Part 1 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) publicizes / 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 . 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 / qualities (academic, experience / experiences (16) qualifications / qualities practicing / practical , (18) professional / professorial and have a sense of humor). Most advertisements specify the (19) rewards / remuneration that the company can offer in return for your wage / salary (21) rises / increments , and so on). Some advertisements will also tell you about other (22) benefits / beneficial (including paid annual (23) leave / vacations , 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. Part 2 If somebody is interested in the job, they are usually asked to send to send their (1) resume / résumé with a (2) cover / covering letter. Alternatively, they might be asked to (3) fill in / fill out an (4) application / applicant form and (5) submit / send it to the company. The managers of the company will read these and then make a (6) short-list / small-list of the people it wants to (7) attend / attempt an interview. At the same time, it will (8) reject / turn down those who it feels are (9) unsuitable / unthinkable . During and after the interviews, the managers will consider the different aspects of the (10) candidates / applicants to decide whether they have the correct (11) potency / potential for the job. These might include physical (12) apparition / appearance (13) disposition / disposal (for example, are they friendly and easy to work with?), special (14) skills / abilities (for example, are they computer literate, can they drive, or do they speak any other languages?) and (15) interests / hobbies (what do they like doing in their free time?). They might also consider their family (16) backing / background (are they married, do they have children?) and (17) medicine / medical history. The person who most closely (18) suits / matches the (19) profile / criteria decided by the managers will then be accepted for the job. Before somebody is (20) offered / suggested the job, s/he is asked to provide (21) referees / references from people who know him / her (usually a former (22) employer / employee , a (23) colleague / co- worker , and / or a close friend). Before s/he actually starts working, s/he may go through an (24) induction / introduction given a (25) temporary / temporal contract and obliged to complete a (26) trial / probationary period (where his / her employers make sure that s/he is suitable for the job) before being offered something that is more (27) permanence / permanent (a fixed-term or open-ended contract, for example). After s/he has been with the company for a while, there will probably be an (28) appraisal / appreciable , to assess how s/he is getting on. These may be repeated on a regular basis throughout his / her time with the company. Also see Contracts on pages 12 and 13, Earnings, rewards and benefits on pages 16 and 17, and Job advertising on pages 23 and 24.
