Human Resources - Unit 8 BE 3

To train staff

To shortlist candidates

To advertise a vacancy / post

To assemble an interview panel

To make job offer

To check reference

To apply for a job

To fill in an application form

To attend an interview

To work a probationary period

To shortlist a candidate

To advertise a vacancy

To take a psychometric test

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I spent two hours on Monday as part of an interview panel.

They said I must take a psychometric test before the interview.

There will be a two-month probationary period before the appointment is confirmed.

I notice that in your covering letter, you said you wanted to take a Master’s degree in engineering.

He said that I am on the shortlist of candidates for promotion.

The panel said they had checked my references and were very pleased with the results.

My manager said she was worried about my sickness record since last year.

They said that unfortunately there weren’t any vacancies in the design department but I could start in the marketing department.

The panel asked me about my network of contacts in the textile industry.

The recruitment process usually begins when the employer advertises a vacancy or a new post –sometimes both inside and outside company.

Once they have received all the applications, they study and discuss them in order to choose those who seem to meet their requirements.

Next, they will assemble an interview panel and call all the candidates they have shortlisted to an interview.

The employer will make a job offer, and the successful candidate starts work.

In many companies, the new recruit will attend induction sessions or be given a mentor who is responsible for training new staff.