action points - what needs to be done after the meeting, and by whom
advertise a vacancy / post - to advertise a job that no one is doing and is therefore available for someone new to do
agenda - a list of topics to be discussed
any other business (AOB) - the last topic on the list
application form - written when replying to an advertisment
assemble an interview panel -
attend - to go to a meeting
authoritative sources -
chairperson - the person in charge of the meeting
check references -
commission payments -
covering letter - list motywacyjny
cross-reference - a note that tells you to look somewhere else in the book for more information about something
odsyłacz, odnośnik
curriculum vitae (CV) - a short written description of your education, qualifications, previous employment and sometimes also your personal interests, which you send to an employer when you are trying to get a job
empowerment - official authority or the freedom to do something
end-of-year bonus -
fast-tracking - usually leads to quick promotion
financial package -
headhunting - refers to stealing employees from companies
high-calibre staff -
high performers -
interview -
item - one topic on the list
make a job offer -
mentor - refers to an older, more experienced person who helps you
meticulous - skrupulatny
minutes - an official record of what was said and / or decided
participants - the people at the meeting
pep talk - means a short chat to motivate staff
probationary period - usually three or six months, after that applicants are offered a permanent post
okres próbny
propose - to make a suggestion formally
psychometric test - a test before the interview, taken to asses mental ability and reasoning skills
test osobowości
resourceful - przedsiebiorczy
resume - American English for CV
second - to support a formal suggestion
send your apologies - to say that you cannot go to a meeting
sheer force - used to emphasize how very great, important or powerful force is
shortlist the candidates -
staff turnover - when the staff won't be kept for long
train new staff -
vote - a method of making a decision
Indirect questions and statements
We often use indirect questions and statements to sound more polite, for example when asking for personal or sensitive information.
Could you tell me what your salary is?
May I ask why you want to leave your current post?
Would you mind telling me how old are you?
I'm not sure when the interview finishes.
Indirect questions have the same word order as direct statements.
She left the job. (direct statement)
Could you tell me why she left the job?
You want to work abroad. (direct statement)
Could you tell me why you want to work abroad?
We can use the following expressions to introduce indirect questions and statements.
I wonder / I can't remember / I have no idea / I'd like to know / I am not sure … when the post will be advertised.
… when the interview starts
For yes / no questions we use if or whether. We can also use if or whether in statements.
Will he apply for the job? (direct questions)
I don't know if he'll apply for the job.
I wonder whether he'll apply for the job.
Examples:
Could you tell me what your strengths are?
I'd like to know what your colleagues would say about you.
Could you tell me how you have changed in the last five years?
Do you happen to know what salary I will start on?
Do you know where the interview room is?
Could I ask you how old you are?
Do you mind if I ask what your weaknesses are ?
Could I ask you why you left your last job?
Could I ask you… ? I'd like to know…
Could you tell me…? Do you mind telling me…?
…if / whether you are satisfied with your present salary?
…if / whether your partner works?
…how you react when people criticise you?
…how much you earn in your present job?
…what your weaknesses are?
…what kind of situations you find difficult?
…why you think you are the right person for this job?
…if / whether there is anything you dislike in your present job?
After I'd like to know… there isn't a question mark.
Useful language - discussion
Starting:
OK, let's get down to business.
Right, can we start, please?
Setting objectives:
The purpose of this meeting is …
The aims of this meeting are …
Asking for reactions:
How do you feel about …?
What do you think?
Dealing with interruptions:
Could you let him finish, please?
Could you just hang on a moment, please?
Keeping to the point:
I'm not sure that's relevant.
Perhaps we could get back to the point.
Speeding up:
I think we should move on now.
Can we come back to that?
Slowing down:
Hold on, we need to look at this in more detail.
I think we should discuss this a bit more.
Summarising:
OK, let's go over what we've agreed.
Right, to sum up then…