Startups to medium size companies have a common problem when it comes to hiring for technical positions; the cost is too high to justify maintaining knowledgeable technical recruiters on staff, but the regular demand for technical positions means they need access to tech recruiting expertise. Tech recruiters offer a unique combination of skills geared towards pinpointing the candidate that provides the best knowledge base and cultural fit for the open position. An understanding of the required skill set, access to existing networks of candidates and a persuasive personality make up three of the winning attributes for a successful tech recruiter. In an industry known for high pressure and high rewards, a wide range of people actively call themselves tech recruiters. How can a company looking to hire the best candidates find the right technical recruiting organization to represent them? Here are three key attributes to test for when establishing a relationship with tech recruiters.

Proximity to key technical markets is a must for any serious tech recruiters. In a world where telecommuting is not out of the ordinary, physical proximity is not absolutely necessary. However, any self proclaimed technical recruiter should spend a major portion of their time working in markets that represent the bread and butter of the technical world. If your recruiting company runs a majority of their job searches throughout the Silicon Valley area then there is a high likelihood that they are working with and competing against the best. Always ask about specific market experience before working with a tech recruiter. Experience in your company’s specific geographical region is also a plus.

Working in the top markets does not necessarily equate to success. Always look for experienced companies. Any fly by night organization can exist in the recruiting industry for a short period of time. Recruiting companies with over ten years of experience are a safer bet. Recruiters with longer tenures in the industry have likely been through both the ups and downs of hiring in the modern economy. These organizations are committed to providing top notch service over a long period of time and they likely have long standing clients that have help sustain their longevity over the years. Experience is a major component for success in the tech recruiting industry. Look for experienced technical recruiters who have a long track record of working in the industry.

As with all sales related interactions talk is cheap. If your company is looking to hire the best, then you are up against the odds. Even in a down economy, top technical positions are coveted. These candidates are actively recruited out of their current positions. Multiple recruiters are contacting them on a regular basis. To hire the best, you must work with the best tech recruiters. Look for a proven track record. Ask what companies they have worked for in the past. Ask how long the relationship lasted. Ask for specific references that can confirm the quality of their work. Looking for a recruiter with specific experience in your industry is another major plus. A tech recruiter who knows the ropes of your industry will be better equipped to understand the technical requirements for each position. These recruiters will also have a better lay of the land and be able to actively recruit out of companies with similar skill sets.

In any technology based organization, human capital is the key to success. Without knowledgeable people and innovation, a technical company is doomed for failure. Don’t settle for B level candidates. Take the time out to work with only the best technical recruiters and the outcome will justify the efforts. Remember, you can never ask too many questions. Any solid tech recruiter should have a solid reference point and a quick answer.

When unemployment was down at 4.5% not many complained about all the illegal alien “day labor” that was standing on the corner. These workers were used by landscaping companies, car washes, and construction companies. Today, authorities that set up these day labor locations to get them off the street corners and into one place, now stand undercover waiting for unsuspecting businesses to pick them up.

Generally, here is how it works. Hundreds of illegal or should we use the more politically correct term “undocumented workers” stand in a location approved by the city. Someone who needs a worker for one day, can pick them up, make a deal and take them to work. Often home owners that need help will pick them up for the day and then drop them back off and pay them cash; this is considered no harm, no foul, even if they are illegal aliens.

Many people have no problem with this and if someone is willing to work hard, so be it, as many Americans won’t; unfortunately, in California now many cities have unemployment well over 10% and now Americans want those jobs and voters and taxpayers are angry. This has prompted authorities to stop this problem, one they actually created. Rather than picking up the illegal aliens and deporting them, instead they watch and wait for construction workers to come in their work trucks.

Why? Well, many believe it is all about money, as the authorities can fine the construction companies and collect revenue. They cannot catch everyone, but each day they nab a few in cities across California. So, if you are a human resource director for a construction company, then you need to know that this is illegal and that not only are their fines, but you could be an accessory and even go to jail. Please consider this.

Technical translation services are crucial for companies aiming to penetrate a foreign market. Companies can spend a considerable amount of time and resources developing high quality documentation to ensure the usability of their products and a good customer experience, yet poorly translated documentation puts all that hard work at risk.

Translating technical documentation goes beyond simply converting words from one language to another. Aside from the actual linguistic challenge of translating technical data, there are also various cultural and social nuances that can directly affect the content being translated. Images, graphics and other non-textual content in a document are taken into consideration. This is because imagery and even colors that are appropriate for some cultures may be offensive or have negative connotations for others.

While choosing individual translators can be cost effective for smaller projects or basic projects, they often do not have the kind of resources and industry experience necessary to achieve the accuracy needed for large scale, multi-lingual localization projects. Technical documentation also follows specific standards which can affect the language and appearance of the document in its final form, which individual or in-house translators might not have the experience to handle. This is where professional technical translation service companies have a distinct advantage.

Working with professional technical translators that specialize in their particular field and are native speakers of the target language gives companies the assurance that aside from the technical accuracy of the translations, they will be able to avoid the pitfalls of inaccurately translated documents.