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
40
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.
In the third paragraph, what point does Tony Jones make?
选项
A、Different jobs require candidates to have different qualities.
B、The demands of running a business ought to take priority over interviewing.
C、The most effective method of selection is personal contact.
D、A mistake in the choice of candidate can have a long-term effect.
答案
D
解析
转载请注明原文地址:https://kaotiyun.com/show/fl7d777K
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
StaffTraining:theimportanceofdevelopingappropriateskillsamongtheworkforce
Thecandidatechoosesonetopicandspeaksaboutitforapproximatelyoneminute.Oneminute’spreparationtimeisallowed.
TaskSheet:StaffPromotion:TheHRManagerofyourcompanyproposestosetupastaffpromotionsystemforcareerdeve
Theinterlocutorasksyouquestionsonanumberofwork-relatedandnonwork-relatedsubjects.
FortwocandidatesYourcompanyisplanningtoestablishafactorywithanothercompanyinChinatomakeLCOmonitors.Youhave
TASKONE—ADVANTAGE•Forquestions13—17,matchtheextractswiththeadvantages,listedA—H.•Foreachextract,choosetheadv
TASKONE--THELISTENEROFTHETALK•Forquestions13-17,matchtheextractswiththepeople,listedA-H.•Foreachextract,deci
Theangelinvestorsrejectsacompanyforthefollowingreasonsexcept?
TASKTWO-DISADVANTAGEForquestions18—22,matchtheextractswiththestatements,listedA—H.Foreachextract,choosethebene
TASKTWO-DISADVANTAGEForquestions18—22,matchtheextractswiththestatements,listedA—H.Foreachextract,choosethebene
随机试题
中国奉行独立自主的外交政策是爱国主义和国际主义的结合。
下列哪种叙述最符合类风湿性关节炎的定义
氯己定漱门液使用浓度为0.12%和
背景:某汽车模具厂厂房工程,建筑面积6000m2,地上两层,首层层高13m,二层3.6m。独立柱基础,现浇混凝土框架结构,首层结构柱一次浇筑。工期300日历天,由于工期紧张,现场需要多点交叉施工。施工过程中发生了如下事件:事件一:首层施工前,项目部组织
在进度计划实施过程中,应进行的进度控制工作包括:①跟踪检查,收集实际进度数据;②分析计划执行的情况;③将实际进度数据与进度计划对比;④对产生的进度变化,采取措施予以纠正或调整计划;⑤检查措施的落实情况;
在回购交易过程中,以券融资方应确保在回购成交至购回日期间,其在登记结算机构保留存放的回购抵押的债券量应大于融入资金量,否则将按买空国债的规定予以处罚。( )
()包括兼并与收购。
边际消费递减规律是()的前提之一。
一堂好课的标准有()。
忠诚于人民的教育事业是教师职业道德的基本原则。()
最新回复
(
0
)