首页
外语
计算机
考研
公务员
职业资格
财经
工程
司法
医学
专升本
自考
实用职业技能
登录
外语
In her job as recruitment manager at Carters, Kate Orebi ______. The AGR represents ______.
In her job as recruitment manager at Carters, Kate Orebi ______. The AGR represents ______.
admin
2010-01-11
21
问题
In her job as recruitment manager at Carters, Kate Orebi ______.
The AGR represents ______.
M: Now, Mrs. Orebi, can you tell us something about your job as a recruitment manager at Carters?
F: Yes. I’ m responsible for all aspects of staff recruitment, including policy making, that’s for all staff from secretarial to executive level. I make sure that everyone’s following the right procedures. I’ m also involved in the interviewing and selection of management staff. That’s for all the stores.
M: You have another role in recruitment, don’t you? With the Association of Graduate Re¬cruiters?
F: Yes, I chair the executive committee.
M: Can you tell us a bit more about the Association?
F: Yes, at the moment, the AGR consists of a group of major employers of graduates, but more and more graduates are being recruited by small and medium-sized companies, so I expect the membership of the Association will change along with that. We have quite a range of activities, we have information service through which we give advice to any graduate employer and, uh, we also supply statistics to the education sector. For the fu¬ture, we’ re hoping to develop as a training body, particularly working with, uh, new graduate re¬cruiters. So, in general, you could say that we exist to spread good practice.
M: There’ve been quite a few changes in Higher Education over the last few years, of course. As a graduate recruiter, these must have been quite important to you.
F: Yes. Universities and colleges have certainly changed. They’re far less elitist now than they used to be. And, yes, they’ve opened their doors to a much wider range of people. And there are different types of courses now. There are short, modular courses in languages and business skills and of course these are all helpful when it comes to looking for a job.
M: Do you think that further changes are needed in the future?
F: Yes, I do. I think that colleges need to listen to what employers are saying about the need for people to learn to work in groups. In this situation, people get used to cooperating and sharing information. Of course, at the moment, we’ve got examination systems that doesn’t allow for collabora¬tion. So it seems to me that more team work is required when it comes to studying.
M: What kind of skills would you say employers are looking for? I mean, are graduates ready for work?
F: Well, as always, some are, and some aren’t. You see, the colleges have to achieve good ex¬am results, but this isn’t always what employers are looking for. Certainly in the service sector, em¬ployers want people who can interact with customers and who can work as part of a team. The ability of using computers and all the other new technology isn’t such an issue anymore. I suppose employers feel they can take it for granted now and it’s very easy to train people up.
M: And how does a company decide whether a graduate has the skills he’s looking for? For example, what is the selection procedure at Carters?
F: Well, the first stage consists of individual interviews. These are followed by group exercises. There are three exercises and they last about 24 hours. I suppose ideally they should be longer. But there are some practical constraints. Anyway the process itself gives people the opportunity to display certain skills, like the ability to work in a team or the ability to plan and organize.
M: Do these skills develop after selection?
F: We can teach graduate employees certain things, such as leadership techniques, and we also encourage certain things with rewards, initiative for example. But the basis of our approach is career development for all graduates, not just the real high fliers. We actually think the companies benefit more from improving the performance of the typical graduates, not just a selected few.
M: Kate Orebi, Thanks for joining us.
选项
A、major graduate employers
B、recruitment executives
C、small and medium-sized companies
答案
A
解析
转载请注明原文地址:https://www.kaotiyun.com/show/hmzO777K
本试题收录于:
BEC中级听力题库BEC商务英语分类
0
BEC中级听力
BEC商务英语
相关试题推荐
WhatisthemajorquestionpeoplehavebeenaskingabouttheSemcoexperiment?
QualitiesofLeadershipIntroduction1Inthespeaker’sopinion,thereare______mostimportantqualitiesforgoodleade
AahumanresourcesmanagerBawholesalerCasoftwareengineerDanemployeeincustomerservicedepartment
THEDEVELOPMENTOFCONTRACTING-OUT1Youmaynotbefamiliarwiththeterm"contracting-out",itinvolvescallingin______
THEDEVELOPMENTOFCONTRACTING-OUT1Youmaynotbefamiliarwiththeterm"contracting-out",itinvolvescallingin______
AConfirmingthecompanybeforesendinginvitation.BApartnershipabroadwasformed.CConsultingthecolleaguesan
TaskTwo—FeelingForquestions18-22,matchtheextractswithwhatpeoplesay,listedA-H.Foreachextract,decidewhichfeeli
YouwillhearpartofaninterviewbetweenaHumanResourceManagerofacompanyandacandidate.Foreachquestion(23-30),mar
Youwillhearadialogueamongfourspeakers.TheyaretalkingaboutMegadromeParkproblem.Foreachquestion(23-30),markone
THEBUSINESSMASTERCLASSSEMINARNOTESArrangementsforparticipants1Theeventwilltakeplaceover..
随机试题
美联储通过公开市场操作主要调整的是()。
患者男性,30岁,支气管哮喘病史3年余,近日在给宠物犬洗澡时出现咳嗽、咳痰伴喘息发作。护士为其进行健康教育时,应指出其可能的过敏原是()。
背景资料:本工程隧道长为873m,包括上行线和下行线,隧道外径为6.2m,内径为5.5m。隧道平面曲线为直线19m+缓和右曲线65m+右曲线(R400m)101m+缓和右曲线65m+直线64m+右曲线(R2000m)36m;隧道竖向曲线为:直
行政行为撤销的情形包括()。
适龄儿童、少年的父母或者其他法定监护人必须按照要求送子女或者其他被监护人入学。()
春节将至,单位领导让你组织一次晚会,你怎么组织?
()是近代川剧作家。
BeingpluggedintoaniPodisafeatureofadolescence.Anewstudysuggeststhatteenswhospendtoomuchtimelisteningtomus
MrsGreenalwaystalksinhersleep.MrGreentalksinhissleepbecausehewantstoworkatnight.
Readthefollowingpassage.ChoosefromthesentencesA—Gtheonewhichbestfitseachgapof61—65.Therearetwoextrasentenc
最新回复
(
0
)