Sidi Mohammed Ben Abdellah

Business English 1
The National School Of business and
Semester 5
Management-Fès

GLOSSARY
JOB
COMPILED BY
Amina Abdourahmane
Asmae Laksair

INTERVIEW
Imane Tatnout
Kenza Slaoui
Maha Khlifi
Mohamed El Meftahy
Roukiatou Moussa
Massalatchi
Taha Tricha
Zoubida Sqalli

SUPERVISED BY
Mr. Khalid Houssaini

ACADEMIC YEAR
2017/2018
 Introduction
What is a job interview?

Everyone has a job interview at some point in their life and they can be scary

things. However, they are really nothing to worry about.

All a job interview does is give employers the chance to meet you and see if they like you

enough to give you a job. Simples. Get it right and you could end up with a great job, get it

wrong and you will have to live with unemployment or a role you hate for a bit longer…

So, what exactly is a job interview?

The employer (and hopefully your future boss) asks you questions about your career,

personality your life and you answer honestly while trying to impress them.

-Easy, right?

-Not really- Job interviews can be stressful.

However, if you prepare properly for your job interview – and it is really easy to do, then you

can get rid of the nerves and show your interviewer why they MUST hire you.

And so our interview advice is designed to get you job interview ready…

Just follow these 5 easy steps and you will stand the best chance of getting a job.

1. What type of interview is it?

There are three main types of interview and when you are offered one they should tell you

what to expect…

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 One-to-one interview – The most common type … You are interviewed by just one person

(usually the boss!) and it is a simple question and answer session.

 Panel interview – A bit scarier… You are interviewed by more than one person at a time –

expect two or more interviewers to be in the room with you.

 Competency interview – The most advanced interview type. You will be tested on different

situations e.g. ‘tell me about a time when you showed good teamwork’.

2. What should I wear?

It may sound silly but you must plan your interview outfit. You don’t necessarily have to wear a

suit, depending on what job you’re going for, but you should follow a few simple dress code

rules (see below)…

3. Practice these interview questions

YOU MUST PRACTICE INTERVIEW QUESTIONS! OK, that was a bit dramatic, but this is

where many people mess up. By just spending a little bit of time looking at common interview

questions and answers you can really improve your chances of getting the job…

Luckily, we have done the hard work for you!

4. Body language in the interview

It may sound weird but body language has a big part to play in your job interview. For example,

if you sit slouched in your chair with your arms crossed you could come across badly, even if

your answers are good…

5. Don’t forget to ask your own questions

At the end of almost every interview, the interviewer will say to you ‘do you have any questions

for me?’ If you shrug your shoulders and get tongue-tied then you can look uninterested. Go in

with a few interview questions of your own prepared, instead.

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A good/smart/clever career move: an action or change of job that helps you to be

successful in your career.

Abrupt or curt: short and often rude responses or curtailing of interactions.

Accidental bias: when an interviewer unintentionally leads respondents to give answers they

feel the interviewer wants them to give rather than their true feelings, attitudes, or beliefs.

Accomplishments: these are the achievements you have had in your career. These key

points really help sell you to an employer — much more so than everyday job duties or

responsibilities. In your cover letters, CVs, and job interviews, focus on key career

accomplishments — especially ones that you can quantify.

Acknowledge: to show that you have seen someone or that you recognize them, for example

by smiling or speaking to them.

Action Verbs: The building blocks of effective cover letters and CVs. These concrete,

descriptive verbs express your skills, assets, experience, and accomplishments. Avoid non-

descriptive verbs such as “do,” “work,” and forms of the verb “to be.” Instead, begin each

descriptive section with an action verb. Almost every CV book has a list of great action verbs to

choose from. Read our post on the list of Keywords for your CV.

Ad hominem: an effort to dodge an issue or challenge by discrediting the source that raised it.

Ad populum: an appeal to or on behalf of the majority

Ambiguity: words to which interview parties may assign very different meanings.

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Analysis: a careful examination of the nature and content of answers and impressions noted

during an interview.

Applicant profile: the required knowledge, experiences, skills, and personal traits necessary

to perform a job satisfactorily.

Application form: a form created by an organization to gather basic information about

applicants, including their backgrounds, experiences, education, and career interests.

Application: A verbal or written request for assistance or employment or admission to a

school

Apply: To submit an application for a job

Appointment: a job, especially an important job

Appraisal perspective: the performance interview is seen as required, scheduled, superior-

conducted and directed, adversarial, evaluative, and past oriented.

Apprenticeship: a structured on the job and related training course to learn a trade or

occupation

Aptitude: a natural talent or ability; quickness in learning

Assess: to carefully consider a situation, person, or problem in order to make a judgment

Assessments: these tests ask you a series of questions and try to provide you with some

sense of your personality and career interests. You shouldn’t rely on the results of these tests

by themselves, but the results can be a good starting point for discovering more about yourself

and your interests and considering careers you may not have thought of

Assumptions: assuming that something is true or false, intended or unintended, exists or

does not exist, desired or undesired, will or will not happen.

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Attitude: relatively enduring combinations of beliefs that predispose people to respond in

particular ways to persons, organizations, places, ideas, and issues

Baby boomer job seeker: The generation of people born between 1946 and 1964 and about

78 million strong.

Background checks: Are commonly performed on candidates seeking employment by the

company conducting the recruitment process, and in many countries these checks are a

mandatory requirement prior to making any candidate an offer of employment.

Background: Type of career, training or education that someone had.

Ban the box: Refers to the box to be checked on a job application asking if an applicant has a

criminal record.

Bargaining unit: A grouping of employees that a union represents or seeks to represent that

is found to be appropriate for collective bargaining purposes.

Base wage rate: The monthly salary or hourly wage paid for a job, irrespective of benefits,

bonuses or overtime.

Behavioral competency: The behavior of the employee which is the subject of measurement

and appraisal in terms of whether or not the behaviors shown by an employee are those

identified by job analysis/competency profiling as those contributing to team and/or

organizational success.

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Behavioral interviews: Employment interview where the candidate is asked to give specific

examples of past behaviors that show how he or she behaved in certain situations.

Benefits: Are the financial rewards and other compensation employees receive in addition to a

paycheck.

Birkman method: A 298 question personality assessment and a series of related report sets

that facilitate team building, career counseling and interpersonal conflict resolution.

Blended workforce: A workforce is comprised of permanent full-time, part-time,

temporary employees and independent contractors.

Bonus: something good that is more than what expected or required.

Boss: The person whose job is to tell other workers what to do.

Branding statement: A punchy “ad-like” statement placed at the top of job seeker’s resume

that tells immediately what he/she can bring to an employer.

Branding strategy: Is a way for a recruiter to represent an employer to job applicants in a way

that makes the company an appealing place to work.

Bullet points: Short sentences starting with an action verb, that are listed under each job you

include in the professional experience section of your resume

Business: Is work relating to the production, buying, and selling of goods or services.

BYOD (bring your own device): A term used to describe the growing trend of employees-

owned devices within a business such as smart phones tablets, laptops and other devices.

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Candidate: person who applies for a job or is nominated for election.

Career Activist: Someone who is proactive in planning, evaluating, directing, and controlling

his or her career rather than simply reacting as situations arise. (Some call this approach

career mapping.) A career activist has an enduring interest in understanding and achieving his

or her full career potential, while maximizing career marketability.

Career Branding: Helps define who you are, how you are great, and why you should be

sought out. Branding is your reputation; branding is a promise of your value to an employer.

Branding is about building a name for yourself, showcasing what sets you apart from other job-

seekers, and describing the added value you bring to an employer.

Career Objective/Job Objective: An optional part of your resume, but something you should

contemplate whether you place it on your resume or not. While once very common, it has now

fallen from favor. While it can help sharpen the focus of your resume, most job-seekers never

did so, using vague language. Objectives have been replaced by other resume devices — see

Resume Focal Point.

Career Passion : One of the most important elements of personal happiness is being

passionate about your career and your job. If you no longer have — or never have had —

personal and professional fulfillment from your job, there is always time to discover a career for

which you do have passion.

Communication: The imparting or exchanging of information by speaking, writing, or using

some other medium.

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Compensation package: A compensation package is combination of salary and benefits an

employer provides its employees.

Conversation: A talk, especially an informal one, between two or more people, in which news

and ideas are exchanged.

Corporate Culture: The collection of beliefs, expectations, and values shared by an

organization’s members and transmitted from one generation of employees to another. The

culture sets norms (rules of conduct) that define acceptable behavior of employees of the

organization. It’s important for job-seekers to understand the culture of an organization before

accepting a job.

Dealt: something has been distributed.

Decision-making is the process of identifying and choosing alternatives based on the values,

preferences and beliefs of the decision-maker.

Delegate: a person chosen or elected by a group to speak, vote, etc. for them, especially at a

meeting:

Dependable: If you say that someone or something is dependable, you approve of them

because you feel that you can be sure that they will always act consistently or sensibly, or do

what you need them to do.

Determined: wanting to do something very much and not allowing anyone or any difficulties to

stop you

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Directed: directed interview will follow a logical progression resembling a question and answer

format. This structured session is much less conversational. This type of questioning may be

used during the first round of a series of interviews.

E-Recruitment: using electronic resources to guide or assist the hiring process in order to

reduce the administrative and financial burden of recruitment and gain access to a wider pool

of talent.

Electronic Resume (or E-Resume): a resume that is sent to the employer electronically,

either via email, by submitting to Internet job boards, or residing on their own Web page.

Elevator Speech: a 15 to 30 second commercial that job-seekers use in a variety of situations

that succinctly tells the person you are giving it to who you are, what makes you unique, and

the benefits you can provide.

Email Cover Letter: a cover letter that is sent to the employer electronically via email. There

are different rules that apply to writing these kind of cover letters, though the fundamental

principles remain the same.

Emotional Intelligence: is one of the most important ideas to hit the business world in recent

years. It is based on the notion that the ability of managers to understand their own emotions,

and those of the people they work with.

Employee selection: The process of interviewing and evaluating candidates for a specific job

and selecting an individual for employment based on certain criteria.

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Employee: a person who is hired by an employer to perform work or supply services for

compensation such as wages or salary.

Employer branding: is an integral part of overall business strategy to establish the brand

image of an organization to attract a particular set of talent.

Employer: a person or company that is responsible for hiring an employee. The employer has

the responsibility to assign the work to be performed by the employee as well as the collection

and deduction of applicable taxes and benefits from the employees' pay.

Employment contract: An employment contract is a legal document that lays out binding

terms and conditions of employment between an employee and an employer.

Employment Gaps: are those periods of time between jobs when job-seekers are

unemployed, either by choice or circumstances.

Employment history: means your work experience, in other words, where you've worked,

how long you worked there and what you did on the job. It also include your volunteer or

school activities.

Encore career: is work in the second half of life that combines continued income, greater

personal meaning, and social impact. These jobs are paid positions often in public interest

fields, such as education, the environment, health, the government sector, social services, and

other nonprofits.

Entry Level Job: refers to a type of job reserved for new graduates or trainees. Generally,

these types of jobs are for those who have recently completed a training or degree program

and is widely accepted as the entry point into a specific profession.

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Equal opportunity employer: an employer who agrees not to discriminate against any

employee or job applicant because of race, color, religion, national origin, sex, physical or

mental disability, or age.

Evaluation period: allows a supervisor or other company manager to evaluate closely the

progress and skills of the newly hired worker, determine appropriate assignments, and monitor

other aspects of the employee such as honesty, reliability, and interactions with co-workers,

supervisors or customers.

Face-to-face interview: when the interviewer directly communicates with the respondent in

accordance with the prepared questionnaire.

Fail: To not succeed in what you are trying to achieve or are expected to do.

Fair: Treating someone in a way that is right or reasonable, or treating a group of people

equally and not allowing personal opinions to influence your judgment.

Fake answers: Give false information to answer questions.

Fixed-term contract: A contractual relationship between an employee and an employer that

lasts for a specified period.

Fluency: The quality of smoothness of flow.

Focus: The main or central point of something, especially of attention or interest

Follow-up questions: Ask questions to find out more about about something that somebody

has told you or suggested to you.

Free-flowing interview: An interview in which questions are not prearranged.

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Freewheeling conversation: Not limited by rules or accepted ways of doing things.

Function: Someone’s job or particular responsibility.

Future performance: Pending performance of an obligation under a contract.

Handle failure: Employees in virtually every job will encounter failure from time to time, so it

shouldn’t be a surprise that interviewers will ask about your ability to cope with failure on the

job. They will want to learn how you maintain your composure, attitude, energy, and focus

when you aren't successful.

Handle stress: One common interview question is, “How do you handle stress?” You'll need

to be prepared to respond because the interviewer does not want to hear that you never get

stressed. After all, everyone feels stress at one time or another at work. Instead, the employer

wants to see if you know how pressure affects you, and how you manage it.

Handle success: In most jobs, employees regularly encounter moments of success as well as

moments of struggle or failure. You have probably anticipated questions about your

professional shortcomings and how you handle failure, and have focused on this type of

question as you have prepared for interviews.

Hobbies: When you're preparing to interview for a new job, remember that not all the

questions posed to you during an interview will directly relate to the position you're interviewing

for. Sometimes, interviewers will want to gain an understanding of what you are like as a total

person, and what you're interested in outside of work. This is where questions like, "What do

you do in your spare time?" or "Tell me about your hobbies" come in.

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Improve: To get better, Take the time to prepare for your interview by knowing what's on your

resume, being able to present why you are qualified for the job, to share why you are

interested in the company, and by practicing staying calm and focused. It's important to

remember that the image the interviewer has of you when he or she first meets you is the one

that is going to last.

Initiative: a new plan or process to achieve something or solve a problem, he ability to use

your judgment to make decisions and do things without needing to be told what to do, being

self-motivated and ambitious might move an employee to take the initiative in the workplace.

Employees who show initiative have a take-charge attitude.

Interview: a meeting in which someone asks you questions to see if you are suitable for a job

or course, interviews are one of the most popularly used devices for employee selection.

Introduce: to present (a person) to another so as to make acquainted, some hiring managers

may make a decision to reject a candidate based on what they didn't do when they met them.

That's why it's important to pay attention to interview manners and to carefully think through

how you will introduce yourself during a job interview.

Investigate: examine, study, or inquire into systematically; search or examine into the

particulars of; examine in detail, Dealing with employee-related issues in a fair and

professional manner is one of the more difficult aspects of a manager's job.

Jargon: words that organizations or groups alter or create for specialized use.

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Job: work that you do regularly to earn money. When you ask someone about their job, you

usually say ‘what do you do?’, and not ‘what is your job?’ the answer would usually be ‘I am

a…’ or ‘I work as a…’, and not ‘My job is…’

Job description: a list of all the things that someone must do in their job

Job fairs: gatherings of recruiters from a variety of organizations on college campuses or

malls in which applicants can obtain information, make contacts, and take part in interviews.

Job interview: a formal meeting at which someone is asked questions in order to find out if

they are suitable for a post of employment

Job security: The knowledge that your job is permanent as long as you want it to be

Job seeker: An available person actively looking for work

Job-sharing: A system in which two people share the work from a single job, so that each one

works for part of the day or week

Job like situations: simulated job situations through questions or role playing that enable the

recruiter to perceive how an applicant might act on the job.

Journalist's interview guide: a guide that focuses on who, what, when, where, how, and

why.

Just cause: the fair and equitable treatment of each employee in a job class.

Key accomplishments: Are things you are particularly proud of that you might share with an

employer in an interview.

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Key area of responsibility: Groups of tasks designed to produce some key results of the

function. Key areas of responsibilities are focused on the outcome.

Key performance indicator (KPI): Is a formative component of employee’s role that must be

executed well in order for the employee to succeed and grow in the role. It’s an element by

which an employee’s performance can be measured and assessed.

Key result areas: Used to establish standards and objectives, key result areas are the chief

tasks of a job identified during the job evaluation process.

Key selection criteria: A selection of key attributes and skills a recruiter is looking for in an

applicant. These are often presented in a list of bullet points within a job advert.

Key skill: A person’s ability to perform a specific vocational function particularly well.

Key word optimize: to include within a given sample of text specific words in a high volume.

When writing your resume, you want to ensure specific ‘key words’ are included that match

what a recruiter is looking for.

Knockout question: Mandatory question presented to job seekers as a part of an assessment

process that immediately can exclude them further consideration.

Knowledge mapping: It describes the intellectual human capital and competencies of

departments and employees.

KSA: Is an acronym for Knowledge, Skills and Abilities. When receiving candidate

applications, KSA can be used as a form of measurement to access how capable each

candidate would be.

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Language: The method of human communication, either spoken or written, consisting of the

use of words in a structured and conventional way.

Law of recency: people tend to recall the last thing said or done in interviews.

Lay counselor: a person with little or no formal training in counseling.

Leadership: The action of leading a group of people or an organization.

Leading push: a question that suggests how a person should respond.

Leading question: a question that suggests implicitly or explicitly the expected or desired

answer.

Loose rater: an interviewer who is reluctant to point out weak areas and dwells on the

average or better areas of performance.

Mature: A market is considered to be in a state of mature when there is an absence of

significant growth, or a lack of innovation. When supply matches demand the price decided by

the market forces of demand and supply is called equilibrium price.

Moderate: tending toward the mean or average amount or dimension

Motivated: very enthusiastic or determined because you really want to do something

Net Income: is total revenue minus total expense, what's left of the monies received after all

debts have been paid, the bottom line. If Net Income is positive it is also called Net Profit.

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Networking: broadening your career prospects and contacts through development of

relationships with peers, colleagues, professors, friends, and industry associations and events.

New Member Period: the period of time after formal recruitment and before initiation where

new members learn about the history of the organization and obligations of membership.

Non-Employee: an individual who provides services/skills to an organization but is not

providing the services in a permanent job.

Non-Recruitment: a process in which the hiring manager identifies the candidate for hire into

a temporary position in lieu of the position being posted and advertised.

Numeracy: the use of numbers and mathematics in workplace situations such as scheduling

and budgeting

Objectives: Something that you plan to do or achieve.

Occupation: A job. This word is used especially on forms and in formal writing

Occupational: Relating to, or caused by, your job.

Off-balance: confused or uncertain about what to do next

Off-guard: Unprepared.

One-on-one interview: Interview that involves only one applicant and the interviewers.

Opening: A job that needs a person to do it.

Openness: Honesty.

Openness to new experiences: The quality of not being confined or covered.

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Opportunity: The chance to get a job.

Optimal person: most likely to bring success or advantage.

Order book: The total work that a company has agreed to do in the future, which show safe its

workers’ jobs are

Organization: A group of people who work together in organized way for a shared purpose.

Organizational fit: How the candidate fits into the larger culture of the organization.

Orientation: The particular things that a person prefers, believes, thinks, or usually does.

Overtime hours: Is all hours worked over 8 hours a day or 44 hours a week.

Pluralism: a situation in which someone has more than one job or position,

Probation: a period of time during which someone who has been given a new job is watched

to see whether they can do the job well and stay in the position

Profession: a job that you need special skills and qualifications to do.

Professional development: the process of obtaining the skills, qualifications, and experience

that allow you to make progress in your career

Prospects: chances of success, especially in a job or career

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Qualification: Is the heart of what a prospective employer wants to know about you? Your

qualifications are a mini-summary of the skills, education and experience you bring to the

table. These elements of your background are usually listed in dry detail in other sections,

where you list a full job history with employers' names and numbers and an education history

with the names of schools and when you attended.

Qualities: Putting your skills on paper is one way to show you're a qualified candidate, but

talking to the interviewer about your qualities is a sales tactic that lends itself to proving you're

a good fit for the job.

Questions: Do you have a job interview coming up? The best way to get ready for an

interview is to take the time to review the most common interview questions you will most likely

be asked. Knowing what you're going to say can eliminate a lot of stress. You don't need to

memorize an answer, but do take the time to consider how you'll respond.

Recruit: to persuade someone to work for a company or become a new member of an

organization, especially the army

Referee: our referees are very important in the job seeking process , Referees provide extra

information that lets a potential employee know about your work history, your skills and

experience. This information reinforces what you have written on your CV by giving someone

else’s word that your claims are accurate.

Reference: employers typically waite to ask job applicants for references until they were

serious contenders for a job. Occasionally, however, companies will request that applicants

provide a list of references when they initially apply for a job.

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Resume: a short statement of the important details of something, a short written description of

your education, qualifications, previous jobs, and sometimes also your personal interests, that

you send to an employer when you are trying to get a job

Stimulate: stimulate discussion between departments, it means encourages new ideas, a

stimulating person makes you feel enthusiastic and full of ideas, If an activity is stimulating, it

causes your body to be active

Strength: skills that you are good at, has several shades of meaning. The strength of

something can be the measure of how much force or pressure it can withstand over time

Success: an event that accomplishes its intended purpose, Most successful companies have

one thing in common, however, which are employees who feel engaged and valued.

Employees who are satisfied with their work have a major impact on the growth and success of

your business

Summarize: summarize complex ideas so everyone could understand the concepts, give a

brief statement of the main points, it makes conversation more constructive.

Supervise: supervising teams on projects, when interviewing for a position supervising other

employees, it's important to show the interviewer that you are an effective leader and problem

solver. Here are some typical interview questions about supervising, and a few suggested

answers to help springboard your own.

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Team Player: "Are you a team player?" You'll hear that question in pretty much every interview

you'll ever participate in. That's probably because working on a team is crucial to nearly much

every position, from entry level to director. Here are some points to consider and the best ways

to answer.

Teamwork: A typical job interview question that employers will ask to discover how well you

would work with their other personnel is, "Give us some examples of your teamwork."

Employers want to hire people who are team players, so respond in a way that will show the

hiring manager that you're able to work well with others.

Typical work week: What do you do all day at work? An interviewer may ask you to discuss in

detail what you do during a typical day or week at work. Interviewers ask this question to make

sure that your requirements. This question also helps the interviewer assess whether you have

the personal qualities the company looks for in an employee, such as organization, the ability

to work well with others, and an aptitude for meeting challenges head on.

Vacancy: A job that no one is doing and is therefore available for someone new to do.

Values: The principles that help you to decide what is right and wrong, and how to act in

various situations.

Verbal behavior: A method of teaching language that focuses on the idea that a meaning of a

word is found in their functions.

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Verbal cues: A prompt that is conveyed in spoken language from one person to another or a

group of people.

Verbal expression: The communication of your beliefs or opinions.

Video conferencing : A system that allows two or more people who are in different parts of the

world to talk to each other and see each other on televisionscreens.

Vocal attractiveness: An auditory cue and can lead to differing interviewer evaluations in the

interview as well.

W-2: is the tax form your employer gives you each year that tells you exactly how much you

earned and how much you paid in taxes.

Wages: are the money paid to you by your employer for your work. This money is also known

as pay, salary or remuneration

Walk of life: when people talk about walk(s) of life, they are referring to different types of jobs

and different levels of society.

Work order: refers to a request from an organization for a specific type of service to be

provided by one or more temporary employees for a specific period of time.

Work Shadowing: Going to a workplace and observing employees performing their job(s). It is

a way to gather information about a role or workplace without the organization having to find

tasks for you to do.

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Workforce planning: is the creation, formulation, and execution of strategy pertaining to the

optimization of organizational talent. It encompasses talent acquisition, recruitment,

development, retention, optimization, learning programs, and talent demand forecasting.

Working conditions: The conditions in which an individual or staff works, including but not

limited to such things as amenities, physical environment, stress and noise levels, degree of

safety or danger, and the like.

Working hours: is the period of time that a person spends at paid labor.

Workload: the amount of work to be done, especially by a particular person in a period of time

Written terms of employment: is an agreement between employee and employer setting out

implied and explicit terms and conditions - written statement of particulars, collective

agreements.

Yes (no) response: a question that has only one obvious answer.

Yes-but approach: an approach that begins with areas of agreement and approaches points

of disagreements after goodwill and a supportive climate are established.

Yes-yes approach: the attempt to get another party in the habit of saying yes so agreements

may continue.

Zero hours contract: Is a type of contract between an employer and a worker, where the

employer is not obliged to provide any minimum working hours, while the worker is not obliged

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to accept any work offered. The employee may sign an agreement to be available for work as

and when required, so that no particular number of hours or times of work are specified.

REFERENCES
Print Sources

Electronic Source

www.livecareer.com www.merriam-webster.com
www.insightsforprofessionals.com www.businessenglishonline.net
www.dictionary.cambridge.org www.ccac.edu
www.catherinescareercorner.com www.jobank.gc.ca
www.getthejob.com.au www.collinsdictionary.com
www.getthejob.com www.snagajob.com
www.wordreference.com www.recruiter.com
www.jobadder.com www.learnersdictionary.com

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