INGLÉS DE ESPECIALIDAD

Expresiones, esquemas léxicos y gramaticales en

idioma inglés
 INGLÉS DE ESPECIALIDAD

Contextos de comunicación en idioma inglés

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 ESCUELA DE ADMINSTRACIÓN

Coordinación Área de Especialidad Inglés:

Susana Baeza Gallegos.

ELABORACIÓN

Experto disciplinar: Ariana Salinas C

Diseñadora instruccional: Liliana Vasallo O

Jefa de Diseño Instruccional: Alejandra San Juan Reyes.

DISEÑO DOCUMENTO

IGESCON

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Tabla de contenidos
Aprendizaje esperado de la semana.................................................................................... 5
1. What is recruitment? ......................................................................................................... 5
1.1. Elements of a Gantt Chart What is recruiting in HRM? ............................................ 5
1.2. Hiring Process Steps ...................................................................................................... 6
1.3. Identifying Vacancy .................................................................................................... 7
1.4. Job Analysis ................................................................................................................... 7
1.5. Job Description ............................................................................................................. 8
1.6. Job Specification........................................................................................................ 10
1.7. Recruitment Strategy ................................................................................................. 11
1.8. 1.8.- Searching the Right Candidates ...................................................................... 12
1.9. Reviewing of Resumes and Cover Letters ............................................................... 13
2. Job Application ............................................................................................................... 14
2.1. What Is a Job Application? ....................................................................................... 14
2.2. How Job Applications Work ...................................................................................... 15
3. What is a Job Interview? ................................................................................................ 16
3.1. Traits on which you will be judged ........................................................................... 16
3.2. Types of interview ....................................................................................................... 17
3.3. Types of interview questions ...................................................................................... 17
3.4. Interview questions about you .................................................................................. 18
3.5. Interview questions about your work experience and knowledge...................... 19
3.6. Interview questions about why you want THIS job ................................................. 19
3.7. Competency-based interview questions ................................................................ 19
4. Duties and Responsibilities of Employers and Employees .......................................... 20
4.1. Components of the Summary................................................................................... 20
4.2. When Employees Don’t Respect Their Responsibilities .......................................... 20
4.3. Employers’ Responsibilities Towards Employees ..................................................... 21
4.4. When Employers Don’t Respect Their Responsibilities ............................................ 22
Referencias bibliográficas..................................................................................................... 23

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Aprendizaje esperado de la semana

Utilizan expresiones, esquemas léxicos y gramaticales específicos en diálogos

formales asociados a su área profesional.

1. What is recruitment?

Recruitment refers to the process of identifying, attracting, interviewing,

selecting, hiring and onboarding employees. In other words, it involves
everything from the identification of a staffing need to filling it.

1.1. Elements of a Gantt Chart What is recruiting in

HRM?

Human Resource Management, otherwise known as HRM or HR for short, is

the function of people management within an organization. HR is responsible
for facilitating the overall goals of the organization through effective
administration of human capital — focusing on employees as the company's
most important asset.

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Recruitment is the first step in building an organization's human capital. At a
high level, the goals are to locate and hire the best candidates, on time, and
on budget.
While the recruitment process is unique to each organization, there are 15
essential steps of the hiring process. We’ve listed them here, but for a detailed
exploration of these steps, check out our page on

1.2. Hiring Process Steps

§ Identify the hiring need

§ Devise a recruitment plan
§ Write a job description
§ Advertise the position
§ Recruit the position
§ Review applications
§ Phone Interview/Initial Screening
§ Interviews
§ Applicant Assessment
§ Background Check
§ Decision
§ Reference Check
§ Job offer
§ Hiring
§ Onboarding

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 1.3. Identifying Vacancy
The first and foremost process of recruitment plan is identifying the vacancy. This
process begins with receiving the requisition for recruitments from different
department of the organization to the HR Department, which contains −
Number of posts to be filled

§ Number of positions
§ Duties and responsibilities to be performed
§ Qualification and experience required

When a vacancy is identified, it the responsibility of the sourcing manager to

ascertain whether the position is required or not, permanent or temporary, full-
time or part-time, etc. These parameters should be evaluated before
commencing recruitment. Proper identifying, planning and evaluating leads to
hiring of the right resource for the team and the organization.

1.4. Job Analysis

Job analysis is a process of identifying, analyzing, and determining the duties,

responsibilities, skills, abilities, and work environment of a specific job. These

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factors help in identifying what a job demands and what an employee must
possess in performing a job productively.
Job analysis helps in understanding what tasks are important and how to
perform them. Its purpose is to establish and document the job relatedness of
employment procedures such as selection, training, compensation, and
performance appraisal.

§ The following steps are important in analyzing a job −

§ Recording and collecting job information
§ Accuracy in checking the job information
§ Generating job description based on the information
§ Determining the skills, knowledge and skills, which are required for the job

The immediate products of job analysis are job descriptions and job
specifications.

1.5. Job Description

Job description is an important document, which is descriptive in nature and

contains the final statement of the job analysis. This description is very important
for a successful recruitment process.

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Job description provides information about the scope of job roles, responsibilities
and the positioning of the job in the organization. And this data gives the
employer and the organization a clear idea of what an employee must do to
meet the requirement of his job responsibilities.

Job description is generated for fulfilling the following processes −

§ Classification and ranking of jobs
§ Placing and orientation of new resources
§ Promotions and transfers
§ Describing the career path
§ Future development of work standards

A job description provides information on the following elements −

§ Job Title / Job Identification / Organization Position
§ Job Location
§ Summary of Job
§ Job Duties
§ Machines, Materials and Equipment
§ Process of Supervision
§ Working Conditions
§ Health Hazards

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 1.6. Job Specification

Job specification focuses on the specifications of the candidate, whom the HR

team is going to hire. The first step in job specification is preparing the list of all
jobs in the organization and its locations. The second step is to generate the
information of each job.

This information about each job in an organization is as follows −

§ Physical specifications
§ Mental specifications
§ Physical features
§ Emotional specifications
§ Behavioral specifications

A job specification document provides information on the following elements −

§ Qualification
§ Experiences
§ Training and development
§ Skills requirements
§ Work responsibilities
§ Emotional characteristics
§ Planning of career

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 1.7. Recruitment Strategy

Recruitment strategy is the second step of the recruitment process, where a

strategy is prepared for hiring the resources. After completing the preparation of
job descriptions and job specifications, the next step is to decide which strategy
to adopt for recruiting the potential candidates for the organization.

While preparing a recruitment strategy, the HR team considers the following

points −
§ Make or buy employees
§ Types of recruitment
§ Geographical area
§ Recruitment sources

The development of a recruitment strategy is a long process, but having a right

strategy is mandatory to attract the right candidates. The steps involved in
developing a recruitment strategy include –

§ Setting up a board team

§ Analyzing HR strategy
§ Collection of available data
§ Analyzing the collected data
§ Setting the recruitment strategy

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 1.8. 1.8.- Searching the Right Candidates
Searching is the process of recruitment where the resources are sourced
depending upon the requirement of the job. After the recruitment strategy is
done, the searching of candidates will be initialized.

This process consists of two steps

§ Source activation − Once the line manager verifies and permits the
existence of the vacancy, the search for candidates starts.
§ Selling − Here, the organization selects the media through which the
communication of vacancies reaches the prospective candidates.

Searching involves attracting the job seekers to the vacancies. The sources are
broadly divided into two categories: Internal Sources and External Sources.

Internal Sources

Internal sources of recruitment refer to hiring employees within the organization

through −
§ Promotions
§ Transfers
§ Former Employees
§ Internal Advertisements (Job Posting)
§ Employee Referrals
§ Previous Applicants

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External Sources

External sources of recruitment refer to hiring employees outside the organization

through −

§ Direct Recruitment
§ Employment Exchanges
§ Employment Agencies
§ Advertisements
§ Professional Associations
§ Campus Recruitment
§ Word of Mouth

1.9. Reviewing of Resumes and Cover Letters

Reviewing is the first step of screening candidates. In this process, the resumes of
the candidates are reviewed and checked for the candidates’ education, work
experience, and overall background matching the requirement of the job
While reviewing the resumes, an HR executive must keep the following points in
mind, to ensure better screening of the potential candidates –

§ Reason for change of job

§ Longevity with each organization
§ Long gaps in employment
§ Job-hopping
§ Lack of career progression

Conducting Telephonic or Video Interview

Conducting telephonic or video interviews is the second step of screening

candidates. In this process, after the resumes are screened, the candidates are

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contacted through phone or video by the hiring manager. This screening
process has two outcomes −
It helps in verifying the candidates, whether they are active and available.
It also helps in giving a quick insight about the candidate’s attitude, ability to
answer interview questions, and communication skills.

2. Job Application

A job application is a form that employers ask job applicants to fill out to learn
about their work history. These forms are often completed online, but some
businesses still use paper applications.

2.1. What Is a Job Application?

A job application is an official form that employers ask all applicants for a
position to fill out. You may fill out the application through a third-party job listing
site or by visiting the website of the potential employer. Some employers may
ask you to fill out a paper application.

Employers use job applications because they provide a consistent format with
the same questions that must be answered by each person who applies for an
open position. Employers can easily compare the background and work
experience of each applicant.

• Alternate definition: The materials you submit to be considered for a job,

including your resume and cover letter
• Alternate name: Employment application

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 2.2. How Job Applications Work

Unlike a resume and cover letter, which are written and formatted to highlight
your most significant and impressive credentials, a job application is a list of
questions that require factual responses. Some of the items you'll typically be
asked to include are:

• Your personal information (name, address, email address, and phone

number)
• Dates of employment
• Positions held
• Names and contact information for supervisors
• Dates and subject area of degrees
• Where your degree was obtained (if applicable)

Fill out the application thoroughly, and proofread it for errors before you submit
it. If you're given a paper application to complete, see if you can take it home
so you don't feel rushed while filling it out.

Job applications may also ask for the names and contact information
of references and employers, especially direct supervisors. You may also be
asked if your prospective employer can contact your current employer. You
can answer yes or no; employers understand that you may not want your
current employer to know you're looking for another position.

At the end of the job application, you'll be asked to sign or e-sign the
application. Your signature verifies that all statements on the job application
are true. It may also allow the employer to verify the information and give
permission for reference checking, background checking, and often,
reviewing the results of drug testing.

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3. What is a Job Interview?

A job interview is a conversation which occurs between a potential employer

and a job applicant. During the job interview, the employer has the opportunity
to appraise applicant’s qualifications, appearance and general fitness for the
job opening. In parallel the applicant tries to learn more about the position, to
appraise the employer and to find out if your needs and interests will be met.
Think of the interview as a conversation between two people where each
person is trying to learn more about the other. The interview process is a two-way
street. You are traveling toward a goal—the right job and the employer is
traveling toward a goal—the right hire.

3.1. Traits on which you will be judged

1. Personal Characteristics. Do you have good grooming? Do you have

good manners? Do you maintain good eye contact?
2. Self-Expression. Are you confident in expressing your ideas?
3. Maturity. What about your overall sense of balance? Can you make value
judgments and decisions?

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 4. Personality. What are you like? Outgoing? Shy? Overbearing? Quiet? Will
you fit into their corporate culture?
5. Experience. What about your academic achievements? Involvement in
extracurricular activities? Job skills?
6. Enthusiasm and Interest. Are you really interested in the employer? The
particular job? Industry?
7. Career Goals. What do you want to do in your professional life? Is it
consistent with the company goals?

3.2. Types of interview

§ One-to-one interview – The most common type… You are interviewed

by just one person (usually the boss!) and it’s a simple question and
answer session.

§ Panel interview – A bit scarier… This is where you’re 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’ll be

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

3.3. Types of interview questions

Job interviews can be a daunting, scary experience but you can ditch the
nerves by preparing answers to popular interview questions before you head
out the door.

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We take a look at the different types of interview question you can expect to
get and offer you advice on how to go about giving answers that will get you
the job.

So, it’s interview preparation time. Feeling a bit overwhelmed by everything

you have to do? Don’t panic! Take a breath and relax! We’ve broken it all
down for you so it’s easier to digest…

Interview questions fall into four main categories:

• Questions about you

• Questions about your work experience and knowledge
• Questions about why you want THIS job
• Competency-based questions

As long as you prepare for each TYPE of question, you should be fine if they
throw in any surprise difficult interview questions! (And that DOES happen!).

3.4. Interview questions about you

What? These are usually the opening questions – but you can expect ‘you
based’ questions to crop up throughout your interview, especially if it’s a first
interview.

Why? These questions are designed just to find out a bit more about you: your
personality, your experience, your knowledge and, of course, your personality.
After all, nobody wants to work with someone who they won’t get on with. It’s
as important as your experience.

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 3.5. Interview questions about your work experience and
knowledge

What? This is where it gets a bit more involved as the interviewer tries to find out
more about you. These usually form the bulk of any first job interview. Second
job interviews are slightly different…

Why? These are designed to dig a little deeper and find out if you have the
skills needed to actually DO the job. Is your work experience a good fit? Do
you have the right knowledge to fit right in or will they need to train you?

3.6. Interview questions about why you want THIS job

What? Great, so they must like you to be asking you these questions. They want
to know if YOU like THEM. A good sign!

Why? These questions are designed to see if you’re serious about this job; after
all, there’s nothing worse to an employer than having to re-advertise a job
because the person they offered it to has got cold feet!

3.7. Competency-based interview questions

What? Uh-oh! Here come the tricky questions. These are the ones that will get
you really thinking.

Why? These questions are designed to see if you can back up what you’ve
been saying. Often used in second interviews, they want you to explain how
you’d handle different work situations, using examples from your past
experience

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4. Duties and Responsibilities of Employers and Employees

4.1. Components of the Summary

Employees have responsibilities towards their employers, even if they work part
time or don’t have a written contract with their employers.

These are the main responsibilities of employees:

§ to personally do the work they were hired to do

§ to do their work carefully and seriously (In some cases, they could be
fired or disciplined if they’re often late for work, or if they’re absent
too often or for no good reason.)
§ to avoid putting themselves or others in danger
§ to follow their employer’s instructions (There are some exceptions. For
example, if an employer asks an employee to do something
dangerous or illegal, the employee doesn’t have to follow these
instructions.
§ to be loyal

4.2. When Employees Don’t Respect Their Responsibilities

If employees don’t respect their responsibilities, the employer is allowed to take

certain actions:

§ discipline employees, such as giving a written warning, or suspending

them
§ take other action against employees, such as giving a letter evaluating
their performance, or demoting them (that is, giving them a lower job)

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 § fire employees if they do something very serious, such as stealing from
the office
§ take employees to court to make them pay an amount of money (for
example, if the employee quits without telling the employer in advance,
or if the employee quits before the date in the employment contract)
§ take employees to court to stop them from doing things that are harmful
to the business

4.3. Employers’ Responsibilities Towards Employees

These are the main ones:

§ Employers must give their employees a place to work and make sure they
have access to it. They must give them the tools, equipment and other
things they need to do their work.
§ Employers must pay their employees the salary and benefits they agreed
to, including vacation, paid holidays and other types of holidays.
§ Employers must make sure their employees’ working conditions are safe.
§ In some cases, employers must give their employees written notice that
their contracts are ending or that they are being laid off. Note that
employers can pay employees a sum of money instead of giving the
notice.
§ Employers must treat their employees with respect. They must make sure
their employees are not harassed or discriminated against.

NOTE: If an employee signs a written contract with the employer, it might place
more responsibilities on the employer than the ones required by law.

For example, an employment contract might say that the employer has to pay
employees who have to use their own cars to do their jobs. Or the contract might

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also say that the employer has to pay back their employees for travel or
entertainment expenses if they show their receipts.

4.4. When Employers Don’t Respect Their Responsibilities

Employees and employers can try to settle things by talking to each other. In
some cases, employees must try talking to their employer before taking any
further steps.

Employees can file a complaint with the following:

Dirección del Trabajo: www.dt.gob.cl

The office or tribunal at which to file a complaint depends on which law applies
to the situation, the jurisdiction, the amount of money the employee is asking
for and whether the employee belongs to a union.

If the employee belongs to a union, the union can usually present a

grievance (a complaint) on the employee’s behalf for situations like these:

• The employee disagrees with the employer about what the union
contract (called a “collective agreement”) says.
• The employer did not respect one of the employee’s legal rights.

A person called the “grievance arbitrator” decides whether the grievance is

justified. If the grievance is about the employee’s health and safety at work,
the “Direccion del Trabajo” can also decide whether the grievance is justified.

Employees should talk to a labour law expert before quitting a job. The expert
can tell employees how quitting will affect their rights to file a complaint. The
expert can also tell them how to prevent their employer from taking them to
court after quitting.

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Referencias bibliográficas

https://www.thebalancesmb.com/balance-sheet-definition-2946947

Mingle-ish | Learn English through pictures. Referencias de contenidos en

apunte semanal https://mingle-ish.com/

WordReference Random House Unabridged Dictionary of American English ©

2021 Definiciones oficiales del léxico de la semana

https://www.smartrecruiters.com/resources/glossary/hiring-process-steps/

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