It is essential that letters of recommendation include each of the following points:
• The complete name of the applicant
• The position or goal that the applicant is looking to get
• If the author is responding to an advertisement, acting on his own or responding to an unsolicited need
• The dynamics of the association among the author and the prospect
• Specific details related to the job or goal desired
• The author’s total assessment of the job seeker’s suitability for the work or goal they seek
Recommendation letters are generally sent directly to the individual or board who asked for them and the applicant is not permitted to review them. An author who has been promised privacy can be more straightforward and share the key concerns together with the good things.
Strangely, professionals offering Chinese translation in New York City report that the toughest recommendation letters to compose are the types composed for exceptional prospects. The target recipient will have difficulty trusting continuous compliments for another person’s skills and achievements. Therefore experienced authors frequently express the things they are describing through the use of a particular example or two that define the applicant’s competence, and they focus on the applicant’s skills in connection with the “competition.”
The vast majority of applicants are imperfect, and the risk in composing an important letter is that you could be held libel, the act of making an incorrect and malicious assertion that damages the applicant’s status. A team of linguists providing Spanish Translation in Washington D.C. report that over the last 60 months, approximately 8,000 suits were registered by employees accusing previous employers of slander or libel. During a 7-year period in California, workers won more than 70% of libel cases they brought against their former employers, with an average award exceeding $500,000. As a result, many translation businesses no longer provide letters of recommendation. In fact, it is becoming more common for previous employers to only provide standard employment information for example position held, dates of employment, and final salary.