Студопедия

КАТЕГОРИИ:


Архитектура-(3434)Астрономия-(809)Биология-(7483)Биотехнологии-(1457)Военное дело-(14632)Высокие технологии-(1363)География-(913)Геология-(1438)Государство-(451)Демография-(1065)Дом-(47672)Журналистика и СМИ-(912)Изобретательство-(14524)Иностранные языки-(4268)Информатика-(17799)Искусство-(1338)История-(13644)Компьютеры-(11121)Косметика-(55)Кулинария-(373)Культура-(8427)Лингвистика-(374)Литература-(1642)Маркетинг-(23702)Математика-(16968)Машиностроение-(1700)Медицина-(12668)Менеджмент-(24684)Механика-(15423)Науковедение-(506)Образование-(11852)Охрана труда-(3308)Педагогика-(5571)Полиграфия-(1312)Политика-(7869)Право-(5454)Приборостроение-(1369)Программирование-(2801)Производство-(97182)Промышленность-(8706)Психология-(18388)Религия-(3217)Связь-(10668)Сельское хозяйство-(299)Социология-(6455)Спорт-(42831)Строительство-(4793)Торговля-(5050)Транспорт-(2929)Туризм-(1568)Физика-(3942)Философия-(17015)Финансы-(26596)Химия-(22929)Экология-(12095)Экономика-(9961)Электроника-(8441)Электротехника-(4623)Энергетика-(12629)Юриспруденция-(1492)Ядерная техника-(1748)

Read and discuss the following text




Now listen and for questions 1-10, complete the sentences with one to three words.

You will hear a radio interview with a woman advising people on how to get a job. Read the following sentences then listen to the tape and fill in the missing parts.

Job Hunting

Skills and training

Getting started in the career you want

Finding a job can be a challenge, but having the right skills can make a big difference. Find out what training support is available, the different sectors you can work in and what other people have achieved.

No matter how long you have been out of work, training can help you:

· improve your skills

· gain new qualifications

· boost your confidence

· get you noticed by employers

Refreshing your skills or learning new ones can increase your chances of finding a new job.

2) Here is a list of twelve points which you might find important when you are looking for a job. Which are the most important and the 3 least important points for you? Give your reasons.

Top wages

Opportunity to use your own ideas

On-the-job training when you begin

Further training

Chance to help other people

Opportunity to become well-known
Outdoor work

No special qualifications needed

Regular working hours

Flexible working hours

Work in a team with friendly people

Opportunity to become self-employed

 

The two problems for those seeking work are getting 1) ……………….. and performing well at it.

It's important that your CV is 2) …………………………….

Once you've got a CV you should send it to possible 3) ………………………….

To find a job you should first look in 4)………………………… regularly.

The night before the interview you should get enough 5)……………………….

For a job interview you should wear the 6) ………………………….

Make sure you arrive for the interview 7) …………………….............. early.

You should also be 8) ……………………………… to the receptionist.

Don't 9) ………………………………. before the interviewer asks you to do so.

During the interview, you should not 10) ………………………. or chew gum.

 

Today’s 1 ……………………. is extremely competitive.

If possible, visit the 2 ……………………. before your interview.

Finding out about the company will boost your 3 …………………...

Use your 4 ………………… to prepare your questions and answers.

It’s helpful to 5 ……………………. the things you want to ask.

Being late for an interview gives a 6 ……………………...

Remember that 7 ………………………… may be delayed.

On entering the building, be 8 …………………... to everybody.

Candidates usually 9 ……………………. at the end of the interview.

Don’t ask the interviewer questions about his/her 10 ………………...

 

Fit For Hiring? It's Mind over Matter

New York – Members of America's professional and managerial classes have always left college confident of at least one thing: they had taken their last test. From here on, they could rely on charm, cunning and/or a record of accomplishment to propel them up the corporate ladder.

But that's not necessarily, true any longer. A growing number of companies, from General Motors Corp to American Express Co., are no longer satisfied with traditional job interviews. Instead, they are requiring applicants for many white-collar jobs - from top executives down - to submit to a series of paper-and-pencil tests, role-playing exercises, simulated decision-making exercises and brainteasers. Others put candidates through a long series of interviews by psychologists or trained interviewers.

The tests are not about mathematics or grammar, nor about any of the basic technical skills for which many production, sales and clerical workers have long been tested. Rather, employers want to evaluate candidates on intangible qualities: Is she creative and entrepreneurial? Can he lead and coach? Is he flexible and capable of learning? Does she have passion and a sense of urgency? How will he function under pressure? Most important, will the potential recruit fit the corporate culture?

These tests, which can take from an hour to two days, are all part of a broader trend. 'Companies are getting much more careful about hiring,' said Paul R. Ray Jr., chairman of the Association of Executive Search Consultants.

Ten years ago, candidates could win a top job with the right look and the right answers to questions such as 'Why do you want this job?'. Now, many are having to face questions and exercises intended to learn how they get things done.

They may, for example, have to describe in great detail not one career accomplishment but many - so that patterns of behaviour emerge. They may face questions such as 'Who is the best manager you ever worked for and why?' or 'What is your best friend like?'. The answers, psychologists say, reveal much about, a candidate's management style and about himself or herself.

The reason for the interrogations is clear: many hires work out badly. About 35 percent of recently hired senior executives are judged failures, according to the Center for Creative Leadership in Greensboro, North Carolina, which surveyed nearly 500 chief executives.

The cost of bringing the wrong person on board is sometimes huge. Searching and training can cost from $5000 for a lower-level manager to $250,000 for a top executive. Years of corporate downsizing, a trend that has slashed layers of management, has also increased the potential damage that one bad executive can do. With the pace of change accelerating in markets and technology, companies want to know how an executive will perform, not just how he or she has performed.

'Years ago, employers looked for experience - has a candidate done this before?' said Harold P. Weinstein, executive vice-president of Caliper, a personnel testing and consulting firm in Princeton, New Jersey. 'But having experience in a job does not guarantee that you can do it in a different environment.'

At this point, most companies have not shifted to this practice. Some do not see the need or remain unconvinced that such testing is worth the cost. But human-resource specialists say anecdotal evidence suggests that white-collar testing is growing in popularity. What has brought so many employers around to testing is a sense of the limitations in the usual job interview. With so little information on which to base a decision, 'most people hire people they like, rather than the most competent person,' said Orv Owens, a psychologist in Snohomish, Washington, who sizes up executive candidates. Research has shown, he said, that 'most decision makers make their hiring decisions in the first five minutes of an interview and spend the rest of the time rationalizing their choice.'

Besides, with advice on how to land a better job about as common as a ten-dollar bill, many people are learning to play the interview game.

Even companies that have not started extensive testing have toughened their hiring practices. Many now do background checks, for example, looking for signs of drug use, violence or sexual harassment. But the more comprehensive testing aims to measure skills in communications, analysis and organization, attention to detail and management style; personality traits and motivations that behavioural scientists say predict performance.




Поделиться с друзьями:


Дата добавления: 2014-12-29; Просмотров: 3852; Нарушение авторских прав?; Мы поможем в написании вашей работы!


Нам важно ваше мнение! Был ли полезен опубликованный материал? Да | Нет



studopedia.su - Студопедия (2013 - 2024) год. Все материалы представленные на сайте исключительно с целью ознакомления читателями и не преследуют коммерческих целей или нарушение авторских прав! Последнее добавление




Генерация страницы за: 0.01 сек.