16 Feb /16

A day in the life of our HR associate, Sonja Obrist

Sonja Obrist, HR associate at EVS Translations with special responsibility for recruiting and employer branding, tells us about the main challenges involved in finding applicants and the measures that enhance the profile of EVS Translations as an employer.


Sonja, what are the challenges in recruitment?

There’s a lot of talk these days about the recruitment market evolving into a highly competitive market. Previously, companies could put their vacancies on the market and the applicants (= buyers) would queue up. Now, companies need to “sell” their vacancy in a narrow, saturated market. Dealing with applicants (where response time, service and customer proximity are vital) is a key success factor here.

Candidates treat their job-hunting in much the same way as a purchase decision: They compare employers by consulting various sources in order to choose the best offer. That’s why effective employer branding has become such a buzzword: It refers to measures that define a company as an attractive employer and makes it stand out from other competitors in the labor market.

How does EVS Translations stand out from the competition in the labor market?

It’s clear that we can be proud of our company. We offer lots of things that the average translation agency doesn’t have; things that shape “our feel-good factor” and therefore our corporate culture.

  • In-house translators and proofreaders in offices worldwide
  • A global translation-engineering team which ensures that our translators don’t have to spend time on formating work
  • Outstanding development opportunities, including as a result of internal changes at other branches abroad
  • Graduate-trainee programs in translating with subsequent job opportunities
  • Dual-study programs for global management-succession planning
  • 25 years of expertise in translating/interpreting with many long-serving employees
  • Long-term customer relationships in all sectors and constant growth

What are your employer-branding measures geared towards?

There have been lots of studies and specialist publications about these questions: What makes a potential employer attractive to an applicant? What criteria have a particularly positive impact on the choice of employer? Our employer-branding measures are focused on these aspects. I’d like to mention two examples:

Job security: This is a crucial criterion, especially in sectors like ours that are subject to a fluctuating economic situation and intense competition.
EVS Translations celebrates its 25th anniversary this year. Since being established by our founder in 1991, we have been growing continuously, and now have over 130 employees. We have ridden through economic slumps without having to lay off staff.

Top-employer status: We have qualified to participate in a survey of two million users of the job exchange “yourfirm.de”, Germany’s job exchange for SME employers.
We are proud to have been named as a top SME employer based on positive feedback from users!
The survey related to recognition, successful reputation and employer brand.
The results show us that our employer-branding measures are bearing fruit. In addition, this accolade can be put to good use in publications: Studies show that employee accolades consciously or subconsciously influence approx. 75% of applicants. An accolade of this kind can therefore be the defining factor in the applicant’s “purchase decision” I mentioned earlier.