Abstract
In South Korea where there is no national accreditation system for translators and interpreters, it is left to the
respective employers to devise and administer an assessment instrument for hiring translators and interpreters. While studies
calling for reliable and valid testing and assessment in the field of Translation and Interpretation Studies have increased during
the past decade, empirical research on how tests and assessments are carried out in the marketplace, especially outside of Europe
and North America, remain scarce. This study closely examines how tests and assessments are carried out at hiring by tapping into
questions of how tests are developed, by whom, and who rates the tests and on which criteria. Then, the soundness of the overall
hiring process is evaluated based on the six qualities of Bachman and Palmer’s Test Usefulness Model; construct validity,
reliability, authenticity, interactiveness, impact, and practicality.
The study found that (1) the hiring process involves three stages of assessment: document screening, interpreting
and translation tests, and one-on-one interview; (2) the interpreting and translation tests are developed, administered and rated
by a combined group of experts: professors of interpreting and translation studies; professional interpreters/translators;
subject-matter experts at the institutions; (3) the overall usefulness of the tests based on Bachman and Palmer’s Test Usefulness
Model is medium to high; and (4) the employers of interpreter-translators look for qualities beyond interpreting/translation
skills upon hiring. The implications of the findings on professional translators and interpreters and educators are discussed,
followed by suggestions for future research.
THE PARTICIPATION OF LABORATORIES IN
INTERLABORATORY COMPARISON TESTS. BASIC REQUIREMENTS. PRACTICAL
IMPLEMENTATION OF REQUIREMENTS. PROSPECTS
