2020商务英语中级口试练习题：人才招聘

　　Recruiting & Selecting 人员招聘

　　Accountability 负有责任;应作解释，可说明性

　　Appreciate (充分)意识到，领会，体会，察觉

　　Astounding 令人震惊的，令人震撼的

　　Cafeteria 自助餐厅，任凭自选的东西

　　Cafeteria questionnaire 自选问答题

　　CEO 首席执行官

　　Clone 克隆，复制

　　Edge 优势，优越之处

　　Entail 需要

　　Fortune 美国《财富》杂志

　　Fortune 500 companies 《财富》500强公司

　　Golden handcuffs <复>金手铐(指诱人安于现职而不另觅高就的津贴等)

　　Handsome 客观的，相当大的

　　Hard 实际的，十分现实的，理性的

　　Job opening/vacancy 职位空缺

　　Look out for 为…筹措

　　Luck out 逢凶化吉，靠运气

　　Layoff 下岗，失业

　　Mainstay 主要依靠，主要资源

　　Orientation 新员工培训，迎新情况介绍

　　Panel interview 小组面试

　　Pertinent 相关的，有关系的

　　Poise 镇定，镇静

　　Predictor 语言性的事物;预报性的事物。

　　Recognition 赏识;表彰;报偿

　　Revitalize 给予…新的活力

　　Scale 合同规定的最低工资，工资等级表规定的工资

　　Underutilize 未充分利用;浪费地使用;使用…不当

　　Woo 争取;努力说服，央求

　　Top six recruiting tips

　　人才招聘六大招

　　By Susan M. Heathfield

　　Finding the best possible people who can fit within your culture and contribute within your organization is a challenge and an opportunity.

　　找到能适应贵公司文化，并能对贵公司做出贡献的最佳人才，这是一种挑战也是一种机会。

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

　　一旦招聘到最优秀的仁慈啊，如果贵公司管理得当，留住人才是轻而易举之事。

　　These (the following)special features will help you recruit and retain all the talents you need. Here are six tips for better recruiting.

　　这些(以下)电子将有助于你招聘并留住所需人才。以下传授六招。

　　Improve your candidate pool

　　完善求职人才库

　　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.

　　从自动上门的求职者或从被报纸、网络上的广告引吸来的应聘者中挑选新员工，往往会错失最好的求职者。

　　They’re usually working for someone else and they may not even he be looking for a new position.

　　那些真正的人才通常正为其他公司服务，他们也许甚至没有在寻找新的工作岗位。

　　Invest time in developing relationships with university placement offices, recruiters and executive search firms.

　　投入时间与大学的就业指导办公室、招聘人员及猎头公司保持联系。

　　Enable current staff members to actively participate in industry professional associations and conferences where they are likely to meet candidates you may successfully woo.

　　让在职员工积极地参与行业协会和会议，通过这些活动可能结识些人才，而且有可能将他们成功地引进。

　　Watch the online job boards for potential candidates who may have resumes online even if they’re not currently looking.

　　关注求职网络，寻觅潜在的求职者，他们的简历可能会在此存放，即使这些求职者目前没有在求职。

　　Use professional association Web sites and magazines to advertise for professional staff.

　　利用专业协会网站和杂志刊登招聘广告来招聘专业人才。

　　The key is to build your candidate pool before you need it.

　　关键在于未雨绸缪，建立自己的求职人才库以满足公司的人才需求。

　　Hire the Sure Thing

　　招对人才

　　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 “exact job, in this exact industry, in this particular business climate, from a company with a very similar culture.”

　　《人力资本优势》一书的坐着，布鲁斯*N*普发和艾拉*T*凯，认为应该招聘这样的人才—他/她曾“在特定的商业环境下，在该行业中做过同样的工作，而且来自一个有着类似企业文化的公司。”

　　They believe that “ past behavior is the best predictor of future behavior” and suggest that this is the strategy that will enable you to hire winners.

　　他们认为“过去的行为能预测将来的表现”并指出这一策略能使你雇佣到赢家。

　　They say that you must hire the candidates whom you believe can hit the ground running in your company.

　　他们认为必须雇佣你认为一上任就能投入到公司的业务运作中去的求职者。

　　You can’t afford the time to train a possibly successful candidate.

　　公司赔不起时间去培训一个可能成功的求职者。

　　Look First at in-house candidates

　　先从公司内部填补空缺

　　Providing promotional and lateral opportunities for current employees positively boosts morale and makes your current staff members feel their talents, capabilities, and accomplishments and appreciated.

　　给现有员工提供晋升和横向(调动)的机会肯定会提高士气，这回让员工感觉到他们的才智、能力以及成绩受到赏识。

　　Always post positions internally first. Give potential candidates an interview. It’s a chance for you to know them better.

　　(每当公司有职位空缺)总是首先在内部张贴职位招聘公告，给予潜在求职者一个面试的机会。这个机会有助于你更好地了解你的员工。

　　They learn more about the goals and needs of the organization. Sometimes, a good fit is found between your needs and theirs.

　　现有员工更了解组织和目标的需求。有时一个好的人选往往就出自公司现有员工。

　　Be known as a great employer

　　树立公司美名

　　Pfau and Kay make a strong case for not just being a great employer, but letting people know you are a great employer.

　　普发和凯有力地证明不仅要成为一个优秀雇主，而且要让公司因此而美名远扬。

　　Take a look at your employee practices for retention, motivation, accountability, reward, recognition, flexibility in work-life balance, promotion, and involvement.

　　审视一下公司的举措—留住人才的措施、员工激励机制、责任机制、奖赏机制、表彰机制、保持工作-生活平衡的弹性机制、晋升机制和员工参与机制。

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

　　要成为求职者的首选公司，这些方面是关键。

　　You want your employees bragging that your organization is a great place to work.

　　你要让你的员工情不自禁地夸耀公司，自发地夸耀他们所在的组织是理想的工作选择。

　　People will believe them before they believe the corporate literature.

　　相对于公司的宣传手册，人们更相信公司员工的言论，而后才相信公司的宣传手册。

　　Involve your employees in the hiring process

　　让员工参与招聘工作

　　You have three opportunities to involve your employees in the hiring process.

　　你有三个机会让你的员工参与招聘工作。

　　They can recommend excellent candidates to your firm.

　　你们可以向公司推荐优秀求职者。

　　They can assist you to review resumes and qualifications of potential candidates.

　　他们可以协助公司审核潜在求职者的简历和资格。

　　They can help you interview people to assess their potential “fit” within your company.

　　他们可以参与面试求职者，评估求职者进入公司后的潜在适应性。

　　Organizations that fail to use employees to assess potential employee are underutilizing one of their most important assets.

　　未让员工参与审核潜在求职者的企业浪费了他们最重要的资产之一。

　　People who participate in the selection process are committed to helping the new employee succeed.

　　参与招聘筛选的员工会尽力帮助新员工获得成功。

　　It can’t get any better than that for you and the new employee.

　　这对于企业和新员工都是最理想的。

　　Pay better than your competitor

　　提供有竞争力的薪酬

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

　　是的，你再职业市场投入的资金决定了所获得的回报。

　　Survey your local job market and take a hard look at the compensation people in your industry attract.

　　就当地的职业市场做个调查，客观地对比同行业吸引人才的薪酬。

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

　　欲吸引和留住最优秀的求职者，就得支付高于平均水平的薪酬。

　　Seems obvious, doesn’t it? It’s not.

　　这显而易见，不是么?不是的，现实并非如此。

　　I listen to employers every day who talk about how to get employees cheaply.

　　我经常听到不少企业在谈论如何获得低廉的劳动力。

　　It’s a bad practice.

　　这一做法无利而有害。

　　Did I say,” you get what you pay for in the job market?”

　　我曾经说过，“在职业市场，你花什么价钱就会获得相应价值的劳动力”。

　　sure , you can luck out at attract a person who has golden handcuffs because they are following their spouse to a new community or need you benefits.

　　当然你可能会侥幸吸引到戴“金手铐”的员工，因为他们或者是随他们的配偶到一个新环境，或者是需要你的津贴。

　　But, they will resent their pay scale, feel unappreciated, and leave you for their first good offer.

　　但是，他们会憎恶合同规定的最低工资，会感觉到自己不被赏识，一旦有好的选择，他们就会义无反顾地弃你而去。

　　I have seen employee-replacement costs that range from two to three times the person’s salary.

　　我曾经见过，替补职位空缺的费用支出高出员工工资的2-3倍。

　　Did I say that you get what you are willing to pay for in the job market?

　　我不是说过，在职业市场，你花多少钱就能获得多少价值的回报吗?

　　PART ONE: Interview

　　(1) Are there any advantages of filling openings from internal sources(Why?/Why not?)

　　从公司内部填补空缺有何优势?(为什么?)

　　Yes. Promotion-from-within has some motivational value. It is a kind of reward for employees for their past performance and will encourage them to continue their efforts and also give other employees anticipation of promotion for similar efforts. This can improve morale within the organization.

　　(2) What do you think of recruiting employees through the internet?

　　通过网络招聘员工，你有何看法?

　　It is a new and modern source of recruitment and is becoming popular. Undoubtedly, internet recruiting is of low cost and wide coverage, which can reach a large audience of possible applicants and is very convenient.

　　(3) Are there any advantages of external recruitment?(Why/ Why not?)

　　外部招聘有何优势?(为什么?)

　　Yes. It is essential for revitalizing the organizations. Applicants hired from the outside can be a source of new ideas and may bring along with them the latest knowledge acquired from their previous employment.

　　(4) When interviewing candidates, which do you prefer, traditional one-to-one interview or the panel interview? (Why?)

　　你倾向以何种方式面试求职者，是一对一的传统面试还是小组面试?(为什么?)

　　I prefer the panel interview, because decision made by three to five interviewers can avoid bias and discrimination and thus be more reliable and acceptable. In addition, the panel interview can be more efficient by shortening decision time.