Editorial Board   Guest Author

Ms. Zimmerman

Angel Zimmerman

Co-Founder & Chief Operating Officer, Sajan

Angel Zimmerman is co-founder and chief operating officer of Sajan, a leading global language services provider known for its top-ranked proprietary translation management system. She and her partner Shannon Zimmerman co-founded the company in 1997, and today it is a top-ranking vendor in a space of approximately 25,000 worldwide. In her day-to-day position as COO, Ms. Zimmerman oversees the Global Language Services team, a role to which she brings a solution-oriented approach and commitment to delivering value to each client. She has scaled the operations group to meet the rapid growth demands of the business with a special focus on a range of industries. In particular, these teams have seen tremendous growth in the marketing translation and localization needs within the dynamic travel and hospitality industry. Ms. Zimmerman has led initiatives to attain ISO 9001 and ISO 13485 certification in addition to Six Sigma methods to ensure more measurable and quantifiable solutions for her company's clients. With more than fifteen years of experience in the localization industry, Ms. Zimmerman heads up a production group that achieves some of the highest operating performance levels in the industry. Under Ms. Zimmerman's co-leadership, Sajan has built a worldwide reputation for excellence in localizing fast-changing content for airlines, car rental companies, cruise lines, web-based hotel reservation companies and others. She sets an example for the rest of the company with her keen appreciation for the real-time nature of the hospitality industry's content localization needs. This includes time-sensitive global content such as websites, marketing materials, customer communications and loyalty programs, booking and reservation databases, backend fulfillment, revenue management, internal employee communications and signage. Ms. Zimmerman's ability to blend first-class customer service and innovative technology—and expertly deploy them—has played a significant part in helping Sajan realize rapid and sustained growth. She finds great satisfaction in helping global companies expand their brand presence and see their messaging resonate with markets around the world.

Ms. Zimmerman can be contacted at 715-426-9505 or azimmerman@sajan.com

Coming up in March 2020...

Human Resources: Confronting a Labor Shortage

With the unemployment rate at its lowest level in decades (3.7%), what has always been a perennial problem for human resource professionals - labor shortage - is now reaching acute levels of concern. It is getting harder to find and recruit qualified applicants. Even finding candidates with the skills to succeed in entry-level positions has become an issue. In addition, employee turnover rates remain extremely high in the hotel industry. As a result of these problems, hotel HR managers are having to rethink their recruitment strategies in order to hire the right talent for the right job. First, hotels have been forced to raise their wages and offer other appealing perks, as a way to attract qualified candidates. Secondly, HR managers are reassessing their interviewing techniques, focusing less on the answers they receive to questions and more on observable behavior. Part of this process includes role-playing during the interview, so that the recruiter can gauge how a candidate works through specific problems and interacts with other team members. Additionally, some HR managers are also creating internal talent pools as a way to address labor shortages. Instead of utilizing department resources to find new hires with specific skills for needed positions, hotels are cultivating talent pools internally and preparing their employees to assume leadership roles whenever the time comes. They are also placing greater emphasis on a company culture that is more performance-based, as a way to curb employee turnover, increase employee satisfaction, and assure higher levels of customer service. Finally, recognizing the importance of employee retention as a way to lessen the impact of a tight labor market, some HR managers are instituting generous reward programs in order to retain their top performers. The March Hotel Business Review will explore what some HR professionals are doing to address these and other issues in their departments.