本文选自陈小慰主编《BEC口试必备手册》

Recruiting Stuff

Part one

1 Are there any advantages of filling openings(vacancies—Are there any vacancies/ openings in your company?) from internal sources? Why or Why not?

Yes. Promotion-from-within has some motivational values. It is a kind of reward for employees for their past performance and will encourage them to continue their efforts and also give other employees anticipation(anticipate=expect; anticipate some salary; anticipatory /potential) of promotion for similar efforts. This can improve morale(mortal:致命的; moral：道德的—moral training; morale:士气) within the organization.

In addition, transfer can serve to protect employees from layoff(be laid off; make sb redundant), or broaden their job experiences. Furthermore, the transferred employee’s familiarity/proficiency (a be familiar with.b.; b be familiar to a ; be proficient in….) with the organization and its operation can reduce the orientation(适应期—新生入学：Orientation Ceremony) and training costs.

2 What do you think of recruiting employees through the Internet?

It is a new and modern source of recruitment and is becoming popular. Undoubtedly(表示自己观点的副词是非常重要的), internet recruiting is of low cost and wide coverage（be of + n ）, which can reach a large audience of possible applicants and is very convenient. However, online recruiting will keep some qualified applicants of low income families outdoors and isn’t appropriate (appropriate /proper/suitable; v: 挪用) for recruiting employees for jobs of low position.

3 Are there any advantages of external recruitment? Why or why not?

Yes. It is essential for revitalizing（revitalize : re（again:重新）+vital(vitamin:维生素； vital—vitality: 活力)+ize（使，令）：使焕发生机，使活过来） the organizations. Applicants hired from the outside can be a source of new ideas and may bring along with them the latest knowledge acquired from their previous employment.

“搭配不当”—“学习知识： get/acquire knowledge； 价格便宜: low price； 人口众多: large population；发生变化: changes happened to me.”

No. Excessive reliance(rely) on external sources will deprive present jobholders of career anticipation(deprive sb of sth: 使失去，剥夺), thus discouraging them from working harder for the companies. Besides, it will also entail（en（使，令）+tail(尾巴): 导致，引起； endanger; enhance(en+ hance(high)); enlarge; enrich; entitle(job title); engulf; endure; enslave; empower; envision ） more costs for orientation and training. And it is sometimes difficult to determine whether the organizations’ effort to locate promising talents is effective and cost-efficient.

4 When interviewing candidates, which do you prefer, traditional one-to-one interview or the panel interview? Why?

I prefer the panel interview, because decision made by three to five interviewers can avoid bias (prejudice) and discrimination and thus be more reliable and acceptable. In addition, the panel interview can be more efficient by shortening decision time.

I prefer the traditional one-to-one interview, especially for small companies, because it can reduce recruiting costs. In my opinion, the number of interviewers isn’t as important as the capability(能力：ability; capability; faculty; competency; be able to do sth/ be capable of doing sth; enable sb to do sth; be unable to do sth; disable sb from doing sth ; ), personality and experience of an interviewer.

Part Two

What’s important when selecting interviewer…

l        Personal quality

l        Interviewing skills

……

When selecting an employment interviewer, personal qualities are important, which can ensure his or her decision sound (a sound system; a sound management; a sound growing environment)and fair. Qualities desirable include humility, the ability to think objectively and poise. For example, to think objectively can prevent extreme opinions and biases, thus avoiding employment discrimination.

In addition to(besides=in addition: 副词：…… Besides, …; 介词= in addition to: Besides a, b….) qualities, interviewing skills , such as the skill to raise questions, is also important. For instance/example, questions concerning(about; regarding ; concerning: 关于) marital status are generally recognized as inappropriate. But there are some cases when you have to get some private issues about the candidates, so with the necessary skill, you can ask in the way—What is thee name, address and telephone number of a person we may contact in case of an emergency? This question is perfectly legal and appropriate.

Besides, experience in associating with (与。。联系，打交道)people from various backgrounds is also important because the workforce of a company is varied and diverse（various; varied; different; diverse; diversify : 使不同—to diversify business/investment industrially/ geographically/technically –Don’t put all eggs in one basket. ）. Training, of course, can not be neglected.

Part Three

Advertising for a job Opening

Your company is going to fill the job vacancy of personnel manger by advertising. You have been asked to make recommendations. Discuss the situation together, and decide:

l        What type of publication to choose

l        What should be included in the advertisement

A: You see, the former personnel manager resigned two weeks ago, we just cannot manage without a personnel manger. To fill the vacancy, we are going to advertise the post.

B: Good idea? Nowadays, advertising is one of the most common methods of attracting applicants. When advertising a job opening, the choice of publication is important.

A: I agree with you. When choosing a publication, we should consider its readers. We should make sure whether it is directed to a wide range of readers or just to a particular/certain group. Besides, it is also important to consider advertising expense. The advertising cost should be reasonable and affordable, somewhere around the company’s budget.

B: exactly. So, in our case, we should choose a local publication instead of(rather than) a national one. As a commercial and cultural center, we have a lot of talents here. What do you think of an influential local newspaper?

A: It is undoubtedly an ideal choice. Newspaper advertising is the cheapest way of reaching large numbers of readers of various backgrounds, including the general public, our potential job applicants and clients.

B: Yes. Besides, as an influential newspaper, its advertising staff’s ability and creativity can be guaranteed(guarantee/ensure). Then the money we invest will surely pay off.

A: Yes. It is important to insure that our averment effort is cost-effective. To recruit the right person, we should also consider the contents of the advertisements.

B: in my opinion, besides the basic information as time, place and contact address, the description of applicants’’ qualification and the specifications of the openings should be included, because it can cut down the number of applicants, attract the desirable ones.

A Yeah, to attract ideal applicants, it is also necessary for our job advertisement to show the responsiveness/feedback of our company to the job and career needs of the applicants.

B: exactly. This is also a chance to publicize the image of our company. To publicize our company, the advertisement should be well-designed and cover general information of our company.

A： I cannot agree more.