• Гідрологія і Гідрометрія
• Господарське право
• Економіка будівництва
• Економіка природокористування
• Економічна теорія
• Земельне право
• Історія України
• Кримінально виконавче право
• Медична радіологія
• Методи аналізу
• Міжнародне приватне право
• Міжнародний маркетинг
• Основи екології
• Предмет Політологія
• Соціальне страхування
• Технічні засоби організації дорожнього руху
• Товарознавство продовольчих товарів

Text 2. Preparing for an Interview

Before you read discuss the questions with your partner:

You may be interviewed in different ways, but the interviewer will have a clear-cut aim — to find out what sort of a person you are. In addition, he will be appraising whether you have the necessary set of knowledge and skills. Therefore, you must be ready to answer the most unexpected questions and paint in vivid detail your relevant previous ехреrience.

Be ready for your interviewer to assess what you can do for the com­pany that is going to employ you. You should be ready for questions like: “How do you see your future duties?”, and you should learn as much as possible about the company you are dealing with before the inter­view. It would be a good idea to investigate the specific requirements of various positions, to assess yourself impartially and, in answering the questions, to try to compensate for your possible shortcomings with the undoubted advantages of your experi­ence.

The next question will usually be — "What are your strong points?" Remember that an answer like: "I can do "everything" is unsuitable. The enu­meration of your genuinely valuable merits — "I am energetic, hard-work­ing, loyal and so on" — will produce no effect unless you back them up with concrete examples.

"What are your weak points?" You must also be able to answer this question, and you may be sure that your interviewer will attentively fol­low how you react. Be ready to speak about failures or mistakes in your career, since no one will believe that you had none, but don't run to the other extreme—don't start enu­merating all of your slip-ups. Be sure to emphasize the conclusions you have drawn after analyzing your failures, and tell your interviewer what they taught you. Just remember that an employee who has the experience of overcoming failures and analyzing his own mistakes is much more valuable -for the company -because he won't lose his head when facing difficulties.

Think about the achievements you can mention at the interview. If you can't answer questions about them, or mumble something unintelligible, your chances of succeeding in the interview won't be great. If possible, quote concrete figures or examples so that your interviewer can assess the extent of your success.

Be ready for practical tests — if you apply for a job as a salesperson you may be asked to sell something (this is a good test of your abilities) or you may be required describing some production situation, to express your opinion on the settlement of the con­flict in a hypothetical situation.

What salary are you expecting? Think of concrete figures — you should base your answer on the aver­age salary of other employees with your qualification. If you are sure the company is very interested in you, you may increase your demands but, naturally, not to scare off your-employer.

Usually they will ask, at the end of an interview if there is anything you would like to know. This is your turn to interview a staff member. You have to understand what your future job will entail, what supervisors will expect, what possible difficulties there are in store for you, what the other staff members are like and so on. No matter how interested you are in tops position, remember that even if you are selected, you’ll have to show your skills in practice and it will be clear whether you meet the requirements of the post or not.

Task 1 . Insert the following words in the gaps in the text below:

applicant application application form apply employment agencies

curriculum vitae or CV (GB) or resume (US) interview job description

job vacancies candidate references short-listed

Many people looking for work read the (1) ______advertised by companies and (2) _________in newspapers or on the internet. To apply to an advertisement is to (3) _______for a job. You become a (4) ______or an (5)_______. You write an (6)_____ or fill in the company’s (7) _____, and send it, along with your (8)______and a covering letter. You often have to give the names of two people who are prepared to write (9) ________for you. If your qualifications and abilities match the (10) _______, you might be (11) ______, i.e. selected to attend an (12) _______.

Text 3. Read the dialogue and speak on the following points:

- the mistakes a candidate can make in an interview;

- the qualities a candidate must have;

- personnel manager’s advice to interviewees;

- the kind of things a candidate must have.

When a company needs to recruit or employ new people, it may decide to advertise the job or position in the appointing page of a newspaper. People who are interested can then apply for the job by sending in a letter of application and curriculum vitae containing details of their education and experience. The company will then drop up a list of candidates, who are invited to attend an interview. See how the Personal Manager of a company answers questions about the way he interviews and selects candidates.

Personnel Manager: The most important thing when interviewing a candidate is his character, his ability to react, his intelligence and his suitability for the position for which he is being interviewed.

Reporter: And to what extent does the person’s appearance influence your decision?

P.M.: It is important that the person is well presented, is neat and tidy, and that she or he has good manners, because that shows a lot about personality.

R.: Do you expect a candidate to be prepared in any way for the interview, or how should he prepare himself for the interview?

P.M.: Normally the candidate has had one or two interviews with junior members of the staff before he gets to my level, and I expect the person concerned to have a good knowledge of what the company does, what he’s expected to do, and who he’s going to report to. If the candidate doesn’t give the impression of understanding one of those three items, then he gets marked down accordingly.

R.: How does a candidate go wrong?

P.M.: The major way a candidate goes wrong is by basically becoming a yes-man or a yes-woman and agreeing with everything you say. Also you have to feel that a candidate is going to be good and he has to show himself to be not just “Yes, sir, thank you very much. Yes, I agree with that.” Sometimes I lay dummy questions, in which I want a “no” answer, and if he continues to say “yes” than he goes down.

R.: What would you advise to a candidate, going to an interview?

P.M.: I would say to him first of all to listen; secondly, to ask the right questions; and; thirdly, perhaps, the most important, to create the right kind of relationship, I would call it an adult-to-adult relationship with the interviewee or the interviewer. When you get a yes-man in front of you, he is creating an adult-to-a-child conversation and in most cases managers are not interested in employing a child.

1. Find the synonyms in the dialogue for these words:

1. a candidate 6. to hire

2. to affect 7. looks

3. personnel 8. well-bred

4. a grown-up 9. post

5. to be mistaken 10. interrelation

Переглядів: 1550