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Blog2019-05-07T11:35:14+05:30
2203, 2018

A glimpse of the qualifications needed to be an interpreter Bolton Institute of Management

Debonair Languages was at the Bolton Institute of Management  to introduce the students to the language industry and what are the requirements to become interpreters. 

We believe strongly that students need to know which opportunities are available to them while they are studying so they can shape up their future.
We talked to post graduated students on what is required to be an interpreter.

While obviously being multi lingual is essential, we emphasised other critical requirements such as for example:

  • Minimum qualifications
  • Linguist membership bodies registration NRPSI , ITICIOL etc….
  • Follow our code of conduct as well as the general linguist code of conduct
  • Embrace our values and follow our process
  • Accept security check when needed

We also wanted to underline that it is a fantastic opportunity to make a difference within the community and help to link people together and break communication walls.

We have received a fantastic interest from the students and are looking forward getting the candidates enrolled with us.
Click here to Join Us

703, 2018

Debonair Languages Recruits: Booking Coordinator

Debonair Languages recruits :  Booking Coordinator Position

Debonair Languages Ltd is an established Interpreting and translation agency based in Bolton.
We provide skilled linguists to several clients including The Ministry Of Justice, The NHS, Social Services as well as many others in the public and private sector.
The booking coordinator is responsible for communicating with clients, partners and our bank of linguists in order to book appointments. This communication is done via phone, text and e-mail.

Skills for the booking coordinator:
• Organised
• Able to work to tight timescales
• Previous business administrative experience
• Experience of Microsoft word, Excel and Office 365
• Be able to work as part of a team but use own initiative
• Excellent communication
• Customer service experience
We are looking for someone with a strong desire to progress and work within a dynamic team.
As a company early in their growth we are looking for committed, passionate individuals.

Qualifications (desired): Customer services level 2 and above. Business administration level 2 and above
Working hours: Monday – Friday (9am – 5pm). Applicant must have some flexibility to grow with the business needs of the future
Job Type: Full-time
Salary: £7.50 /hour for the first three months and then rises to £8.00. This is then reviewed every 12 months

Please send your application to: recruitment@debonairlanguages.com or contact us on 01204 526 954

2302, 2018

Advanced Safeguarding Course for Debonair Interpreters

Debonair Languages recognises that it is important to connect their team of interpreters with the on-going needs of our clients. On this occasion we would like to discuss SAFEGUARDING.

Our society emphasizes more and more, the importance to protect and support children and vulnerable persons at any time may they be at school, during extra-curriculum activities or in care. Have you ever wondered when you attend an appointment if you would recognise the signs of abuse and/or neglect?
If so, you may be interested in developing your communication ability and improve your team’s communication ability. Debonair Languages wish to help you to achieve your ambitions.

Debonair Languages takes best practice very seriously and hope to encourage their interpreters to go a step further. While the law and national policy around safeguarding can be complex and is constantly subject to change, we believe it is essential that we understand procedures to help to protect and support vulnerable individuals.

Therefore, we are currently working with a carefully selected partner to offer a training course free of charge that would suit our interpreters needs.

To express your interest, email us at:
enquiries@debonairlanguages.com

There is a great opportunity with the ADVANCED SAFEGUARDING COURSE (formerly referred to as Level 2 Safeguarding) to help to increase your existing safeguarding knowledge through a variety of text and interactive exercises which will teach you what is involved in the safeguarding process.

To learn more about Prevent Duty Guidance CLICK HERE

1602, 2018

All Debonair Languages Interpreters are to register on the Online Disclosure and Barring Service DBS update service

To all our Interpreters,

The below request applies to all interpreters not only the MOJ interpreters.
Online Disclosure and Barring Service DBS update service is becoming a standard requirement.
Debonair Languages have been requested by clients that our interpreters have to be compliant and need to sign up to the yearly update Online of the Enhanced DBS.

  • If you are already signed up on the online DBS service, please response to this email with the related certificate linked to the online account.
  • If you’ve not yet applied for a DBS check, you can register for the update service using your application reference number (the ‘form ref’ on your application form). DBS must receive your application form within 28 days.
  • If you’ve already applied, you can register for the update service using your DBS certificate number. You must do this within 30 days of the certificate being issued.
  • If you hold a higher level of security clearance and have already provided the information to the Debonair Languages team please ignore this email.
  • If you require help obtaining the original certificate please click on the below link to find a local provider to complete the checks.

Kind regards,
Paul and the team – Debonair Languages

1811, 2016

Job Opening Available!

Think about where you work or any place you have worked at.

Now think about THAT employee…you know, the one who is always positive. The one who cares about the company and their colleagues. The sensitive communicator. The one who is excellent at their job but never makes others feel inadequate. The list goes on and on…

We think these people are amazing. If you had to score them as employees or colleagues out of 10 they would be a 10 most of the time or a 9 at the very least…you know who we mean. The people who just have… ‘IT’

Well we are in the hunt for a 9’s & 10’s in our booking team. 40hrs, competitive rates of pay and more importantly you get to join the amazing Debonair Languages family and work with 9’s and 10’s every single day!

8’s and below need not apply….

410, 2016

Exciting news – Earn more money with Debonair Languages

We are delighted to announce an agreement to provide the Ministry Of Justice contract in partnership with The Bigword, all to be announced very soon.

What does this mean for you?

Already one of our linguists?

For valued linguists on our database this gives you a direct ‘in’ to the largest contract in the UK. More appointments, more opportunities to earn money and develop your interpreting career.

Not registered with Debonair Languages?

Are you currently interpreting but not registered with Debonair Languages? Simply click the following link and fill out the relevant information so you too can prosper from this excellent opportunity – Join Us.

What you need to register for Face to Face MOJ appointments?

  • Evidence of your linguistic qualifications (Community Interpreting Level and above).
  • DBS / DBS Enhanced / BPSS security clearance.

What do we need from you?

Please send an E-mail now to TheMOJrecruitment@debonairlanguages.com with the following information:

  • Qualifications and Evidence (Attached certificate)
  • Security clearance and evidence (Attached certificate)
  • Consent for us to pass your information to an independent organisation for the purpose of  registering you on to an MOJ preferred list.
  • Update any personal information which may have changed. (Name, address,  languages etc)

What will we do with your information?

As part of the contractual agreement, your details, evidence of qualifications and security clearance will be sent to an independent organisation who will audit the information before adding them to an approved list. This is the ONLY purpose for the passing of your data.

Frequently Asked Questions

  1. How much will I get paid? This is yet to be finalised but the fee will reflect an attractive, sub contractor rate based upon the type of Job.
  2. How long will the appointments be? The average session is just short of 3 hours.
  3. What if I don’t have the necessary qualifications? Don’t worry, this agreement is due to last between 4-7 years and we are currently in negotiations to offer reduced rates on Community Interpreting and Level 6 DPSI courses. This information will be sent to you soon. If you are interested then please e-mail TheMOJrecruitment address with your query.
  4. What if I do not have the pre-requisite clearances or I think they may have gone out of date? We have a service set up with Bolton Council to provide DBS and DBS enhanced checks. We also provide BPSS clearance checks, which are available through our recruitment department and externally ratified. Please e-mail TheMOJrecruitment address for more information about the process, cost and time frame of these checks to be completed.
  5. What if I have the qualifications and / or the security clearances but cannot provide them right now? Do not worry, send us notifications of your qualifications and / or security clearance and we can organise receipt of the evidence at a later date.
  6. Which areas will I cover? The primary areas that we will be offering you jobs are in the North West (Greater Manchester, Lancashire, Merseyside, Cheshire) and Yorkshire (Bradford, Doncaster, Sheffield, Leeds, Rotherham and Scunthorpe). However, We are looking to increase our coverage across the UK and have recruited in line with this desire so please forward your details even if you do not work in the above stated areas.
1308, 2015

Case Study: Embrace Launches In Local Schools

Imagine this.

You’re sat at a desk. At the side of you, there are two people. You’ve seen them around before, but you don’t know who they are. And, to make matters worse, they don’t speak your language.

In fact, few people in the same room as you speak your language. You can hear them all talking, but you don’t have a clue what it is that they’re saying. So you just sit and stare at the wall in front of you.

Then, once a bell rings, a man walk into the room. He puts his coat on a chair. He writes something on a board – but it’s written in a text you can’t understand – and begins to talk loudly, pointing and gesturing around the room. But, even as he looks you dead in the eye, you have no idea what he’s asking of you.

Now, picture this happening to you five days a week, for the next year.

How would you feel?

Lost? Confused? Frustrated? Scared? Like you needed to escape? Or, maybe all of these. You wouldn’t want to go back to that desk again, would you?

Thankfully, you’ll never have to.

But for thousands of children in the UK, this situation is known simply as going to school.

And, for one North Manchester school it was time for this to change. With a little help from Embrace.

The Situation: Communication Breakdown

This Academy is one of the rapidly growing school groups with multi-ethnic children. In fact, 95% of their students are from foreign countries.

That means that it has become hard to create a clear channel of communication between:

  • Students and Teachers
  • Students and other Students
  • Teachers and Parents

Somewhere along the line – in and out of the classroom – messages are, quite literally, getting lost in translation. Which has created a lot of problems for the school.

They were suffering from:

  • Low attendance
  • Poor test results
  • Bad student experience

Which means that not every child in the school is getting the same experience. They aren’t receiving the education they deserve. And, it creates behavioural issues because they can’t get their message across.

You know how frustrating it is when someone ignores what you’re saying. So, image how that would make you feel on a daily basis?

Now, there is no blame to be cast here.

It’s not the child’s fault. It’s not the parents fault. And it’s not the teacher fault. In fact the faculty have been doing everything in their power to improve the problem.

Which is where we came in.

The Solutions: Cheap And Easy To Understand

In hindsight it looks pretty obvious that communication was the problem. But hindsight always has 20/20 vision doesn’t it. When you’re lost in the middle of the problem, it’s hard to see what’s really going on.

When we came into the school, we spent a few weeks in the classrooms, with the teachers, observing what was happening. And, when all the students were gone, we spent time with the teachers finding out their thoughts too.

We came across some Interesting findings:

  1. There was little to no effective communication between teachers and parents
  2. Regardless of the subject, the issues always came back to communication
  3. When children were given a translator, their performance improved

Our first mission, then, was the increase the communication between teachers and parents. This would allow us to create solutions, with the involvement of the parents, which were cost-effective and agreed with.

We created an evening called an Engagement Evening, which was essentially a Parents Evening, but with interpreters present. That allowed all three people – student, teacher and parent – to talk fluently about the issues.

It might sound simple; but it was truly effective.

For the school itself – to create an even more cost effective solution – we were able to open a pathway to the Government Funded Pupil Premium Grant.

So, what impact did these engagement days have on the school?

The Results: Still Pending, But Looking Promising

I’m still waiting for the of the school year to have the concrete results for this Inclusion and Engagement Service. But so far, the feedback from parents and students alike has been incredible.

This program has also been turned into a Journal study, and will be published with results later on this year. I’ll keep you updated on that as it comes.

Either way, it’s hard to argue with what these students and parents have had to say in our conclusion questionnaires (click to enlarge):

If you’d like to know more about Embrace, and how these solutions could work for you (or your child) please don’t hesitate to get in touch!

907, 2015

5 Things Your Boss Needs To Know About Transcription

Transcription is one of those services you often think you know about.

It’s normally brushed off and treated as, “It’s turning sound into writing…yeah, I get it.”

But it’s rare to come across someone who understands how transcription works and the powerful impact it can have on your business. And it does have a lot of benefits.

It can help you:

  • Build a solid inclusion and engagement platform
  • Boost your Google Search results
  • Bridge a difficult language gap
  • Save hours on paperwork

In this article we’re going to look at the five biggest benefits of transcription and how it could help take every aspect of your business up another notch.

#1: It Makes You More Accessible

Inclusion and Engagement is a big issue right now. And it’s something all businesses are going to have to adapt to in one way or another.

You’ve probably seen it happening around your workplace over the last few months. And, it’s a great thing that we should all put a lot of value on.

Transcription is a fantastic tool that helps you become more accessible to people in and out of the workplace.

Transcribing important audio or video – from training documents, through to your most important brief – into text, or a different language, can help you reach:

  • The hearing impaired: You can display it in a way that is easy to digest and understand.
  • People with cognitive disabilities: Employees, customers or clients that suffer with memory or continuity disabilities who need visual or written information.
  • Minority groups: By making information fit for purpose by having it transcribed into another language.

Which can open up a lot of opportunities for development and improved communication either in house, or with external bodies too. 

#2: It Can Keep Your Business Running Smoothly

Okay, how many times has this happened to you?

You’ve spent hours putting together a PowerPoint Presentation. You’ve poured over every single slide, and got everything perfect. And, in the middle of it, is a YouTube video that packs a lot of punch.

Then, when you turn up, the Internet is running slow.

Every time you try to play the video it does nothing but show you that infernal ‘buffering’ image over and over again. Or, even worse – it starts to play, then stops, then starts, then stops for good.

It’s annoying, isn’t it?

It might not even be a presentation. It could be a legal case, a tribunal or training exercise where you need to submit or use conversations. Either way, when you can’t access the right files at the right time, it can be detrimental.

Transcription makes sure that even in the worst conditions, you have an offline copy that can be used at any time. Which can save you a headache, a lot more paperwork – or your entire presentation.

#3: You Get Rid Of Miscommunication

We fight this problem on a daily basis. Especially when we’re dealing with lots of different languages, in sometimes heated discussions.

That means what’s been said, what’s been intended and what’s been heard can often be three different things.

And it gets even worse when you throw language barriers into the mix.

This is something we had to deal with a lot in the Police – people from around the globe who end up in custody, have vital information; but can’t speak understandable English.

I’m sure you have similar problems in your industry; where even a slight misunderstanding could cost you thousands of pounds.

By transcribing your important interactions with people – and not relying solely on video and audio equipment – you can be sure that anything that’s been said is clear cut and simple to understand.

#4: Documents Are Easier To Find

The Internet is an incredible tool. You have everything you could ever want to find all a keystroke away.

That is…except for audio files.

If you have an audio file – like a company Podcast or Webinar – unless someone knows exactly where to look, they’re going to struggle to find access to it. And they’re even less likely to just stumble across it.

And normally you don’t search for audio as, “The Translation Chronicles, Series 3; Episode 1”.

You search it as, “Language Podcast about communication in schools”, or that one sound byte that stuck with you when you were listening.

By transcribing your documents and turning them into web page and blog posts you become easier to find on the Internet, by your own staff on in-house searches and you could even find yourself with a few new Google Search customers too.

Not bad for just turning what you said into a document, right?

#5: It’s Easy To Outsource 

You might be thinking:

“That sounds good, but isn’t it a lot of work?”

And, you’d be right. But that doesn’t mean it has to be a lot of work for you, your boss, or your staff. Because transcription can easily be outsourced to a company like us.

And by doing that, you’re able to:

  • Make your business more accessible
  • Save time on paperwork
  • Ensure the safety of your documents
  • Improve your internet presence
  • Create clear and powerful communication

Without having to do much more than click the ‘send’ button on your email. Once we get it, we do everything else for you – then send it right back!

If you’d like to know more about how to get our tailor made Transcription services for your company, you can get more information right here.

1206, 2015

4 Simple Ways To Boost Inclusion At Work

I’m sure you’ll agree with me when I say:

Inclusion at work is vital.

Knowing how to start including people in the workplace though, well that can often be confusing. There’s a lot of options to choose from, but you’re not quite sure what’s the right choice to make.

In this article we’re going to solve that – together.

You’re going to learn four simple ways to make your workplace more inclusive for everybody from the minute you’re finished reading:

What Does An Inclusive Workplace Look Like?

A lot of businesses hold a negative view of inclusion. Not because they don’t believe in the concept, but because it’s often painted as some sort of office-based utopia from a novel.

But that isn’t what it has to be at all. Here’s the best way I’ve ever heard it described, from the clever guys over at Equality Human Rights:

“An environment where everyone is treated with

dignity and respect, where the talents and skills of

different groups are valued, and where productivity

and customer service improves because the workforce

is happier.”

Basically, it’s a workplace that transcends gender, race, sexuality and disability. It accepts it’s barriers and works to break them down to reap the benefits of a diverse, people focused work place.

Let’s take a look at four simple ways you can achieve that, right now:

 

#1: Focus On The Individual

At the heart of it, Inclusion is valuing others.

Their strengths, their weaknesses, their differences and what makes that person unique. Because everybody has their own value to bring, which makes your workforce more than just the sum of its parts.

But when you’re managing a team, it’s easy to forget this and focus on everybody as one unit instead of helping each individual person with their own barriers and putting them in a position where they’re more likely to succeed.

Yes, it’s important to take lead on a team to reach a goal. But it’s also important to remember the individuals that make up that team, and make sure they’re presented with the right opportunities too.

Another important factor here is communication.

There not only needs to be the right channels of communication – with an open flow between managers and employees – but everybody needs to be communicated with in the right way.

To give that some simple context:

In our case study with our Embrace program, we found that ‘problem’ children – those who were underachieving or had behavioural issues – weren’t that way because they were inherently naughty.

Instead they were bored and confused because they didn’t understand the instructions they were given; because there was a language barrier between the teachers, students and parents.

You’d be surprised how often this is overlooked in the workplace, too. Where employees are left to their own devices but are too scared or confused to ask the right questions.

By opening that channel of communication – as you’ll see in the last point – you can make a big difference in the inclusion (and results) of your team.

#2: Follow The 36-Inch Rule

Imagine this:

Every time you try to walk to your office the walkway keeps getting narrower and narrower. You trip over office supplies and wires, knock over the occasional cup of coffee and find yourself with bruises on your shoulders from banging into filing cabinets.

How many days in a row do you think you could cope with that for? Probably not many.

But that’s the reality for a lot of disabled and impaired employees every single say. Which is why the 36-inch rule is such a powerful – yet simple – rule for inclusion.

What it means is the distance for all:

  • Walkways
  • Entrances and Exits
  • Spaces between walls and desks

Should be at least 36 inches wide, to allow full movement and easy passing. It’s a subtle change, but it can make a huge difference to the mind-set and happiness of people in your workplace.

#3: Create Mentoring Opportunities

In my last blog post I talked about Next Jump, a company with a no-fire policy, who had over 90% of employee’s say that they love their jobs.

And there’s a big reason for that turnaround, aside from the fact that their staff can’t get sacked:

It’s because they create mentoring and coaching opportunities for everyone.

A key indicator for feeling valued is being given the opportunity to progress, learn and not feel stuck beneath a glass ceiling. Which is why so many of my colleagues from my days in the Police are looking elsewhere!

Mentoring opportunities don’t have to be outsourced or used in the form of courses. In fact, reverse mentoring is free and can be used to make your entry-level employee’s feel truly valued.

For example, in the office recently I’ve had one of the younger staff on my team me how to make the most of the Debonair Languages Twitter account, to connect with language professionals from all over the world.

This opens more channels of communication across your employees too. Because people are able to interact, and put trust in, people they may not usually get to be around.

There are people at all levels in your workplace with valuable experience; give them an opportunity to impart it, and grow themselves.

#4: Cater For Different Languages And Cultures

Here’s an interesting statistic for you:

Diverse employees are three times more likely to leave your workplace than anybody else. Why?

Because they:

  • Don’t feel part of the organisation
  • Have their advancement blocked
  • Feel there are cultural barriers
  • Don’t feel valued

Which is an incredible shame, because diverse employees – those from difference backgrounds, races and abilities – all have something unique to offer you.

A big part of this problem comes down to communication. And, the lack of it.

For example, whilst running our Embrace programs in schools, we discovered that when the communication barriers were broken between students and teachers – by using interpreters – their performance increased dramatically.

And the same scenario is happening in the work place.

So how can you break down these barriers in your work place? Well it could be as simple as printing documents in their native tongue.

But, if you want to know how to really break down these cultural and communication barriers, I recommend getting in touch with me here to see how our Embrace program can help you.

506, 2015

What Is Inclusion And Engagement? (And What It Means For Your Business)

n business there is one truth that we all share:

People matter.

It doesn’t matter who they are, where they’re from, the language they speak or the barriers they have. What makes your business unique is the people that interact with it.

From the front desk, to the cleaning staff, to the bigwigs in their corner offices and all the people in between. Everybody is important and has something valuable to offer.

But, in the midst of daily business life, it’s easy to forget all of this. To lose sight of just how important those people are. Which often means that:

  • Employees get left behind
  • Morale drops
  • Performance suffers

And your business as a whole begins to suffer. The worst part of it?

You might not even be aware that it’s happening.

In the article, I want to discuss the two most powerful ways you can prevent this from happening. What they are, how you can use them, and what they mean for your business.

Enter Inclusion and Engagement…

But First, A Quick (Lonely) Thought…

You might be thinking, “My offices are an inclusive place, everybody get’s along fine”. And that may well be; but not all of the problems of disengagement are visible.

For example, did you know that more than 40% of employee’s suffer from loneliness at work, and claim to not even have one single friend in the workplace?

Imagine that, two out of every five employee’s in your workplace doesn’t have a single friend sat around them. Quite a sorry statistic, right?

Or take this study done on workers from LGBT communities, who found themselves to be less productive and effective at work because they were scared of coming out to their employers.

Thankfully, no matter the barrier, Inclusion and Engagement can provide a solution.

What Is Inclusion?

In a nutshell:

Inclusion is valuing others.

It means that you should not only value what other people can do, but it means you should value other people’s differences, too.

And this goes beyond just something the HR team should be doing. Instead, this should be a mentality – or culture – in your workplace that everyone shares.

Not only is valuing these differences great on a human level, it’s great on a business level too. While the results may not be immediate, there’s evidence to show that valuing this diversity can have a positive impact on your outcomes and KPI’s.

One of the real problems here is that, as the Huffington Post recently pointed out – there is a lot of talking, but little doing. Mostly because the results are not always immediate in the profit column.

This doesn’t always come from a place of neglect, though.

In my own experience I’ve found that sometimes the biggest barrier to inclusion of your staff is not actually understanding how to start doing it – which we’ll talk about in a minute.

But for now I think we can all agree that however you go about it, a happier, cohesive workforce that cares about each other (and feels safe in their jobs) can only go on to do great things.

What Is Engagement?

To give it a similar sound byte:

Engagement is involving others.

This is where the ‘no man left behind’ concept really begins to come into its own. Because engagement isn’t just giving people tasks, it’s:

  • Having open communication at all levels
  • Providing opportunities for progression
  • A sense of community
  • Encouraging and valuing people

In fact, when the Feedback Company Questback looked at why people planned to quit their jobs in 2015, they found some interesting data:

  • 59% wanted to leave because of lack of progression
  • 30% of people want to leave because of poor management
  • 27% of people wanted more training and development opportunities

So not only is engagement important for the happiness of the staff you’ve got, it’s essential if you want to keep the quality staff you already have in place.

A great example of this in action is the American company, Next Jump, who have implemented a No Fire policy. So that if someone is struggling, stuck or failing, they’re given the opportunities and coaching to be able to perform – and not feel under risk of losing their job.

90% of their employees say that love their jobs. That’s right, not like but downright love their jobs. And they were recently hailed by Inc.com as “The most successful company you’ve never heard of”.

It just goes to show that your employees are crying out for relationships, opportunities and clear communication. So when you’re looking at your own engagement strategies, you need to be sure you’re providing at least those.

The Solution Is Proactive, Not Reactive

Inclusion and Engagement can sound a little bit, well…new age.

It’s not something that resonates well with the old school, and is often just a nagging thought in the background.

But, if you want your business to compete in the future of business, Inclusion and Engagement are no longer just nice to have; they’re a need to have.

Most businesses though – as we’ve found with launching our new Embrace product – wait until inclusion and engagement becomes a problem in the workplace.

But, inclusion and engagement should be treated more like cleaning your teeth:

You should do it every day to prevent problems from happening, instead of starting as soon as you’ve got a cavity (or a problem).

Because even by simply starting to change your culture of inclusion and engagement, you can see a big turnaround in your business:

  • Improved morale: People will be happier in their jobs.
  • Stronger teams: When everyone values each other, they work better together.
  • Employee retention: When they feel a part of your organisation, they’ll stay.
  • More productivity: Your employee’s will have more mental energy to focus on their work that’s not being spent on worrying.
  • Better innovation: When people feel safe and valued, they’re more creative and happier to take risks.

The only questions that’s left, then, is what’s the first step you’re going to take?

If you want to know more about how to make that change, why not take a look at what our Embrace program can do for you.

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