IV. Перепишите предложения. Переведите предложения, обращая внимание на сослагательное наклонение.
1. If you present yourself properly, you look good and get respect.
2. If he did so, he faced the sack.
3. They even threatened to dismiss him if he did not accept their new dress code.
4. Even if you know how a market will develop, timing is a matter of luck or of quite exceptional skill.
V. Перепишите и письменно переведите текст.
Job Interview Questions to Ask a Candidate
You have a vacancy to fill. You have prepared a set of interview questions to ask potential candidates. You reflect on how the previous employee lasted only four months, it was definitely not the right fit. So much time wasted, so many people affected when you had to let the person go before passing probation. Your boss didn't appreciate your hiring mistake either; he had to answer to his boss and to HR, who were questioning your judgment.
This time you want to make sure you have the right person for the position. What gets in the way of finding the right person for a job? We all know that most candidates are in their best behavior during interviews, so it will take focused listening skills to get to bare reality about the candidate's skills and experience.
We also know that interviewers often assume that the position they are filling is precious and all souls that are looking for jobs will be extremely grateful to be considered for the position. This assumption will lead Interviewers to be less attentive to clues that tell them about the candidate's true expectations, desires and goals.
The following list of questions is designed to both elicit the information you need to know if you have the right person for the vacancy at hand.
1. Tell me a little bit about yourself.
2. Why did you leave your last job?
3. What’s would your boss say is your greatest strength and your greatest weakness?
4. What is your understanding of the job?
5. Why do you want this job?
What are your career goals?
What is your greatest achievement?
Your questions are aimed at getting information that will tell you if there is a fit between the candidate's background, skills, interests, goals and expectations, and the position's requirements about technical skill level, pay level, schedule, interpersonal skills, and level of commitment. At times a candidate may be ready to take any job, and will do practically anything to keep it. That doesn't mean you have a good fit, it just means you have a short term and unhappy employee in your ranks.