- •Устройство на работу
- •1. Answer the following questions.
- •3. Name:
- •4. What are these people?
- •5. Name as many professions as you can.
- •6. Name some professions you consider to be interesting. Which qualities make a good manager, etc.?
- •7. The Chamber of Commerce is an organisation for business people. Listen to six new members. Number the business cards in the order people speak.
- •8. Helen Marsden and Robin Seaton talk about their jobs. Before you listen, decide what their duties are. Then listen and check your answers.
- •9. Listen again and complete the notes below.
- •Grammar Review
- •10. Look at the business cards again. Who is each question for?
- •Meet Thomas Kingsley
- •Grammar Review
- •21. A) Read the text. Whose opinion do you share?
- •Is it possible to be successful in an unsuccessful company?
- •22. Read the text. Which way of looking for a job do you usually use? Why? So you are looking for a new position...
- •23. Work in pairs. How many different ways can a company recruit applicants to fill a job vacancy?
- •24. Read the magazine article about recruiting staff. What are the advantages and disadvantages of each recruitment method? The right person for the right job
- •25. Read the article again and answer the questions.
- •Grammar Review
- •26. Look at the graphs a-h below. They show how a company has recruited its staff over a three-year period.
- •27. How would you recruit people for his/her own job?
- •28. Read the text and complete the table.
- •29. Read the advertisement below. What would be its attractions – what might be its drawbacks?
- •30. Read the two advertisements below and answer the questions.
- •31. Look at the job advertisement below. Listen to a conversation in which Fiona Scott is telling a friend about the advertisement and complete the missing information.
- •32. How would you advertise the following vacancies?
- •33. Do the questionnaire as a discussion activity.
- •34. Read the text to check your answers in the exercise above.
- •35. Study the following resumes carefully to see how information is presented.
- •36. Define the type of the following resumes.
- •37. Use the information below to arrange Paul Goodman’s resume.
- •38. Where do you think each of the following headings should be placed?
- •39. Draft your resume.
- •41. Fill out the application form.
- •42. Sum up what the text says about differences between a resume and a cover letter. How Letters of Application Differ From Resumes
- •44. Read the text and the letters of application. Match the paragraphs of the letters with the information of the text. Format of a letter of application
- •45. Below you will find details from a letter of application. Look at the outline of the letter on the left and indicate where the information below should go.
- •46. Read the letter and answer the questions.
- •47. Almudena Ribera is a secretary in Madrid. She is looking for work in Britain. Read the advertisement and answer the questions.
- •48. Match the phrases below with Almudena's notes.
- •49. You see the following advertisement in a national newspaper. Write a plan of your application letter in reply to it.
- •50. Imagine you want to apply for the job … Draft an application letter, following these guidelines:
- •Dressing for success
- •Interviewing someone for a job
- •54. For each direct question below, tick the correct indirect question.
- •55. You are interviewing someone for a job. How would you find out politely the following information?
- •56. A) Read the text below. What questions was Boris asked?
- •The Job Interview
- •57. You are interviewing someone for a job. How would you find out the following information?
- •58. Look at this resume. If you were interviewing Kevin Willis for the job, what questions would you ask him about his career history?
- •60. As a candidate, would you prefer to be interviewed by a woman, a man or a board?
- •Making a Selection
- •62. Discuss these points.
- •63. Read the following dialogues. Then name the stages of an interview.
- •Job Hunting
- •An Interview
- •An Interview for a job
- •64. Look at the following chart. Then read the questions below. In which section of the interview would each question appear?
- •65. A) Read the text below which advises candidates how to answer difficult interview questions.
- •Attending interviews
- •1. What don’t you like about your current position?
- •2. Where does your employer think you are today?
- •4. What are your weaknesses?
- •72. You are a Human Resources Manager. Write a report on the applicant (see exercise 66).
- •73. Translate the text below.
- •74. Here is an answer to a job application letter.
- •75. Read this page of Fibretech’s conditions of employment. Then complete the sentences choosing the correct option.
- •Exam section
- •1. What are the most important things for you in your work? Arrange these aspects in order of importance and add some more things you think are important:
- •2. Complete the diagram with vocabulary from the unit.
- •3. Match the following words with the correct meaning.
- •4. Match the verbs with the nouns.
- •6. Choose the best word to complete the sentences.
- •Complete the table below.
- •8. Complete the following sentences with the correct form of the words from the table above.
- •9. Complete the following passage.
- •10. Complete the sentences with the prepositions below. You can use the prepositions more than once.
- •14. Read the following interview with Margi Bogart, Product Marketing Manager at Mindsteps. Put the verbs in brackets into the present simple or present progressive tense. MindstepsTm
- •15. Complete the sentences below. Use your own words.
- •Appendix 1 Trades and Jobs
- •Building Строительство
- •Professions Профессии
- •Samples of Recommendation Letters
27. How would you recruit people for his/her own job?
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Grammar Review We can use the following conditional forms to talk about the results of an action which we do not expect to happen. If + Past Simple Tense, would + infinitive |
28. Read the text and complete the table.
Job ads: Reading between the lines
Checking out job advertisements is popular with executives worldwide. But though the activity is universal, is the same true of the advertisements? Are executive positions in different countries advertised in the same way?
A comparison of the jobs pages of The Times of London, Le Monde of Paris and Germany’s Frankfurter Allgemeine Zeitung suggests not.
First, what UK job seekers consider an essential piece of information – what the post pays – is absent from French and German adverts. It is often left to applicants (претенденты) to raise this themselves. In contrast, most British advertisements mention not only salary, but also other material incentives (стимулы) including a car and fringe benefits. French or German advertisements rarely refer to these.
The attention given to rewards (вознаграждения) in the UK indicates the importance of the job and its responsibility. In France and Germany that information is given by the level of experience and qualifications demanded. Salary can be assumed to correspond (соответствовать) with this.
If French and German adverts are vague (неопределенный, неясный) about material rewards, they are precise (точный) about qualifications. They usually demand ‘a degree in ...’, not simply ‘a degree’. In Germany, for example, a technical director for a machine tool company will be expected to have a Dipl.-Ing. Degree in Mechanical Engineering.
French advertisements go further. They may specify (точно определять) not just the type of grande ecole degree, but sometimes a particular set of institutions (Formation superieure X, Centrale, Mines, HEC, ESSEC), these being the most famous grandes ecoles.
All this contrasts with the vague call for ‘graduates’ (or ‘graduate preferred’) which is found in the UK. British companies often give the impression that they have a particular type of applicant in mind, but are not sure about the supply and will consider others. Their wording suggests hope and uncertainty, as in this advertisement from The Times: ‘Whilst (хотя) educational standards are obviously important, a large measure of personal oomph (= enthusiasm) is likely to secure the success of your application.’
In the UK qualifications beyond (выше) degree level make employers nervous, but in France or Germany it is difficult to be ‘overqualified’. Many people on German executive boards have doctorates and the French regard (считают) five post-baccalaureat study at a grand ecole as ideal training. British managers are not selected primarily for their intelligence, as managers are in France, or for their expert knowledge, as in Germany. Instead, the British give importance to social, political and leadership skills (мастерство, навыки, умения).
This difference also shows in the personal qualities mentioned. British advertisements stress energy, ability (умение) to communicate and motivate. German advertisements like achievement, but it tends to be less personality-driven. German companies want candidates with sound (глубокий) knowledge, experience and competence in their field. They rarely recruit novices (новички) as do British employers. French advertisements refer more to intellectual qualities like analytical aptitude (способность, склонность) and independence.
Even the tone of the job advertisements is different in the three countries. By French and German standards, British advertisements are very race (= bold, exciting). They attract young executives with challenges (вызов) such as “Are you reaching your potential?’, whereas French and German advertisements are boringly (скучно) direct, aiming to give information about the job rather than to sell it.
All this points to three different conceptions of management. The French regard it as intellectually complex, and the British as interpersonally complex. But they agree on one thing: it’s complex.
|
|
UK |
France |
Germany |
|
Salary |
(1) Essential piece of information |
(2) Not mentioned |
(3) Not mentioned |
|
Material incentives |
(4) |
(5) |
(6) |
|
Degrees/qualifications |
(7) |
(8) |
(9) |
|
School attended |
(10) |
(11) |
(12) |
|
Personal qualities |
(13) |
(14) |
(15) |
|
Tone of job advertisement |
(16) |
(17) |
(18) |
|
Conception of management |
(19) |
(20) |
(21) |