2024年3月5日发(作者：)

商务英语资料for unit 5

1. Absenteeism would affect our productivity. 2. line of business

3. sophisticated/shrewd/sly/impulsive/moody/aggressive 4.

dynamic/reliable/trustworthy/innovative/pioneering/

adaptable/motivated/flexible

compatible/tolerant/understanding/charismatic/efficient

passionate/professional

5. a high salary/a company car/ health insurance/fast promotion/full

pension of retirement/long holiday/paid annual leave 6. relocate

7. conform to the local environmental standards 8. dismiss/fire

9. performance-based bonus/dividend/perks 10. self-esteem/low esteem

11. have a flair for

12. follow up a telephone convesation with an email 13. send a follow-up

email

14. It is very important to retain high flyers because they are the stars

of the future. 15. depression 16. leave aside: sit on

17. boost staff morale

18. I will go to the graduate recruitment fair next week. 19. The new

recruits will have an induction course to be held in the head office. 20.

internal/external recruitment 21. sparky/sporty 22. a whistle blower

He is a good listener who takes notes. impact/impact

Disadvantages

No new impetus. The same mindset.

The candidates already know

An internal candidate is Internal recruitment

the job and the company.

not necessarily the best person on the market.

Wide audience.

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High processing cost: a

Can potentially reach the best

large number of applicants Job advertisements

on the market.

need to be processed.

Fresh attitudes. Can be selective.

Expensive

Recruitment agencies Can potentially get the best

person for the job quickly. Can select high quality candidates.

Very expensive in the short

Headhunters know the market

term. Headhunting

and the best people.

Can access people not actively on the job market.

Dear Mr Smith

I am writing to apply for the position of Sales Adviser for the North

East Region which was advertised in the Herald International yesterday.

Although I am currently working in the Marketing Department of a large

multinational, I would appreciate the opportunity to work for a rapidly

expanding young company such as yours.

Advantages

As you can see from my enclosed CV, I obtained an honors degree in Sales

and Marketing from Nottingham University in 1994. I thoroughly enjoyed

the six months I spent working in sales at Boots Plc as part of the course.

During this time I gained invaluable insights into the nature of sales.

After leaving university I initially spent time working for a small local

firm before finding my current job and I feel that I am more suited to

the dynamics and varied demands of smaller firms.

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Not only has my work experience familiarized me with the challenges

faced by the industry today but, having been brought up in the north east,

I know the region, its problems and its undoubted potential. As a result,

I feel that I would be able to relate to your customers on both a

professional and a personal level.

I am available for interview form 15 September and would be pleased to

discuss my CV with you in more detail then.

I look forward to hearing from you.

Yours sincerely

Top Six Recruiting Tips By Susan M. Heathfield

Finding the best possible people who can fit within your culture and

contribute within your organisation is a challenge and an opportunity.

Keeping the best people, once you find them, is easy if you do the right

things right. These (the following) special features will help you recruit

and retain all the talents you need. Here are six tips for better

recruiting.

Improve Your Candidate Pool

Companies that select new staff members from the candidates who walk

in your door or answer an ad in the paper or online are missing the best

candidates. They're usually working for someone else and they may not even

be looking for a new position. Invest time in developing relationships

with university placement offices, recruiters and executive search firms.

Enable current staff members to actively participate in industry

professional associations and conferences where they are likely to meet

candidates you may successfully woo. Watch the online job boards for

potential candidates who may have resumes online even if they're not

currently looking. Use professional association Web sites and magazines

to advertise for professional staff. The key is to build your candidate

pool before you need it. Hire the Sure Thing

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Bruce N. Pfau and Ira T. Kay, authors of The Human Capital Edge, are

convinced that you should hire a person who has done this this particular

business climate, from a company with a very similar culture. believe

that this is the strategy that will enable you to hire winners. They say

that you must hire

the candidates whom you believe can hit the ground running in your

company. You can't afford the time to train a possibly successful

candidate. Look First at In-house Candidates

Providing promotional and lateral opportunities for current employees

positively boosts morale and makes your current staff members feel their

talents, capabilities, and accomplishments are appreciated. Always post

positions internally first. Give potential candidates an interview. It's

a chance for you to know them better. They learn more about the goals and

needs of the organisation. Sometimes, a good fit is found between your

needs and theirs. Be Known as a Great Employer

Pfau and Kay make a strong case for not just being a great employer,

but letting people know you are a great employer. Take a look at your

employee practices for retention, motivation, accountability, reward,

recognition, flexibility in work-life balance, promotion, and

involvement. These are your key areas for becoming an employer of choice.

You want your employees bragging that your organisation is a great place

to work. People will believe them before they believe the corporate

literature.

Involve Your Employees in the Hiring Process

You have three opportunities to involve your employees in the hiring

process. They can recommend excellent candidates to your firm. They can

assist you to review resumes and qualifications of potential candidates.

They can help you interview people to assess their potential %use

employees to assess potential employees are underutilizing one of their

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most important assets. People who participate in the selection process

are committed to helping the new employee succeed. It can't get any better

than that for you and the new employee.

Pay Better Than Your Competitor

Yes, you get what you pay for in the job market. Survey your local job

market and take a hard look at the compensation people in your industry

attract. You want to pay better than the average to attract and keep the

best candidates. Seems obvious, doesn't it? It's not. I listen to

employers every day who talk about how to get employees cheaply. It's a

bad practice. Did I say, Sure, you can luck out and attract a person who

has golden handcuffs because they are following their spouse to a new

community or need your benefits. But, they will resent their pay scale,

feel unappreciated, and leave you for their first good offer. I have seen

employee-replacement costs that range from two to three times the person's

salary. Did I say that you get what you are willing to pay for in the job

market?

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