首页
外语
计算机
考研
公务员
职业资格
财经
工程
司法
医学
专升本
自考
实用职业技能
登录
外语
Read the following article about the problems small companies may have in recruiting staff, and the questions on the opposite pa
Read the following article about the problems small companies may have in recruiting staff, and the questions on the opposite pa
admin
2018-05-18
48
问题
Read the following article about the problems small companies may have in recruiting staff, and the questions on the opposite page.
For each question (15-20), mark one letter (A, B, C or D) on your Answer Sheet.
Small companies often struggle in a crucial area - the recruitment of additional staff. With little time or budget for recruitment and training, mistakes are made all too easily.
Last year, Sally Thomas, managing director of a small software company, thought she had found the ideal project co-ordinator to handle long-term client relationships, after a two-year search. ’We had already tried a couple of internal people, but they were not suited to the role,’ she says. "The role does not require a detailed knowledge of information technology, but does demand enough expertise to understand current and future projects and the ability to talk about them meaningfully and sensitively to customers.’ Ms Thomas and her technical director gave several short-listed candidates in-depth interviews and psychometric tests. They then decided to follow their instinct and pick the individual who had performed least well in the tests but felt like the right person for the job. The new project co-ordinator lasted just six weeks. ’It was very disappointing,’ says Ms Thomas. ’In the end the psychometric test proved to be more accurate than our own belief in who was best.’ Luckily the candidate who scored most highly in the tests was still available and is now doing well in the job.
Tony Jones used personal contacts when setting up his electronic repair services company, recruiting four people he already knew for the top management team. This worked well, but on technical staff he has been less successful, with a 50% drop-out rate in just four months. ’It’s easy to make snap judgements because you’re so busy running the business,’ Mr Jones says. ’Instead of a thorough testing process you tend to do it too fast. Someone seems like a nice person who knows what they’re doing, so you give them the job but eventually you come to regret your decision.’
Mr Jones has tried employment agencies, but finds them expensive and lacking in knowledge of sectors such as electronics. ’Finding electronic engineers is not like looking for bankers for example,’ he says. ’The right people for us tend to have been stuck in the bedroom with a soldering iron in their youth, rather than having done particularly well academically. We could be talking about the dark side of the moon as far as most agencies are concerned.’
Recruitment from outside is a huge problem for small companies, but according to Louise Punter, chief executive of the Surrey Chamber of Commerce, ’People who have moved from other firms bring a fresh look and a big injection of new ideas.’ Those who have worked for medium-sized or large companies are particularly valuable, because they are familiar with processes and systems that can be just as effective in a company of ten people as in a company of thousands. ’Small companies tend to deal only with the immediate problem, whereas a larger organisation would put in place a process that would prevent the same thing going wrong again. People who know how to do this can be very valuable.’
On the other hand, given the current skills shortage, low unemployment and the expense involved in recruitment, it makes sense to promote from within where possible. ’A classic mistake is that companies overlook the skills their existing staff have: for example, a marketing person might have good financial skills,’ says Mrs Punter. She recommends conducting a skills audit to identify staff expertise, in particular what is transferable or not being fully exploited. In larger companies, these issues often come out in appraisals, but in small ones they are easily missed.
Not surprisingly, finding the right staff can present small companies with their biggest challenge.
According to Louise Punter, it is useful for small companies to recruit people who
选项
A、understand the problems of small businesses.
B、have experience of similar-sized organisations.
C、can apply knowledge gained elsewhere.
D、have designed systems in their previous job.
答案
C
解析
转载请注明原文地址:https://kaotiyun.com/show/8l7d777K
本试题收录于:
BEC高级阅读题库BEC商务英语分类
0
BEC高级阅读
BEC商务英语
相关试题推荐
Inthispartofthetest,youareaskedtogiveashorttalkonabusinesstopic.Youhavetochooseoneofthetopicsfromthe
TASKONE—ADVANTAGE•Forquestions13—17,matchtheextractswiththeadvantages,listedA—H.•Foreachextract,choosetheadv
TASKONE—ADVANTAGE•Forquestions13—17,matchtheextractswiththeadvantages,listedA—H.•Foreachextract,choosetheadv
Whichofthefollowingisnotthechannelforangleinvestorsandprivatecompaniestomeet?
TASKTWO-DISADVANTAGEForquestions18—22,matchtheextractswiththestatements,listedA—H.Foreachextract,choosethebene
•Thegraphbelowshowstheprofitorlossmadeonthreenewproducts(A,BandC)intheyearfollowingtheirintroductiontot
Thefollowingbusinessesintheregionareofferedforsale.A.RestaurantAlargewell-decoratedrestaurantinanexcellentpos
•Readthetextbelowaboutthelogistics.•Inmostofthelines41-52thereisoneextraword.Itiseithergrammaticallyinco
•Readthefollowingarticleaboutmergeandthequestionsontheoppositepage.•Foreachquestion15-20,markoneletter(A,B,
随机试题
提供虚假材料申领驾驶证的申请人会承担下列哪种法律责任?
GATS中服务贸易的方式没有()
在Word2003中,当前已打开一个文件,若想打开另一文件()
餐饮业餐具消毒的有效氯浓度应达到
下列业务中,需要编制转账凭证的有()。
企业与其关联方签署成本分摊协议,发生特殊情形会导致其自行分摊的成本不得税前扣除,这些情形包括()。
企业在销售商品的同时授予客户奖励积分的,应当将取得的货款在商品销售产生的收入与奖励积分之间进行分配,与奖励积分相关的部分确认为资本公积。()
收留夜不归宿的未成年人的,应当征得其父母或者其他监护人的同意,或者在()内及时通知其父母或者其他监护人、所在学校或者及时向公安机关报告。
取保候审:人民法院、人民检察院和公安机关责令被告人提供保证人,由保证人担保被告人不逃避或妨碍侦查、起诉和审判并随传随到的一种强制措施。根据以上定义,下面哪种情况是取保候审?
Withtherecentrapidadvancesininformationtechnologies,educationalresearchersateverylevelandinevery【B1】______haved
最新回复
(
0
)