Unit Iii Winning Interview: Answer The Questions

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UNIT III
WINNING INTERVIEW
Discussion Vocabulary Communication

Interview Development Practice
Experience Interview Set Selecting the Best
Listening and Expressions Candidate
Discussion Grammar Modern Trends in
Types of Interview Passive Structures Human Resources
Difficult Questions Creative Writing Interviewing a
Stress Interview Popular Types of Candidate
Video Film Interview Role play
The Shot List A guide to success
Reading & Letter Offering Self-Study
Speaking Appointment
Types of Interview Acceptance of Letter of Review
Killer Questions Employment
Questions and
Answers
DISCUSSION
A.
Answer the questions.
1. Have you ever had an interview?

2. What was it for?
3. How did you feel? What was the result?
4. How well were you prepared for the interview?
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5. Who interviewed you?

6. What experience did you get at the interview?
7. What type of interview did you have?
B. Pair work
Discuss with your partner a paragraph written below.
A job interview is a process in which a potential employee is evaluated by an

employer for prospective employment in their company, organization, or firm.
A job interview typically precedes the hiring decision. Interviews are usually
preceded by the evaluation of supplied résumés, selecting a small number of
candidates who seem to be the most desirable (shortlisting). Once all candidates
have had job interviews, the employer typically selects the most desirable
candidate and begins the negotiation of a job offer.
It is very important to be well prepared for an interview. According to the
University of Delaware's career center, a common reason employers gave for not
hiring an applicant, is the inability of the applicant to fully explain the contents of
his or her résumé. It is therefore of paramount importance to be able to discuss in
detail every item listed on one's resume. Preparation is the key to successful job
interviews. There are different types of interview. You should seriously consider
the following points no matter what type of the interview you are going to have.
 Gather as much information as you can about the job, the company, and the
person who is likely to interview you.
 If you are not confident about handling an interview, arrange a mock
interview. You may get some interesting feedback as a result of this exercise.
 Ask yourself what qualifications the employer thinks you need. Make a list
of these.
 Ask yourself what experience the employer thinks you need. Make a
matching list of your own experience.
 Ask yourself what skills the employer thinks you need. Make a list of
achievements that show you have these skills.
 Ask yourself what kind of person the employer is looking for. List examples
to show you are that kind of person.
 Jot down the answers to any other questions you think might come up in the
interview.
 Sort out well in advance what you will be wearing and what you need to
take with you. Make sure the clothes you plan to wear are clean and ironed.
 Check the date and time and work out travel arrangements well in advance.
 Get to the interview in plenty of time. Use the time before the interview to
run over the points you want to get across.
LISTENING AND DISCUSSION

Listening 1.1
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Listen to the expert speaking about different types of interview.
Pre-listening – activities
Explain the meaning of the words and phrases in the box.
job interview straightforward case interview to put smb in an behavioral

questions uncomfortable interview
position
traditional to select staff to present a stressful form to handle
interview problem tricky
situations
Post–listening activities
A. Make up a list of distinguishing characteristics of each type of interview under
the following headings.
Type of Interview Characteristics
1 Traditional Interview
2 Case Interview
3 Behavioral Interview
B. Recount the information you heard to a partner or your teacher. Use your notes
to help you relate the main ideas.
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Listening 1.2
Listen to Joyce Carolan, an HR consultant, speaking about the organization of the
interview.
interview to impose to examine trustworthiness problem to react

situation limitations critical solving under
on smb skills areas stress
time factor to explore service attitudes to career to evaluate
in great awareness authority ambitions responses
depth
Post–listening activities
A. Make up a list of areas the interviewer will want to examine when the time of
an interview is limited to 30 minutes. Discuss it with your partner and find out
whether he/she has noted the same points.
B. Answer the question: Does the interview described by Joyce Carolan fall under
one of three types described in listening 1?
C. Recoup the information and express your opinion on the role of time factor for
conducting an interview and say what time and which number of questions you
would consider to be optimum and why.
READING AND SPEAKING
Text 1
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Types of Interview
Read the text, find the meaning of the words and do post-reading activities.
To screen applicants, to arrange follow-up interviews, hiring authority, one-on-

one interview, group interviews, selection process, structured interview, to fill out
a form, reality interviewing, behavioral interview, to be well-suited for a position,
to ask follow-up questions, stress interview, interrogator, interviewer, to create
stressful situation,
probing questions, to handle an interviews, to conduct an interview;
Before we get into the specifics of how to succeed in interviews, might help you to
read about the different forms your interview might take. Your first interview is
likely to fall into one of the following six categories:
The Preliminary Screening Interview
In the most common type of first interview, you meet with a person whose role is
to screen applicants and arrange follow-up interviews with the person who has the
authority to hire. Other times, you may meet directly with the hiring authority,
whose primary focus is to eliminate as many applicants as possible, leaving only
one or two.
The Group or Panel Interview

Although still not as common as the one-on-one interview, group interviews are
gaining popularity. You could be asked to interview with two or more people
involved in the selection process. In some interviews you will be invited to take
part in a discussion or activity with a group of other candidates. On such occasions
you are being assessed for your ability to cooperate as much as to lead, so act
accordingly:
 Don't try to dominate the discussion.
 Don't get angry or dismissive if people offer opposing views.
 Make your point clearly and then let the other candidates have their say.
 If you can't think of anything new to add, simply say that you agree with one
of the previous speakers and repeat his or her point.
The Structured Interview
Employment laws related to hiring practices have increased the use of a structured
interview, particularly in larger organizations. In this type of interview, the
interviewer has a list of questions to ask all applicants and a form to fill out to
record the responses and observations. Your experience and skills may be
compared to specific job tasks or criteria. Even if the interview is highly structured,
you will likely have an opportunity to present what you feel is essential
information.
The Reality Interview
Some organizations now use a method commonly called "reality interviewing."
Instead of asking traditional questions like "What is the best way to handle
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customer complaints," the reality interview asks more specific questions like "Tell
me about a situation when you handled a customer complaint. Be specific in telling
me what you did and what happened as a result." The objective is to get applicants
to present specific things they did in the past as a way to indicate how they are
likely to handle similar situations in the future. You might be asked very specific
questions like "Your sales efforts resulted in a large order to an important
customer. The order needs to go out right away to meet the customer's needs, but
the accounting department has put a freeze on this account due to slow payments in
the past. What would you do and why?" These kinds of questions provide excellent
opportunities for well-prepared job seekers to present the skills and abilities that
are needed for the job they want.
Behavioral interviews
The behavioral interview is becoming more popular with hiring managers. It
prompts the candidate to answer questions with stories related to previous work
experience. These stories showcase the actual behaviors the job candidate used to
tackle related tasks that would translate favorably to the job at hand.
The best indicator of future behavior is past behavior. Behavioral interviewing is
really a very effective technique for a company to understand if a person is well-
suited for a position. The whole idea is to find out specifically what experience a
person has and how they've been able to master the use of those behaviors.
If the person conducting the behavioral interview is doing a good job, then he/she
will ask a lot of probative follow-up questions, as well. What did you do then?
What did your boss say? How did that person react?
These questions solicit even more details from the candidate. If you aren’t sure
how to respond to a question, take a moment to think about your answer. In this
type of interviewing it is perfectly acceptable to take a couple of minutes to
formulate your response.
Behavioral Interview Style Questions
1. Describe a time when you were faced with a stressful situation that
demonstrated your coping skills.
2. Give me a specific example of a time when you used good judgment and
logic in solving a problem.
3. Tell me about a time when you had to use your speaking and presentation
skills to influence a group’s opinion.
4. Explain a situation when you had to go above and beyond the call of duty in
order to get a job done.
5. Have you ever had too many things to do and you were required to prioritize
your tasks.
6. Give me an example of a time when you had to make a split second
decision.
7. What is your typical way of dealing with conflict? Give me an example.
8. Have you ever had to motivate others? Tell me about such an experience.
9. Give me an example of a time when you used your fact-finding skills to
solve a problem.
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10. Highlight your top achievements.

11.What is the most important thing that you have learned in the past year?
12.What has been your biggest setback?
The Stress Interview

“Do you see this paper clip I’m holding in my hand? Paper clips are useful little
tools, wouldn’t you agree? Tell me 12 uses for a paper clip. You have 60 seconds,
beginning now.”
The role of an interviewer drastically changes in a stress interview. The interviewer
becomes more of an interrogator who deliberately asks questions designed to make
an applicant feel uncomfortable and insecure.
The purpose of stress interviews is to discover whether a candidate can cope with
difficult, demanding situations in which the best in performance is required even in
the worst of conditions. Some jobs, after all, not only necessitate someone with the
technical expertise to do the job, but also someone who can keep cool even in
incredibly stressful situations.
In order to create stressful situation during the interview process, the interviewers
adopt one or more of the following methods:
 Keeping a candidate to wait for longer time than anticipated to begin
interview process.
 Calling him in the interview room but not advising him to sit down on the
seat meant for him.
 Long silence even after the entry of the candidate in the interview room.
 Asking another question before the candidate completes the answer of the
previous question.
 Pretension through body language by the interviewers that they do not listen
to what the candidate is saying but actually they might be listening
attentively.
 Criticizing the candidate’s views even though they may agree with these
views.
If you look at all the above methods which are adopted by the interviewers, you
will find that all these are quite frustrating to the candidate just like unexpected
unfortunate happenings in his life. If the candidate becomes frustrated, he is
unlikely to fair well in the interview just like a frustrated employee does not do
well on his job. In order to be successful in stress interview, candidate should keep
calm and treat this as a challenge.
Tips
An interviewer may behave in an uninterested or hostile style. Don’t be
discouraged by this. Keep your enthusiasm up and don’t show nervousness or
discouragement in your tone of voice or facial expression.
An interviewer may not give eye contact, interrupt, turn his back, or ask questions
in a demeaning or challenging style. Your mission, as an interviewee, is to
maintain eye contact and respect towards your interviewer.
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Just because they may not show you respect, doesn’t mean you should not be
courteous or polite either. Always be polite.
When an interviewer asks you probing questions, you should be honest. Don’t be
flustered and always be on your toes. Think before you speak and make sure that
what you say, you can support with arguments or evidence. They may attempt to
trigger an emotional, immature response in you – don’t be fooled. Always keep
your cool. Know that this is simply psychological and that you are aware of what is
going on.
Stress interviews have their place, but only in situations in which the position
being sought is extremely demanding. Even then, a stress interview should be used
only as a follow-up to the primary interview, and only finalists should be invited to
participate..
Advantages: Stress interviews, although unpleasant for the candidate and the
interviewer, are an effective method of determining whether a candidate can
function professionally under extreme conditions.
Disadvantages: While stress interviews may help determine an applicant’s ability
to work under extreme conditions, it’s important to remember that those with some
rather severe types of personality disorders will also do well. Also, overly zealous
interviewers can chase off all but the most confrontational (and therefore
potentially unmanageable) candidates.
Examples of stress interview questions:
If you caught a student cheating on their test, what would you do?
How do you feel this interview is going?
Why did you do so poorly on this test?
How to respond
Aggressive or passive aggressive interviewers can smell fear. They will try to put
you on the defensive.
Here are some tips to help you out:
 Clarify any questions and respond thoughtfully
 If you’re giving an example, make sure you get to the point and don’t go off
on tangents
 Be honest, open and direct – but don’t let yourself be emotionally
intimidated!
 Realize that these people may ask tough questions but do mean well.
 Learn to think on your toes and be prepared. Practice interview questions
with friends and family.
Breathe in and out. Relax. This is not the end-all and be-all of your life. You will
get through the interview. Once it is done, make sure you can say to yourself that
you did a good job and that you did your best
The Disorganized Interview

You will come across many inexperienced employers who will not do a good job
of interviewing you. They may talk about themselves too much or neglect to ask
you meaningful questions. Many employers are competent managers but poor
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interviews, and few have had any formal interview training. The best way to
handle these interviews is to present the employers with the skills you have to do
this job. Give them the answers they need to hire you even if they neglect to ask
the right questions.
COMPREHENSION AND VOCABULARY
Exercise 1
Choose the best alternative to complete each sentence.
1. In the most common type of first interview, you meet with a person whose role
is…..
a. to give the applicants all the details of a job position they are applying for and
specific requirements for an employee
b. to describe fully all expected duties of an employee for a vacant position and
the term of a probation period
c. to screen applicants and arrange follow-up interviews with the person who has
the authority to hire
2. Although still not as common as the one-on-one interview, group interviews…..
a. are being used only in multinational companies

b. are gaining popularity worldwide
c. are offering new vision on assessment
3. In structured interview, the interviewer has…………..
a. a list of questions to ask all applicants and a form to fill out to record the
responses and observations
b. various sets of questions to ask depending on the previous job experience of an
applicant
c. standard forms to give to all applicants to be filled out at the interview
4. The objective of reality interview is………
a. to make applicants visualize the situation described by the interviewer and to

present their activities as the participants engaged in it
b. to get applicants to present specific things they did in the past as a way to
indicate how they are likely to handle similar situations in the future
c. to invite applicants to role play any work situation which, in their opinion,
might be
typical of a job they are applying for
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5. The purpose of stress interviews is …….
a. to create an artificial stressful situation to watch the react of a candidate on the

spot
b. to find out the degree of self-confidence and reliability of a candidate
c. to discover whether a candidate can cope with difficult, demanding situations in
which the best in performance is required even in the worst of conditions
Exercise 2
1. Which types of interview are discussed in the text?

2. How should one act at a panel interview?
3. What questions can a candidate be asked at a reality interview?
4. Why is behavioral interviewing a very effective technique?
5. What methods does an interviewer apply to create a stressful situation?
6. What are advantages and disadvantages of a stress interview?
7. Which type of interview do you find most effective and why?
Exercise 3
Expand the following statements.
1. Behavioral interviewing is really a very effective technique for a company to

understand, if a person is well-suited for a position.
2. At a stress interview the interviewer becomes more of an interrogator who
deliberately asks questions designed to make an applicant feel uncomfortable and
insecure.
3. Many employers are competent managers but poor interviewers, and few have
had any formal interview training.
Exercise 4
Give Ukrainian equivalents to the following words and word combinations.
to screen applicants; to arrange follow-up interviews; one-on-one interview; group

interview; selection process; structured interview; to fill out a form; reality
interviewing; behavioral interview; to be well-suited for a position; to ask follow-
up questions; stress interview; interrogator, interviewer; to create stressful
situation; probing questions; to conduct an interview;
Exercise 5
Explain the meaning of the expressions with the verb “to handle” and make up
your sentences to illustrate how they are used.
1. to handle a situation
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2. to handle customer complaints

3. to handle an interview
Exercise 6
Translate into English.
Найбільш поширені типи інтерв'ю

1) Структуроване інтерв'ю
Для цього типу інтерв'ю HR-менеджер заздалегідь розробляє спеціальні
питання, щоб отримати інформацію про компетенцію особи, його
відповідність вимогам посади. В ході такого інтерв'ю перевіряється стійкість
претендента до стресу, наявність у нього лідерських якостей. Крім того,
інтерв'юєр по ходу спілкування робить для себе висновки про особливості
людини, звертає увагу на його позу, рухи, жестикуляцію, міміку. Важливо
все: як кандидат будує свою розповідь, наскільки добре володіє мовою, чи
уміє швидко перемикати свою увагу.
2) Інтерв'ю по компетенціях
Мета такого інтерв'ю – зібрати поведінкову інформацію про претендента в
ситуаціях, що мають відношення до майбутньої роботи. Питання будуються
таким чином, що припускають розгорнену відповідь. Претендента просять
описати одну-дві історії на певну тему з минулого досвіду, які для
інтерв’юера служитимуть інформацією про характеристику конкретної якості
людини, наприклад, уміння взяти відповідальність на себе. Пропонуючи
розповісти про інші ситуації, скажімо, про поведінку в конфліктній ситуації,
фахівець з кадрів отримує інформацію, яка дозволяє прогнозувати поведінку
кандидата в аналогічних випадках на новому місці.
3) CASE-інтерв'ю
Цей тип інтерв'ю припускає серію стандартних питань-завдань, на які кожен
претендент дає свою відповідь. Фактично – це опис деякої гіпотетичної
ситуації з подальшим питанням, адресованим претенденту. Давши відповідь,
кандидат може продемонструвати свою професійну придатність, уміння
аналізувати, взаємодіяти з колегами і підлеглими, знаходити вихід з
проблемних ситуацій. Залежно від специфіки відкритої вакансії можуть бути
задані «кейси» на наявність креативності, здатності мислити нестандартно.
4) Стрес-інтерв'ю
На практиці такий тип співбесіди використовується досить рідко, в
крайньому випадку, фахівці з кадрів дозволяють собі декілька питань
«провокаційного» характеру. Стрес-інтерв'ю практикують в тих випадках,
коли робота передбачається нестандартна, пов'язана з підвищеними
емоційними, фізичними або інтелектуальними навантаженнями. Фахівці
відзначають, що для того, щоб провести стрес-інтерв'ю на високому рівні,
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необхідна ретельна підготовка; кандидата бажано попередити про те, який

тип співбесіди його чекає.
Exercise 7
Translate into Ukrainian.
A typical job interview has a single candidate meeting with between one and three
persons representing the employer; the potential supervisor of the employee is
usually involved in the interview process. A larger interview panel will often have
a specialized human resources worker. The meeting can be as short as 15 minutes;
job interviews usually last less than two hours. The bulk of the job interview will
be the interviewers asking the candidate questions about their history, personality,
work style and other relevant factors to the job. The candidate will usually be given
a chance to ask any questions at the end of the interview. Questions are strongly
encouraged, not only do they allow the interviewee to acquire more information
but they also demonstrate the candidate's strong interest in the position and
company. A candidate should follow up the interview with a thank you letter
expressing his appreciation for the opportunity of meeting with the company
representative. The primary purpose of the job interview is to assess the candidate's
suitability for the job, although the candidate will be also assessing the corporate
culture and demands of the job on offer.
Exercise 8
Conduct a brief training session for new employees of HR department on the types
of job interview. Make your presentation on types of interviews and typical
questions.
Listening 2.1
Listen to the dialogue with Richard, who explains what questions he has been
asked at his recent job interview.
to get on in an the subject of to offer smb a job to show initiative

interview languages on the spot
to be part of one’s to be bilingual to take further to keep one’s
job qualifications fingers crossed
Language Tip
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‘To keep one’s fingers crossed’ is an idiom.

You say that you’ keep your fingers crossed’ if you want to be
successful; ‘fingers crossed’ means ‘let’s hope for success’.
Listening for detail and Post–listening activities

A. Fill in the chart below by transferring the indirect questions into direct ones.
Usual/traditional questions Difficult questions Unusual questions
B. Act out the dialogue with your partner.
Listening 2.2
Listen to the interview with Mellisa Morrow.
Explain the meaning of the words and phrases in a box.
unusual job legitimate stress negative evaluations to conduct an

interview interview interview
to work under to ask tricky to handle pressure less pressured
pressure questions jobs
Listing for detail and Post–listening activities

A. Make up a list of unusual questions Melissa was asked at the interview.
Transfer the indirect questions into direct ones.
B. Answer the questions.

1. What is the strategy of a stress interview?
2. What chance does the hostile atmosphere of a stress interview give to the
employer?
3. What jobs is a stress interview appropriate for?
4. What questions are illegal in some countries at job interviews?
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C. Speak on the nature of stress interview, its appropriateness and the reaction of
Mellisa Morrow to the interviewer’s questions.
Information box
In some countries, employers must hire
only on the basis of skills experience.
In the United States, for example, an interviewer
cannot ask an applicant certain questions unless
the information is related to the job. The following are some of the questions an
interviewer may not ask:
 How old are you?
 What is your religion?
 Are you married?
 What does your husband (or wife) do?
 Have you ever been arrested?
 How many children do you have?
 How tall are you?
 What country were you born in?
Text 2
Killer Questions
A
Discussion
1) What kind of difficult questions have you been asked at an interview? Rank the
following questions in order of difficulty (1=most difficult)
a) What are your strengths and weaknesses?

b) How would your colleagues/friends describe you?
d) Why do you want the job?
e) Would you ever lie to get what you want?
B
What are killer questions? Can you predict difficult kind of questions that are
asked
at the interview?
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Information box
Killer questions are surprising and/or difficult to answer.
C Killer Questions
Read a leaflet from a recruitment agency giving advice about interviews. Find out
the meaning of new words and do post-reading activities.
Interview questions, to expect the unexpected, killer questions, shock tactics,

throwing a candidate off guard, unplanned response, to react under pressure, to
be impressed,
to be extreme, to be aimed at, to get an honest reaction;
A________________
When it comes to interview questions, it pays to expect the unexpected. This is a
true story of one candidate’s experience. This is how his interviewers greeted him:
‘We’ve been interviewing candidates all morning and we’re getting bored. Do
something to impress us’. Then the interviewers got out their newspapers and
started reading them.
The candidate said, ‘Well, I’ve been waiting in this office for more than two hours
because you’re been running late. Actually I’m not impressed by your organization
and not sure I want to work for you. Goodbye’.
The interviewee walked out, was invited back the next day and was offered the job.
B__________________
How would you act in a situation like this? That interview was rather extreme, but
a lot of employers have turned to using ‘killer questions’ or ‘shock tactics’, such as
these:
‘Tell me something about yourself that you have never told anyone’.
‘Which three famous people would you invite to a dinner party and why?’
‘We have employed people from your university, and they haven’t been good. Can
you tell us why you think you’d do better?’
Killer questions often come early in the interview and are aimed at throwing the
candidate off guard. By surprising the candidate with an original or difficult
question, interviewers can get an honest reaction and an unplanned response. They
also want to see candidates think through their responses calmly.
C _____________________
Interviewers also ask candidates other kinds of difficult questions to see how they
react under pressure. For example, they may ask a hypothetical question related to
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work, such as: ‘Imagine you are an employee in customer services. What would
you do if an important customer was very rude to you?’
However, some experts think that hypothetical questions are not useful because
they only generate hypothetical answers. They prefer candidates to talk about their
past experience.
D_____________________
So, what should you do in these circumstances? Imagine: an interviewer has asked
you a ‘killer question’ and you just don’t know how to answer it - your mind is
blank. Remember, the interviewer isn’t interested in your response as much as the
way you respond. So, stay calm, take a few deep breaths and buy some time, e.g.
‘Actually, that’s interesting. I haven’t thought about it, but maybe I’d….’ It’s a
good idea to practice asking and answering some of these questions with friends.
You can find some typical ‘killer questions’ on the front of this factsheet.
E____________________
JOBS4U have presented three other leaflets, full of hints and tips about interviews.
We can be reached in the following ways:
Telephone 01865 701813
Email info@jobs4u.com
Exercise 1
Read a leaflet from a recruitment agency giving advice about interviews. Choose
the most suitable headings for paragraphs A-E. There are three extra headings.
1 contact details 5 survey results

2 shock tactics 6 hypothetical questions
3 attitude 7 one person’s experience
4 appearance 8 advice
Exercise 2
Which of the following ideas are mentioned in the leaflet?
1 Your answers to killer questions are extremely important.

2 An interviewee left the interview before it was meant to finish.
3 The way candidates look and dress was one area which bosses thought could
have improved.
4 Difficult questions often come at the end of an interview.
5 Some experts prefer candidates to talk about things they have done rather than
answer hypothetical questions.
6 You should not hesitate when answering killer questions.
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Exercise 3
Find words in the leaflet for someone who:
1 is applying for a job

2 asks questions at an interview
3 has other people working for him/her
4 is attending an interview
5 is paid to work for an organization or another person
6 has special knowledge of a subject
Exercise 4
Match the words in the left column with the ones in the right column to make up
word combinations used in the text.
1 interview a customer
2 killer b experience
3 shock c answer
4 unplanned d technique
5 honest e tactics
6 important f response
7 hypothetical g reaction
8 past h questions
Exercise 5
Взагалі співбесіду можна умовно розділити на три етапи. Спочатку ви

розповідаєте про себе та відповідаєте на запитання. Якщо ви зацікавили
роботодавця, то в другій частині вам пояснять, яка людина потрібна,
можливо, запросять фахівця відповідного профілю, щоб перевірити ваші
знання і вміння. Третя частина, заключна, зазвичай проходить через кілька
днів після перших двох. Тоді вам можуть сказати: "Ви нам підходите ".
Тільки після цього ви маєте право самі ставити запитання. З'ясуйте ваші
обов'язки, особливості роботи: нормований чи ненормований робочий день,
яким буде ваше робоче місце, чи буде оплачуватися проїзд, тощо. Ви повинні
бути готові до запитання: "Скільки хочете заробляти?" Якщо ви
цілеспрямовано шукали саме таку посаду, то, скоріше за все, вже склали
уявлення про свою ринкову ціну. Як у такій ситуації не продешевити? По-
перше, якщо не боїтеся ризикнути, назвіть трохи завищену суму. По-друге,
визначте для себе межу, оплата нижче за яку, вас не цікавить. Скоріше за все,
вже зацікавившись вами, працедавець не опустить планку нижче за цю межу,
але зате у вас буде і перспектива росту.
Exercise 6
18
In groups, discuss the following.
1. Do you think it is fair to ask killer questions?

2. Do you think hypothetical questions are useful?
3. How do you react under pressure?
Exercise 7
Pair work
Work in groups to think of some killer questions. Then work with a partner from
another group and ask each other the questions. Did your partner give good
answers?
WATCHING AND DISCUSSING VIDEO
Watch the film “The Short List” describing interviews with job applicants.
Background
Hoi Construction, a major Chinese construction

company is recruiting skilled and experienced
Mechanical Engineers. The Director asked
a leading *headhunter to help them find two highly
specialized workers with excellent qualifications
and relevant experience.
Vocabulary Tip
Headhunter is a person who identifies and approaches suitable candidates employed elsewhere to fill business
positions: a headhunter offering you a wonderful new position at a higher salary. (The Oxford Pocket
Dictionary of Current English, 2009)
Pre-watching – activities
to psychometric excellent to invite to finish to give

preselect testing qualification for a formal part insight into
candidates s session of personality
interviews
to be based punctuality cultural to offer a lateness for early part
on consideration gift meetings of one’s
19
personal career
trust and
respect
a way of research a leading extensive challenging a short list
behaving project headhunter experience work
Post-watching – activities
A. Watch the film and answer the following questions.
1. Who participated in searching candidates?

2. What candidates were preselected?
2. Where did job applicants stay waiting for a session of interviews?
3. What type of interview was conducted?
4. What questions were candidates asked at the interview?
5. What requirements were set up for the applicants?
6. What cultural consideration was made clear at the interview?
7. Which two people received letters offering appointment?
B. Suggest your format and a list of questions for conducting the interview, if you
had to select highly qualified foreign specialists to work in a Ukrainian
construction company.
Listening 3.1
Listen to the story “Monologue” describing the unusual interview experience.
to be out of land-office to leave a navy suit to put one’s

work business favorable efforts into a
impression cover letter
to be advised to win the to do business, to give the receptionist
of schedule battle impression
change
Listing for detail and Post–listening activities

A. Listen and discuss the behavior of each participant of the interview with your
partner. What did you find unusual and why?
B. What would you do if you found yourself in a similar situation?

20
Text 3
Questions and Answers
A
1) Read short paragraphs describing funny job interview stories and choose the
one you like best.
2) Comment on the mistakes made by interviewees. How can one rectify them?
What should a candidate know going to the interview?
Funny Job Interview Stories

If you think about your last job interview, there probably are a few things you said
that you wish you hadn't. And there probably also are a few things you didn't say
that you wish you had.
Why is it that these attacks of foot-in-mouth disease always seem to occur during
job interviews? I'm sure being nervous and anxious has a lot to do with it. I also
have a feeling that being interviewed makes us overly sensitive to any minor errors
we may make.
 After arriving for an early morning interview, a job seeker asked to use the
hiring manager's phone. She then faked a coughing fit as she called in sick to
her boss. (At least she called.)
 When the hiring manager called the candidate, she asked him to bring
several copies of his resume and three references. He called back an hour
before the interview and asked to reschedule, saying his references couldn't
come with him to the interview.
21
 The interviewer asked the candidate to describe his ideal job. His response:
"I don't know...I haven't had it yet."
 The job seeker halted the conversation about work hours and the office
environment, saying she didn't like being confined to a building. She said
she would consider taking the job if she could move her desk to the
courtyard outside.
 When asked about her greatest job skill, the candidate said she was most
proud of her computer illiteracy.
 In response to a hiring manager's offer to answer questions about the
position, the job seeker replied, "What happens if I wake up in the morning
and don't feel like coming to work?" (Interviews are no place for deep
philosophical questions.)
 When asked what motivated him, the job seeker replied, "I've got a big
house, a big car and a big credit card balance. Pay me and I'll be happy."
(Brutal honesty will not get you the job.)
 When asked what he wanted to be doing in his next position, the job seeker
said, "I'll tell you what I don't want to be doing - sitting in boring meetings,
doing grunt work and having to be nice to people all day long."
B
Read the text, find out the meaning of words and expressions and do post-reading
tasks.
Random questions, to possess required skills, to be relevant to job vacancy, to

secure position, to detail, summary of your work experience, to match
qualifications, scrutinize job advert, available post, to be coy, layoff, longevity, to
be career focused, tricky job interview question, to research the market related
salary, common interview questions;
Every job seeker should spend adequate time preparing for any job interview.
It is vital that you have prepared answers to frequently asked questions that you
may be asked. Answering common interview questions takes practice and
preparation. The interviewer will not ask random questions, but rather will have
prepared a specific set of questions. Frequently asked job interview questions are
used to establish whether or not the job seeker does indeed possess the required
skills set and experience relevant to the job vacancy.
When preparing for a job interview familiarize yourself with typical job interview
questions as well as prepare appropriate answers to these questions in order to
secure the ideal position.
1. Tell me about yourself
Although your first instinct might be to start by describing your interests and
hobbies, remember where you are. You are in a job interview with the sole purpose
of being hired. The information that you should detail when asked this question is
to begin by describing yourself in a work situation. Prepare a summary of your
22
work experience as well as your career achievements. Start with the present and
tell why you are well qualified for the position. Remember that the key to all
successful interviewing is to match your qualifications to what the interviewer is
looking for. In other words you must sell what the buyer is buying. This is the
single most important strategy in job hunting.
2. Describe your working experience
Study your CV prior to your job interview and identify areas of your work
experience that is specifically relevant to the job that you are being interviewed
for. Be sure to scrutinize the job advert as this will guide your answer and provide
you with clues on what exactly the recruiter is looking for in a candidate. Your
answer should be concise and relevant; the recruiter has already seen your
Curriculum Vitae and already has a good idea of your experience. The reason why
the recruiter is asking this question even after having seen your CV application is
because they want to hear how you would describe your experience verbally and to
ensure that your verbal explanation is consistent with the information detailed in
your CV.
3. What are your strengths and weaknesses?
Although this question may seem as though you should answer with a positive
answer for your strengths and a negative for your weaknesses, try to give two
positive answers. When discussing your strengths highlight roughly three positive
attributes or strengths that specifically apply to the available post. When indicating
your weaknesses, never detail a character defect or poor performance areas that
have no opportunity to be improved on. Rather, try to explain where you identified
a problem area where you were able to remedy this and explain how you did so.
Disguise a strength as a weakness. BEST ANSWER: Assure the interviewer that
you can think of nothing that would stand in the way of your performing in this
position with excellence. Then, quickly review you strongest qualifications.
3. Tell me about something you did – or failed to do – that you now feel a little
ashamed of?
As with faults and weaknesses, never confess regret. But don’t seem as if you’re
stonewalling either. Best strategy: Say you harbor no regrets, then add a principle
or habit you practice regularly for healthy human relations. Example: Pause for
reflection, as if the question never occurred to you. Then say, “You know, I really
can’t think of anything.” (Pause again, then add): “I would add that as a general
management principle, I’ve found that the best way to avoid regrets is to avoid
causing them in the first place. I practice one habit that helps me a great deal in this
regard. At the end of each day I mentally review the day’s events and
conversations to take a second look at the people and developments”.
4. Why are you leaving (or did you leave) this position?
If you’re not yet 100% committed to leaving your present post, don’t be afraid to
say so. Since you have a job, you are in a stronger position than someone who does
not. But don’t be coy either. State honestly what you’d be hoping to find in a new
spot. Never lie about having been fired. It’s unethical – and too easily checked. If
your firing was the result of a takeover, merger, division wide layoff, etc., so much
23
the better. Even if it hurts, describe your own firing – candidly, succinctly and
without a trace of bitterness – from the company’s point-of-view, indicating that
you could understand why it happened and you might have made the same
decision yourself. Your stature will rise immensely. For all prior positions: Make
sure you’ve prepared a brief reason for leaving. Best reasons: more money,
opportunity, responsibility or growth.
5. How do you deal with conflict or criticism?
Always answer this frequently asked question with a positive approach.
Explain where you may have experienced conflict in the workplace in the
past and how you dealt with it. Explain in a positive light, how you managed
this conflict and what you learnt from the experience. The job interviewer is
looking to identify areas where you may experience a problem when working
with difficult personalities and how well you handle negative situations and
reverse them into positive ones. Never say never and always be open to the
idea that you are willing and able to learn from each working experience -
whether positive or negative.
6. What do you know about our company and why do you want to work
here?
You will need to prepare for this typical job interview question far in advance
in order to ensure that you are comfortable discussing the employers
company. Don't be a know it all, you are talking with someone who may have
been part of the company for several years and will know greater detail that
you will. When answering the reason for you wanting to join their
establishment specify what interests you about the industry or company and
how you feel you could contribute to its longevity. Express admiration and
respect for the company and include an explanation as to what value you feel
you will be able to bring to the company that other candidates may not be
able to.
7. Describe a short term goal you have set for yourself and how you
intend on achieving this goal?
A short term goal generally falls within a one to two year delivery period.
The goals that you describe should be career focused, based on areas where
you would like to improve on a skill or achieve a qualification that will boost
your career growth. When answering to how you intend on achieving these
goals to the employer, never leave a door closed. Opportunity and drive is
your number one objective in order to achieve any goal and this is why your
explanation needs to be realistic and attainable within this short period.
8. Where do you see yourself in five years?
When answering this typical job interview question stay focused on career goals
and aspirations. Potential employers don't want to hear about your plans to 'Take
over their company' nor your desire to become a pro golfer. Keep these career
aspirations realistic and attainable within a 5 year period. Discuss ways in which
you anticipate attaining your career goals as well as steps you have already taken
to reach these career goals.
24
9. What are you looking for in a job?

This may seem like an easy common interview question to answer, it is in
fact a tricky job interview question. While the interviewer is asking you what
you are looking for in a job, in actual fact they want you to answer with what
they are looking for from you. Again when preparing for this question, be
sure to have the job ad close at hand in order to assess in precise detail what
the recruiter is looking for in a candidate. Answer this question the way you
think the interviewer wants you to answer it, by describing desires that the job
you have applied for will be able to deliver to the candidate.
10. What are your salary requirements?
Prepare ahead of time prior to your job interview on how you intend on answering
this question. A good place to start is to research the industry standard or market
related salary that employees in similar roles are earning. Generally this
information can be found on the internet or alternatively recruitment agents will be
able to give you a good indication of your market related salary. In your interview,
try not to discuss exact figures but rather give a ball park figure that you will be
able to negotiate on later on should the employer makes you an offer. Never
discuss your salary goals unless asked by the interviewer.
If you study carefully Table 1, you will be more confident of the questions which
are often asked at the interview.
Table 1
What will I get asked? What questions should I ask?

There are many angles from which Before the end of the interview you
interviewers can ask questions. should be asked if you have any
However, you are always likely to be questions. Have some questions for the
asked something you had not envisaged. interviewer worked out in advance. Here
Yet there are certain questions for which are some ideas:
you should be prepared. Think how you  Ask for further information about
would answer these questions: something that is mentioned in
 What do you know about this the job advertisement.
company?  Pick up on something you have
 What in particular do you feel found out about the company in
you have to offer this company? your own research. Ask how this
 What do you know about the job will affect the job.
on offer?  Pick up on something that was
 What made you apply for this said in the interview that you
particular job? would like to be explained
 What do you consider your further.
25
strengths and weaknesses to be?  Ask about the company's

 What do you see yourself doing procedures concerning
in five years' time? assessment and promotion.
 Why did you choose the subjects  Add any information in support of
you studied at school and your application that you feel you
college? have not been given the
 What did you enjoy about your opportunity to bring out in the
college life? interview.
 Which of your achievements has  Say that you did have some
given you the greatest pleasure? questions, but these were covered
 What do you think are the most in the course of the interview.
important qualities for a person Don't ask too many questions at this
taking up this position? stage. The interviewer may well already
 What skills and experiences do be running late, or may be hoping to
you think you would be able to grab a cup of coffee, and could be
bring to this company? annoyed if the interview drags on for
 Do you consider yourself to be a longer than is necessary. Don't ask about
good team member or do you holiday entitlement and pay rises. This
prefer to work alone? may make you seem grasping and
 You lack experience. How do you uninterested in doing the job for its own
think you will make up for that? sake.
 Is there any part of the job on
offer that you would feel worried
about doing?
 What do you think is the most
effective way of motivating
people?
 How do you spend your spare
time?
Remember that interviewers are usually
trying to find out the same information:
Can you do the job? How interested are
you in the job? What are your strengths
and weaknesses? Would you fit into the
company? What sort of a person are
you?
Exercise 1
Read the following statements and define which three statements are false.
Transfer them into correct ones.
26
1. Answering common interview questions articulately does not take practice and
preparation.
2. The key to all successful interviewing is to match your qualifications to what the
interviewer is looking for.
3. When indicating your weaknesses, detail a character defect or poor performance
areas that have no opportunity to be improved on.
4. If you’re not yet 100% committed to leaving your present post, don’t be afraid to
say so.
5. Explain in a positive light, how you managed this conflict and what you learnt
from the experience.
6. When answering the reason for you wanting to join their establishment specify
what interests you about the industry or company and how you feel you could
contribute to its longevity.
7. In your interview, try to discuss exact figures of your salary do not give a ball
park figure.
Exercise 2
Find English equivalents in the text.
загальні питання, що задають під час співбесіди з працевлаштування;

звичайні питання; звільнення з роботи; ретельно вивчити (переглянути)
об’яву про робочу вакансію; мати необхідні навички та кваліфікацію,
вакантна посада, бути соромливим, важкі питання; надавати подробиці,
стислий опис трудового досвіду; з’ясувати розмір заробітної плати у
відповідному секторі ринку;
Exercise 3
A.
1) Серед різних прийомів, що використовуються HR-менеджерами для
оцінки претендента (тестування, анкетування і ін.), інтерв'ю з кандидатом є
найбільш важливим, оскільки дозволяє скласти думку про багато якостей
кандидата. Тому співбесіду нерідко називають оціночним інтерв'ю.
2) У кожній компанії використовуються свої прийоми проведення бесіди,

проте багато професіоналів відзначають, що не дотримуються стандартної
схеми, – необхідний індивідуальний підхід до кожного претендента. Який
тип інтерв'ю буде використаний, іноді вирішується в ході співбесіди, хоча
кваліфікований фахівець з менеджменту обов'язково готується до розмови,
продумує структуру бесіди, виходячи з вимог вакансії.
3) Якщо претенденти на вакансію, не будуть працювати у ворожому й

стресовому середовищі, потрібно просто з’ясувати, як вони будуть
27
виконувати свої повсякденні обов’язки. В такому разі не слід з’ясовувати, як

вони поведуться в надто напористому інтерв’ю чи в стресовій ситуації.
Роботодавцям варто проявляти прихильне ставлення до кандидата, і
орієнтувати його на можливість працювати в спокійних умовах.
B.
Питання, які слід поставити під час співбесіди
Претендент, який не поставив жодного питання під час інтерв'ю, не зможе
справити враження. Ставлячи зустрічні питання, людина підкреслює свою
зацікавленість в роботі і обізнаність в професійній сфері. Тому варто знати,
які питання можна і потрібно ставити, спілкуючись з рекрутером кадрового
агентства або в компанії-працедавцеві.
1. Що входитиме до моїх посадових обов'язків?
2. Це нова позиція чи старе робоче місце?
3. Який режим роботи в компанії?
4. Які результати від мене чекають за час випробувального терміну?
5. Чи передбачається навчання співробітників?
6 . Кому безпосередньо я буду підпорядкований? Чи можете ви зустрітися з
цією людиною, поспілкуватися і обговорити основні моменти вашої
передбачуваної роботи?
7.Чи передбачається участь в додаткових проектах, відрядження?
8. Через який час я можу чекати підвищення?
9. Чи є в компанії соцпакет і що в нього входить?
10. Протягом якого часу мені чекати на рішення?
Exercise 4
A. Choose the question from the text which is often asked at the interview and
which would be the most difficult for you. Give your best answer to this question.
B. Listen to the answers of other members of your group and say whether you
agree or not with their interpretation of interview questions.
Exercise 5
Present your tips which would lead interviewees to successful answers at the
interview.
VOCABULARY DEVELOPMENT
Exercise 1
Complete the interview questions with the words from the box.
Achievement approach get good know learn like look for motivates
offer plan sort strengths tell weaknesses work
28
1. ________________me about yourself.

2. Why should we_________________you the job?
3. What is your major ________________?
4. What are you_____________at?
5. What______________of person are you?
6. What are your____________and _______?
7. What do you_________about our organization?
8. How would you __________this job?
9. How do you __________things done?
10. What do you ________in a manager?
11. What _________you?
12. Do you like to __________in a team or on your own?
13. What do you ___________best about your current job?
14. What did you _______________in your last job?
15. How long would you _________to stay with this company?
Exercise 2
Edgar Schwarz’s job interview has not gone very well. A human resources
manager is telling him that he has probation period and will need to pass the
training. Match each type of training (a-j) with the things he needs to learn (1-10)
a financial management 1 work with other people

b delegation 2 motivate and direct other people
c intercultural communication skills 3 talk and listen to people better
d communication skills 4 work with people from different
countries and backgrounds
e project management 5 bargain with business partners
f team development 6 increase margins and control costs
g leadership 7 set budgets, organize schedules and
meet deadlines
h time management 8 prioritize your work, and not put off
important tasks
i assertiveness training 9 be more ready to stand up to other
people
j negotiating skills 10 give work to your subordinates
Exercise 3
The company is in trouble. Identify the problems by unscrambling the words in
capitals.
1. The number of customer C__________S has increased by 300% over the last six
months.
(SALPNITOMC)
29
2. Many of these relate to F__________Y goods. (TULYFA)

3. And also to goods D___________D in transit. (GEMADAD)
4. The unions say this is because of the 30% R____________N
in the workforce. (TROUNCIDE)
5. People on the shop floor are O_____________D and can’t cope.
(OVDECHRETRETS)
6. The press has criticized the recent 75% P____Y R______S for the directors.
(YAP SIRES)
7. The head of an overseas subsidiary has been caught trying to B_________E a
government minister. (BERID)
8. The Finance Director has been accused of I___________R D___________G.
(INDRISE DNIGALE)
9. One of the company’s main partners has recently gone B____________T.
(KRAPTUNB)
10. The Finance Director is also having cash flow problems because of S______W
P______S. (WOLS SPYARE)
11. And then, last month, the CEO S__________D the Human Resources Director.
(KECDAS)
12. She has decided to sue the company for W_______________L
D_______________L. (GURNLOWF
SMAILSIDS)
13. Since then, several senior managers have R____________D.
(NISERDEG)
14. M____________E is low. (LEAROM)
15. Yesterday the computer system F___________D. (FLIDEA)
16. The share price has D_____________D by 70%. (POPDERD)
17. The CEO is R________________D to be working on a new strategic plan on
an island somewhere in the Pacific. (RODURUME)
Exercise 4 Business idioms

Read the sad story of Pedro Brown. Then match the idioms (1-12) with their
meanings (a-i).
1 Pedro Brown was on the ball. a He began to have too important

opinion of himself.
2 He had a good track record. b He had too many things to do.
3 He had a nose for a sale. c He made a big mistake.
4 And he usually played his cards right. d He lost his job.
5 But success went to his head. e He was not told what was happening.
6 He began to lose his touch. f He was a clever employee, he knew
what was going on.
7 He was always up to eyes in work. g He made the right decisions.
8 He started trying to pass the buck. h He passed responsibility to other
30
people.
9 And then he put his foot in it. i His job experience was good.
10 The boss have him a piece of his J He talked to him very directly.
mind.
11 Nobody put him in the picture any k He started to make mistakes.
more.
12 And in the end he was fired. l He was a natural salesman.
Exercise 5
Match each group of human resources terms (a-k) with an appropriate heading (1-
11).
1 Working conditions a) retire, portable, period of service,

contribution
2 Recruitment b) accident, warning, inspector, first aid
3 Training c) strike, deal, dispute, agree
4 Management d) contract, tribunal, dismissal, union
rights
5 Equal opportunities e) time management, leadership, team
building, assertiveness, training
6 Pay f) course, role-play, visual aid, self
study
7 Health and safety g) interview, objectives, performance,
review
8 Employee relations h) wages, bonus, commissions,
incentive
9 Employment law i) interview, apply, CV, headhunt
10 Appraisal j) returner, flexible hours, crèche
facilities, homeworking
11 Pensions k) duties, hours, holidays, full time
Exercise 6
Choose the best alternative to fill in the gap.
1. When you go to a job interview, it is really important to dress ..........
(a) unequally
(b) appropriately
(c) sparingly
(d) meagerly
2. When filling out an application, make sure you write your answers ..........
(a) mumbled
31
(b) tongue-tied
(c) intelligibly
(d) hazily
3. Make sure you list your skills and experience that you believe will meet the .......
of the employer.
(a) expectations
(b) attention
(c) carelessness
(d) abstraction
4. In your job interview, don't complain about previous jobs or former ..........
(a) mayors
(b) visitors
(c) activists
(d) employers
5. When answering questions to the employer, be confident and ......... your words
really well.
(a) stutter
(b) articulate
(c) dribble
(d) mix up
6. Avoid ......... clothing such as jeans, flip flops, sneakers, t-shirts, caps, etc.
(a) casual
(b) dressy
(c) formal
(d) stylish
7. Bring as much information about yourself as you might need. On your .........
make sure you include hobbies, volunteer work or anything that you've done that
may pertain to that job.
(a) school transcript

(b) college degree
(c) resume
(d) journal
8. It is usually really handy to have letters of ......... from previous employers.
(a) demotion
(b) recommendation
32
(c) dismissal
(d) declination
9. Hint: Fill out the job application first with a pencil then with a pen, so you don't
have to use ..........
(a) white out

(b) eraser
(c) ruler
(d) marker
10. If you don't remember some particular information about jobs you had in the
past, feel free to ask the employer if you can take the application home so you can
do some ..........
(a) synthesis
(b) estimation
(c) interpretation
(d) research
Exercise 7
Choose the best alternative to fill in the gap.
1. Tell us something about your ......... in the engineering industry?

(a) foreground
(b) background
(c) knowledge
(d) history
2. I see from your ......... form that you have had three different jobs in the last 5
years.
(a) apply
(b) applying
(c) applied
(d) application
3. What sort of ......... of time would you stay with us if we offered you the job?
(a) span
(b) duration
(c) period
(d) long
4. Describe how you would describe ......... in five years' time.

33
(a) you
(b) your
(c) yours
(d) yourself
5. Give us some idea of what you believe are your ......... and weaknesses.
(a) strength
(b) strengths
(c) force
(d) forces
6. As this is a managerial post, we must ask you how you deal with bad .........
keeping or unpunctuality in an employee.
(a) house
(b) space
(c) time
(d) record
7. Imagine one of your staff loses her temper and shouts at you in front of others,
how would you ......... with this?
(a) take
(b) do
(c) handle
(d) deal
8. What would you say to a member of your staff who always ......... his work in
late?
(a) delivered
(b) handed
(c) produced
(d) completed
9. I should explain that we would naturally ......... any previous holiday
arrangements you have made.
(a) believe
(b) show
(c) decide
(d) honour
10. Finally now that we've asked you several questions, do you want to ......... any
to us?
(a) place
(b) put
(c) offer
(d) consider
34
GRAMMAR
Verb + infinitive or –ing form (See Table 6)
Exercise 1
Do you know which verbs are followed by infinitives and which are followed by –
ing forms? Make two lists. Then check them with the teacher.
agree avoid can’t help dare decide deny expect (can’t) face fail
fancy feel like finish give up happen hope imagine keen (on)
manage mean mind miss offer postpone practice prepare pretend
promise put off refuse risk seem spend time (can’t) stand suggest
wish
Exercise 2
Put in the correct forms of the verbs.
1. You can’t help (like) him.

2. We decided (stay) at home.
3. We expect (hear) from Ann soon.
4. Do you fancy (go) out tonight?
5. I don’t feel like (cook).
6. When do you finish (study)?
7. I’ve given up (smoke).
8. Imagine (be) married to her!
9. I managed (find) a taxi.
10. Would you mind (pass) the bread?
11. I missed (see) the beginning of the film.
12. She pretended (be) ill.
13. Don’t put off (see) the doctor.
14. He spends ages (talk) on the phone.
15. I want (see) the manager.
16. Do you enjoy (watch) football?
35
Some verbs are followed by preposition + -ing

I’m thinking of changing my job. (NOT I’m thinking to change my job).
Some verbs can be followed by both –ing forms and infinitives. There are often
important differences of meaning.
Exercise 3
Remember, forget and regret. Read the examples. Which structure is used to talk
about things people did, and which is used to talk about things people are/were
supposed to do?
I still remember buying my first bicycle.

Remember to lock the garage door tonight.
I’ll never forget meeting the President.
I forgot to buy the soap.
I regret leaving school at fourteen: it was a big mistake.
We regret to say that we are unable to help you.
Exercise 4
Go on. Read the example. Which structure is used for a change to a new activity,
and which is used for continuation of an activity?
She went on talking about her illness for hours.

Then she went on to talk about her other problems.
Exercise 5
Allow and permit. When do we use an –ing form and when we use an infinitive?
We don’t allow/permit smoking.

We don’t allow/permit people to smoke.
Exercise 6
Stop. One structure says that an activity stops; the other gives the reason for
stopping. Which is which?
Exercise 7
Like, love, hate and prefer. Both structures can be used except – when?
Do you like dancing/to dance? Would you like to dance?

I don’t get up on Sundays. I prefer staying/to stay in bed.
“Can I give you a lift?’ “no, thanks. I’d prefer to walk.’
Exercise 8
36
Try can be used to talk about trying something difficult, or about trying an
experiment (to see if something works). Which structure(s) is/are used for each
meaning?
He tried sending her flowers and writing her letters, but it had no effect.
I tried to change/changing the wheel, but my hands were too cold.
Exercise 9
See, hear, watch and feel. These can be followed by object + infinitive without to
or object + -ing form. One is used to talk about an action going on, the other about
a completed action. Which is which?
I saw her pick up the parcel, open it and take out a book.
I last saw him walking down the road towards the shops.
I heard her play Bach’s A Minor concerto on the radio last night.
As we passed his house we heard him practicing the violin.
Exercise 10
Choose the correct verb forms. (If two answers are possible, put both.)
1. Do you remember (meet) her last year?

2. Sorry _ I forgot (post) your letters.
3. I regret (not visit) her when she was ill.
4. We discussed the budget and then went on (talk) about sales.
5. Do you want to go on (learn) English?
6. He doesn’t allow us (make) personal calls.
7. The hospital only allows (visit) at weekends.
8. I like (watch) TV in the evenings.
9. Would you like (spend) the weekend with us?
10. Thanks – I’d love (come).
11. If nothing else works, try (read) the instructions.
12. I’ll try (repair) our car tomorrow.
13. I saw John (wait) for a bus as I came home.
14. I heard you (break) something – what was it.
15. I can feel something (crawl) up my leg.
16. We’ll have to stop (get) petrol.
17. He stopped (work) when he was sixty-five.
18. I regret (tell) you that you have failed your examination.
37
CREATIVE WRITING
Exercise 1
Write a list of questions you would want to ask an interviewee at any of the
following types of job interview. List the questions in the order to be asked at the
interview. Don’t forger about killer questions.
a. behavioral interview b. stress interview c. structured interview
Exercise 2
Read the text presenting critical views on job selection process and write your
extended commentary on the following statement:» It takes hard work to recruit
the right salespeople, but such effort is essential if you are to avoid employing
what Sean Howard calls “turkeys”. Use the expressions from the box.
Online applications, job requirements, to go to the expense, to do the role,

structured interview, Competency-Based Interviewing, Situational Interviewing,
interview technique, ability tests, personality questionnaire, to identify key traits,
high performer, personality profile, reliable tool, actual exercises, sales
presentation exercises, role-plays, stand-up presentation, presentation skills,
problem-solving, to slow down, unstructured interview;
Taken In
Employment Interviews
38
Unfortunately, many interviews tend to take the form of a few questions around the
CV and then some hypothetical “what would you do if…” questions. The weak
salesperson loves these. Anyone can happily talk a good hypothetical situation. I
could happily talk through how I would score a hat trick in an FA Cup Final! We
all have our “favorite” interview questions. The issue is, do they actually
differentiate the good from the poor, or are they so clever that no one ever gives a
good answer?
Clearly, we must question the candidate around the CV. “Biodata” (a candidate’s
biographical history) is actually predictive of success and length of time in jobs
(and out of jobs). Past performance is normally the most powerful predictor of
future performance. However, the statistic refers to “validated” or true data on the
CV. Another recent research study showed that 60 per cent of people actually
admit to lying on their CVs! (Curiously, there is recent evidence that people are
more prone to lies on a paper application or CV form and less likely to bend the
truth with online applications).
To put this into context….would any of us go and buy our new company car on
the basis of having read the sales brochure (there is what a CV is), and an interview
with the salesman (that is what the candidate is)? Almost certainly the answer is
“no”. What else would we do? Test drive the car. What should we do with
candidates? Test drive them against job requirements. There are tools that enable
us to see if our candidates can do the role we want before we go to the expense of
hiring them and losing our valuable customers.
Structured interviews
A structured interview is a powerful style of interviewing technique. Examples of
this are Competency-Based Interviewing (CBI) and Situational Interviewing. The
secret of success is asking candidates to describe their past actions or behaviors
that will be relevant to the job you are recruiting for. The psychology of this is that
people find it difficult to actually lie about their past behaviors – especially under
skillful probing. An example of a competency-based question for a sales role
would be for problem solving. “Give me a recent example of a time when you
came up with a solution to a client problem,” you would probe by asking. Then
you could ask: “What was the problem and the solution?”….”How did the client
react to the solution”… “How did the solution work in practice?” Perhaps you will
then say: “Give me an example of a time when you couldn’t come up with a
solution to a client problem.” It is essential to get the candidate to be clear on what
he actually did. Pick up on any statements such as we did or I could have done.
You need to know what he actually did and what the effect or outcome was. For
new business selling you could ask the candidate to describe the last piece of new
business that he won.
This interview technique never ceases to amaze me. If done well, it’s incredible
what candidates will actually say in an interview and it will certainly expose the
turkeys. It’s obviously vital to identify the key criteria or competencies for job
success and then to compose or buy the relevant questions before interviewing
39
starts. I would recommend a training course or coaching from someone

experienced in the technique.
Testing times
Ability tests and personality questionnaires are two different forms of
psychometric tools. To go back to my football analogy, ability tests would tell how
well I could control, pass, head, shoot and run, whilst personality questionnaires
would tell if I had a will to win, be a team player, would turn up for training, be
decisive and would play in the position that I was told to.
Whilst the research shows that ability tests are the single most powerful
predictor of job success, the research is across many different job roles. Ability
tests tend to measure hard abilities. Salespeople need to be good at understanding
and using words, so a verbal reasoning test would be relevant. Other key abilities
tend to vary with different sales roles, for example Numeric Reasoning Tests are
often predictive with financial services sales roles. IT tests for IT salespeople, and
so on. A key factor with ability tests is that scores are given as a comparison
against other people applying for or within similar roles.
Personality questionnaires tend to be very powerful for recruiting
salespeople by helping identify some key traits. A recent study of nearly 800
salespeople found that high performers had common personality profiles. They
tended to be highly competitive, very ambitious, conscientious and –
unsurprisingly – not at all modest! The questionnaire is an extremely reliable tool.
The other tools covered in the research are actual exercises: sales
presentation exercises and role-plays would normally be the most applicable for
sales. Role plays for both field sales and internal sales are invaluable tools to
understand an individual’s selling style and, indeed, an understanding of sales
techniques. I’m amazed when I hear of people recruiting for inbound or outbound
telephone jobs without conducting a telephone role-play or even an interview.
The appliance of science
Sales presentation exercises often ask the candidate to analyze a client situation
and then make a stand-up presentation on solutions, thereby giving the opportunity
to observe actual presentation skills as well as reasoning, problem-solving and
analytic abilities. You will obtain the richest information from these exercises by
giving the scenario to the applicants when they arrive at your premises and giving
everyone the same preparation time before presenting. If you set the exercise prior
to the interview, the danger is that you may be presented with a fantastic
presentation prepared by someone other than the person standing in front of you!
Recruiting good salespeople is certainly not easy. I would urge you to never
rely on the unstructured interview. The options discussed above will not
dramatically slow down your recruitment time to hire (psychometrics, for example,
can be administered online), but will dramatically reduce your chances on
recruiting a turkey!
One final thought…if you do apply a little more “science” to your
recruitment, you will be enabling the turkeys to stay free for your competitors to
recruit.
40
(the author: Sean Howard, Director at SHL (UK).
Exercise 3
Write a letter offering a job to the successful candidate (it may be the candidate,
selected by your group to work at Slim Gyms, or you can write to the candidate
you think should get the job). Study sample 1 of letter offering appointment.
Note: When the appointment is not made at the interview, the offer will be made by
letter to the selected applicant as soon as possible.
Sample 1
Letter offering appointment
Dear Miss Jennings
Thank you for attending the interview yesterday. I am pleased to offer you the post
of Secretary in our Sales Department at a standing salary of S$1200 (Singapore
dollars) per month. Your commencement date will be Monday 1 October.
As discussed, office hours are 0900 to 1730 with one hour for lunch. You will be
entitled to 3 weeks’ annual paid holiday.
Please confirm in writing by return that you accept this appointment on these terms
and that you can take up your duties on 1 October.
Yours sincerely
Exercise 4
Write a letter of acceptance of letter of employment. Study sample 2 before you
write.
Sample 2
Acceptance of letter of
employment
Note: Any offer letter should be accepted in writing immediately.
Dear Miss Tan
Thank you for your letter of 24 August offering me the post of Secretary in your
Sales Department.
41
I am pleased to accept this post on the terms stated in your letter and confirm that I
can commence work on 1 October.
I can assure you that I shall do everything I can to make a success of my work.
Yours sincerely
Exercise 4
Write letters to three remaining applicants who were interviewed telling them that
their application was unsuccessful. Study sample 3 before you write.
Sample 3
Letter to unsuitable applicants
Dear
Thank Thank you for attending the interview for the post of Senior
you______ Secretary to the Training Manager.
mention post
I am sorry to have to inform you that we are unable to offer you
Explain tactfully, this position. Although you have excellent qualifications we
Not abruptly have decided to appoint someone with more experience.
I feel sure that you will soon be successful in finding suitable

Wish applicant employment.
well in future
career Best wishes
Yours sincerely
Exercise 5
Write in English job interview tips suggested by the psychologist.
Як потрібно поводитися на співбесіді?

Співбесіда з роботодавцем - визначальний етап, від якого залежить, візьмуть
вас на роботу чи ні, з випробувальним терміном чи без нього. Від результатів
співбесіди також нерідко залежить і величина вашої майбутньої зарплати.
Ось що радить київський психолог Володимир Бузинський.
42
Перед візитом до працедавця необхідно звернути серйозну увагу на свій

зовнішній вигляд. Oдяг має бути строгим та охайним, a взуття - чистим.
Можливо, працедавець нічого не має проти джинсів і светрів, але може
виявитися, що зовнішній вигляд підлеглих має для нього велике значення.
На співбесіду не можна запізнюватися. Краще прийти на 5-10 хвилин раніше,
ніж одразу дати привід подумати, що ви непунктуальні.
Під час співбесіди вам слід розшифрувати кожну фразу присланого раніше
резюме, оскільки працедавець будуватиме розмову, ґрунтуючись саме на
цьому документі. Найчастіше претендента відразу просять розповісти про
себе. Ваша розповідь не повинна бути дуже довгою. Чітка мова, небагато
емоцій і якнайменше хвилювання. Тому буде доречно спочатку запитати:
"Скільки у мене є часу?". Так ви зможете скоригувати тривалість свого
монологу і одночасно підкреслити, що цінуєте чужий час. Головне правило
при співбесіді: ніколи не говоріть погано про колишнє місце роботи і своїх
колишніх співробітників. Адже це означає, що коли-небудь ви можете
сказати щось подібне і про цю фірму. Крім того, намагайтеся уникати слів
"ні", "не знаю", "не можу". Якщо вас питають про проблему, у якій ви
"плаваєте", краще чесно визнати: "Мені потрібно дві години, щоб відновити
знання з цього питання, але таку роботу я зможу виконати".
COMMUNICATION PRACTICE
Exercise 1
Work in group of 4 students. Imagine that you are directors of Slim Gyms. Study
the file cards on four short-listed candidates. Discuss the strengths and
weaknesses of each person. Decide who will be the best candidate for the job.
Delegate one student of your group to announce your decision.
Exercise 2
Listening 3.2
Listen to the interview extracts with each of the candidates. Come to a final
decision on the candidate who should get the job: Guido Passerelli, Martine
Lemaire, David Chen, Gloria Daniels. Discuss the decision of your group with
members of other groups of four.
Name: Guido Passeerelli Age: 52 Name: David Chen Age: 40

Marital status: Married, with three Marital status: Single
children
Education: Bronx High School Education: Master’s degree in Business
Experience: Former American player. Administration (Hing Kong University);
Ran a small business for several years Diploma in Physical Education (New
finding locations for film companies. University of Hawaii)
Recently organized stunts for a major Experience: Several jobs in various
43
film company. companies before joining a large

Outstanding achievements: ’I was 5th university as Sports Administrator. Has
in the New York marathon when I was organized many sports events for the
aged 34.’ university.
Skills: Fluent Italian and Spanish. Outstanding achievements: ‘I have a
Speaks English fairly well, but with an black belt in karate.’
Italian accent and is sometimes hesitant. Skills: Numerate, extensive knowledge
Personality/appearance: Tall, of computer programs. Fluent Chinese
handsome, tanned. Very self-confident. and English, some Italian.
Wore a designer jacket and expensive Personality/appearance: Dressed in a
designer tie at the interview. formal dark suit but looked relaxed.
Comments: Many interesting ideas for Quiet, determined, polite and
improving the company profits. For diplomatic. Asked many questions
example, thinks members should get a during the interview. Was rather shy if
50% discount off their subscription fee he didn’t know the answer to a question.
if they introduce a friend. Wants the Comments: Believes the company
company to aim at all age groups, should increase its services, for
believes his organizing ability is his best example, offer classes in salsa dancing,
quality. Expressed his points of view open a small boutique at each club
forcefully, sometimes arguing heatedly selling sports equipment, etc. it should
with the interviewer. immediately cut costs by 10% in all
areas of its business. Thinks his honesty
is his best asset. Has an interest in all
Eastern contract sports: judo, karate,
aikido, etc.
Name: Gloria Daniels Name: Martine Lemaire
Age: 36 Age: 32
Marital status: Married, with two Marital status: Divorced, with two
children children
Education: Diploma in Sports Education: Degree in biology
Management (Massey University, new (Sorbonne, France); Master’s degree in
Zealand) Dietetics (Yale University, US)
Experience: Worked for three years for Experience: Worked for five years as a
a chain of fitness centers. Joined dietician in a hospital. Had a year off
Johnson Associates, an organization work when her health broke down
promoting top sports personalities. Has because of stress. Joined a company
travelled all over the world for the last selling health and skin-care products.
ten years negotiating contracts with For the last three years has been
sportspeople. Assistant Sales Manager.
Outstanding achievements: “I Outstanding achievements: ‘I am
negotiated a successful deal with hank proud of raising a family successfully
Robbins, the famous baseball player. while working full-time.’
We promote him exclusively.” Skills: Fluent French, good Spanish.
Skills: Has an elementary knowledge of Speaks and writes English fluently.
44
Spanish and Italian. Was good at all Personality/appearance: Well-dressed

sports when younger. Considered in fashionable clothes. Dynamic and
becoming a professional tennis player. ambitious. Sometimes assertive during
Personality/appearance: Wore a very the interview. ‘Nothing will stop me
expensive dress at the interview. Film achieving my goals.’
star looks. Charismatic, over-confident Comments: Her main idea for
(?) ‘I like to win at everything I do, and increasing profits: spend a lot of money
usually I succeed. That’s why I’m so on multi-media advertising and offer big
good at my present job.’ discounts to new members. Believes her
Comments: Thinks the company should strongest quality in her creativity. In her
raise more money by offering shares to leisure time, she runs a weekly aerobics
wealthy individuals. In her opinion, the class and also manages a local baseball
company should immediately hire a firm team at the weekend.
of management consultants to review all
its activities. In the interview, she
seemed to be very competitive. Would
she be a good team player?
Exercise 3
Interview
Read the interview with Edga Schein, analyzing modern trends in human
resources.
A. Discuss with your partner key points of the interview..
B. Summarize the dialogue in indirect speech focusing on its key issues.
Information box
Professor Edga Schein is one of the world’s leading management
thinkers and an expert on the changing role of human resources
management within organizations.
What are the key trends in human resources?

Globalization, technological complexity, and cultural diversity are causing rapid
changes, both internally and externally, for companies. This puts pressure on top
management to perform, which raises their expectations of human resources. We
are also seeing more educated employees who are mobile, less loyal to their
companies, and more concerned for themselves than before.
How are companies responding to these trends?
Well, one cannot generalize, as they are all responding differently. But one clear
trend is that the HR function is becoming more strategic. Ideally, HR managers
should see their companies in the larger social context. They must be experts on
development trends, so that they can inform line managers of how these trends
have impact on human resources. They must be able to identify with the company
45
leaders and to think systematically and strategically. At the same time, they need to
manage employees’ interests, which is very different job from the old labor
relations kind of job. Finally, the HR manager needs to be an expert administrator.
It sounds like HR managers need to be superman.
Well, there are problems. Most people who come into HR are not trained to play a
role in the executive culture. So some companies are making their best line
executives the HR manager, which is probably the quickest way to give HR a
strategic function. These people then delegate the personnel, administrative part of
HR.
So, will the traditional HR job be split into two?
Yes, I see this in a lot of companies. They have a personnel function, which is
mostly administrative, whereby the manager reports to the head of administration.
And they have an organizational development function, whereby the manager
reports directly to the CEO. At some point, I suppose, there will be people who
will be able to do both jobs. But from what I have seen, few HR managers are
good at both jobs.
Are we talking here only about large, global companies?
No. You can’t include government-run organizations, which are very different. But
smaller companies that are privately or publicly held all have these same problems.
They may not be able to afford different people in the two roles. Yet the strategic
side of HR is essential for their growth.
How can HR managers contribute to company strategy?
Well, their role should be an educational one, to teach executives, what they need
to know to run the human side of business. So, for example, they should help
managers develop a change-management program by advising them on what is
needed to make the necessary changes. That is, they must develop a clearer vision,
a new rewards and incentive system, and identify the new behavior needed. In
culture management, they would help executives understand cultural issues and
how their leadership style could create cultural problems. So, the HR job is also
about being able to influence management, although it does not actually carry out
strategy.
How exactly is cultural diversity impacting on HR?
One of executives’ biggest problems is intercultural communication. The problems
are not just caused by ethnic and national diversity. A growing problem is the
growth of subcultures in organizations, caused by increasing levels of
technological complexity. As finance, marketing, sales and manufacturing
technically more complex, they tend to develop their own vocabulary and their
own way of thinking and doing things. This means that integrating them into a
total organizational solution is a more difficult job than it was when those
functions were not as complex.
How are technological changes impacting on HR?
Every field of business is evolving technically, creating new career opportunities.
And a lot of people now want meaningful careers in their technical specialties.
They are not interested in becoming managers. A big problem today for these
46
people is when they are promoted into generalist jobs, where they fail. HR should
make sure that management understands that the narrowing pyramid is not a
problem, because not everyone wants to climb this pyramid. With businesses so
dependent on specialists, the need for generalists is dropping.
Exercise 4
Read the dialogue describing the interview with the candidate.
A. Act out the dialogue with your partner.
B. Make up your conclusion on the way the interview was conducted and whether
the applicant received a job offer.
Dialogue
The scene of this dialogue is the office of the Oriental Business Press, a publishing
company specializing in books for business people. Catherine Chan, a final year
student in the Chinese University of Hong Kong, has applied for the position of
Marketing Executive. The interviewer is Mr. Liu, the senior member of their
Personnel Department. It is late morning and he has already interviewed five
entirely unsuitable applicants, and is hungry and irritable. Miss Catherine Chan is
only just on time, having had trouble finding a parking meter.
Mr. Liu Ah Miss Chan. Miss Catherine Chan isn't it? Well, now let me see.
You're a graduate of CUHK aren't you? In Marketing? So why do you want to
work in Publishing? Wouldn't an Arts degree have given you a more suitable
background? Is this really your kind of job?
Catherine Chan I think the job of Marketing Executive in a company of this sort
is very much my sort of job. I'm not a graduate yet, though, my final exams begin
in June.
Mr. Liu Yes, well all right. How much do you know about what we do I mean -
publishing business books? Any experience of that at all? It doesn't look like it
from what you say in your letter. What sort of place was it that you worked in last
summer as a - what did you say? a sales lady?
Catherine It was a department store. I said so in my letter.
Mr. Liu Oh yes - I see - well, what part of the store? Books? Stationery?
Catherine Well no. Nothing like that. Most of the time I was in the basement
where they sell kitchen-ware and small electrical appliances - toasters and irons,
and things like that.
Mr. Liu Were you good at selling?
Catherine I can't really tell from having done that. People know what they want
when they come into that sort of department. Either you have it or you don't - and
if you haven't, you can't persuade them to buy something else instead, can you? I
47
mean - somebody who finds you haven't got the right sort of kettle isn't going to
buy a suction cleaner instead.
Mr. Liu Mm. OK. Let's try again. Now you said you worked in this advertising
agency. Now you say you learned how the company operated. Tell me how you
did that and what was that you learnt.
Catherine Well, I was in the General Office. I did some word processing, and
made tea and answered the telephone - I was a sort of office Junior really. And
once when the person who was usually in Reception was away, I ……..
Mr. Liu Did you attend any Meetings?
Catherine No meetings.
Mr. Liu Did you work at all closely with anyone who had responsibility to
company decision making?
Catherine Well no. – No, I don't think so. Not really.
Mr. Liu Well, I don't see how you could have found out how erm much about the
company and how it operates.
Catherine Well but... I talked to ...I tried to.
Mr. Liu You say you learn quickly. So what evidence can you give me that you
do?
Catherine Well.. when I was in Secondary School - and still more in Primary.. - I
was always near the top of the class .. I always wondered why teachers were saying
things so, so many times ...
Mr. Liu Yes, very well, but recently, recently, have you learned anything on your
own - right outside the University syllabus? Like mm, language? Have you learned
to swim? Can you play an instrument? Erm can you drive a car? So what are you
good at?
Catherine No, I can't swim. Yes, I do drive a car - but that was why I was late - I
couldn't find anywhere to park it - but isn't driving more useful than swimming? I
mean to you, I mean … I still think I learn quite fast, compared with most people, I
seem to ...
Mr. Liu Well OK. Let's get back to the matter in hand. So you're a graduate - or
you soon will be as you said. You want to be a Management Trainee in our
company. You say you want to work overseas. If you worked for us, you might
have to do it - no choice about it. You say you respond well to pressure. Not much
Uh, evidence of that, I have to say. Well, I'm going to offer you this job though.
Low salary. Six months probation. Only after that if you don't make the grade. If
you do, we'll raise it and send you to Korea.
Catherine I'm not at all sure I would want.
Mr. Liu Oh my goodness nor am I. Go and have your lunch and think about it, and
I'll go and have mine. Now you can ring me tomorrow morning before 11am
please. Miss Wong - see Miss Chan out please - oh, and please go down and show
her where the car park is please.
Exercise 5
Role play
48
Role play a job interview with your partner. Choose one of the situations
described below.
Use Table 2 to formulate correct interview questions and answers.
Situation 1
A well established trading company is interviewing candidates for a position of a
brand manager who will have to be in charge of a new brand and will deal with
foreign partners regularly. The company needs to develop this brand quicker and to
launch a new product range. How to select the most suitable candidate? Suggest
the best method for evaluating a potential employee.
Roles: Interviewer, Candidates (3)
Situation 2
The Ukrainian pharmaceutical company is developing its export business and has
made new exclusive contracts with foreign manufacturers. The company has to
hire a new broker for the Logistic Department and a new export manager who will
be able to be responsible for export operations. Interview the candidates in the way
that would evaluate their skills and qualifications best.
Roles: Interviewer, Candidates (1 – for a position of a broker; 2 – for a
position
of an export manager)
Table 2
accurate enterprising practical
active enthusiastic productive
adaptable experienced reliable
adept innovative honest
broad-minded logical fair
competent loyal firm
conscientious mature genuine
creative methodical resourceful
dependable motivated sense of humor
determined objective sensitive
diplomatic outgoing sincere
discreet personable successful
efficient pleasant tactful
energetic positive trustworthy
Use these verbs and adjectives and really sell yourself! You only have a few
minutes to show how good you really are. By using this precise vocabulary and
being confident can help you make the best impression possible.
Think carefully about this question.

Why do you want this job? Stress the positive aspects which have
49
attracted you to applying for this

position. Do not mention the negative
aspects of your current job or the job
in question.
Their advertisement for the job may
What qualities do you think will be help you a little bit, but you should
required for this job? also think of the other qualities that
may be required. These may include
leadership ability, supervisory skills,
communication skills, interpersonal
skills, problem solving, analytical
skills, etc.
This is your chance to shine. Tell
What can you contribute? them about your achievements in your
previous position(s) which are
relevant to the new position you are
applying for.
Emphasize the positive reasons why
Why do you want to work for this you want to join their company, but
company? avoid aspects such as more money or
shorter hours. These would not endear
you to a prospective employer.
This is your chance to impress the
What do you know about this company? interviewer with your knowledge of
their company. Give them a run down
of their products/services, sales
figures, news, company figures,
customers, etc.
Again, your research into the
What interests you about our product company should aid you in answering
(or service)? this question.
Tread carefully here! Again do not
What can we (the new company) offer mention money. Stress opportunities
that your previous company cannot for personal growth, new challenges
offer?
50
REVIEW
Text 1
College Student Career Story
Before you read

You are a university student now. In a couple of years you will start your career.
May be you have made the fist steps already. How do you assess your skills and
qualifications now? What do you need to learn and improve to get a good job in
future?
Reading
A. Read the empowering career story of this current college student who is about
to enter her senior year and seek out the first job of her career with an employer
that will allow her to achieve a work-life balance.
B. Answer the questions after reading the story.
1. What priority has Erin Mason set?

2. What kind of job does Erin Mason want to find? Would you want to find the
same job in future?
3. What have Mason’s workforce experiences included?
51
4. What qualities have determined Mason’s career success she has experienced so
far?
5. What does Mason think about a crucial outlook for a boss to have?
6. Why does Mason feel confident in her knowledge of how to land a job? What
skills have she been taught?
7. How does Mason assess informational interviewing? How can it be helpful?
C. Write a summary of the story and express your agreement or disagreement with
the views of Erin Mason. Give your understanding of the question of finding a
right balance between work and life.
to seek out the first job launching one’s career, to achieve a work-life balance, the
millennial generation, flexibility between work and family, to climb the corporate
ladder, to be spent working the whole time, to get so involved in one’s careers ,to
lose sight of the real reason, to sacrifice aspects of my life, workforce experiences,
to land a job, career success,
maturity, independence, management-type position, job-search skills, interview
skills,
selling points, employability skills, to fit with the culture of an organization
‘I know how valuable an employee I am, and I'm good at telling an employer why
that is. I think I'll get a good job’.
Erin Mason, 21, is about to enter her senior year of college. A year away from
graduation and she has set a career priority that, in some ways, might seem unusual
for someone of college age, yet is increasingly a priority among the millennial
generation: "The most important thing I am looking for in a career is flexibility
between work and family."
Mason, a marketing major, does not hold a clear vision of what her future career
will be, nor is she extremely ambitious to climb the corporate ladder. "I don't think
I'll ever rise to be president of a company or anything like that, but I think as long
as I'm never stagnant, I enjoy the people I work with, and I have time for my
personal life, I'll be happy," she says. That personal life revolves around her
boyfriend, Sam, whom she met in sixth grade, became good friends with in eighth
grade and began dating in their sophomore year of high school. She and Sam now
attend the same university. Their beagle-Rhodesian Ridgeback mix, Suzie, rounds
out Mason's homelife. She very much expects both Sam and Suzie to be part of her
future.
"I think my life is too valuable and too short to be spent working the whole time,"
Mason continues. "I have to go to school and go to work so that I can enjoy my life
with Sam and Suzie and whoever else joins our family over the years. I sometimes
think that people get so involved in their careers that they lose sight of the real
reason they even go to work every day. I could be successful at lots of things,
52
things I'd enjoy a lot even, but they aren't all the best choices for having a family. I
will be happier in a career that allows me to enjoy a separate life at home than I
would in a career that demanded so much from me that I had to sacrifice aspects of
my life with my family. I think I should be able to find a job that is challenging and
satisfying to me but that does not run my life. Do I think an employer wants to
hear that from me during a job interview? NO! But I think if I do my homework
on the culture of a company, I should be able to tell if they value what I do."
"The experiences I've had in the professional workforce so far have most
influenced my thoughts on my future career," Mason says. "Although I've not
worked for many companies so far, I know what I liked and what I didn't like.
Surprisingly little of what I liked had anything to do with the actual job being
done, but more with the people who worked there and the attitude of the
management."
Those workforce experiences have included working for an investment-banking
firm, where she started as a temporary secretary for about a month. "I answered
phones, scheduled conference calls, booked hotel rooms and rental cars for
business trips, kept the kitchen stocked with snacks and drinks, greeted visitors and
made sure they got some coffee or something before a meeting began," Mason
recalls. She also ordered office supplies and did filing, organizing, and "some
projects creating tables in Microsoft Excel." Her next stint at the company was as
an office assistant/intern to begin working on a project to scan all of their paper
documents into a digital filing system, and then boxing them up and shipping them
off to a company to be stored.
Most of this communication was through email. This was very important to their
business because if their investors couldn't see progress in the project, they might
not continue to invest," says Mason who still works for the firm occasionally to
help keep up the filing system she helped implement.
Mason generally worked for the firm during her summers off from school. During
her sophomore year, she served as a resident assistant (RA) in one of her school's
residence halls. "I'm glad I was an RA for a year because it taught me a lot about
myself," Mason says. "I thought I was great at communicating with others, and I
was more assertive than most, but a hall full of freshmen college students are a
tough crowd. I also got a lot of experience in planning events for the hall,
advertising for my residents to attend, and also working in a team with the rest of
the RAs in my hall”.
During the time she worked at home for the firm, she also served as a teaching
assistant in a special class for first-year business students, where she led classroom
discussions and activities and played a major role in grading papers.
After the busy semester in which she had both worked for the investment-banking
firm and been a teaching assistant, she landed a job at a local restaurant. "I began
as a hostess because that was the easiest way for me to get my foot in the door at a
restaurant," she says. "I had a lot of work experience but not very much in a full-
service restaurant establishment. I did not feel challenged by the hostess position
and very quickly began asking to serve. I was asked to keep hosting at first,
53
although I was trained to serve and given a few shifts as a server. After only a short
time, however, I proved myself a valuable server and salesperson, and I became a
full-time server”. Mason has excelled in her jobs and earned the praise of
employers and measurable rewards such as good tips when she's worked as a
server. "I think any career success I've experienced so far is a result of my
enthusiasm, my maturity and independence, and my ability to relate to people and
make them feel comfortable and confident in me," she says. She also attributes her
success to hard work. "Not that I'm not talented," she says, "but I just don't know
that my talents get me places as much as my determination does."
Her track record of good relationships with co-workers extends to bosses. "Maybe
you shouldn't be close friends with your boss," Mason points out, "but my best
boss is one of my best friends. She has always made me feel that my health, both
mental and physical, was most important. I think this is a crucial outlook for a boss
to have. Conversely, Mason's worst boss, she says "left me in charge of his
business when I was only 18 years old because he was an alcoholic and his health
faded so much as a result that he wound up in the hospital. He would sacrifice
quality of food to cut costs, he treated some employees unfairly, he drank in the
store and did other unethical things, and he behaved erratically more often than
not."
Born in Winter Park, FL, and currently living in DeLand, FL, Mason has pursued
her education at an expensive private university and notes that "the biggest
obstacle I've faced in getting my education so that I can start my career has been
money. It just seems like you have to put a lot of resources into finding and being
qualified for a good job."
In fact, finances were one of the reasons Mason spent just a very short time in a
marketing internship with an international music festival based in Daytona Beach.
"Business at the restaurant has slowed so drastically that it has become imperative
that I look for another paying job," Mason explains. "The internship was unpaid,
and it also limited the time I could spend looking for and dedicating to another job.
I was also disappointed with the type of work I was being given so far for this
internship. I already have a lot of experience filing and organizing from the
investment-banking firm, and I was hoping for more marketing-specific hands-on
experience. If my financial situation hadn't become more serious, I may have
stayed to see what else they gave me to do, but I was unable to wait it out."
Despite the ongoing financial struggle, Mason says, "I'm proud of what I've done at
Stetson [University] so far. I don't have the highest GPA or anything like that, but
my professors think I'm a hard worker and always have the kindest things to say
about me."
Even while still in school, Mason strives for balance in her life. "Right now, being
in school and working a lot, it is difficult to make time for family and friends,"
Mason says, "but it's very important to me. Spending time with my boyfriend and
my dog makes difficult days worth it, and that won't change once I graduate and
find a career."
54
In considering what type of job Mason might pursue next year after graduation, she
says, "I feel a lot more drawn to management-type positions, but I haven't
necessarily decided on that either. I don't think I'd be happy in advertising, but
perhaps some kind of event-planning career. When I job-hunt for after graduation,
I seem to focus a lot more on the company search and investigating the company. I
look at positions available and what they entail, and with a lot of them I think,
'Hey, I can do that, and that, and that.' I think I will find a company that feels right,
like Stetson felt right, and hopefully they'll have a place for me on their team. I
have a critical mind, and I think Stetson is making me a well-rounded business
student. I know a lot about marketing, and I see that as a huge advantage over other
candidates for almost any position I could apply for. I guess that's my long, drawn-
out way of saying I don't know what I want to do yet. I bet I won't figure it out
until I get my first job after graduation, and then I'll go from there. I'm not that
worried. I know how valuable an employee I am, and I'm good at telling an
employer why that is. I think I'll get a good job."
Also important will be the job and career direction Sam, a finance major, pursues.
"We've talked about leaving Florida for sure," Mason says. "We both want to live
somewhere else. We've both also discussed leaving the country even. There are
lots of possibilities, as you can see. Neither of us knows exactly what career we
want, but we're pretty conscientious people, and I think we'll make smart decisions.
If Sam finds a job that he really gets excited about, we're going to go for it. If I find
a job that I think I may really want, Sam said we'll do whatever we can to make it
happen. At least one of us getting a good job as soon as possible after we graduate
is the main objective. The other will find one in the area without much trouble, or
we'll figure out something else. We know of some 'safe' cities where I know I can
get work of some kind from the investment-banking firm, like New York, Tampa,
and San Francisco. The bottom line is, whatever we do and wherever we go, we do
it together. That may sound silly to some people, but this is what's most important
to us. We are both constantly looking out for each other, and as long as we keep
doing that, we can't go wrong. Sam's hopes and dreams are no more important than
mine, or visa versa, because they are the same. We want a happy, healthy family,
and we want to enjoy as much of our lives with each other as we can. It sounds
complicated, but it's really pretty simple!"
External factors that Erin and Sam can't control also will play a role. "Where we go
exactly, geographically, will depend a lot on the economy in May of 2009 around
the globe! It's changing a lot, and we want to make an educated, informed decision
about where to start our careers."
Unlike many students, Mason feels confident in her knowledge of how to land a
job. "We've both been taught so many great job-search skills, interview skills," she
explains. We have a good resumes. We know how to focus our cover letters and
resumes for a specific job, and we know what our selling points are and how to
showcase them for an employer. I just have to hope that using all of these tools and
our ever-growing network of professionals will result in at least one of us landing a
great job."
55
If she could do anything she wanted in her career, Mason, who has never flown on
an airplane, says, "I've never been anywhere, and I'd love to travel. What could be
better than spending all my time with my family seeing as much of the world as
possible?"
Suggestions and Resources for Mason and Others in Similar Situations
We suggest that Erin:
Maintain her positive attitude and confidence in her job-search and employability
skills. Mason's knowledge of her best selling points and ability to convince an
employer of her value will take her far as she launches her career.
Try to get at least one paid internship in her senior year. Since Mason has not had
the opportunity to do marketing-specific internships, it would be ideal to land one
for fall semester, and another for spring -- or one that spans her entire senior year.
Given her financial situation, however, a paid internship will be crucial.
Attend career fairs/expos during senior year. Mason's school will provide her with
access to at least two career fairs during her senior year, and she can likely find
more. Attending these fairs will help her make contacts, assess cultural fit, and
fine-tune her ideas on where she wants to work and what she wants to do.
Keep researching companies and industries. Mason says she already focuses on
investigating companies and their cultures and that she and Sam expect to make an
educated decision about where to go when they graduate.
Continue to evaluate her cultural fit with employers. Since a good fit with the
culture of an organization is probably Mason's most important priority in choosing
an employer.
Conduct as many informational interviews as she can. Mason did at least one
informational interview in college. She can now use informational interviewing to
help narrow down career possibilities and determine the best direction for herself.
She says, "I bet I won't figure it out until I get my first job after graduation, and
then I'll go from there," and says she is not worried, but through informational
interviewing, she could "try on various jobs for size" and save herself some time --
and possibly the heartache that comes from the wrong choice. These interviews can
also help her assess her culture fit with employers. Informational interviews are
also amazing networking opportunities. Mason will make excellent contacts
through these interviews and could even learn of job opportunities. Summer may
be a great time for these interviews as some companies have slower periods in the
summer. Talk to her professors and career-services professionals. Though Mason
has good job-hunting skills, professors and the staff of her university's Career
Services office may be able to help her narrow her choices and provide her with
job and internship leads.
Continue to monitor the economy to make after-graduation decisions.
Text 2
56
Older People
Before you
According to the one forecast, by the year 2050, the number of people in the world
aged over 60 will rise from 600m to 2bn. What do you think will be the implication
of this trend in terms of employment?
Reading
Read this article from the “Financial Times” and answer the questions.
Older people: Age and experience

by Sarah Murray
1 Demographics usually proves a powerful force for change in the business world,
and the rapidly ageing world population looks likely to continue the pattern. By the
year 2050, according to the International Labor Organization, the number of people
aged over 60 will rise from 600m to 2 bn. In less than 50 years, for the first time in
history, there will be more people in the world over the age of 60 than under the
age of 15. All this has profound implications for employers and, says the ILO,
should provide an incentive for companies to fight age discrimination and
accommodate older workers, creating challenging careers to persuade them to stay
in their jobs longer.
2 However, changing demographics alone are unlikely to spark drastic changes in
corporate policies and practices towards older workers. John Atkinson, who runs
the Unemployment Labor Market Disadvantage program at the Institute for
Employment Studies, says legislation is likely to provide a sharper stick with
which to prod companies into action. In the UK, for example, the government is
committed to implementing age legislation under the European Directive on Equal
treatment.
3 The exact form of the new rules will take is not yet clear, but it is thought likely
that it will be similar to existing legislation on race and gender. “It wasn’t until that
law came in that most employers pulled their socks up and started to take it
seriously,” says Mr Atkinson. “So the best employers are thinking about their
policies and practices towards age, but the vast majority are not.”
4 And yet, as savvy companies have realized, positive policies and practices on
age diversity make good business sense. Because of the nature of its business
B&Q, the British DIY retailer, has found that having older workers on its staff has
enhanced sales and customer loyalty. Older employees often have a basic
knowledge of DIY, and customers, who tend to associate older people with this
knowledge, feel comfortable asking their advice.
5 And for sectors such as financial services, the age profile of customers means it
makes business sense to increase the average age of sales teams. Changing
demographics was part of the reason that Halifax Bank of Scotland (HBOS) re-
evaluated its diversity programs. An ageing population was driving a need to put a
57
greater focus on savings and retirement plans and the release of capital tied up in
property – and at least half of the bank’s customers are now over the age of 50. In
response, the HBOS group policy was altered to allow people to work beyond the
traditional retirement age of 60 or 62.
6 But permitting employees to work beyond traditional retirement age is one
thing. It is quite another to persuade them to remain in work – particularly when
private pensions and savings and the possibility of buying a house in the south of
France provide a tempting alternative. Indeed, many workers, rather than staying
on, are retiring early – either through desire or because of poor health.
7 At the same time changing demographics present another challenge for
employers that hope to persuade their staff to remain with the company for longer.
In a word where a higher proportion of employees are older, there will no longer
be a sufficient supply of the sort of senior management positions that were once
the goal of many in the workforce.
8 “People tend to look at older employees when they talk about age”, says
Michael Stuber, founder of Mist Consulting, the Cologne – based diversity
consultancy. “What they often ignore is that the main clientele are people who are
today 38 to 45. They are growing older and they have made their careers with an
idea that they should be at a director’s rank by the age of 43, otherwise they won’t
make it. And now it’s obvious that, particularly in times of lean management, they
cannot all be promoted to direct level.”
With rates of promotions lowing and pay growth declining from about 35
onwards, working longer looks far less attractive than it did a couple of decades
ago. “What used to be a manual worker’s earnings pattern – they earned their most
at their fittest, and their earnings declined as they got worn out – has become the
pattern for everyone,” says Mr Atkinson. Given such trends, simply abolishing the
formal retirement age and removing age specifications from recruitment
advertisements remain cosmetic initiatives. They fail to address a deeper
understanding problem. That is a need to create an appealing working life for those
growing older in a world where career structures, rather than being vertical, will
look increasingly horizontal.
1. Read the article quickly. Who are these people and organizations?
a) ILO
b) John Atkinson
c) B&Q
d) HBOS
e) Michael Stuber
f) Mist Consulting
2. Choose the best alternatives to replace the words in italics, according to the
context of paragraphs 3 and 4.
a) It wasn’t until the law came in …. (paragraph 3)
58
i) was involved in a plan or deal

ii) came into effect
iii) became fashionable or popular
b) ……most employers pulled their socks up (paragraph 3)
c) ………savvy companies (paragraph 4)

i) smart and wise
ii) ignorant or lacing in ability
iii) high-tech and up-to-date
d) ….enhanced sales and customer loyalty (paragraph 4)

i) the length of time customers stay with a company
ii) the act of consumers refusing to change their purchasing habits
iii) the degree to which people buy a brand or use a company’s services
3. Read paragraphs 4 and 5 again and complete these sentences (a-h) using
expressions in the box (1-8).
a) For many supermarket chains, it…….to employ older people as checkout
attendants.
b) B&Q prefers more experienced workers ……., as they can explain their
products more effectively.
c) If you……of something, you understand the main principles behind it, but you
are certainly not an expert.
d) I didn’t …….applying for that job, as I didn’t think I had necessary skills.
e) ……..should ensure that a variety of people of different race, age and
background are recruited by a company.
f) What is really……to employ older people for longer is the change in
demographics in the world.
g) He had always put money towards……in case he was suddenly made
redundant.
h) The business had done bankrupt, but managed to pay off its workers, as it had
money ……in property.
1 because of the nature of business

2 diversity programs
3 driving a need
4 feel comfortable about
5 have a basic knowledge
6 makes good business sense
7 savings and retirement plans
8 tied up
4. Match the words and expressions (1-6) from paragraphs 7-9 with the correct
59
definitions (a-f)
1 demographics (paragraph 7) a) all the people who work in a country,

industry or factory
2 workforce (paragraph 7) b) money a person receives for work for
a particular period
3 lean (paragraph 8) c) using the most effective methods and
the fewest possible employees
4 earnings (paragraph 9) d) process of finding new people to
work for an organization
5 abolish (paragraph 9) e) officially end a law, system or
organization
6 recruitment (paragraph 9) f) details concerning age, sex and
income of a particular group of people
5) Answer the questions.
1. Do you agree with the formal retirement age in your country? Why? Why
(not)?
2. At what age would you expect to retire?
3. Dou you think older employees should earn more or less or the same as younger
workers? Why (not)?
VOCABULARY DEVELOPMENT
Exercise 1
Fill in the blanks in the sentences below with the correct preposition.
1. I’d like a job………. the field of advertising.

2. A CV should look good ……. paper.
3. Trouble broke…… at the factory when the worker was fired or being late.
4. You should put a lot of emphasis …… your work experience.
5. There is no harm….. asking someone to check your CV for you.
6. Many human resources departments are strict …… checking whether you
really have the qualifications you claim to have.
7. If you waffle too much, the recipient of your letter will not want to read
……..
8. If your write your CV well, your strengths should leap…… the page.
9. Recruitment consultants have to sift ……. hundreds of job applications.
Ex. 2 Study the list of action verbs; which you may use in your resume.
accomplished delivered instructed performed supervised

administered distributed liaised processed supported
60
applied elaborated maintained provided traced

arranged estimated managed purchased trained
audited evaluated monitored recorded verified
chartered examined motivated recruited
compiled expanded negotiated repaired
contracted filed operated reviewed
controlled handled ordered scheduled
counselled implemented outlined searched
Examples:
Supervised five subordinates.
Managed performance of three projects.
Rewrite the sentences using more powerful verbs.

1. Began a more effective bookkeeping system.
_____________________________________________________________
2. Handled budget for student association.
_____________________________________________________________
3. As a housewife, I spent 7 years in charge of a household.
_____________________________________________________________
4. Member of a business club.
_____________________________________________________________
5. Opened up a branch for a pharmaceutical company.
_____________________________________________________________
6. Responsible for hiring personnel.
_____________________________________________________________
7. Started lunch-time physical fitness course in the company.
_____________________________________________________________
8. Coached a Little League baseball team.
_____________________________________________________________
9. Spent 6 months in Europe.
_____________________________________________________________
10.Babysitter for 5 years.
_____________________________________________________________
11.Spent summer in English immersion program.
_____________________________________________________________
12.Part-time sales clerk in a shoe store.

_____________________________________________________________
___
13.Participated in Business for Youth competition.
_____________________________________________________________
___
14.Did a term project on computer programs for a computer course.
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_____________________________________________________________
___
Exercise 3
Fill in the gaps with a correct preposition, article or auxiliary verb. Make a
standard lay out of a job application letter.
Sir/Madam, I 1) ________ writing this letter to apply for 2) ________ position of

student assistant that I saw advertised on your website. I 3) ________ interested 4)
________ working 5) ________ 6) ________ teachers' resource library, or 7)
________ 8) ________ accommodation department. I have recently graduated
from 9) ________ WSB Business School 10) ________ Warsaw and received high
grades 11) ________ both my English and Business Courses. In addition, we had
to use all of 12) ________ Microsoft Office programs 13) ________ 14) ________
preparation of our finished assignments, so I 15) ________ able to do most things
with computers. Since I was 15 years old I have helped my father to run his small
import-export business. I have been involved 16) ________ helping 17) ________
variety of clients and also 18) ________ general administration of 19) ________
business. In 20) ________ past 2 years I have worked 21) ________ 22) ________
WSB library, helping teachers and students to find and use 23) ________ resources
there. This experience has given me 24) ________ ability to deal with 25)
________ needs of all types of people. I have an outgoing, diligent personality and
find that I enjoy 26) ________ challenges of working 27) ________ busy
environments. In addition, my studies and experience have taught me to be
accurate and efficient 28) ________ organizing my work so I would be 29)
________ valuable addition to your school. I look forward to hearing from you.
Yours faithfully Pawel Minescz.
GRAMMAR
Exercise 1
In which of these questions and statements is the word order correct? Rewrite the
incorrect ones.
1 Could you tell me what your strengths are?

2 I’d like to know what your colleagues would say about you.
3 Could you tell me how have you changed in the last five years?
4 Do you happen to know what salary I will start on?
5 I am not sure where want I to be in five years’ time.
Exercise 2 (See Tables 8, 10, 13)

Put the words in the right order to form indirect questions or statements.
1. do know where you the room interview is

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2. I ask you old are you how could

3. I wonder you if could me tell what time is it
4. I’d like why to know we you should hire
5. do you mind I ask if your weaknesses are what
6. could I you ask why left you your last job
Exercise 3
You are interviewing someone for a job. How would you politely find out the
following information?
1 Their age 3 Their reasons for leaving their last job
2 Their current salary 4 Their weaknesses
Exercise 4
A. Before you read the story scan a short paragraph about Prepositions.
In this story will find a lot of expressions with Prepositions. It is best for you to
learn these phrases within a context so you will memorize them more quickly.
Each preposition can be used in a lot of different combinations forming many
different meanings. Take a look at these examples with the preposition about:
— «I think it's about time for us to leave.»

— «Our new boss is probably about 40.»
— «May I ask you a question about your family?»
— «What's this noise all about?»
— «How about going to the cinema tonight?»
— «What are you going to do about this situation?»
As you can see the preposition about doesn't make any sense without the context it
is used in. That's why you should always learn complete expressions instead of
separate words.
B. Read the short story and try to work out what the expressions in italics mean.
(There are 147 prepositions in the text and only a part of them is in Italics to make
the story easier to read.)
C. Speak on the text trying to use lexical set related to work and as many
prepositions as possible.
«How I got that Job»

At the time I was living in a small village about 25 miles from London. That was
the advantage of living there because you could get to London in under half an
hour. That was by train of course. If you went by car it would take about three
times as long and you would sit in your stationary car for ages before you got
anywhere especially if you travelled in the morning rush hour. The reason why I
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am giving you this travel information in detail is because I had to make a choice
between the car and the train.
I had seen an advertisement in a national newspaper, which had asked for someone
who had some knowledge of computing, had worked at least for two years in car
sales and finally was not afraid of travelling up and down the motorway to London
every day from a place not far from where I lived. It seemed interesting work and
was quite different from the job I had at the time. The interview was to take place
at 10 am on a Monday morning in January.
Throughout the weekend I could not make up my mind whether to travel by car or
by train. At the end of Sunday I had decided it was going to be the car. In the end I
had convinced myself that this was the best choice because after all the job was to
do with cars.
On the day of the interview I got up at 6 a.m. as I was terrified of being late. I
usually woke up early because the noise of the traffic as it rattled past my bedroom
window was very loud first thing in the morning. On this particular morning
everything seemed strangely silent. I looked out of the window and realized why:
There was a thick blanket of snow on the road and it was still snowing heavily. I
panicked. All my resolution had disappeared. Clearly now I would have to go by
train. I telephoned the station and asked what time the next train down to London
would be. I was informed that all services had been cancelled. I asked by whom
they had been cancelled. I never knew the answer to that question because I had
been cut off.
Obviously I would have to think over my plans for the day. From my bedroom
window I looked down at my snow-covered car. That was my last hope. After
breakfast I managed to brush off all the snow from the car and by a good stroke of
fortune I managed to get it started at the third attempt. I drove along the road that
led up to the motorway with a light heart because everything seemed to be going
well. It was almost fun with the sun shining through the clouds and the snow gently
falling down on to the car. But that feeling did not last long. As I reached the slip
road that joined the motorway I saw an enormous queue of cars one behind the
other. I realized I was stuck right in the middle of a huge traffic jam. In my mind I
started to go through the qualities that were needed for the job. Among the
requirements were: ability to work under pressure, calmness in the face of difficult
circumstances and a determination to see a job through to the end. I reviewed the
situation. It was 9 a.m. by now and on a normal day the drive would take about
forty-five minutes. On a day like this it would be impossible to gauge. I decided to
relax. After all nobody else could travel so why should I worry about it? Within
five minutes the traffic was moving again and for the next two miles I was driving
along the motorway at quite a good speed.
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And then it happened. I skidded off the road and into the bank by the hard shoulder.
There was a loud bang and steam started to pour from out of the car bonnet. I
glanced at my watch. It was fifteen minutes to ten and there were still about 10
miles to go. Fortunately I had my mobile phone with me and called the car
assistance firm, who promised to come as soon as possible. I also phoned the firm I
was supposed to be having an interview with, apologized and said I might be a
little late. They didn't sound very friendly. One hour later the repair people arrived
but they couldn't start the car. They towed it away to a garage and dropped me off
at the nearest railway station.
I think I must have got the only train that was running that day. Eventually I
reached my destination at 11.30 a.m. just one and a half hours late. The interview
panel asked me some really difficult questions and as I left to go home, I thought
that I had failed miserably. Two days later I received a letter. They offered me the
job because I had shown presence of mind and determination». I was feeling very
pleased with myself. Apparently I had shown ability above the average and had
scored well over any other candidate. It wasn't until I had been there for three
weeks that I found out the truth.
I had been the only candidate who had managed to get to the interview on that
snowy day ten years ago.
Verb + object + infinitive (See Table 7)

Exercise 5
Make sentences about Mary, using ….want (s) her to…Example: Everybody wants
her to do something.
Everybody Her boss Her daughter Her husband

Her mother Her son The butcher the dog
The government The vicar
do something buy her a car buy him some new clothes

cook super go to church leave her husband pay his bill
pay taxes take him for a walk work harder
Exercise 6
Change the sentences. Example:
I told John ‘I think you should stop smoking.’ (advise)
I advised John to stop smoking.
1. They said we couldn’t look at the house. (didn’t allow)

2. I said to Jake. ‘Please be more careful.’ (ask)
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3. She said to me. ‘Do try the exam.’ (encourage)

4. I think he’ll come soon. (expect)
5. I went away, so he had to solve the problem. (I left…_
6. Was it your idea that I should pay? (Did you mean…)
7. The captain told the men, ‘Attack!’ (order)
8. ‘Don’t forget to buy coffee. ‘I told Sue. (remind)
9. She gave me lessons in cooking. (teach)
10. She mustn’t tell anybody. (I don’t want…)
Exercise 7
Complete the following sentences.
1. My parents want(ed) me to_____.

2. My parents don’t/didn’t want me to______.
3. I would like my children to _______.
Let and make are followed by object + infinitive without to

Don’t let me forget to phone Jill.
Passive structures with make have the infinitive with to.
He was made to apologize.
Exercise 8
Let or make? Make sentences beginning Her parents let her… or Her parents
made her…
1. stay up late
2. do the washing up
3. read what she liked
4. iron her own clothes
5. do her homework
6. drink bear
7. clean up her room
8. go to church
9. have parties
10. choose her own school
Exercise 9
What did your boss let/make you do when you were employed for the probation
period?
Write three or more sentences.
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67
SELF - STUDY
Task 1.
Creative writing
Choose one of the texts A, B, or C and identify the problem being described.
Suggest your solution to the issue and summarize in English the content of the text.
A
Poor Job Descriptions
The sales organization needs the right number of people in the right jobs – that’s
definite. How they work together, however, is the key to business success. Sloppy
job descriptions will inhibit understanding of exactly who is responsible for what,
as well as impacting on recruitment and remuneration decisions. All too often, job
descriptions have not been updated for years and no longer reflect current needs. In
some cases, virtually identical job descriptions for business development, account
management, customer service and even project management jobs, are found.
Alternatively, jobs are described using over-complicated language that obscures
key sales tasks.
For instance, a recent advert for a junior telesales position described the job in
terms of ‘implementing successful outbound acquisition methodologies’ and failed
to mention the word sales entirely.
B
A Dying Dream
Americans have stopped caring about their jobs, says Judith Bardwick in her new
book,
One Foot Out the Door: How to Combat the Psychological Recession That’s
Alienating Employees and Hurting American Business. The management
consultant and best-selling author warns of deep unhappiness in the workplace,
where two-thirds of employees are actively looking for other work.
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According to Bardwick, there used to be a social contract whereby employers were

generous and workers were loyal. However, the increasing competitive global
economy has changed that. “Years of layoffs and business corruption have given
people from all backgrounds, but especially the young and educated, the feeling
that their companies no longer value them,” says Bardwisk. “When people are
regarded as a cost and not a resource, when no one seems to care that they are
there, they don’t work well, and they don’t stay.” She calls this a “psychological
recession”.
Her strongest message, however, is that the US must save the “American dream” –
the ability of anyone to gain wealth through hard work. Reform, she says, is
needed in education, health care and in the cooperation between employer and
employee.
C
Going Global
International Assignments, European-Union initiatives and the rising need for
highly skilled employees have all promoted globalization in recruitment. Although
these trends are largely positive for job seekers, they have also made the search for
qualified employees more complex.
Before recruitment, companies usually create a job description, a list of the
qualifications and experience the candidates are required to have, and a “person
specification”, which describes the personal qualities needed. A competency-based
framework may also detail desired skills, such as the ability to solve problems or
work in teams.
Recruitment often involves placing job advertisements in newspapers or in
specialist publications. Online recruitment, the advertising of job vacancies on
company websites or on job boards, has become more and more common. Other
methods of attracting candidates may include career forums, job fairs and
recruitment events, which give company representatives the opportunity to meet
potential candidates in person. An executive search is generally reserved for
management positions, but recruitment consultants often research for employees at
various levels. This search may include headhunting, which is finding job-holders
who have specific skills for open positions at other firms.
Telephone interviews have become a popular means of getting a first impression of
applicants, in particular when dealing with people who live abroad, or when the
telephone will be an essential part of the job, as in customer service roles.
Recruitment consultants may meet with job-seekers and then suggest suitable
candidates to a company, which will invite the best applicants for a second
interview.
Sometimes, additional steps are needed before a firm makes its final decision.
Assessment centers offer a way to observe and judge candidates in group
situations. Such a method can test social skills, how well people work under stress,
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or their ability to work in teams. Or, through the use of temporary agencies, firms
have an excellent source of “temp-to-perm” (temporary-to-permanent) employees.
Increasingly, employees expect to change jobs, and perhaps even careers, several
times during their working life. Their work-life balance has also become more
important to them. For employers, managing talent – not only attracting but also
keeping key employees – has become a recruitment priority.
Task 2
Choose one of the articles A, B, or C and translate it into English.
A
Методи пошуку роботи в умовах кризи
Якщо Ви не готові відкрити власну справу, якщо Вам ближче і прийнятніше
працювати на певній посаді та виконувати чіткі функціональні обов’язки, але
ви не маєте роботи, то постає питання: Куди вам йти, де і як шукати роботу?
Пропонуємо практичний план дій.
Перший крок — реєструємось у службі зайнятості. - Не пропонують нічого
підходящого? Другим нашим кроком буде реєстрація в приватних кадрових
агенціях. Але для того, щоб правильно обрати агентство, потрібно провести
певний аналіз його діяльності. По-перше, як довго працює на ринку праці,
поцікавитись кваліфікацією консультантів, рекрутерів, запитати пораду
знайомих, можливо, хтось із них користувався послугами певної служби
працевлаштування. Чітко дізнатись умови співпраці: скільки, хто і коли
оплачує послуги агентства? У сьогоднішні важкі часи немало шахраїв
вийшли на поле працевлаштування, аби нагрітись на довірливих безробітних.
Вони декларують неіснуючі вакансії, аби взяти з шукачів реєстраційну плату,
а подальшої відповідальності не несуть, тобто дають зареєстрованим
клієнтам телефони роботодавців, які з подивом дізнаються про те, що вони
пропонують роботу.
Третій крок – найперевіреніший метод — звернутись до друзів, родичів,
знайомих. Не соромтесь повідомити всіх, що шукаєте роботу.
Четвертий крок — для просунутих користувачів мережі Інтернет, це
розміщення резюме на всіх порталах працевлаштування.
– Додавайте інформацію про себе не тільки на місцевих сайтах з пошуку
роботи, але й всеукраїнських, та не забувайте вказувати регіон, в якому ви
шукаєте роботу, – веде далі співрозмовниця. – Якщо ж самі ви не можете
справитись з цими завданнями, зверніться до спеціалістів кадрових агентств
чи працівників інтернет-клубів. Вони допоможуть швидко й оперативно
обрати необхідні портали та розмістити резюме.
П’ятий крок для найбільше активних — прямий пошук. Для початку
підготуйте резюме. Потім візміть будь-який довідник і складіть перелік фірм,
які вас цікавлять як роботодавці. Розішліть своє резюме факсом чи
70
електронною поштою. Якщо підприємство велике, зателефонуйте до HR-

менеджера і запропонуйте свою кандидатуру. Бажано домовитись про
зустріч, адже візуальний контакт допоможе менеджеру з персоналу скласти
позитивне враження про вас і збільшить ймовірність вашого
працевлаштування.
– Не опускайте руки, якщо вам відмовляють у зустрічі чи розгляді резюме,
сьогодні важкі часи не лише для шукачів роботи, але й для роботодавців. Як
кажуть, хто шукає — той обов’язково знаходить.
B
Що таке резюме?
Головна мета резюме полягає в тому, щоб вигідно продати товар (в даному
випадку - працевлаштуватися). Реклама претендента на вакантне місце
повинна вплинути на роботодавця так, аби він зацікавився ним, запросив цю
особу на співбесіду з приводу працевлаштування.
Підказки до написання резюме
- Слово "резюме" на початку сторінки не пишеться.
- Описуйте в резюме лише позитивні якості.
- Пишіть тільки ту інформацію, яку ви можете повністю підтвердити.
- Резюме не повинно бути дуже великим (1 сторінка формату А4).
- Зробіть його максимально привабливим, легким для читання.
- Не допускайте орфографічних, граматичних помилок.
- Не пишіть будь-які абревіатури чи спеціальні терміни.
- Перевірте своє резюме перед його використанням.
Деякі моменти подачі та оформлення резюме
Фотографія
Прикладайте фотографію, коли це спеціально обумовлено. Бажано мати із
собою фотографію, якщо вас запросили на інтерв'ю або ви особисто
передаєте її у відділ персоналу.
Оформлення
Ваше резюме - один із засобів виразу індивідуальності й стилю.
Прослідкуйте, щоб резюме було оформлене в одному стилі, якомога
простіше, було зручним для читання (великі поля, не дрібний шрифт,
достатня відстань між рядками і розділами). Не застосовуйте ті види
оформлення, які привертають увагу, але створюють проблеми при скануванні
й передачі факсу.
Що цікавить роботодавця
У процесі написання резюме пам’ятайте, що роботодавець шукатиме в ньому
ваші конкретні якості: те, що відрізняє вас від інших претендентів, і те, що
переконає роботодавця в тому, що ви належним чином зможете виконувати
цю роботу.
Резюме - це перше спілкування з роботодавцем, і від того, як воно буде
написане, залежить, чи будете ви запрошені на інтерв'ю і прийняті на роботу.
Включайте в резюме все, що може охарактеризувати і продемонструвати з
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кращого боку ваші ділові якості, і не включайте моменти, які не відносяться

до вашої діяльності. Окрім професійних досягнень, роботодавця цікавлять
особисті якості претендента.
Найважливіші для роботодавця:
• Комунікабельність, відвертість у спілкування
• Ініціатива
• Відповідальність
• Організаторські здібності
• Упевненість у своїх силах
• Енергійність
• Гнучкість
Структура резюме
• Прізвище, ім'я, по батькові.
• Основні особисті дані (адреса, телефон, дата і місце народження, сімейний
стан).
• Мета пошуку роботи. З формування мети повинно бути зрозуміло, яку
роботу ви можете і бажаєте виконувати.
• Освіта. Для випускників і студентів рекомендується приділити цій рубриці
більше уваги, оскільки якщо у них і є досвід роботи, то він незначний.
• Досвід роботи. Ці дані додаються у зворотному хронологічному порядку із
зазначенням дат, місць роботи, посад, основних функцій і досягнень.
• Додаткова інформація. Слід включити відомості про рівень володіння
іноземними мовами, про навички роботи на персональному комп'ютері, про
наявність прав водія. Можна перелічити все, що підвищує вашу цінність в
очах роботодавця. Резюме може також містити: відомості про громадську
діяльність, військову службу, про готовність до відряджень та роботи з
ненормованим робочим днем.
• Коротка характеристика особистих якостей (вимогливий до себе та інших,
енергійний, хороший організатор і т.д.)
• Хобі та інтереси. Література, розгадування кросвордів, також подобається
плавання та прогулянки на свіжому повітрі ( як приклад).
• Дата складання резюме. Завдяки цьому документ має чіткість і
конкретність.
C
Співбесіда, як важливий елемент прийому працівника на роботу
Серед методів відбору інтерв'ю займає особливе положення, оскільки воно
дозволяє одночасно вирішити широке коло завдань.
Розглянемо особливості, етапи і вимоги до інтерв'ю на прикладі відбору
кадрів.
Інтерв'ю є центральним елементом і найбільш широко використовуваним
методом відбору. До інтерв'ю зазвичай допускаються 20-30% від загального
числа кандидатів, що залишилися після попередніх етапів відбору. Воно
проводиться з метою оцінки якостей, необхідних для роботи за
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пропонованою вакансією: культурного рівня, ціннісної орієнтації і мотивації

кандидата, ділових якостей, тощо. Багато організацій використовують в ролі
інтерв’юерів висококваліфікованих фахівців-психологів або інших фахівців
кадрової служби, що пройшли спеціальну підготовку. Це особливо важливо і
у зв'язку з тим, що в останні роки публікується багато посібників для осіб, що
шукають роботу, з рекомендаціями, як найкращим чином витримати інтерв'ю
при прийомі на роботу. Не дуже досвідчений інтерв'юєр не застрахований від
помилок при оцінці "підготовлених" кандидатів, що ретельно проштудіювали
такий посібник і що відрепетирували, як найкращим чином подати себе в
ході інтерв'ю.
При оцінці кандидатів за допомогою інтерв'ю повинні застосовуватися чіткі
критерії, пов'язані із специфікою тієї діяльності, для якої відбираються люди.
Сама процедура проведення інтерв'ю і використовувані критерії повинні бути
відпрацьовані так, щоб дати можливість представникам організації, що
ухвалюють рішення про прийом на роботу, отримати максимально
об'єктивну інформацію по оцінюваних кандидатурах.
Структура і зміст інтерв'ю залежать як від типу інтерв'ю, так і від тих
завдань, які належить вирішити в його ході. Інтерв'ю може проходити в один
або у декілька етапів і включати різні види співбесід.
Для успішної підготовки і проведення бесіди важливо використовувати
інформацію, яку повідомив про себе кандидат в резюме і в стандартній формі
"Інформація про кандидата". В ході підготовки і проведення інтерв'ю
інтерв'юєр прагне перевірити або уточнити інформацію, значущу для
ухвалення остаточного рішення про прийом на роботу.
Проведення співбесіди умовно ділять на 3 етапи:
початкова або вступна частина;
основна;
заключна.
Починати співбесіду для встановлення контакту з претендентом потрібно з
простих запитань про освіту, попередню професійну діяльність, біографію,
тобто з тих запитань, що можуть виникнути при вивченні документів, що
подавалися на конкурс.
Далі слід переходити до основної частини структурованої співбесіди і
запитань, розроблених попередньо.
Під час проведення співбесіди не обов’язково задавати всі підготовлені
запитання і притримуватися їхньої черговості, можна задавати проміжні
запитання, але головне – повинна бути присутня головна лінія співбесіди.
Task 3
Write a cover letter and a resume according to the standards discussed in the unit.
Task4
Choose one of the topics below, find the information on the topic and make up a
presentation (up to 2 pages).
73
 Contemporary Ukrainian labor market and work opportunities for graduates.

 The changing character of work: new tendencies and developments.
 How a company operating in Ukraine carries out hiring process: its strategy
and activities.
 Job application documents: how to sell yourself best.
 Interview and other contemporary methods used in evaluating job
candidates.

Unit Iii Winning Interview: Answer The Questions

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Unit Iii Winning Interview: Answer The Questions

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1

Discussion Vocabulary Communication

1. Have you ever had an interview?

5. Who interviewed you?

A job interview is a process in which a potential employee is evaluated by an

LISTENING AND DISCUSSION

Listen to the expert speaking about different types of interview.

job interview straightforward case interview to put smb in an behavioral

Type of Interview Characteristics

interview to impose to examine trustworthiness problem to react

READING AND SPEAKING

To screen applicants, to arrange follow-up interviews, hiring authority, one-on-

The Group or Panel Interview

10. Highlight your top achievements.

The Stress Interview

The Disorganized Interview

COMPREHENSION AND VOCABULARY

2. Although still not as common as the one-on-one interview, group interviews…..

a. are being used only in multinational companies

3. In structured interview, the interviewer has…………..

4. The objective of reality interview is………

a. to make applicants visualize the situation described by the interviewer and to

5. The purpose of stress interviews is …….

a. to create an artificial stressful situation to watch the react of a candidate on the

1. Which types of interview are discussed in the text?

1. Behavioral interviewing is really a very effective technique for a company to

to screen applicants; to arrange follow-up interviews; one-on-one interview; group

2. to handle customer complaints

Найбільш поширені типи інтерв'ю

необхідна ретельна підготовка; кандидата бажано попередити про те, який

LISTENING AND DISCUSSION

to get on in an the subject of to offer smb a job to show initiative

‘To keep one’s fingers crossed’ is an idiom.

Listening for detail and Post–listening activities

Usual/traditional questions Difficult questions Unusual questions

B. Act out the dialogue with your partner.

unusual job legitimate stress negative evaluations to conduct an

Listing for detail and Post–listening activities

B. Answer the questions.

Answer the questions.

a) What are your strengths and weaknesses?

Interview questions, to expect the unexpected, killer questions, shock tactics,

COMPREHENSION AND VOCABULARY

1 contact details 5 survey results

1 Your answers to killer questions are extremely important.

1 is applying for a job

Взагалі співбесіду можна умовно розділити на три етапи. Спочатку ви

In groups, discuss the following.

1. Do you think it is fair to ask killer questions?

WATCHING AND DISCUSSING VIDEO

Hoi Construction, a major Chinese construction

to psychometric excellent to invite to finish to give

1. Who participated in searching candidates?

LISTENING AND DISCUSSION

to be out of land-office to leave a navy suit to put one’s

Listing for detail and Post–listening activities

B. What would you do if you found yourself in a similar situation?

READING AND SPEAKING

Funny Job Interview Stories

Sir/Madam, I 1) writing this letter to apply for 2) position of