’000 words)
• 2011 Performance Management, (ca 40’000 words)
• 2011 Decision Making (ca 38’000 words)
• 2012 Coaching and Mentoring, (ca 35’000 words)
• 2012 Managing Change and Transition, (ca 40’000 words)
• 2012 Hiring and Keeping the Best People, (ca 36’000 words)
• 2013 Finance for Managers, (ca 38’000 words)
• 2013 Managing Creative and Innovation, (ca 40’000 words)
• 2013 Decision Making, (ca 35’000 words)
• 2013 Power, Influence and Persuasion (ca 38’000 words)
• 2014 Finance for Managers (ca 40’000 words)
PERSONAL SKILLS
• Highly skilled in PC based applications such as Word, Excel, Power point, Trados
• Have excellent research and navigation skills.
• Familiar with Data Modeling and Relational Database Design
• Be able to work overtime.
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