I. Answer the questions:

1. What should be written in a cover letter?

2. What do person specifications usually include?

3. What is a competence?

II. Write your own letter of application. (See the sample in Appendix 2)

WORDS TO REMEMBER

sequential	последовательный
panel	комиссия
overseas	за границей
paperwork	оформление документации
hypothetical	предположительный, гипотетический

TEXT C

TYPES OF INTERVIEWS

Face-to-face interviews

One-to-one interviews. This is a meeting between the candidate and one interviewer. Try to develop understanding between yourself and the interviewer.

Sequential interviews. In this case you have several interviews in turn with different interviewers. Usually each interviewer asks ques­tions to test different sets of competencies. However this is not always the case. You may find yourself answering the same questions over and over. If this does happen make sure you answer each one as fully as the time before.

Panel interviews. In this type of interview several people sit­ting on a panel question you. The actual number of interviewers can vary, but there is usually a chairperson to co-ordinate the ques­tions, a specialist who knows about the job in detail and a personnel manager.

Telephone interviews. Companies increasingly use telephone in­terviews as an integral part of the recruitment process. Most commonly they are used as a method of initial screening. The majority of compa­nies inform in advance and usually pre-arrange the time of the inter­view.

Video interviews. Video interviews are rare and are used particu­larly if a person has applied for a position overseas. As far as possible, you should treat them as traditional interviews; dress as you would for a conventional interview, address your answers to the interviewer (i.e. to the camera rather than the display screen) and listen carefully to the questions and instructions, asking the interviewer to repeat anything that you don't understand.

Interview format. The nature of any interview is determined by the nature of the organisation to which you have applied, but there are various standard formats.

Chronological interviews. As the name suggests, these interviews take you chronologically through your life to date, and are likely to be based on CV or completed application form.

Competency-based interviews. The questions asked at these in­terviews are structured to reflect the competencies sought by an em­ployer for a particular job, often detailed in the recruitment information.

Technical interviews. If you have applied for a job, which re­quires specific technical knowledge (e.g. engineering or IT), it is likely that at some stage in the selection process you will be asked technical questions or have a separate technical interview to test what you know. Questions may focus on real or hypothetical techni­cal problems.

TASKS