In this post, I will discuss the challenge of talent drainage and experience retention. This will be the second post in a series of posts about challenges facing Arabic Translation and Localization.
The Arabic translation industry suffers high “bounce rates”. By this, I mean the tendency linguists have to think of translation and localization as a source of extra income, not a career, as well as the high rates of linguists leaving the industry when offered a chance. On the other hand, practices adopted by many localization companies does not allow for proper experience building and continuous learning. This situation, that has been hindering the industry for decades, is the result of the accumulation of many different factors, namely: