Job recruitment Look at the pairs of words and expressions in bold in this article, and decide which one is best in each situation. In several cases, both words are correct. Part 1 When a company has a (1) vacancy / vacant for a job, and it needs to (2) hire / recruit a new member of (3) crew / staff , it usually (4) publicizes / advertises the (5) post / position . It does this (6) internally / internationally (for example, in the company magazine or on a company notice board, so that the job is only open to people already working for the company), or (7) extensively / externally in the 'situations vacant' section of a newspaper. It might also use a recruitment (8) agency / agenda , which helps people to find (9) job / work . A job advertisement has to give an accurate (10) describing / description of the job and what the company needs and expects from the (11) applicant / application (the person who is (12) applying / appalling for the job). These (13) requirements / requisitions might include (14) qualifications / qualities (academic, vocational or professional), (15) experience / experiences in similar lines of work, and personal (16) qualifications / qualities (for example, it might say that you need to be (17) practicing / practical , (18) professional / professorial and have a sense of humor). Most advertisements specify the (19) rewards / remuneration that the company can offer in return for your work (including the basic annual (20) wage / salary , any commission you could receive, regular pay (21) rises / increments , and so on). Some advertisements will also tell you about other (22) benefits / beneficial (including paid annual (23) leave / vacations , free medical care, a company car, free meals in the cafeteria, etc.) that you might receive. If the (24) packet / package they are offering is very generous and attractive, and is (25) commensurate / commendable with the work that is necessary, the company can expect a lot of people to apply for the job. Part 2 If somebody is interested in the job, they are usually asked to send to send their (1) resume / résumé with a (2) cover / covering letter. Alternatively, they might be asked to (3) fill in / fill out an (4) application / applicant form and (5) submit / send it to the company. The managers of the company will read these and then make a (6) short-list / small-list of the people it wants to (7) attend / attempt an interview. At the same time, it will (8) reject / turn down those who it feels are (9) unsuitable / unthinkable . During and after the interviews, the managers will consider the different aspects of the (10) candidates / applicants to decide whether they have the correct (11) potency / potential for the job. These might include physical (12) apparition / appearance (are they smart and well-presented?), general (13) disposition / disposal (for example, are they friendly and easy to work with?), special (14) skills / abilities (for example, are they computer literate, can they drive, or do they speak any other languages?) and (15) interests / hobbies (what do they like doing in their free time?). They might also consider their family (16) backing / background (are they married, do they have children?) and (17) medicine / medical history. The person who most closely (18) suits / matches the (19) profile / criteria decided by the managers will then be accepted for the job. Before somebody is (20) offered / suggested the job, s/he is asked to provide (21) referees / references from people who know him / her (usually a former (22) employer / employee , a (23) colleague / coworker , and / or a close friend). Before s/he actually starts working, s/he may go through an (24) induction / introduction program to learn more about the company and the job. Sometimes, s/he may be given a (25) temporary / temporal contract and obliged to complete a (26) trial / probationary period (where his / her employers make sure that s/he is suitable for the job) before being offered something that is more (27) permanence / permanent (a fixed-term or open-ended contract, for example). After s/he has been with the company for a while, there will probably be an (28) appraisal / appreciable , to assess how s/he is getting on. These may be repeated on a regular basis throughout his / her time with the company. |
