Choosing your Indonesian Translation vendor

Language Translation

Language Translation

About Indonesian
Indonesian (Bahasa Indonesian) is a standardized register of Malay which based in Riau dialect & it belongs to the Malay–Polynesian family. It’s an Austronesian language which has been used as a lingua franca in the Indonesian archipelago for centuries. Besides, it used by many people in the Netherlands, the Philippines, Saudi Arabia, Singapore and the United States.
Indonesia is the fourth most populous nation in the world. Of its large population, the number of people who speak Indonesian fluently is fast approaching 100%, making Indonesian one of the most widely spoken languages in the world. According to statistics, about 140 million people are using Indonesian as a second language who can speak fluently & write inerrably.

About CCJK
Since 2000, CCJK technologies is an ISO9001:2008 certificated Translation and IT agency which registered in Hong Kong (where people speak Traditional Chinese) and China mainland (where people speak Simplified Chinese).
CCJK always stands out for its English into Asian language combinations, that is why we named ourselves CCJK, it is short for Chinese Simplified, Chinese traditional, Japanese & Korean. In the meantime, the past 11 years have also proved our extraordinary ability translating English – European and many other language pairs in the world.

About CCJK’s Indonesian Translation Team
CCJK has an increasingly rigid process upon selection of Indonesian Linguists. The serious test and evaluation process will be taken on. The cooperation will only begin after scores of translator reach up to 4.5 (5.0). Our Indonesian linguists have deep understanding on the development of the industry, terminology and professional terms, etc. The most suitable phrase and sentences will be used with excellent organizational and communication skills for every project.
Strict Quality Assurance in CCJK
As you have known, CCJK has been certificated by ISO 9001:2008 quality management system through 5-month strict training and examining! The solid quality standards and assurance system of ISO will be executed to add value to your projects! For all projects, a strict TEP (Translation, Editing & Proofreading) process will be carried out for the highest quality. That means at least 3 linguists will be assigned to projects: translate from scratch by a linguist, native editor for reviewing, and finally to a 3rd proofreader for polishing. All translators should complete QA Report and Query in daily work & will be assessed by QA Report Mechanism (QA Report v1.xls).
By providing with high quality works, you need only focus on your core business, market share and profit will be maximized in simplest and soonest way by CCJK. Should you have any Indonesian translation needs, please don’t hesitate to contact me at melody.li@ccjk.com for a free quotation.

Some Thoughts about Resourcing Work

Having worked as a resource manager for almost 4 months, I did find some problem exposed in our daily work. For example, everyday we could receive dozens of emails from different translators majoring in translation of different languages and different field applying for being a part-time translator of our company. One the other hand, our project managers are having a hard time assigning translation files. It happens occasionally when you contact 20 translators for a single project, you couldn’t get any replies or get declined by all the translators for all kinds of reasons.

From this phenomenon, it is easy for you to tell that the resources are not enough and we should seek more translators from different platforms online. But our energy and budget is limited, so we should focus on the language pairs that bring our company the most profit and check if the related translators could meet the needs of project assignment and draw up a plan of recruitment. Resource managers need to make an analysis of the monthly sales and hear from the project managers through a weekly meeting.

Another problem bothers us is how to reduce translation cost. I have found that translators in our database have different rates for the same language pair and the rate difference can be very huge sometimes. Only a small proportion of translators could bring us profit when we are hiring them. You can’t deny that there are some professional translators who won’t lower their rates which are higher than we quote to our customers. We have to admit that these kind of translators are not our cooperators. Resource managers don’t need to hire the best translators. They should find these translators who could just meet the requirements of the customer within our budget. It is really a big challenge for resource managers but that is what the resourcing work about.

We also get a lot of sample translation projects from customers. I don’t know how much we passed and how much we failed. But there existed these sample translations that we did but the customer isn’t satisfied. Sometimes you have to think that passing the sample translation or not depends on luck. Or you may think the project manager doesn’t select the right translators to do the job. How could resource managers help on that? It really takes some time to get to know the translators and project managers spend more time with translators because they work on projects together. While project managers know some translators better than resource managers, resource managers can contact with more translators. In daily work, resource managers should recommend some translators to project managers regularly so project managers are able to get to know more translators and have more choices in mind for sample translations.

 

Customized Recruiting Services

Regional RPO Service Customized Recruiting Partner
YIM Human Capital is a customized recruiting solution agency for global clients. We support your global business expansion and increase per capital value through engaging with clients in recruiting, retaining and training employees into a workforce of high effectiveness and efficiency.
Talent researcher and consultants for Executive Search
Retained executive search is a specialized form of management consulting conducted through an exclusive engagement with a client organization. Its prime goal is to assist the client in identifying, recruiting and retaining senior executive talent.
Consultants for Selection & Customized RPO
We find talents in their respective professional functional area, including senior management executives, finance, marketing, technology, legal, customer services, operation, online marketing, technology, across an extensive range of industries, sectors and locations.
Service sharing Function
Customized recruiting is an integrated process which can significantly impact the lives of organizations and individuals. It relies upon mutual trust, confidence, cooperation and professional business practices among the clients, candidates and the YIM. To achieve an optimum result, the search process must be implemented with a consistent back-office services sharing and QA standards.
Careers
• YIM Human Capital is the recruiting professional in acquiring qualified, competent and skilled people. With extensive expertise and 100% commitment in global talent acquisition, we understand our clients and job applicant candidates truly.
• YIM brings opportunities to a better life for professional people. In assisting them to find a right fit employer in where they bring their full potential into play, thus transforming not only the life of an individual, but also improving the efficiency and effectiveness of an organization.
• As a recruiting professional, you are just doing such a meaningful mission with all your efforts every day at YIM Human Capital. You will engage into a series of training programs in practicing yourself into a fully recognized professional recruiter. We know that is not an easy task, but learning with your pragmatic acting day by day, your commitment and passion will lead your way forward. That is the most valuable assets you create at YIM Human Capital.
What is the recruiting professional at YIM Human Capital?
Every Consultant at YIM Human Capital, senior or new comer, is the home master of the Community of YIM Human Capital.
As a talent searcher, you are expected to manage your own client portfolio orderly and effectively, you will search and source the most suitable candidates.
As a consultant, You are encouraged to regarded yourself as entrepreneur of the YIM Human Capital, you are enjoyed a high degree of autonomy and self-management.
At YIM Human Capital, consultants are partnership with each other in consistent with the code of ethics and business operation standards of YIM Human Capital.
If you are such a candidate of highly engaged, dynamic, passionate and result-committed, can build and maintain a strong relationship with customers and across the business, you will have no limits but great potential to bring into a full play within YIM Human Capital and benefits greatly from your commitment.
Each day, amongst other assignments, you are likely to be engaged into the following programs as:
• Attracting talent through advertising campaigns
• Screening and interviewing candidates
• Attending promotional and networking events
• Business Development
• Presenting to Clients
• On-going management of client relationships
Through delivering a reliably professional human capital consultancy services in a complex context—both with candidates and clients, you will benefit greatly in sharpening your sales and consultancy skills, improving your commercial acumen and insights greatly.
Who will be the right fit candidates for team members at YIM Human Capital?
YIM offers interesting opportunities to youthful or experienced professionals looking to engage into the executive search. YIM is an attractive place to begin your career in talent acquisition and business consultancy.
We are always seeking candidates characterized by these traits:
—You are enterprising and persistent with strong expertise;
—-You are honest and reliable partner with an extensive and strong network of management relationships;
—- You are self-motivated with a proven ability to develop and follow up on client opportunities;
—-You have a comprehensive understanding of organization issues and the necessary appreciation for talent needs;
If you do not apply to the traits above-mentioned, but be a proven right candidate, contact our regional office administrator; If you are such a right fit candidate, send with your own CV and cover letter to info@yimhc.com , we are ready for your engagement and commitment right here.

My Interest in Proz.com

When I first worked as a resource manager 3 months ago, I mostly worked on elance.com. At that time, I was very satisfied with elance because the translators on that platform were always eager to bid for my posted jobs and their price seemed very nice. On the other hand, I was not a fun for proz.com because we got few proposals for the posted jobs and the price was very high, almost more than 2 or 3 times than the quotations on elance.com. Besides, there are too many contents on proz.com, like ads for different CAT tools, KudoZ and forums, etc.

But changes happen when I was looking for translators for African languages. As usual, I posted several jobs for African languages on elance.com, but I got very few biddings this time and from the CV sent by the contractors, I could tell they are not professional at all and they are not the translators we want. The same situation went on several days and I had to find another way to hire translators. By coincidence, I found a good function on proz.com, searchable directory of freelance translators and interpreters. Through this function, I found a lot of very professional translators for African languages. The profile for translators in proz.com are in very details. And I could get to know the translators that I am going to work with very well.

From then on, I always contact and hire translators on proz.com instead of elance.com. It is a really great conversion of me. Gradually, I get to know more about proz.com. It is acutally a social networking site for translation. The site features a virtual community of translators and offers a wide range of resources, registered users are able to broadcast their professional identity as translators on the internet and receive job offers in the mail with the appropriate language combinations. It also provides discussion forums and online glossaries. Although much of the website requires paid membership in order to be used, and the website receives income from paid advertising, the site has been developed with the help of unpaid volunteers. One remarkable feature are its terminology questions, asked and answered by users; more than 2 million term translation questions have been answered via the site.

There are also some other websites like proz.com, like TranslatorsCafe.com, Aquarius.net, GoTranslators and Trally, but they have far more less volume of activity and registered users than proz.com.

ProZ.com, the world’s largest translator organisation.

Understand an Industry from the perspectives of a recruiter

We can get to understand an industry from different perspectives and dimensions, such as industry development history, current situation and its future development, market volume and size, interconnection with economics and politics, the numbers of organizations, human resource date within this industry.
However, if we want to get a quick glimpse of how the development of the industry, from a perspectives of a recruiter, we can come into these steps as follows:
The recruiting process :
Client Assessment and requirement;
Job analysis of the position;
Sourcing and channels of potential candidates
Sourcing and screening plan,
Assessment of potential candidates
Interviewing and selecting candidates;
Right fit candidate hiring and on boarding
Follow up and feedbacks
Usually, talent acquisition and researcher needs 7-10 days to recommend the first round of potential candidates to the clients after a new search assignment task, therefore, the talent researcher must get a quick glimpse of the industry environment of the client. We usually come into these 3 steps:
First, get to analyze the competitor of the clients; consultant acquaintance who are familiar with the expertise and specialization; the business operation process and supplier chain of the industry from such sources as internet, industrial organization and annually reports etc.
Secondly, make a checklist of the top 10 companies and their financial data within 5 consecutive years; get such data as sales amount, growth rate, their marketing strategies and new products conference as well as M&A news.
Thirdly, have a better understanding of the organization chart of the client, their position and role responsibilities, make use of the most effective social media to reach out to the target candidates, such useful media as face book, twitter, google+, LinkedIn, E-mail; Skype, QQ and WeiBo etc.
You can also get an recommendation and introduction to them with the assistance of a acquaintance, recruiting job board, forum , social parties and activity engagement etc.
It is very important to make a cold call to the passive candidate.
The last and the most important; make an in-depth communication with every candidate who can provide you more useful information and data on competitor, employees, products and services.
All you have to do is to convince and convey these data and information into credible analysis reports. We can also say that a good listener is better than a speaker.
Let us make a summary of the three steps:
1. Set up and focus on the categories of the industry
2. Make a checklist of the companies and organization within the industry,
3. Compare the client with its competitors, analyze the target recruiting roles and data from industry report; target at the potential candidate.

Build a More Wider Professional Network

What exactly recruiting managers at an organization are really concerned about?
It is really not easy for job seeker to find a right fit role in an organization within a limited period.
Sometimes, we usually heard that job seekers complained that why it is not so easy to find a rather competitive job opportunity.
As a recruiting specialist working at the CCJK Technologies, I would like to take this opportunity to give some useful suggestions to these unsatisfied job seekers.
Let’s set aside for a moment factors such as academic preparation, work experience, personal presentation and interviewing skills, fit to job and fit to organizational culture, earnings expectations, location factors, quality of referees, and the economy.
Everywhere in the world, the number one most effective job search technique is personal networking. Not replying to job postings or sending out CVs. The usual estimate is that 70% of jobs are hidden or not advertised. Usually, hiring managers will work their personal network or try to generate interest through referrals. I’m not saying that’s the best way to hire. I’m just saying that’s what most hiring managers do.

What are your odds?
But if you network and can get somebody to hand-carry your CV to the hiring manager, now you are a known entity. When that hiring manager walks your CV over to HR, they will have to respond either to you or to the hiring manager to say why they will not pursue you. Referrals are often tracked. They matter as one piece of the statistical analysis of quality of hire. Your CV better be perfect and relevant to the job or HR will resent the hiring manager for interrupting them with non-qualified paper. You may be asked to apply online using a referral code, please use it.

Then, How do you try to build your network?

Start drawing circles on a piece of paper. In the middle circle, put the names of everyone you personally know, co-workers, family members, your neighbor, your teachers, the guy who fixes your car, your ex-girlfriend, everybody.
Then, ask each of these people to give you the names of 1 to 3 people they know that you do not know. Put these names in the next circle out. Contact these people in the second circle, tell them who referred you, and ask for new names. Keep repeating this cycle until you get 3 or 4 circles out. Your next job is waiting within these circles you just have to go find it.
What useful social media can we use to get a meaningful connection to professionals ?
That’s what LinkedIn is, an automated way to make circles.
Use your QQ, WebChat, RenRen,Weibo and other Social Media such as face-book, twitter, Google+ to build circles and referrals.
Join a business chamber or attend one of their sponsored events or conferences. Volunteer to help on a project.
What do you say when you network?
Write and practice a 30 second pitch on what you are trying to do to help the employer. Find a specific problem to solve and demonstrate how your skills solve it. Define your solution in business terms, such as money or time saved, quality or error rates improved, risk reduction, increased customer satisfaction (even internal customers).
We always heard people say that we are busy. Don not try to waste their valuable time at the first 30 seconds.

Hopefully, with these good suggestions you may get a good beginning in building your brighter and even wider professional social networks.
If you are seeking for a recruiting partner, the YIM Human Capital would be very happy to deliver our customized recruiting services for your growth and job requirements. Send your job descriptions to info@yimhc.com , our recruiting consultants will contact you at your convenient time.

About YIM Human Capital
YIM Human Capital is a globally reliable customized recruiting and recruitment process outsourcing partner.
With a close partnership and synergized collaboration with leading executive search agencies, organizations and entities of big and small, YIM Human Capital is dedicated itself to deliver professional human capital management solutions and engage itself into recruiting, retaining and engaging a high efficient and effective workforce for clients.
For more about us, please visit our websites: www.yimhc.com

Join into YIM Human Capital Networks
Join us—Create a bright future with YIM Human Capital
YIM Human Capital is the recruiting professional in acquiring qualified, competent and skilled people. With extensive expertise and 100% commitment in Human Capital Consulting Business, we understand our clients and job applicant candidates truly.
YIM is committed itself into bringing an opportunities to a better life for professional people. In accompanying them into a right fit role to bring their full potential into play with the right fit employer and working environment, thus transforming not only the life of a person, but also improving the efficiency and effectiveness of a business. As a YIMer, You are just doing such a meaningful mission with all your efforts every day at YIM Human Capital.

You will engage into a series of training programs in learning by pragmatic acting to practice yourself into a fully recognized professional recruiter. We know that is not an easy task, but learning with your pragmatic acting day by day, your commitment and passion will lead your way forward. That is the most valuable assets you create at YIM Human Capital.

To find out more about a career with YIM Human Capital in your regional localization, please email us your inquires by info@yimhc.com or contact our local internal recruiter.

What is the recruiting consultant at YIM Human Capital?
Every Consultant at YIM Human Capital, senior or new comer, is the home master of the Community of YIM Human Capital.
As a Consultant, you are expected to manage your own client portfolio orderly and effectively, you will search and source the most suitable candidates.
You are encouraged to regarded yourself as entrepreneur of the YIM Human Capital, you are enjoyed a high degree of autonomy and self-management.
At YIM Human Capital, consultants are partnership with each other, “learning by pragmatic acting, 100% commitment of each assignment “is the core value of Culture at YIM Human Capital.
If you are a highly engaged, dynamic, passionate and result-committed, can build and maintain a strong relationship with customers and across the business, you will have no limits but great potential to bring into a full play within YIM Human Capital and benefits greatly from your commitment.
Each day, amongst other assignments, you are likely to be engaged into the following programs as:
• Attracting talent through advertising campaigns;
• Screening and interviewing candidates;
• Attending promotional and networking events;
• Business development;
• Presenting to clients;
• On-going management of client relationships;
Delivering a reliably professional human capital consultancy services in a complex context—both with candidates and clients, you will benefit greatly in sharpening your sales and consultancy skills, improving your commercial acumen and insights greatly.
Our recruiting professional are always be there for your requirements. Contact us by the mail: info@yimhc.com .

Let CCJK help you find a culture-fit candidate

About YIM Human Capital
Who we are
A reliable recruiting and recruitment process outsourcing partner at CCJK Technologies.
YIM Human Capital is in a close partnership with global professional executive search alliance.
With a close partnership and synergized collaboration with leading executive search agencies, angel and venture capital investors as well as funding entities, YIM Human Capital is dedicated ourselves to deliver professional human capital management solutions to our clients and to engaged ourselves into recruiting, retaining and engaging a high efficient and effective workforce for employer clients.
What we do
YIM Human Capital is the recruiting professionals in acquiring qualified, competent and skilled people.
Our search professionals have extensive backgrounds and proficiency in a varied scope of global industries. They are able to delivering our best professional expertise and resulting in the selection, acquisition, development and retaining of specifically right fit leadership and highly efficient workforce.
How we do
Specialization Practice
We serve a client base that, encompass global companies, entrepreneur-led organizations, small- and medium- sized enterprises, as well as not-for-profit organizations.
We find talents in their respective expertise functional area, including senior management executives, finance, marketing, technology, legal, customer services, operation, online marketing, technology, across an extensive range of industries and sectors. Browse a job opportunities or search a candidate by expertise.
Accountancy & Finance       Engineering                              Executive
Human Resources              Information Technology            Manufacturing & Operations
Property                              Sales & Marketing                     Web Design and Programmer

Where we go
Our aim is to build YIM Human Capital into a prestigious and reliable specialist recruitment entity and to achieve well-diversified and profitable business growth.
Our Growth Strategy is:
1. Consistent standards in quality commitment: A synergized partnership alliance with only one unified and consistent customer services standards under a brand name—“YIM Human Capital”;
2. Growth Criteria: Diversify specialization in responding to evolving new needs of localized customer, find new ways of addressing our localized markets.
3. Culture-fit YIMer: Recruit, retain and engage the best culture-fit people, delivering a series of training programs that focused on “learning with pragmatic acting”.
4. Result-oriented operation: 100% commitment in each assignment with a maximum productivity in efficiency and effectiveness through bringing social connection channel with integrated back-office system.
Our Business Operation Standards:
Business Structure—– Capitalize on any possible buoyant market opportunities to build a multi-structural business operation;
Finance Performance—–Enhance finance performance by maximize business profits and productivity while minimize cost of operation;
Localized Customer Services—– Deliver with a market-localized expertise and a-quick-respond-service to meet the evolving demands of customer;
Culture Right-fit Team—–Cultivate a culture-fit, result-oriented, amoeba-like team of recruiting, training and project management professionals; who are engaged and partnered with one another in learning by pragmatic acting and practicing.
Life-long Learning and Risk Management System: Lead a life-long learning and training system to position the YIM and YIMer to a right-fit role in confronting future challenges; maintain a close partnership among internal diversified business entities and implement an integrated financial risk management to manipulate new business opportunities.
Our Customers
Industry Practice
Specialized practice groups are formed to accommodate clients operating in selected industries. Out of numerous specialized practices, we focused on our solutions to serve clients in a series of industries. Browse case study of diversified industries practice or download case report.
Architecture and Landscape Design                     Travel, Transport & Logistics
Electronics and Semiconductors                          Automotive & Assembly
Private Equity & Principal Investors                     Pharmaceuticals & Medical Products
Retail and Consumer Goods                              Technology and Internet Application
Media and Entertainment                                    Education and Professional Training

Workforce Planning Standard at CCJK Technologies

Workforce Planning Standard
This document lays out the Standard for Workforce Planning as established by The Center of Human Resources Management at CCJK Technologies.
Plan Overview
Focus Area: Human Capital Management / Workforce Planning Standard
Name of Campaign: Workforce Planning Standard
Subject Matter Engaged Participants: CCJK Team Managers and members
Scope
This standard outlines recommendations to CCJK developing or implementing workforce planning. It addresses general guidelines around process, data, metrics and governance that may be adopted by CCJK desiring to develop workforce planning capabilities.

Definitions
Workforce Planning: The aim of Strategic Workforce Planning is to reduce business strategy execution risks associated with workforce capacity, capability, and flexibility. It is:
 An ongoing process to identify the workforce needs for the future;
 Identification of the gap between demand and supply for staff – workforce numbers, job roles and skills – and the resultant degree of business risk
 A critical part of corporate planning and a driver for high impact HR strategy;
 A PLAN to inform business decision-making (action and accountability);
Strategic workforce planning is taking the steps today to ensure we have the:
Right people with the right skills at the right time in a right place for right price.
To reduce business strategy execution risks associated with workforce capacity, capability, and flexibility.
Demand Analysis
Demand analysis identifies what type of workforce will be needed to be able to deliver on CCJK’s business goals. The focus of this step should include functions that CCJK must perform and not just on the people. For example, if we know where we want to take the business (e.g. grow revenue by 25%) how many and what type of employees will we need?
Supply Analysis & Forecasting
Understanding the workforce profile of the CCJK is critical for strategic workforce planning:
 In order to identify and mitigate the workforce risks of the future, it is critical to understand the current composition of CCJK’s workforce and trends within it as they align with the CCJK’s strategy;
 Whatever the goals of the CCJK, it is important to know whether or not the current workforce will have the capacity and capability to deliver on the CCJK’s future strategy.
Gap Analysis
The gap (supply minus demand) assists in identifying the key workforce risks for both capacity (numbers) and capability. This focuses on the questions:
 Where are the surpluses/shortages?
 What is driving the shortage/surplus? (Growth, resignations or Others)
 Is the gap bigger when you consider skill changes?
Data Points
Data provides a fundamental starting point for workforce planning. This section outlines the data required both as inputs and outputs of an effective Workforce Planning Process at CCJK. Each of these is detailed below.

Employee Descriptive Data
Employee descriptive data includes all data captured in the employee data record. Employee data is foundational to workforce planning. Employee data is required as an input to key metrics, workforce analysis (supply and demand), forecasting and ongoing workforce planning reporting. When using employee data, CCJK should ensure that security protocols and governance is in place. Examples of employee descriptive data include, but are not limited to:
 Current job position (i.e. the specific job / position occupied)
 Job and Job Family (this would be a link to a common / standard list of jobs)
 Current Location
 Job History – previous jobs and locations (include start and end dates)
Demographic information
Age
 Gender
Ethnicity
Years of Service
Exist target age, based on Exist rules that are specific to contract / employment type
Current annual costs
 Salary and other cash compensation
Benefits (excluding training)
Skills and competencies (with date acquired)

Literary Translator

Job Title: Translator in Art and Literary

translator in art and literary

Job Summary

CCJK is looking for a Literary Translator to join the localization and Translation Center. The ideal candidate has Game translation experience (preferably with Art and Literary Translation), is able to customize content for the target market and has a passion for language. You will work closely with our global multilingual Team, external vendors and QA team on-site or work-at-home in the globe. You will be responsible to provide a high-quality localization and translation solution for our global clients. You will be assisting with translation and review work as well as contribute to terminology and style discussions and other localization related work.

 Your Responsibilities
-Hands-on translation and editing tasks using CAT tools;

-Create and maintain glossaries, style guides and TMs;

-Translate and review technical content, Have interest in terminology management;

-Perform linguistic QA and open/resolve linguistic bugs as necessary;

-Reviews translations for accuracy and consistency;

Qualifications:

– A professional literary translator or Author in Literary or Arts is highly preferred;

– Freelancer and part-time translator may send hr@ccjk.com your portfolios and resume.

– This is a permanent job opportunity will not be expired without special notice.

It will take you few minutes to submit your resume to our recruiting manager.

What benefits will you enjoy by quickly contact with our recruiting manager ?

Great Benefits  include:

  • More than 50 freelancer  Jobs Opportunity in our daily operation business activities waiting for you to initiate;
  • Get connected with by over 1,000 Professional freelancer, agencies and software programmers in the globe.
  • Receive matching jobs on your email when a profitable project is right for you.
  • Added-value and Privacy  Assurance 
    • – Keep your Professional Profile in security and privacy

Quickly contact with us now by email to hr@ccjk.com  and get set to receive your  profitable and right role and freelancer job. or directly upload your resume at this page: Click Apply Online.

  • Search a role by Professional Service Role
  1. Language Translation Project Management

2. Language Translator in Specific Profession Area

3.  Resource Management

4.Design and User Experience

5.Online Marketing

6.Sales and Customer Services

7.Web Application and Development

8.Software and Product Development

9.E-learning and E-flash

10.Finance

11. Human Resource

You may also visit “Search a job by native language” to choose your translation freelancer job opportunity.

You may also see other translation job or featured job in this blog website.

Executive Search Business

Organization will benefit greatly from its human capital to bring into a full play in all its business strategic development. Among them, a highly successful and efficient workforce composed of talent team members is a critical ambition for almost all organization. Organize such an ambitious workforce need a thorough preparation, briefing and articulation.

To recruit and retain such a high efficient workforce by working with retained executive search firm can help organization to achieve a successful outcome. We are seeking for business partner right now. if you are in the traits of the following description, please just feel free to contact with us or by sending your resume to cv@yimhc.com; we will be always ready for your applications.

We value health, family and friends;

We pursue spiritual purification and self-improvement by work with global elites;

We are teams of entrepreneurship, global perspective, insightfulness and multicultural.

YIM offers interesting opportunities to youthful or professional elites looking to make a better life change. YIM is an attractive place to begin your career in professional talent search and acquisition.

–We are always seeking team partners with these traits, if you apply to the followings:

—You are enterprising and persistent youth with multicultural experience;

—-You are honest and reliable partner with an extensive and strong network of management relationships;

—- You are self-motivated with a proven ability to develop and follow up on client opportunities;

—-You have a comprehensive understanding of organization issues and the necessary appreciation for talent needs;

What does YIM Assignment Consultant really do?

Your engagement in YIM has proven that you are such an enterprising, self-motivated and knowledgeable partner. Your existing core skills and knowledge can add and create mutual global opportunities and further self-learning traits will provide vital know-how to meet and exceed your role in YIM.

Summary

Consistently meets or exceeds monthly goals for projects within assigned territory as determined by the clients. You will be responsible for maintaining and improving internal and external customer relations. You will also must coach, train and supervise new associates and team staff to ensure that they meet or exceed specific targets and goals.

Roles and Responsibilities:

– Identify, establish, enhance and maintain business relationships with team associate within your assigned territory. Success will follow not just the initial relationship building, but establishing your role as a partner and consultant to the client for their specific end goals.

-Building your own extensive candidate and client contacts, tireless follow up and fierce dedication to keep updated with the latest hires and fires; creating and crafting a thorough market analysis of latest marketing information.

-Pitching clients and winning mandates pitching candidates, managing the headhunting process and close deals

-Meet and exceed client expectations in overseeing the management and delivery of their projects on budget and on schedule;

-Meet and exceed your revenue quota, maximizing short to medium term revenue while keeping an eye on the longer term sales projections;

-Partner with other global associate team members to align and coordinate synergized efforts for your individual accounts;

-Attack sales opportunities at all levels from cold calls or contacts to extending existing relationships; Identify new revenue opportunities through regular, consultative client interaction;

-Drive the client proposal process both internal and external to ensure that the offered solution addresses all customer needs;

Your Desired Skills & Experience

-Quantifiable and proven sales track record of consistently attaining set sales quota and demonstrated ability to close contracts;

-A client-focused attitude with strong attention to detail and follow through;

-A motivated and engaged team player who looks for solutions and drives results;

How to apply:

To explore opportunities with YIM, please send your proven individual portfolios to cv@yimhc.com or to contact our local associates in your region.

Career Development in YIM

Talent Searcher –Associate Consultant—Consultant—Senior Consultant—VP 

About YIM core culture:

Health, Families, Friends, Learning and Working, Pragmatic practice and Self-improvement

How will you be paid for your commitment?

Base compensation added with project and assignment commission; which is highly competitive in the 100% commitment and successful implement of each search assignment task.

For more about us, please visit our official website: WWW.YIMHC.COM , You may get more on inquires.