Why Training Trumps Experience in Hiring Localisation Project Managers

In today's rapidly evolving business landscape, the role of a Localisation Project Manager (LPM) is becoming increasingly critical. These professionals bridge the gap between global brands and local markets, ensuring that products, services, and content resonate with diverse audiences. Yet, despite their pivotal role, the approach to hiring LPMs varies significantly across companies. Many organizations list endless requirements, such as years of experience and specific industry knowledge. In contrast, a growing number of forward-thinking companies prioritize training their managers, and they often lead the market as a result. This article explores why investing in manager training can yield better outcomes than merely seeking experienced candidates.

The Traditional Approach: Experience Over Everything

Traditionally, companies have leaned heavily on hiring managers with extensive experience. The rationale is straightforward: seasoned professionals bring a wealth of knowledge, established networks, and a proven track record. Job listings for LPMs frequently require candidates to have several years of experience in localization, fluency in multiple languages, and familiarity with various tools and technologies.

While these criteria undoubtedly identify capable candidates, they also significantly narrow the talent pool. Many potential high-performers are overlooked because they lack specific experience, even if they possess the right skills and attitude. Moreover, experienced hires often come with ingrained habits and practices that may not align with a company's unique culture or innovative processes.

The Case for Training

In contrast, companies that prioritize training their managers adopt a more inclusive and forward-thinking approach. These organizations recognize that while experience is valuable, it is not the sole determinant of a manager's success. By investing in comprehensive training programs, they cultivate a workforce that is not only skilled but also deeply aligned with the company's values and objectives.

Benefits of Training Managers

1. Alignment with Company Culture: Training allows companies to instill their values, mission, and vision in their managers from the outset. This alignment fosters a cohesive work environment where everyone is working towards the same goals.
2. Adaptability and Innovation: Managers who are trained within the company are often more adaptable and open to new ways of doing things. They are not bound by previous experiences that may hinder innovative thinking.
3. Loyalty and Retention: Investing in employee development demonstrates a company's commitment to its workforce. This investment often translates into higher job satisfaction, loyalty, and lower turnover rates.
4. Customized Skill Development: Training programs can be tailored to address the specific needs of the company. This customization ensures that managers are equipped with the exact skills and knowledge required to excel in their roles.

Real-World Success Stories

Several leading companies serve as testament to the power of training over experience. For instance, Amazon is renowned for its rigorous internal training programs. The company's "University" programs offer comprehensive training in various domains, including leadership and project management. This focus on internal development has been a key factor in Amazon's sustained growth and market dominance.

Similarly, companies like Google and Facebook prioritize continuous learning and development. They provide extensive training opportunities for their employees, ensuring that their managers are always at the cutting edge of industry trends and best practices. This commitment to training has helped these tech giants maintain their competitive edge in a fast-paced, ever-changing market.

Striking the Right Balance

While the benefits of training are clear, it is important to acknowledge that experience still has its place. The most effective approach to hiring LPMs may lie in striking a balance between experience and training. Companies can benefit from hiring experienced professionals who bring valuable insights and then supplementing their expertise with targeted training to ensure alignment with company culture and goals.

Conclusion

In conclusion, the debate between hiring for experience versus training for potential is not about choosing one over the other. Instead, it is about recognizing the value that each approach brings and integrating them to create a robust, adaptable, and high-performing team. For companies looking to hire Localisation Project Managers, prioritizing training and development can unlock a wealth of untapped potential, driving both individual and organizational success.

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