Материал: Никова Тхе Басиц Иссуес оф Манагемент ин Усе 2016

Ex. 7. Complete the sentences with an appropriate word.

perhaps – in an effort to attract more (or better) candidates

Ex. 8. Discussion time. Agree or disagree with the following statements. Explain your point of view.

1.The recruiting stage of the hiring process is a lot like fishing.

2.The recruiting is the most challenging stage of the hiring process.

3.Once you decide on your strategy, it’s important not to change it, even if it is not working for you.

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Text 6. Writing a good job Ad

Writing a good job ad is a critical step in the hiring process, but the task is often more difficult than many people think. Keep in mind the following two considerations in writing a job ad:

♦the goal of a job ad is not only to generate responses from qualified applicants, but also to prevent candidates who are clearly unqualified from applying for the position. You are better off getting only five responses, each from a person who clearly deserves an interview, than getting 100 responses from people you don’t want to hire;

♦think «sell». You are advertising a product – your company. Every aspect of your ad must seek to foster a favorable impression of the organization.

Your next step is to actually compose the ad. If you’ve done a good job writing the job description, then you’ve already accomplished this task. In fact, you actually want to think of the ad as a synopsis of the existing job description.

As for the ad itself, the following list describes the elements you need to think about as you compose the ad:

♦Headline: the headline almost always is the job title.

♦Job information: a line or two about the general duties and responsibilities of the job.

♦Company information: always include a few words on what your company does.

♦Qualifications and hiring criteria: specify the level of education and experience and relevant attributes and skills (per your competency model) required to do the job.

♦Respond method: let applicants know the best way to get in touch with you: e-mail, regular mail, fax or phone.

Company Information

Don’t just tell the potential applicants what you do, tell them why you’re the best at it. Tell them why you’re a great, successful, growing business and anybody coming to work for you will be so lucky they’ll never leave.

This sounds over the top, but remember, it’s a sales job. Here’s an example:

Sales manager needed for 60-bedroom, three-star hotel in York. Job will also cover restaurant.

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Compare that with the next one. Which would be more likely to get the applicant reaching for their CV?

The Grand Hotel in picturesque York needs a dynamic new sales manager. With 60 bedrooms, we’re one of the biggest hotels in the city and our restaurant has won the Yorkshire Eats Out award for the past three years. Have you got what it takes to make us even more successful?

Job information

You need to tell the potential applicant exactly what the job is. Make sure you detail exactly the level of responsibility and the main duties, but sell the challenges and what the job may lead to in the future. If the job has become vacant because the previous incumbent has been promoted, then slip that in.

Again, look at this example:

Sales manager needed. Will manage sales team of three, covering conference and hotel side of the business.

Yawn. Now compare it with this:

Sales manager needed. Heading up a team of dedicated sales staff, you will be responsible for a budget of $1m a year covering our awardwinning conference hotel. We plan to double the size of our facilities in the next two years and need you to help us grow the team to 12. Our last sales manager has been transferred to the head office to cover the whole country. Can you step into his shoes?

Qualifications and hiring criteria

You need to tell the reader all the skills, qualifications and attributes you think anyone filling your vacancy will need. It will filter out a lot of people who aren’t what you want.

You still need to apply the hard sell, but many companies put lots of buzzwords in this part that sound good but are of little practical use.

For example:

We want a sales manager who can think outside the box, inspire, lead, and deliver quality and excellence.

That doesn’t help the applicant reading the advert decide whether he has what you’re looking for.

Stick with the hard facts:

We want a sales manager with at least three years’ experience in a tough hotel conference sales environment. He or she must have a de-

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gree, have the industry qualification and be able to prove an outstanding sales track record.

In other words, leave the questions about «thinking outside the box» to the interview – that way you can ask for examples.

Salary issue

You need to tell the applicants what they’re going to get paid, or more precisely, what the benefits package will be. Of course, not all companies like to give details of salary and benefits, preferring to hedge their bets with phrases like: «An excellent competitive salary and benefits package is available to the right candidate.» Which, to most potential candidates, is not helpful at all.

The reasons for not wanting to specify a salary are obvious, but not mentioning it means that you’ll get applications from totally inappropriate people way above, or way below, the level you’re looking for.

One way around this is to specify a salary range, such as «$25,000– $35,000» which will at least help the bemused applicant.

Respond method

Finally, how do you want them to apply? The covering letter and resume is traditional, but many people have e-mail these days and this is more convenient both for you and them. However, e-mail has an air of informality about it that many employers don’t like.

Do you want to give out a phone number for anybody who is after more details? Potentially irritating if you’re expecting a lot of applicants, but it does give you a chance to further assess applicants.

Don’t be afraid to ask for extra information if you need it. Details of current salary is the most common thing to ask for, but if you want references, or examples of their work, then stick that in as well.

The job advertisement is the potential applicant’s window into your company. If you want to attract the right people, you need to make sure they know you’re there, know what you’re about and why you need them.

Vocabulary:

to be better off – быть в лучшем положении;

think «sell» – (зд.) мыслить в направлении «необходимо продать»;

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to foster – способствовать; synopsis – резюме, конспект; over the top – слишком;

think outside the box – иметь нестандартное мышление; incumbent – лицо, занимающее должность; challenges – сложные, но перспективные задачи;

hard sell – усиленная реклама;

hedge their bets – (зд.) уклониться от предоставления фактической информации;

buzzwords – слова, не несущие смысловой нагрузки; hard facts – реальные факты;

bemused – озадаченный;

track record – послужной список, достижения в какой-либо сфере деятельности;

attribute – качественная характеристика.

Ex. 1. Find in the text English equivalents to the following words and phrases:

объявление о вакансии; препятствовать подаче заявления о приеме на работу; обязанности общего характера; слишком; разрекламировать сложные, перспективные задачи; навыки, квалификация и качественные характеристики; слова, не несущие смысловой нагрузки; с оттенком неформальности; потенциальный раздражитель; занять чье-либо место; дополнительные льготы, выплаты; использовать усиленную рекламу; нестандартное мышление; результаты предыдущей деятельности; конкурентоспособная заработная плата; диапазон, «вилка» заработной платы; рекомендации, придерживаться фактической информации.

Ex. 2. Write down Russian equivalents for the following words and phrases:

job ad; to prevent from applying for the position; general duties; over the top; sell the challenges; skills, qualifications and attributes; buzzwords; air of informality; potentially irritating; window into your company; step into smb.’s shoes; benefit package; apply hard sell; thinking outside the box; track record; competitive salary; salary range; references, stick with the hard facts.

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