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CURRICULUM VITAE

1 Personal Details Fiona Scott

52 Hanover Street Edinburgh EH2 5LM Scotland

Phone: 0131 449 0237 E-mail:Fiona.scott@caledonia.net 2______________

Cross-country skiing, rock climbing and swimming Ski Instructor (grade II)

Secretary of the local branch of “Action”, an association organizing sports activities for disabled children

Next step, Fiona Scott has undertaken, is the letter of application.

Note:

The letter of application can be as important as the CV in that it often provides the first direct contact between a candidate and an employer.

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Ex. 11. Work in pairs. Refer back to the job advertisement, CV and letter of application. Do you think that Fiona has a chance of getting the job? What are her strength and weaknesses?

Ex. 12. Read the advertisements carefully, then write CV and application letter that you would send to apply for one of these positions. You may invent as many details as you wish to get the job.

ATTENTION: CAREERS IN MARKETING

OPPORTUNITY TO BECOME A MEMBER OF AN INTERNATIONAL MARKETING TEAM PJP, a world leader in sales and

marketing training and a western working environment.

BRAND MANAGER

We welcome candidates with the following qualifications:

Send your CV and application letter to: UNIVERSAL PERSONNEL10 00 00,

Moscow POB 000 or (095) 000-11-11 Tel/Fax

We encourage graduates of military academies to apply for

RESEARCH MANAGER

Candidates will be considered with the qualifications listed above and additional market research experience. Interested candidates should bring their resume, in English, to:

PJP, Vasilievsky Ostrov, 66 Liniya, d. 333

Or fax their resume to the attention of John Smith. Fax (812) 222 11 33

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Ex. 13. Different methods may be used to recruit people. In groups, discuss the following.

Candidates may be asked to: tell a joke

take part in a team game with employees from the company make a five-minute speech

complete a probation period before being accepted Employers may

offer a job to the husband or wife of a good candidate prefer to recruit people from the families of employees ask candidates to complete a personality test

have candidates’ handwriting analysed (graphology)

Which methods do you think are acceptable / unacceptable? Why? Would it be possible to recruit like this in your country?

Ex. 14. Read the article from New York Times about methods of personnel hiring. Are they possible in your country?

Fit for Hiring? It’s Mind over Matter

NEW YORK – Members of America’s professional and managerial classes have always left college confident of the 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-pencils tests, role-playing exercises, simulated decision-making exercisers and brainteasers. Others put candidates through a long series of interviews by psychologists or trained interviewers.

The tests are neither about mathematics or grammar, nor about any of 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 entrepreneur? Can he lead and coach? Is he flexible and capable for 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?

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 have to face questions and exercises intended to learn how they got things done.

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

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The reason for the interrogations is clear: many hires work out badly. 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 $25,000 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 she or he has performed.

“Years ago, employers looked for experience – has a candidate done this before?” said Harold P. Weinstein, executive vise-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 cost. Most employers hire people they like, rather than the most competent person. Research has shown 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 behavioral scientists say predict performance.

From New York Times

Ex. 15. Give Russian equivalents to the words and word-combinations from the article.

To rely on charm and cunning, to propel smb. up, white-collar jobs, to submit to a series of paper-and-pencils tests, to simulate decision-making exercisers and brainteasers, to evaluate candidates, intangible qualities, career accomplishment, a hire, a recruit, to remain unconvinced, competent person, to play the interview game, to toughen, comprehensive testing, to measure skills, personality traits, to predict performance.

Ex. 16. Decide if the following statements about the article are true (T) or false (F). Prove your decision.

1.Traditionally, candidates for executive positions have been evaluated on their technical skills.

2.The principal aim of testing is to find how candidates have performed in the past.

3.Today choosing the wrong person for a position can have more serious consequences than ten years ago.

4.Most interviewer select candidates for their professional abilities.

5.Candidates are now better prepared for interviews than they were in the past.