In the offices of the Language Access Network, the focus is on communication.
The video remote interpreting company uses a device known as MARTI. It’s not just a catchy name but an acronym for My Accessible Real Time Trusted Interpreter
“A caregiver or doctor uses this device to access interpreters remotely from the video platform we have on this,” said Andrew Panos, Language Access Network Chief Operating Officer.
Panos said more than 300 hospitals nationwide, including in Central Ohio, use MARTI to break language barriers between doctor and patient.
Employees at Language Access Network must have excellent language skills, comfort with diverse cultures, and their social media use should not raise any red flags.
"We certainly want to be sure there isn't anything that's offensive, that really would be difficult to have them in our culture,” said Panos.
Panos says they turned to social media in their hiring process five years ago.
Human resources experts say job seekers should expect that whatever they post online, tweet on Twitter, or Like on Facebook is all up for scrutiny.
Experts say it doesn’t matter what it is about, it’s no different than standing in the corner and shouting it to everyone.
"There's so much competition, you want to do everything to come across as the most professional,” said Carole Robinson.
Robinson, who runs her own project management firm, says job seekers should never assume your posts or page is private.
“Even if you have it private, it doesn't mean someone's not going to take your information or repost and share it with another group,” added Robinson.
More than 40 percent of hiring managers in a recent Career Builder survey say they're using social media to research candidates and cutting them from consideration, depending on what they discover.
Inappropriate or provocative pictures sink applicants. That includes sharing information about drinking or drug use, and it never helps to bad mouth a former employer
Competition for work is fierce at all levels, and your post or status update could knock you from getting an interview.
"If you're looking at two people with identical skills, with identical backgrounds and you've got one pictured on the curb passed out - who are you going to pick?" said Robinson.
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