When a company has a (1) vacancy / vacant for a job, and it needs to (2) hire / recruit a
new member of (3) crew / staff, it usually (4) publicises / advertises the (5) post /
position. It does this (6) internally / internationally (for example, in the company
magazine or on a company notice board, so that the job is only open to people already
working for the company), or (7) extensively / externally in the 'situations vacant'
section of a newspaper. It might also use a recruitment (8) agency / agenda, which helps
people to find (9) job / work, or in a Jobcentre (which can be found in most large towns).
Companies that have their own website will also list available jobs on that website.
A job advertisement has to give an accurate (10) describing / description of the job and
what the company needs and expects from the (11) applicant / application (the person
who is (12) applying / appalling for the job). These (13) requirements / requisitions
might include (14) qualifications / qualifiers (academic, vocational or professional),
(15) experience / experiences in similar lines of work, and personal (16) qualifications /
qualities (for example, it might say that you need to be (17) practicing / practical,
(18) professional / professorial and have a sense of humour).
Most advertisements specify the (19) rewards / remuneration that the company can offer
in return for your work (including the basic annual (20) wage / salary, any commission you
could receive, regular pay (21) rises / increments, and so on). Some advertisements will
also tell you about other (22) benefits / beneficiaries (including paid annual (23) leave /
holidays, free medical care, a company car, free meals in the cafeteria, etc) that you might
receive. If the (24) packet / package they are offering is very generous and attractive, and
is (25) commensurate/ commendable with the work that is necessary, the company can
expect a lot of people to apply for the job.
Note that a company cannot (26) disseminate / discriminate against someone because
of their sex, nationality, race, colour, ethnic group, religion, sexuality or age, or because
they have a (27) disablement / disability. Any company that rejects someone on these
grounds (either in their job advertisement, during the application process, when they meet
the person concerned, or when that person is already working for them) is breaking the
law.
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