Unit 9: RecruitmentRecruitment involves everything related to finding the right candidates for particular jobs. It can be undertaken by a company’s own HR / personnel department or the function can be outsourced, e.g. to a specialist recruitment agency. In the latter case, the agency generally advertises the job in the media, sorts the responses, identifies potential candidates and provides the client with a shortlist of the best qualified candidates. Sometimes the agency approaches the candidates on behalf of the client, interviews them and then recommends who the company should take on, before handling all negotiations leading up to the start of employment. This process is often called ‘search and selection’. This unit looks only at the internal processes involved in recruitment. HR departments are usually involved in:• drawing up job and person specifications (the skills, experience, qualifications and qualities required or desired for a vacant position)• advertising vacancie s• processing CVs (curriculum vitae—UK / resumé –US)• screening applicants’ CVs and cover letters andselecting candidates for interview• setting up and carrying out interviews in line withcompany / legal policies and procedures• conducting other selection procedures (e.g.assessments to see applicants’ real strengths andweaknesses)• negotiating and drawing up contracts and terms andconditions• putting the chosen applicant(s) onto the payroll.The unit focuses on how one HR department dealt with a huge recruitment challenge: the luxury Las Vegas hotel. The Bellagio recruited 9,600 workers in 24 weeks. It achieved this by developing a streamlined online application system and carrying out 30-minute behavioral interviews.Warming up1personnel; candidates; curriculum vitae; resumé; payrollScripts：Job interviews can generally be divided into three main types. The first is what I would call the ‘traditional interview’. This is usually just a series of standard questions about qualifications, work experience, knowledge and expectations. So what you have here is basically a list of quite straightforward questions, you know, like ‘What duties did you have in your previous job?’ This is still the model for a lot of interviews today. In my view it’s not the best to select staff. In fact I would say that it’s very often quite inappropriate.Then there’s the ‘case interview’ which is particularly challenging. What happens here is that the interviewer presents a problem and then follows this with a series of questions to find out how the candidate would approach the problem. To give you an idea, it might go something like this: ‘Company X wants to increase the number of university graduates that it hires every year by 50 per cent without exceeding its current budget, which is $2m. What would you advise them to do?’ Now this puts the candidate in a pretty uncomfortable position because they’re really being asked to do several things—to demonstrate that they can analyze the problem logically, formulate appropriate questions and communicate effectively with the interviewer. So it’s a pretty stressful form of interview.The third type is what’s known as the ‘behavioral interview’. It’s designed to find out how candidates actually behave in certain situations. The questions are usually based on anecdotes from the candidate’s own past. They’re designed to find out about how the candidates handled tricky situations and relationships in the past. A typical question might be ‘Can you give me an example of a situation where you had to follow orders that you didn’t agree with?’ Now that puts the pressure on the candidate because they have to find a good example and they have to do the talking, so it opens up a lot of information and the interviewer gets to see more of the person who’s sitting opposite.3Open question. Answers may involve:Self-Motivated; Hard working; decisive and effective learner; team-working; Helping others; Honesty; Ethical; Disciplined and punctual…Understanding the text11D 2B 3E 4C 5A2124 weeks: the time available for recruiting new staff2740: the interviews that were carried out320%: the percentage of applicants that were weeded out when applicants completed their online application form430 minutes: the standard length of interview58%: the percentage of applicants that were rejected when their CVs were checked6$1.9m: the fund were saved through this standardized recruitment process31background check and drug test2It could eliminate the files that managers usually keep at their desks3The new approach of employment is a success.4open question. Answers with reasonable explanations are acceptable.5open question.Language work1Applicants:1 appointment2 identity3 computer4 application5 checkout6 interview7 testThe HR team:1deadline 2system 3 screen 4 train 5 conduct 6 backgrounds 7 files22 challenge / challenge / challenger3 interview / interview / interviewee4 design / design / designer5 assess / assessment / assessor6 communicate / communication / communicator7 appoint / appointment / appointee32B 3E 4B 5A 6D42 in3 for 4from 5 to 6 for52 cover letter3 background4 small talk5 database6 payroll61Going online would spare human resources from the process.2As long as you completed the application, your answer would be proceeded to a checkout desk for the review of a staff member.3In the process, files that used to occupy managers’ desks could be eli minated.4Therefore, an electronic personnel file was developed to help transmit the application database to the new-hire database.5However, you should think in a global and strategical way if you want to have a voice.71我告诉经理们，这一技术将给予他们一直想要的雇佣解聘权，以及他们鲜少得到的完整权力。
