Unit 2. Company.

2.1. Company Description: career, personnel.

(Photo from http://www.bomond.uz/kariera/647)

No matter how successful you are, your business and its future are in the hands of the people you hire. (A. Morita, Japanese business executive)

STARTING UP

2.1.1. Answer these questions:

• What is the usual process for getting a job in Russia? Are applicants in Russia usually interviewed?

• Would you prefer a job for life or a more flexible career? Are you a social climber?

• Do you agree or disagree with the following citation? Express your point of view. ‘Everyone sees life through their job’. (A. Gray, Scottish writer)

VOCABULARY

2.1.2. Study the vocabulary used to describe company’s personnel and career. Consult a dictionary if necessary.

To work, to go to work, to leave for work, to get to work, to be at work, to be off work, to be in work / to have a job / to be employed, to be out of work / to be unemployed, a full time job / to work full-time, a part-time job / to work part-time, a permanent job / work, a temporary job / work, to have regular working hours, to clock in / on, to clock out / off, to work in (day / night) shifts, to work under a flexitime system, to telecommute (a telecommuter) / to telework (a teleworker), to commute to work (a commuter), to work freelance / to be a freelancer (freelance), to be skilled at (+ noun) / to be skilled in (+ -ing), to be skilled / semi-skilled / highly skilled / unskilled, to be a self-starter / self-driven / self-motivated, a team player, talented, numerate, computer-literate, methodical, systematic and organized

to earn, (basic) salary, perks / fringe benefits, commission, (minimum) wage efficiency wages, a bonus, a performance-related bonus, a company car, to leave / get tips, compensation payment, pension, benefits (package), severance payment, compensation (package), remuneration (package), workers, work(-)force, a white-collar worker, a blue-collar worker, an employee, personnel / staff, management, administrative staff, support staff, trade / labor unions, human resources / personnel department, to have a job for life, to have job security / insecurity, to get promotion / demotion, to be promoted / demoted, to retire / to be retired / retirement, to resign, to launch a career as …, to make a career in …, to get outplacement advice, to give up a career, career path, to work one’s way up the career ladder, to hit a glass ceiling, to make a career move, to be laid off (lay-off), to be made redundant (redundancy), to be offered early retirement, to be sacked / fired / dismissed, to recruit / to hire / to employ, recruitment / hiring / employment, recruiter / employer, recruitment / employment agency, to headhunt / headhunting / a headhunter, to look for a job opening / a job opportunity, to fill a vacancy, to apply for a job / position / post, to complete an application form, to make an application, to send a CV (curriculum vitae) / a resume, to send a covering / cover letter / application letter / letter of application), an applicant / a candidate, job experience, education / educational qualification(s), a job interview, to shortlist candidates, to check references / a referee, to offer / to accept a job, to turn the job down, to appoint smb a senior manager, to appoint smb to the position of ….

READING AND DISCUSSION

2.1.3. Scan the text and find out what an employer must do to find promising employees. Read the text again more slowly and make up 6-8 questions based on the text.

Guide to Hiring the Right People

Today's customers have demanding expectations for quality products and services. To meet them and keep them coming back, you need qualified employees who are as committed to your business as you are.

We’ll show you how to identify and attract the best people to your small business.

To find promising employees, you must first determine what you want them to do. Carefully consider all direct and associated responsibilities and incorporate them into a written job description. Be careful with general titles such as typist or sales clerk, as they have different meanings to different people.

Fulfilling these responsibilities will require some level of skill and experience, even if it is an entry-level position. Be reasonable about your expectations. Setting the bar too high may limit your available talent pool; setting it too low risks a flood of applications from those unqualified for the job.

Likewise, you don’t want to be overly generous or restrictive about compensation. State and local chambers of commerce, employment bureaus and professional associations can help you determine appropriate wages and benefits. Scanning descriptions of comparable jobs in the classified ads and other employment publications will also provide clues about prevailing wage rates.

How you advertise your job opening depends on who you want to attract. Some positions are as easy to promote as posting a “help wanted” sign in your store window or placing an ad in your local newspaper. For jobs requiring more specialized skills, consider targeted channels such as trade magazines, on-line job banks and employment agencies (though these may require a fee). And don’t overlook sources such as friends, neighbors, suppliers, customers and present employees.

Because you have clearly defined the role and requirements, you should have little difficulty identifying candidates for interviews. Make sure you schedule them when you have ample time to review the resume, prepare your questions and give the candidate your undivided attention. After the interview, jot down any impressions or key points while they’re still fresh in your mind. This will be a valuable reference when it’s time to make a decision.

You want to believe your candidates are being honest, but never assume. Contact references to make sure you’re getting the facts or to clear up any uncertainties. Professional background checks are a wise investment for highly sensitive positions, or those that involve handling substantial amounts of money and valuables.

Now that you’ve hired ideal employees, make sure they stay with you by providing training and professional development opportunities. The small business experts at SCORE can help you craft human resource policies and incentive plans that will ensure your company remains the small business employer of choice. (From http://www.allbusiness.com/)

2.1.4. Read the text below and answer the questions after the text.

Methods of Recruitment & Selection

Your business can use different types of recruitment and selection methods. In human resources' jargon, recruiting or advertising for new employees is sometimes referred to as "sourcing," meaning using different sources to find said employee candidates. Once a number of candidates are found, you must qualify each and determine if they are a good fit.

Internal sourcing is the practice of advertising a new or recently vacated position within a business to existing employees. More businesses have come to use internal sourcing as a method to recruit employees upward or laterally within the company because little or no training is needed, and expenses that include advertising for a new employee and running background checks are spared. It also fosters loyalty and parity among team members.

External sourcing is a method of recruitment that conducts an employee candidate search through external recruitment tools, such as job boards, newspaper advertisements and trade publication announcements. This method favors bringing in job candidates that may or may not have direct experience in your business' line of work; a candidate within a satellite field may offer a fresh, out-of-the-box perspective to the organization. External sourcing is also used when the open position is not able to be filled by a current employee because of the technicality or specialty of the position. Small Business recommends that you know exactly what type of job candidate you are looking for before advertising the position and accepting resumes.

Third-party sourcing involves using a placement agency or headhunter to find qualified job candidates. These third-party sources use various techniques and tools to find appropriate job applicants, such as extending offers of improved salary compensation and more flexible benefits packages.

You should schedule interviews when you know you will have uninterrupted time to review the job candidate's resume and conduct an insightful interview. When conducting the interview, do not focus solely on the applicant's credentials or experience. Instead, present hypothetical scenarios to the candidate and ask how he / she would evaluate and solve the presented problems. Listen to his / her answers without interruption and take notes on key points.

Using the interview notes you have taken, compare each interviewee with his resume and look to see if you have missed anything while reading his resume the first time. Make your candidate selection on the basis of how competently he answered your questions and what questions he asked during the interview. Interviewees who do not ask questions are either shy or uninterested in your business. (From http://smallbusiness.chron.com)

Questions:

1. In human resources' jargon what is recruiting or advertising for new employees referred to?

2. What is internal sourcing? Why have more businesses come to use internal sourcing as a method to recruit employees?

3. What is external sourcing? What are the advantages of external sourcing for a company?

4. What does third-party sourcing involve? What techniques and tools are used by third-party sources?

5. How should an employer conduct the job interview? What should he focus on?

6. How should an employer select the candidate?

2.1.5. Read the text below, summarize it and present your summary to the class.

Five Steps for Getting a Job Interview

In a competitive job market, sending your resume to a prospective employer in response to a published job ad isn't enough to land a job interview. Countless other job seekers are doing the same thing, so it's likely your resume will become a statistic instead of a gateway to an interview. Instead, you should tap the hidden job market, according to information in a report on the website of CNN Money.

Pick up to 20 companies where you are interested in employment. The companies should house jobs that match your experience and skills. The HCareers website recommends looking at the current Inc. 5,000 list, which lists companies from the previous year that show the fastest growth rate and are more likely to be hiring.

Research each company. A good place to start your research is online. Look at things, such as the company's history, mission statement, products or services, officer's biographies and any press releases you can find. Make notes for each company. Write down the titles of jobs that match your skills and experience.

Write a cover letter for each job. Keep the cover letter brief but intriguing. Mention the specific position you're targeting at the company and clearly state how your skills and experience make you a perfect fit for the position. Politely ask for a job interview at the end of the letter and give your contact information. State that you will contact the recipient within one week to talk about an interview. Organize your resume so that your relevant skills and experience will jump out at the reader. Your resume may get no more than 30 seconds of an employer's consideration, so make sure it displays what you can offer. Use bullet points for easier reading.

Call the receptionist or human resources department at each company and ask for the name of the person who does interviewing and hiring for the position for which you have an interest. Ask for the correct spelling of the person's name. If that doesn't work, use a website, such as LinkedIn to discover the names of the people you need to contact.

Send a custom cover letter and targeted resume to the appropriate person at each company. Wait one week and call the person directly. Ask the person if he received your information. State that you're interested in a specific position and tell the person briefly why you are well qualified. Ask to meet with the person regarding a job. Hopefully, you will secure an interview. If the person tells you that the company isn't hiring at this time, ask him if you can meet for an informational session to ask some questions about the company and the position. This helps you get your foot in the door and possibly paves the way for a future interview. (From http://work.chron.com/)

2.1.6. Read the text below and discuss its major issues with a partner.

Job Interview

An interview is a very important step in a job-hunting process. The point of an interview is to give the prospective employer a chance to evaluate a prospective employee, that is you. But you should do more in an interview than just answer questions. For one thing, employers usually don’t want to hire people who seem to think too little of themselves. For another, the point of an interview is also to give you a chance to evaluate the company.

Begin by going into the interview with the right attitude. If you go in thinking that you won’t get the job, you probably won’t. Believe that you will succeed.

You can boost your confidence by preparing as thoroughly as you can for the interview: putting resume, supporting materials, and your appearance all in order and practicing your interviewing technique over and over. With those basics under control, you can be confident of handling almost anything that arises. After all, an interview is a fairly standard event. If something does come up that you are not prepared for, just do your best — and be yourself. Instead of worrying about the competition for a job, look at the interview as a chance to make your own unique qualities known.

In your job search, you will eventually have an interview that seems to be bearing fruit; the interviewer will start talking as if you will definitely be joining the company. at this point you should start asking questions that will help evaluate the job objectively. Here are some things that you can reasonably ask the interviewer when the job appears to be within your reach:

• What happened to the last person who had this job?

• May I talk to someone who is doing what I will be doing?

• What is this company like as a place to work?

• Is the company growing and where is the growth coming from?

• How and by whom will my performance be measured?

• How will the company help me meet the goals we agree on?

• What is the salary range for similar jobs in this organization?

• What other compensation is the company willing to offer?

• If relocation is involved, how much will the company help?

Don’t fear being direct when an interview seems to be going well; most employers will appreciate your hard-headed approach. Those that don’t may have personality or organizational problems that will make the job difficult for you. And you are better off asking questions before you take the job. The alternative may be looking for a new one a few months down the road.

ACQUIRING BUSINESS COMMUNICATION SKILLS

LANGUAGE FOR PERSONNEL AND CAREER DESCRIPTION

LANGUAGE FOCUS: WORK AND JOB

To work / to go to work / leave for work / to get to work / to be at work / to be off work to be in work = to have a job = to be employed to be out of work = to be unemployed a full time job to work full-time a part-time job to work part-time a permanent job / work a temporary job / work

2.1.7. Fill in the gaps with the correct prepositions.

Hi, I’m Frank. I work in a bank in New York city. I leave ____ work at 7.30 every morning. I go ____ work by subway. I get ____ work at about nine. I’m usually ____ work till 6 pm. Luckily, I don’t get ill very much so I’m not often ____ work. I love my job and I am glad to be ____ work. Some of my friends are not so lucky: they are ____ work.

2.1.8. Read and decide whether each statement is about full-time, part-time, permanent or temporary work (e.g. I work / he works full-time / part-time; I have / he has a permanent / temporary job).

1. I work from 9 to 6 during the week and 8 to 12 on Saturdays.

2. I joined the company ten years ago and I guess I’ll be here for another ten.

3. I do four hours each morning and then I pick the children up from school.

4. I’ve been here since March and I’ll leave in July when the designs are finished.

5. We are supposed to work 37 hours a week but I usually do a bit more.

6. I started here when I left school. Oh, that’s about 20 years ago now.

7. This job is only for six moths, but that’s OK because I’m going to Italy.

8. My husband works in the office from 9 am to 6 pm.

9. I work in a public library in the afternoons from two until six.

10. I work in a café from 8 pm until midnight.

LANGUAGE FOCUS: WAYS OF WORKING

to have regular working hours to clock in / on to clock out / off to work in (day / night) shifts to work under a flexitime system to telecommute (a telecommuter) / to telework (a teleworker) to commute to work (a commuter) to work freelance / to be a freelancer (freelance)

2.1.9. Complete the sentences using the words and word combinations from the table above.

1. I’m an office worker in an insurance company. It’s a nine-to-five job with regular _______. We all have to clock ___ and clock ____ every day.

2. I’m in computer programming. In my company we can start at any time before 11, and finish as early as 3 pm so I work under a _____.

3. I work in a car plant. I may be on the ____ one week and the _____ the next week. Usually I have problems changing to a new routine for sleeping and eating as I work in _____.

4. I work in a big city, but I live in the country, so I _____ to work every day, like thousands of other _____.

5. I’m a technical writer for a city computer company. I ____ simply sending my work over the Internet.

6. I’m forty and I offer consultancy services to different companies. So I am a _____.

2.1.10. Read and say whether each statement is about regular office work, teleworking or shift work (e.g. I have regular working hours; I telework; I work in shifts).

1. I clock in at 9am every day and I’m at my desk till 6 pm.

2. When I’m working nights, it’s really difficult to sleep during the day.

3. The difficult thing is that my home is my office so I’m here 24 hours a day.

4. We turned one of our bedrooms into an office and that’s where I do all my work.

5. I work from 10 at night till 6 in the morning for four weeks, then I switch to days.

6. I’m at work b 8.30 and I leave home at5 o’clock.

LANGUAGE FOCUS: SKILLS

to be skilled at (+ noun) / to be skilled in (+ -ing) to be skilled / semi-skilled / highly skilled / unskilled to be a self-starter / self-driven / self-motivated a team player talented numerate computer-literate methodical, systematic and organized

2.1.11. Look at the jobs and say whether they are generally considered skilled / semi-skilled / highly skilled / unskilled.

• teacher

• brain surgeon

• car worker on a production line

• airline pilot

• office cleaner

• labourer on a building site

• bus driver

• office manager

2.1.12. Read the definitions and give the expressions from the table above.

• a person who is good with numbers.

• a person who is good with computers.

• a person who is naturally very good at doing smth.

• a person who works well with other people.

• a person who is good at working on his own.

• a person who is very keen to do well in his job.

• a person who can work in a planned, orderly way.

LANGUAGE FOCUS: PAY AND BENEFITS

to earn (basic) salary perks / fringe benefits commission (minimum) wage

bonus performance-related bonus a company car to leave / get tips efficiency wage(s)

compensation payment pension benefits (package) severance payment compensation (package) remuneration (package)

2.1.13. Complete the sentences, using the words from the table above.

1. My sister works in a bank and her _____ is $3,000 a month.

2. Next year she thinks she will get a _____ car.

3. When she is 55 she will be able to give up work and live on her ____.

4. Some customers leave me ____ and that is a great help.

5. I work in a small hotel in Amsterdam. I _____ $8 an hour.

6. It’s not much, but it’s more than the _____ wage.

7. In this job the ____ are $224 for 37 hours.

8. There are some ____ including free meals.

9. You get 10% ______ on everything you sell.

10. When you sell enough you get a _____ of $400.

11. The bank also provides her with a good _____ package.

12. There are some _____ benefits including a pension.

2.1.14. Match the terms (1-6) with the definitions (a-f).

1. compensation

2. remuneration package

3. compensation package

4. severance package

5. performance-related bonuses

6. efficiency wages

a. payment such as wages or a salary that a person receives for working at a job

b. an amount of money that is paid to someone for the work they have done

c. payment depending on how well a person does their job

d. pay and benefits offered to an employee upon being laid off from a company.

e. the combination of benefits that an employer offers to employees

f. high wages which increase productivity through their incentive effect.

2.1.15. Thomas and Ivona are talking about Thomas’s new job as a photocopier salesman. Complete the conversation, using the correct words.

1. T: I get paid every month.

I: I see. You get a _____, not wages.

2. T: I usually have to work late: I don’t get paid for it, but I get a percentage for every photocopier I sell.

I: So you don’t get ____, but you do get _____. That’s good.

3. T: The people in production get a _____ if they reach their targets.

I: Oh right. They get an extra payment for producing a certain amount.

4. T: The company pays for medical treatment too, and the company restaurant is fantastic.

I: Wow! The _____ _____sound very nice.

5. T: And they’ve given me a ____ _____ to go and visit clients.

I: So you don’t have to buy a car, then.

6. T: What’s more, the company pays in money for us to get when we don’t work any more.

I: Yes, it’s important to get a good ______.

7. T: The total ______ ______ is brilliant.

I: Yes, all that extra stuff is really worth having.

LANGUAGE FOCUS: EMPLOYEES AND MANAGEMENT

workers work(-)force white-collar worker blue-collar worker employee human resources / personnel department

personnel / staff management administrative staff support staff trade / labor unions

2.1.16. Complete the sentences, using the correct words.

1. All the people working for a company are called ______ or ______ or _____.

2. Office workers in professional, managerial, or administrative positions are called _____.

3. Workers of manual labour are called ______.

4. Workers of a company seen as a group are called _____.

5. Organizations that defend the interests of workers are called _____ or _____.

6. People who control or direct a business or other enterprise are generally called the ______.

7. People relating to the arrangements and work which is needed to control the operation of an organization is called _______.

8. People who work for an organization to keep it running and to support the people who are involved in the organization's main business are called ______.

9. A department that deals with pay, recruitment, etc. is a _______.

10. Another name for this department is the _______.

LANGUAGE FOCUS: THE CAREER LADDER

to have a job for life to have job security / insecurity to get promotion / demotion to be promoted / demoted to retire / to be retired / retirement to resign to launch a career as .. to make a career in … to get outplacement advice

to give up a career career path to work one’s way up the career ladder to hit a glass ceiling to make a career move to be laid off to be made redundant to be offered early retirement to be sacked / fired / dismissed

2.1.17. Complete the sentences, using the correct words.

1. I didn’t like the way the company was being run so I _____.

2. They laid ___ 200 people in March.

3. I joined this company because the career ____ is excellent.

4. She was ____ for coping company software on to her PC.

5. When you join a company now you can’t expect a _____ for life.

6. If you break the safety rules you can be _____ immediately.

7. Employees who are made _____ may get _____ advice.

8. I was a shop floor supervisor but then I was _____ to the position of the manager of the whole production.

9. I have job _____ as I could be out of work next month.

10. In the past it was very difficult for a woman to hit a glass ____.

11. Some of our company’s senior people were offered early _____.

12. He _____ his career as an economist.

13. She _____ her career as a musician to concentrate on her family.

14. No one likes to be _____ but it is better than being out of work.

LANGUAGE FOCUS: RECRUITMENT AND CANDIDATES’ SELECTION

to recruit / to hire / to employ recruitment / hiring / employment recruiter / employer recruitment / employment agency to headhunt / headhunting / headhunter to look for a job opening / job opportunity to fill a vacancy to apply for a job / position / post to complete an application form to make an application to send a CV (curriculum vitae) / a resume

to send a covering / cover letter / application letter / letter of application) / an applicant / a candidate job experience education / educational qualification(s) a job interview to shortlist candidates to check references / a referee to offer / to accept a job to turn the job down to appoint smb a senior manager to appoint smb to the position of …

2.1.18. Match the terms (1-8) with the definitions (a-h).

1. recruitment

2. headhunting

3. CV / resume

4. covering letter

5. employer

6. candidate

7. job interview

8. job opening

1. Letter that explains why its author is the right person for the job

2. Person or firm, employing people

3. The process of looking for specialists for very important jobs in other organizations

4. The process of finding a person for a job

5. Summary of one's education and job experience to date

6. An applicant who has a good chance of getting the job

7. A position to be filled

8. Oral examination of an applicant for employment

2.1.19. Complete the sentences with the correct words.

1. Fred is a van driver. He looked in the pages with job _____ of his local newspaper, where a local supermarket was advertising for van drivers for a new delivery service. He _____ for the job by completing an _____ form and sending it in.

Fred had already _____ two jobs down when he went for the job _____. They looked at his driving licence and contracted with the ____mentioned in his application. A few days later, the supermarket _____ the job to him and Fred _____ it. He is happy with his new job now.

2. Harry is a building engineer. He saw a ____ in the appointment pages of one of the national papers. He made an _____, sending in his ____ and a _____ letter explaining why he wanted the job and why he was the right person for it.

Harry didn’t hear anything for six weeks, so he phoned the company. They told him that they had received a lot of _____. After looking at the ____ , the ‘stories’ of working life, of the ____ and looking at _____ related to their education, the company _____ six people. They asked the _____ to come for _____ and then they had given someone the job. Harry was very disappointed.

2.1.20. Match the verbs (1-6) with the nouns (a-f):

to advertise to arrange to interview to sign to draw up to select

a vacancy a candidate applicants an appointment a contract a short list

2.1.21. Complete the sentences, choosing the correct word from the brackets.

1. We need to _____ four new people for uor new office in Manchester. (join/recruit)

2. We are using a recruitment ____ to find them for us. (agency/headhunter)

3. They advertised the ____ in the local newspaper last week. (applicants/vacancies)

4. So far, over 60 people have applied for the _____(works/positions).

5. We are going to look at all letters of _____ (situation/application) over the weekend.

6. On Monday we’ll draw up a _____ (reference/shortlist) of 10 or 11 people.

7. Then we’ll invite them all to come for an _____ (interview/appointment).

8. We hope to _____ (apply/appoint) the successful _____ (applicants/employers) by the end of the month.

2.1.22. Read the following job interview which turned out to be successful for an applicant. What made the interview successful? Present your ideas.

TLT Systems is looking for a candidate for an opening position of a Commercial Director. Three applicants had submitted their covering letters and resumes. The most successful applicant, Mr. Gregorio, has come for the interview.

A: Good morning, sir.

B: Good morning. Come in, come right in. Mr. Gregorio, isn’t it? Please take a seat. Well, could you tell me, how long were you in your last job with Alpha?

A: Five years. I am only leaving because the firm is moving to Barrow, but I think a change will do me good.

B: We plan to expand our activi­ty into some countries, mainly to England, to buy equip­ment and technologies from them and run training programs here. We need a team of creative people to make our company com­petitive in the world market. And what do you know about our company? Have you got any questions to me?

A: Well, I know that this is a very promising company, so I’d like you to inform me what responsibilities and obligations do you suggest I have during my first year with you?

B: Well, first of all to be responsible for our contacts with English partners, to buy good equipment and generally to be skillful in negotiations. You will have to travel very much. Besides, we are expecting a new fair in London soon, and maybe you will have a chance to go there.

A: Yes, I see.

B: So tell me what are your three main strengths?

A: I think they are: reliability, loyalty, and energy.

B: OK. Could you work well under pressure? How do you relieve everyday tensions?

A: I am accustomed to work under pressure. Besides, when I am extremely stressed out, I like jogging very much and … well, also swimming in the pool.

B: Are you a leader by nature?

A: Well, yes, I think so, because I make contacts with people very easily.

B: Now, Mr. Gregorio, I am quite prepared to offer you a job with us. You have excellent references from your previous job. What do you find a fair salary?

A: Equivalent of $500.

B: I think we’ll begin with $450 for the probation period and if you do well we'll review it by the end of three months. Hours are from nine to five thirty, with an hour for lunch and a fort­night’s holiday. Does that suit you? Have you got any questions?

A: What about travel: length, where?

B: Mostly to England for not longer than a month.

A: All right. I suppose there is a quite supportive environment here. When do you want me to start, sir?

B: In a week, if possible.

A: Yes, certainly. Thank you very much. Goodbye.

B: Goodbye.

2.1.23. Work in pairs and practice in the form of a dialogue.

You are the personnel manager of a company. At the moment your company needs a production manager. Conduct an interview with an applicant for this post. Explain the nature of the job. Describe the organization structure of your company; ask questions about the applicant’s personal background, his / her personal traits, find out why the applicant applies for the job, what he / she knows about the company and what salary he / she expects. The applicant should ask about his / her duties, opportunities to have some compensation in case of relocation, chances to launch a career.

WRITING

LANGUAGE FOCUS: RÉSUMÉ (CV - CURRICULUM VITAE)

A résumé (resume) is a brief account of personal qualifications in a special format; its purpose is to interest employers in giving an applicant a personal interview. The opening section summarizes a person’s identity, job or career objective, qualifications and data of availability. The body of the resume describes a person’s education, work experience, activities and achievements, other relevant facts (such as special skills or achievements), personal data, references. In selecting and organizing this information, the goal should be to emphasize candidate’s strongest qualifications. The organization of a resume depends on the background and goals; a resume could be chronological, functional, combo (combination), or targeted. A chronological resume gives the information about education and work experience in chronological, or time, sequence, starting with the most recent and ending with the least recent information. Functional resumes are best used in situations where specific skills and accomplishments gained through experience or academic qualifications will demonstrate the candidate‘s competency. The skills should be listed in order of their importance. This resume is ideal for students who have no previous work experience and are applying for their first job or if a person is looking for a complete career change. A combo resume is used to list a candidate’s accomplishments as well as to list his work history in chronological order. In a targeted resume the most relevant accomplishments, skills and experience for the specific job are listed. The job history is placed after the skills and accomplishments. The ‘perfect’ resume is the one that convinces the employer to grant an applicant a personal interview.

Arnold Stevens 25-92 Queens Boulevard, Bayside, NY 11202 (212) 884-7788 Career Objective: An entry-level position in the travel industry Education: The Bowker Business Institute, 600 Fifth Avenue, New York, New York 10011 Associate degree, June 1997 Major: Travel and Tourism Courses included: The World of Travel Reservations and Ticketing World Geography Salesmanship Business Management Accounting 1 Travel Sales and Services Travel Industry Organization Bayside High School, Bayside, New York Diploma, June 1995 Technical courses included: Typing Bookkeeping Work Experience: Sales Assistant M & M Shoe Store, 70-19 Lefferts Boulevard, Bayside, New York 11202 September 1995 to present Stock Clerk Same as above September 1994 to September 1995 Skills: Typing (50 w.p.m.) Language: Spanish Computer: IBM WordPerfect, Microsoft Word, Microsoft Excel References: References will be furnished on request.

LANGUAGE FOCUS: APPLICATION LETTER (LETTER OF APPLICATION) / COVERING LETTER (COVER LETTER)

An application letter is enclosed with the resume. It tells what an applicant can do for the company and why he / she believes he / she is qualified for the job. If the application letter has been solicited (in response to an announced job opening), an applicant should begin with a simple statement of how he / she has learnt about the job and why he / she qualifies for the position; if an applicant is sending an unsolicited letter (one to a company that has not announced an opening), he / she should open with a statement of reasons for writing. The midsection of the application letter should highlight the strongest selling points and indicate how they can benefit the potential employer. In the final paragraph, an applicant should request an interview and make it easy to arrange; close by referring to his strongest selling point. The ‘perfect’ application letter achieves the simple purpose of getting an applicant a personal interview.

(a) Solicited letter Mr. Saito, Vice President Indiana Gas and Electric Company 1114 Broad Street Terre Haute, Indiana 47815 Dear Mr. Saito: Having served for the past several years as the sole secretary of a private business, I would like to apply for the position of executive secretary which you advertised in the Terre Haute Gazette of Sunday, February 28, 2007. As secretary to the Benlow Corporation here in Terre Haute, I was directly responsible to Ms. Alba Cruz, the company’s owner. My services were generally those of a “gal Friday”. In addition to the usual typing, filing, and taking dictation, I was responsible for scheduling all of Ms. Cruz’s appointments, screening her telephone calls and visitors, and organizing her paperwork and cor­respondence. Essentially, I did everything I could to make Ms. Cruz’s heavy responsibilities easier. Thus, I am familiar with the duties of an executive secretary and believe I am prepared to anticipate and meet all your expectations. I am confident, too, that, with enthusiasm and sincere effort, I can make the transition from a small business to a large corporation smoothly. I would appreciate your giving me the opportunity to discuss my qual­ifications in person. I would be happy to come for an interview at your convenience, and I can be reached after 5 p.m. at 772-1248. Sincerely yours, …

(b) Unsolicited letter Ms. Loretta Vasquez The Vasquez Travel Agency 1402 Broadway New York, New York 10032 Dear Ms. Vasquez: This month I completed a two-year course of study in Travel and Tourism at the Bowker Business Institute, and my placement counselor, Mr. Robert Feiner, suggested I apply to you for a position as assistant travel agent. As you will see from my enclosed resume, I have taken courses in nearly every aspect of the travel industry. I have participated in workshops simulating computer and telephone operations, and I have had extensive practice in ticketing and reservations. My work experience, moreover, has helped me develop an ability to deal with the public, a valuable asset for a travel agency. Not only as a sales assistant, but even as a stock clerk, I have learned to be customer oriented; I have found that courtesy and a smile keep business flowing smoothly. I would like very much, Ms. Vasquez, to put my skills to work for your travel agency. I am available for an interview Monday through Friday during business hours. You can reach me at 884-7788. Yours truly, …

2.1.24. Compose a resume and a covering (a solicited or unsolicited) letter (look at the models above).

Переведенная версия Unit_2.Docx

Раздел 2. Компания.

2.1. Описание компании: карьера, персонал.

(Фото из http://www.bomond.uz/kariera/647)

Независимо от того, насколько успешно вы, Ваш бизнес и его будущее находится в руках людей, которых вы нанимаете. (А. Морита, японский хозяйственник)

ЗАПУСК

2.1.1. Ответьте на эти вопросы:

• Каков обычный процесс для получения работы в России? А заявители повторно я н Россия обычно опрошенные?

• Вы бы предпочли работу для жизни или более гибкой карьеры? Вы карьерист?

• Вы согласны или не согласны со следующим цитаты? Выразите свою точку зрения. "Каждый видит жизнь через их работы". (А. Грей, шотландский писатель)

СЛОВАРЬ

2.1.2. Изучайте словарь, используемый для описания персонала и карьеру компании. Обратитесь словарь, если необходимо.

Для работы, идти на работу, чтобы уехать на работу, чтобы добраться до работы, чтобы быть на работе, чтобы быть от работы, чтобы быть в работе / иметь работу /, который используют при быть вне работы / быть безработных, полный рабочий день / работать полный рабочий день, неполный рабочий день / работать неполный рабочий день, на постоянную работу / работа, временная работа / работу, проводить регулярные рабочие часы, чтобы часы в / на, чтобы Часы из / выкл, работать в (день / ночь) смены, работать в соответствии с системой Гибкий график, дистанционный (в Telecommuter) / к удаленной работы (в Teleworker), чтобы ездить на работу (в пригородных), на работу внештатным / с быть фрилансером (фриланс), иметь навыки по телефону (+ существительное) / иметь навыки (+-ния), иметь навыки / полуквалифицированных / высококвалифицированный / неквалифицированных, чтобы быть стартер / с ориентацией на собственные / целеустремленных, командный игрок, талантливый, нумеровать, компьютерной грамотностью, методической, систематический и организованный

чтобы заработать, (основной) зарплату, льготы / дополнительные льготы, комиссия, (минимум) заработной платы заработная плата эффективность, бонус, бонус, связанные с производительностью, служебный автомобиль, чтобы оставить / получить советы, компенсация оплаты, пенсии, пособия (пакет), выходное пособие, компенсация (пакет), вознаграждение (пакет), работники, работа (- ) сила, служащий, рабочий, служащий, персонал / персонал, менеджмент, административный персонал, обслуживающий персонал, торговля / профсоюзы, отдела кадров / персонала, иметь работу на всю жизнь, чтобы иметь гарантии занятости / незащищенность, чтобы получить продвижение / понижение в должности, которые будут предложены / понижен, уйти в отставку / вывести из эксплуатации / выход на пенсию, в отставку, чтобы начать карьеру в качестве ..., чтобы сделать карьеру в ..., чтобы получить аутплейсмент совет, чтобы дать до пути карьеры, карьеры, чтобы прокладывать себе дорогу вверх по карьерной лестнице, чтобы попасть со стеклянным потолком, чтобы сделать карьеру двигаться, чтобы быть уволены (увольнение), которые будут уволены (резервирование), которые будут предложены в начале выход на пенсию, будет уволен / уволен / уволен, набирать / нанять / использовать, набора / найма / занятости, рекрутер / работодатель, агентство вербовка / занятость, переманить / хедхантинг / охотник за головами, чтобы искать работу открытия / а возможность трудоустройства, для заполнения вакансии, подать заявление на получение работы / позиции / должности, чтобы заполнить бланк заявления, подать заявку, отправить резюме (биографию) / резюме, чтобы отправить сопроводительное / сопроводительное письмо / заявление Письмо / письмо применения), заявитель / кандидат, опыт работы, образование / образовательный ценз (ы), собеседование, в короткий список кандидатов, чтобы проверять ссылки / судья, предложить / принять работу, чтобы включить Работа вниз, назначить кого-л старший менеджер, назначить кого-л на должность ....

Чтение и обсуждение

2.1.3. Сканирование текста и выяснить, что работодатель должен сделать, чтобы найти перспективных сотрудников. Прочитайте текст снова медленнее и составляют 6-8 вопросы, основанные на тексте.

Руководство по найма нужных людей

Сегодняшние клиенты требуют ожидания качества продукции и услуг. Для удовлетворения их и держать их, возвращаясь, вы нужны квалифицированные сотрудники, которые, как поручены к вашему бизнесу, как вы.

Мы покажем вам, как определить и привлечь лучших людей на ваш малого бизнеса.

Чтобы найти перспективных сотрудников, Вы должны сначала определить, что вы от них хотите. Тщательно продумайте все прямые и связанные обязанности и включить их в письменной должностной. Будьте осторожны с общими названиями, такими как машинистка или продаж клерка, так как они имеют разные значения для разных людей.

Выполняя эти обязанности будет требуют определенного уровня мастерства и опыта, даже если это положение начального уровня. Будьте разумны о ваших ожиданиях. Установка планку слишком высоко может ограничить доступную кадровым резервом; установив его слишком низкие риски поток заявок от тех, неквалифицированные для работы.

Кроме того, вы не хотите быть слишком щедрым или ограничительный о компенсации. Государственные и местные торговые палаты, занятости бюро и профессиональных ассоциаций может помочь вам определить соответствующие заработную плату и пособия. Описания сканирования сопоставимых рабочих мест в объявлений и других публикаций занятости будет также содержать сведения о действующих ставок заработной платы.

Как вы рекламируете ваш вакансия зависит от того, кто вы хотите привлечь. Некоторые позиции, как легко продвигать, как размещение "требуется помощь" знак в окне магазина или Разместив объявление в местной газете. Для работ, требующих более специализированные навыки, рассмотреть целевые каналы, такие как отраслевые журналы, банки работу он-лайн и агентств по трудоустройству (хотя они могут потребовать плату за). И не забывайте источники, такие как друзей, соседей, поставщиков, клиентов и нынешних сотрудников.

Потому что вы четко определены роль и требования, вы должны иметь немного трудности при определении кандидатов на интервью. Убедитесь, что вы планировать их, когда у вас есть достаточно времени для ознакомления с резюме, подготовить Ваши вопросы и предоставить кандидату вашего пристального внимания. После интервью, записать показы и ключевые моменты, пока они еще свежи в вашей голове. Это будет ценным справочным, когда пришло время, чтобы принять решение.

Вы хотите, чтобы считаете, что ваши кандидаты должны быть честными, но не следует думать,. Связаться ссылки, чтобы убедиться, что вы получаете факты или убрать любые неопределенности. Профессиональные проверки анкетных данных являются мудрым инвестиций для высокочувствительных позиций, или те, которые связаны обработки значительные суммы денег и ценных вещей.

Теперь, когда вы наняли идеальные сотрудников, убедитесь, что они остаются с вами, предоставляя обучение и возможности профессионального развития. Малого бизнеса эксперты в SCORE может помочь вам выработать кадровой политики и планов стимулирования, которые обеспечат вашей компании остается малый бизнес работодателем. (Из http://www.allbusiness.com/)