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2.6. Answer the questions:

a) If you work … What sort of people does your organization look for in its recruitment?

b) If you don’t work … Does your Academy prepare people for specific jobs?

3. JOB SEARCH

Text 3

Read the text. Learn the vocabulary in bold type:

Job search is a long process which needs lots of time and ef-fort. You can’t start it without a resume. You present the most im-portant information about yourself in it: your background, work experience, skills and special knowledge. You should write your objective too, that is what position you are aiming at.

With your resume drawn you start direct research. You study business magazines and newspapers and look for the companies that regularly hire in your field. You can send your resume to these companies. Employment and recruitment agencies are aimed at assisting you in finding a job.

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State employment agencies are funded by state labor depart-ments. The most effective way to use their services is to visit the local office.

Only employment agencies and some recruitment agencies will actively market you to a large number of companies. The most part of recruitment agencies only present the credentials on the existing position.

It is useful to visit job fairs and career days, ask your family, relatives, friends, neighbors and acquaintances to help you in job search.

You can use web pages on Internet, such as www. jobs. ru or www. hro. ru and other special web sites.

Interview is an important part in your job search. It is im-portant to make a good impression and to wear proper clothes. Make sure your shoes are clean, well polished and in good condi-tion. Don’t fiddle with your hair, your hands or your clothes. Don’t cross the arms. Sit up straight. Keep long hair under control, don’t wear too much jewelry. Try to keep eye contact with the key per-son in the meeting. It is not proper to ask about the salary at the first interview or criticize your former boss or company. It is not recommended to discuss personal or financial problems with the representative of the company. It is important to assure the com-pany representatives that you are the right person for the position.

If you are offered a position, you can negotiate the offer and ask about your salary. As you can see, the process of job search is rather difficult, but it can be rewarding too if you get the position which you have been dreaming about.

3.1. Answer the questions:

a) What do you need to begin job search? Who can help you in it?

b) What are the ‘Dos’ and ‘DON’Ts’ for an applicant during the interview?

3.2. Find the English equivalents for:

поиск работы дни карьеры предоставлять информацию опыт работы цель составить автобиографию

нанимать на работу агентство по трудоустройству\найму

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финансировать (ся) знакомые

произвести хорошее впечатление соответствующий убедить (ся) поддерживать визуальный контакт предложить должность вести переговоры, обсуждать

условия.

4. RECRUITING INTERNATIONALLY

Text 4

Read the text and write 5 questions for the discussion in groups:

Where have all engineers gone?

For the past year Daimler has been part of the grouping with American manufacturer Chrysler. The German company’s roots go back to the very first days of motoring.

Part 1

If Germans associate one company with the state of Baden Wurttemberg it is the automotive group DaimlerChrysler. The group was formed in 1998 through the merger of Daimler-Benz and Chrysler of the US. But the local association dates back to the late 1890s, when Daimler and Benz began the automotive age by pro-ducing the world’s first motor cars. DaimlerChrysler is one of the mainstays of the Baden Wurttemberg economy, sustaining 242,000 people in employment across Germany — the bulk of them in the state.

To extend its global reach, the company has ambitious plans to grow in the automotive business, and will invest € 46 bn devel-oping sixty-four new cars and truck model in the next few years. Research and development spending is set to soar to what a spokesman says is ‘a market leading position’. This year the com-pany aims for sales of €146 bn, compared with previous forecasts of €139.9bn.

One of the most critical issues facing the group as it attempts to achieve those targets is where it will find, in sufficient numbers, people with the right qualifications to make it all happen. Baden Wurttemberg and Germany alone will not be able to provide enough recruits. ‘DaimlerChrysler needs to hire 4,500 engineers and IT people in the next three years’, says Marc Binder of Human Resources. ‘That’s a big number and it will be impossible to find

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enough of them in Germany, let alone in one region. You have to hire them from the top schools in the world’.

Part 2

Traditionally, Daimler-Benz always recruited engineers with-in Germany. In 1999, however, its recruitment campaign went global. Part of the impetus was that the transatlantic merger had broadened the spectrum of job opportunities. Using the Internet, DaimlerChrysler issued a blanket invitation to college graduates around the world — with emphasis on mechanical engineering, process technology and aerospace engineering — to attend an open day at eleven DaimlerChrysler locations around the world. Of the 800 who attended, about 55 per cent were invited for interview — a far higher proportion than in previous recruitment drives.

A few months later, the group launched a novel campaign to attract recruits for its International Management Associate Program. It advertised in the international press, inviting would-be trainees to call a company hotline during a four-hour period over two days. Some 200 applicants were interviewed.

Competition for talent from other large industrial groups is bound to increase. Rivals such as BMW, in neighboring Bavaria, have similar needs. But Mr. Binder says: ‘We try to convince would-be recruits that we’re the most global company and it’s more interesting to work at DaimlerChrysler in this exciting period after the merger’. Recruits are also offered opportunities to work in dif-ferent units of the group.

The recruitment problem has been made worse by a steady decline in the number of students electing to study engineering since the early 1990s — when there were too many newly-qualified engineers entering the market. Large number of students chose to study other subjects, leading to today’s shortage.

DaimlerChrysler is supporting initiatives to try to ensure a steady flow of engineers and graduates from other technical disci-plines. Over the course of the next few years, the group will be sup-porting the establishment of two private universities in Baden Wurt-temberg — the Stuttgart Institute of Management and Technology and the International University of Germany in Bruchsal.

FINANCIAL TIMES World business newspaper

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