Александра Егурнова "ESP: Accounting and Economics. Teacher’s book"

3) Show your personality, how you «fit’ in the company more than your skills. F Second interview

4) Keep your resume near toВ answer questions better and faster. E Phone interview

5) Find aВ positive way toВ stand out from the crowd. AВ Group interview

6) Sleep well the night before, don’t try to beat the test. H Testing interview

7) Order simple food so as toВ focus on the talk. B Lunch interview

8) Be prepared toВ complete some type ofВ work sample. IВ Working interview

9) Don’t panic! It’s not about your skills, but about the way you can handle a situation. G Stress interview

Task 25. Look at the questions asked during aВ job interview and fill inВ the table with the phrases that belong either toВ the interviewer or the interviewee.

RoleВ Play

Task 26. Look at the job interview below and put the sentences inВ the correct order.

1 – 2) Good afternoon, Mr. Green. My name is Greg Felton. I’m from the HR.

2 – 5) Good afternoon, Mr. Felton. Nice to meet you.

3 – 9) Nice to meet you, too. Now, if you don’t mind, let’s get to business and start our interview.

4 – 10) Sure.

5 – 1) Could you please tell me a bit more about yourself?

6 – 13) Well, I’m a good team player and like working with colleagues, even under pressure and tight deadlines. I’m a sociable and self-motivated person, good at multitasking.

7 – 6) I see. Now, tell me about your previous experience of work.

8 – 7) I worked in the telecommunication industry for 4 years before moving to Chicago, and I believe that this experience will be helpful in my new position. I’m a good negotiator – last year I signed a contract with our company’s main competitor.

9 – 14) What didn’t you like about your previous place of work?

10 – 8) It’s the flexible hours, I suppose. I used to work in shifts and extra hours during weekends. As long as I’m settled now, I want a work-life balance and spend more time with my family.

11 – 12) The position we offer involves fixed hours of work.

12 – 3) Excellent, it suits me perfectly.

13 – 15) When are you ready to start, Mr. Green?

14 – 4) From tomorrow if you wish, Mr. Felton.

15 – 16) Yes, it would be great. My assistant will explain you the details.

16 – 11) Thank you, Mr. Felton.

Writing Skills

Task 28. Study the cover letter given below and fill inВ the missing information from the table.

Dear Mr. Brown,

IВ would like toВ apply for the 1) position advertised inВ the Sunday Times on 23В February for aВ 2)В CPA.

As you will see from my CV, IВ am 3) currently accountant ofВ aВ large public accounting firm. InВ addition toВ the day-to-day financial analyzing and handling 4) monetary transactions, IВ represent the Chief 5) Financial Officer on some occasions and am delegated toВ take certain policy 6) decisions inВ his absence.

IВ speak good English, and use it inВ the 7) course ofВ my work.

IВ am genuinely interested inВ this 8) vacancy as IВ would like toВ become more involved with green accounting your company promotes and make aВ 9) valuable contribution toВ society.

If there is any 10) further information you require, please contact me. IВ look 11) forward toВ hearing fromВ you.

Yours 12) sincerely,

Rose Johnson

Rose Johnson (Ms.)

TextВ Bank

TextВ 1

The Best Job Candidates

The accounting profession is changing, and that means the ways firms recruit and retain top-tier talent need toВ change, too. Recent graduates have much different expectations ofВ work and career than aВ generation ago, and technology is changing the way that firms reach and develop relationships with potential new hires.

However, firms aren’t just concerned with filling entry-level positions. There is a continuous need to hire and keep experienced CPAs at all levels. Finding a one-size-fits-all strategy for recruitment when the talent pool has diverse motivations and firms have varied needs is nearly impossible.

But firms can address this steady demand for high-quality, talented CPAs inВ aВ tight labor market byВ being insightful, authentic, and proactive, according toВ Sarah Dobek. The founder and president ofВ Inovautus Consulting, aВ marketing firm that helps CPAs grow their business, Dobek discussed staffing strategies at the AICPA ENGAGE 2018В conference inВ Las Vegas on Tuesday.

Speaking inВ an interview prior toВ the conference, Dobek offered tips toВ firms looking toВ improve their recruitment and retention efforts.

Attracting the right candidates: The first step is getting the right candidates toВ apply for the opening, and reaching them requires understanding their job search motivations.

В«InВ order toВ attract the right candidates, you have toВ speak toВ them about what they care about,В» said Dobek.

Millennial candidates inВ line for early career positions are looking for flexibility inВ work time and location, aВ personalized career path, efficient use ofВ technology within the firm, immediate learning opportunities, and brand authenticity, according toВ Dobek.

It is important that candidates see those qualities in a firm’s online presence, in their brand reputation, and in interactions with the firm, she said. That means making an effort to reach candidates as soon as possible in ways different from what firms may have traditionally done.

«Culture is still really important,» said Dobek. «You can’t just give them a marketing message. They want you to be true and honest. They want to hear from their peers as well through testimonials, case studies, and videos.»

However, firms don’t hire just people between the ages of 22 and 30, and candidates of different experience levels have different motivations.

ToВ better understand what drives job seekers, Dobek recommends that firms talk with candidates about their motivations and needs throughout the recruitment process, and hold exit interviews with departing employees toВ gain insight into their motives.

Craft the right job description: AВ good job description can persuade the right candidate toВ apply for the job, and crafting that standout description will be easier once you understand your target audience, according toВ Dobek.

«When you write in the right context, it can attract the right person,» she said. «When you start focusing on the type of individual that you need, you’re going to start using language that that person would identify with.»

An effective job description also tells the story ofВ your firm along with the features and benefits ofВ the position.

«The job description is not just a bullet point list description of your job responsibilities,» she said. «An attractive job description is going to be much more than that; it’s really going to be a sales pitch of why you should come work for us.»

Don’t be afraid to be innovative in how you deliver the job description either, Dobek said. Younger candidates in particular are more open to different media, and you can reach them in new ways. Look to video, audio, and other multimedia opportunities to create and deliver your job description.

Actively recruit: Don’t wait until you need to fill a position to start recruiting and then expect HR to do all of the work, Dobek cautioned. Building an effective network that you can tap before it is hiring time means starting early, taking a proactive approach, and including a wide range of the firm’s stakeholders.

«It is not just the HR department’s job to recruit for your firm,» Dobek said. «Every partner has a role, every higher-level staff person should be involved in recruiting because every person has a network.»

Take advantage ofВ digital platforms such as LinkedIn, Facebook, and firm websites toВ build aВ brand network that draws an audience. Firm executives should be using their digital platforms, and their audiences, toВ promote the firm as an employment destination, according toВ Dobek.

В«You have toВ be actively posting about your firm and your culture,В» she said. В«You need toВ be attracting people toВ your brand, toВ your firm, before you need toВ fill those positions.В»

Even if you aren’t immediately hiring, Dobek sees value in using digital tools to expand a firm’s network and sees it as an investment in the firm’s future.

Task 1. Answer the questions (1—6) using information from the text. The correct answer is in bold.

1. A one-size-fits-all strategy for recruitment is…

A. quite widespread

B. diverse among firms

C. highly likely

D. almost impossible

2. What should companies do toВ be able toВ hire talented CPAs?

A. Be proactive and determined

B. Be insightful and authentic.

C. Offer aВ good salary.

D. Provide better working conditions.

3. How many tips did Sarah Dobek mention inВ the interview?

A.В one

B.В two

C. three

D.В four

4. What are the job search motivations ofВ millennial candidates?

A. flexibility, efficient use ofВ IT within the firm, brand authenticity;

B. flexibility, personalized career path, remote learning opportunities;

C. personalized career path, efficient AI inВ the firm, brand authenticity;

D. immediate learning opportunities, culture, flexibility.

5. What will not make aВ job description attractive, according toВ the text?

A. Writing inВ the right context.

B. Telling the story ofВ the firm.

C. AВ bullet point list description.

D. Innovative ways ofВ its delivery.

6. What does Dobek see as an investment in the firm’s future?

A. Expanding a firm’s network.

B. Involving HR department inВ recruiting.