Let's go through all the ways in which LSPs onboard freelancers. On-boarding, happens as part of two main models that can be interconnected. The first model can be called classic random management. It is used that production teams of an agency have the need in additional vendors. This need may arise when a new project starts or when project manager is not satisfied with the current vendors because of their price, availability, or accreditations. I even received request that the vendor Manager looks for new vendors on such platforms as promised all translators Cafe. In some cases, they can post openings on social media. For example, Facebook and Linkedin have groups that are dedicated to searching for translators. The second model is the ops that random managers don't have a request from production, but just a former database for any possible project. In this case, agencies use special forms on their websites to allow any linguist who wish to register to do so. Most often this model is used on such platforms as smartcart, Loin-Bridge on-demand or one hour translation. If a freelance is found by a vendor Manager for a specific project based on the first model, then that vendor is basically guaranteed to get the job. On the other hand, it's quite difficult for translates to get their name into a database in this case. That have to make an effort to get noticed when vendor managers are looking for new people. In this case, those freelancers who have their profiles on the first pages of linguists ratings on prose or translators cafe have a greater chance. A good way to land a job is also that constantly monitor social media groups dedicated to looking for freelancers. It's much easier to become part of an agency's database with the second approach. Offer answer has to do is register in the system, or apply on the agency side. On the other hand, there are no guarantees that a linguist will get a job anytime soon. If ever, they may have their name in the database for several years without getting any requests. No matter what model of the agency chooses, freelancers usually goes through two important stages. First of all, they have to provide their resume which is used by vendermonde just to determine the language pair, that the linguist who works in, their areas of specialization, education, and experience. As we will though see in our future lectures, this very important venture in freelancers for a specific project. Additionally, many LSPs have to provide their potential clients is what is called blind CVs which are resumes that don't include any personal information. This way, the agency proves to the client that they have vendors with the necessary qualifications. When freelancers provide the territory's amazed to LSPs, they help the agency learn new jobs. Meaning that they raise their own chances of having more work. The next important stage is desktop. Usually, as a linguist needs to translate a shot texts of no more than 500 words. If the text is longer, it may be paid, but this rarely happens. Those translations are checked by the agency's experts who give their opinion on whether their linguists should be given work. Considering is a great number of candidates, that translations are not commented on, which meant that such reviews cannot be challenged. Many translation agencies rely only on the two stages of resume analysis, and testing when selecting freelancers. But this approach has its own drawbacks. It's impossible to confirm information that is included on our resume apart from maybe diplomas. An agency can only trust that their linguist is telling the truth. Additionally, a candidate can ask someone else to complete the test but even if they do it themselves, it doesn't lowers the possibility of future problems. Tests are approached with greater attention and their results don't mean that the same results will be delivered on real projects. The later can be noticeably worse. This means that the candidate on boarding shouldn't stop at preliminary testing. After the linguists were included into the database and started walking on the projects, the agency should assess their voc regularly. This will allow to clearly understand the linguist are real, experience and work ethics. Placing time on projects that would fit best. We will talk about this in detail in our next lecture.
