One of the most important parts of maintaining a successful transcription service is having the right transcriber.
To attract good candidates it is important to include in your recruitment materials a good description of the many positive aspects of the work.
You may also need to think creatively about how to reach the many good potential candidates in your community.
See the Sources section below for ideas about how to advertise the position.
Recruitment efforts can take time, so you should plan to start recruiting 4 to 6 weeks before you want the person(s) to start the TypeWell training course.
Sources
One good source of transcribers can be "in house" -- classroom aides or clerical staff who are already employed by the college or district and would like a change of position.
Desirable work traits of a transcriber are the abilities to learn quickly, to work independently, and to problem solve well.
Sharp, high-energy people make good choices for this kind of work.
Another way to find candidates is to advertise the position on internet job sites, or in the local newspaper or local neighborhood papers.
It is a good idea to place the ad in the Professional or Education section.
This method is more likely to attract the kind of candidates who will do well in the job, than if you advertise in the Clerical section.
Although transcribing involves typing, it is much more than a clerical job -- it is closer to the position of an educational interpreter.
As noted in the paragraph above, you want to attract the kind of person who is a quick thinker, energetic, and self-motivated.
Wording your Job Announcement
Some people erroneously think that a transcriber is just a typist.
While it is true that a transcriber does type, the job of transcribing involves much more.
It is an interesting, challenging and rewarding career, that garners a good level of pay.
Your transcriber job announcement should express all the positive aspects of a transcriber position, as well as the level of skill, intelligence and professionalism required to do the job well.
The job announcement should also include the basic trainee qualifications (typing speed, English listening and writing skills, etc.).
Here is a sample college job announcement.
You will want to adjust it to fit the needs of your site, as well as the particular media you use to distribute it (e.g., paper flyer, newspaper, online job site, listserv, etc.).
Screening Potential Candidates
Instead of taking your time to interview everyone who expresses interest in the position, direct candidates to the Train link at the top of the TypeWell web pages.
That's the same section you're reading now, and will tell the candidate about the course, the work of a transcriber, and the qualification requirements for training.
Send candidates who are interested in going further to the Training pre-registration shortcut on the home page of typewell.com.
The pre-registration process allows the candidate to take the sample typing test, and also goes into detail about the training course design, the equipment needed, and the time commitment required for the training course.
At the end of the pre-registration process, serious candidates will be asked to name you as their possible sponsor for the training, and give your email address.
At that point, the candidate's typing test scores will be emailed to you, along with a link to pay for his or her training course.
You should then interview the candidate(s) before deciding to sponsor his or her training.
Interviewing
Once you have candidates who pass the screening above, you should be sure to interview them before sponsoring them for training.
Face to face interviews are usually best, but phone interviews can be used as a last resort.
Ask the candidates questions that will show if they meet the trainee requirements (see the Qualifications link at the top of the page), and have the qualities desired in a transcriber.
Questions about their educational background will tell you if they have the experience to transcribe the level of classes you anticipate covering.
For example, we have found it is best to have someone with some post-secondary class experience to transcribe college-level classes.
You will also want to determine if the candidate has good "people" skills.
Questions related to past experience working as a team member can help here.
Also, the candidates' experience with people with special needs, and experience with modern-day classroom styles will be important.
It is a good idea to arrange for final candidates to observe a typical class in session and assess their comfort level with the atmosphere.
Verify that the candidate understands the requirements of the training course, including the schedule of assignment due dates, and the target date for completing the course.
Discuss whether the candidate would be paid during the training, and who would supply the training laptop and other equipment.
Checking References
Experience has shown that it is very useful to check former employer references on any potential hiree.
It is one of the best ways to find out a person's usual work habits (e.g., arrive on time, cooperative, good attendance, etc.) and long-term attitudes.
Everyone puts their best foot forward at an interview.
One or two reference check calls can tell you if a person's interview behavior is typical.
Next visit the registering page to read about how a trainee can take the course and when payment is required.
The Course 