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 recruitment in the UK and the questions on the opposite page. • For each question (15-20), ma
• Read the following article about recruitment in the UK and the questions on the opposite page. • For each question (15-20), ma
admin
2010-01-28
43
问题
• Read the following article about recruitment in the UK and the questions on the opposite page.
• For each question (15-20), mark one letter (A, B, C or D) on your Answer Sheet.
graduate recruitment has a growing role. But companies need to know whether their recruitment staff who interview candidates for jobs really know what they’re doing.
Carl Gilleard, chief executive of the Association of Graduate Recruiters (AGR), acknowledges that in a perfect world, the people who recruit graduates would have been in the role for some time building up workplace knowledge. He says the reality is that the high turnover of graduate recruitment managers in most blue chips means there is little continuity in how companies operate. ’There’s the difficulty in maintaining important contact with university careers departments, for example,’ he explains. ’You need a depth of understanding to appreciate where the company is coming from and how it’s progressing.’
We can identify two specialisms within the recruiter’s role. Those that work on the recruitment and selection side need traditional human resources (HR) skills such as good interviewing technique, observation, common sense, objectivity, patience and listening skills. But increasingly there are those who take a strategic view and look more widely at how their company is represented in the marketplace. It’s a clear advantage if you can identify with your target audience.
Many young members of middle management are seconded into HR for a year because their firms feel they can identify with job-seeking graduates. Yet in an industry that has been revolutionised by the internet, privatised career services and rocketing numbers in higher education, it is questionable how relevant these managers’ experiences are. Some high-fliers see a secondment to HR as a sideways move; a firm’s HR function might not carry the same kudos as, say, the finance department, although obviously the recruitment and retention of staff is of crucial importance.
Georgia de Saram, specialising in graduate recruitment at a law firm, is one of a new breed of young dynamic recruiters who see HR as their vocation rather than a transitory career move. ’I was attracted to the profession because I enjoy working with people and it’s an obvious follow-on from my anthropology degree,’ she says. ’In this capacity, you get to know people and they know you even though they might not know other people in the firm.’ As a recruiter, she sees herself as the interface between graduates and the firm that’s looking to attract them? It’s such a tug of war between law firms for the best trainees - often they’ll turn you down in favour of an offer they’ve received from elsewhere. You need to be good at marketing your firm, to know what interests graduates and how you can reach potential employees, whether that’s through virtual law fairs or magazines.’
A recent AGR survey suggests that the sectors in which there is less turnover of graduate recruitment managers are more successful in recruiting the graduates they want. The legal sector’s sophisticated understanding of the market, for example, means they manage to recruit exactly the right number of trainees despite intense competition and thousands of applications. The people recruiting seem to build up a specialism and then pass on their knowledge and expertise to those new to the graduate recruitment sector.
Jackie Alexander, an HR partner at PricewaterhouseCoopers, feels that HR professionals are finally reaching board level and receiving the sort of acknowledgement they deserve. ’They are judged by the value they add to the business,’ she says, ’and, as a professional services firm, the right people are our biggest asset.’ As Georgia de Saram points out: ’From our company’s point of v. iew, if I can’t establish a rapport with a candidate and bring out their best, it might not be just their future but also ours that is at stake.’
What was revealed about law firms in a survey?
选项
A、They are competing more effectively than before against other sectors.
B、They prefer to retain trainees for extended periods wherever possible.
C、They have managed to employ particularly knowledgeable HR staff.
D、They appeal to those HR managers who are keen for promotion.
答案
C
解析
转载请注明原文地址:https://kaotiyun.com/show/GNKd777K
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
A、 B、 C、 AOnthebusanswerswhere.Choice(B)answerswhendidyoubuyyourcoat.Choice(C)answerswherecanI
A、 B、 C、 BIprefer...apenanswerswhichdoyouprefer.Choice(A)repeatsthewordpencilbutdoesnotansw
A、 B、 C、 CMycaranswerswhosecarshallwetake.Choice(A)confusesthesimilarsoundsshallowandshall.Choi
A、 B、 C、 ATakethenumber14busadvisesthequestionercorrectly.Choice(B)usesthepasttense.Choice(C)confus
A、 B、 C、 B问要重新买复印机还是要修理的复合选择疑问句。(A)是与问题要求的信息无关的回答、是对问位置的Where疑问句可能的回答,也是使用由问句中的faxmachine可能联想到的supplycloset、
Inthispartofthetest,youareaskedtogiveashorttalkonabusinesstopic.YouhavetochooseoneofthetopicsfrOmtheth
(Thecandidatechoosesonetopicandspeaksaboutitforoneminute.)A.MarketResearch:theimportanceofdoingmarketresearc
(Thecandidatechoosesonetopicandspeaksaboutitforoneminute.)A.Careerdevelopment:theimportanceofacquiringarange
•Youwillhearacollegelecturertalkingtoaclassofbusinessstudentsaboutasupermarketchain.•Asyoulisten,forquest
•Youwillhearacollegelecturertalkingtoaclassofbusinessstudentsaboutasupermarketchain.•Asyoulisten,forquest
随机试题
提出“反思判断力”这一概念的美学家是【】
阶级首先是一个
根据《联合国海洋法公约》,所有国家,不论其为沿海国或内陆国,其船舶均享有无害通过的权利。下列关于领海中的无害通过制度的说法中正确的有哪几项?()
需要自然排烟的房间,可开启外窗面积不应小于该房间面积的()
中国电子口岸最先在以下哪4个城市试点运行?()
实现法的历史类型更替的根本途径是()。
追究行政责任的方式由工商行政管理部门依据《消费者权益保护法》行使处罚权。处罚的具体方式有()。
7人排成前后两排,前三后四,其中A一定要在前排,B、C两人一定要在后排,则排法有()种.
若在表达式y/x中,"/"是作为成员函数重载的运算符,则该表达式还可以表示为()。
CD-ROM是______。
最新回复
(
0
)