ESP: Accounting and Economics. TEACHER’S BOOK

4) Keep your resume near to answer questions better and faster. E Phone interview

5) Find a positive way to stand out from the crowd. A Group interview

6) Sleep well the night before, don’t try to beat the test. H Testing interview

7) Order simple food so as to focus on the talk. B Lunch interview

8) Be prepared to complete some type of work sample. I Working interview

9) Don’t panic! It’s not about your skills, but about the way you can handle a situation. G Stress interview

Task 25. Look at the questions asked during a job interview and fill in the table with the phrases that belong either to the interviewer or the interviewee.

Role Play

Task 26. Look at the job interview below and put the sentences in the correct order.

1 – 2) Good afternoon, Mr. Green. My name is Greg Felton. I’m from the HR.

2 – 5) Good afternoon, Mr. Felton. Nice to meet you.

3 – 9) Nice to meet you, too. Now, if you don’t mind, let’s get to business and start our interview.

4 – 10) Sure.

5 – 1) Could you please tell me a bit more about yourself?

6 – 13) Well, I’m a good team player and like working with colleagues, even under pressure and tight deadlines. I’m a sociable and self-motivated person, good at multitasking.

7 – 6) I see. Now, tell me about your previous experience of work.

8 – 7) I worked in the telecommunication industry for 4 years before moving to Chicago, and I believe that this experience will be helpful in my new position. I’m a good negotiator – last year I signed a contract with our company’s main competitor.

9 – 14) What didn’t you like about your previous place of work?

10 – 8) It’s the flexible hours, I suppose. I used to work in shifts and extra hours during weekends. As long as I’m settled now, I want a work-life balance and spend more time with my family.

11 – 12) The position we offer involves fixed hours of work.

12 – 3) Excellent, it suits me perfectly.

13 – 15) When are you ready to start, Mr. Green?

14 – 4) From tomorrow if you wish, Mr. Felton.

15 – 16) Yes, it would be great. My assistant will explain you the details.

16 – 11) Thank you, Mr. Felton.

Writing Skills

Task 28. Study the cover letter given below and fill in the missing information from the table.

Dear Mr. Brown,

I would like to apply for the 1) position advertised in the Sunday Times on 23 February for a 2) CPA.

As you will see from my CV, I am 3) currently accountant of a large public accounting firm. In addition to the day-to-day financial analyzing and handling 4) monetary transactions, I represent the Chief 5) Financial Officer on some occasions and am delegated to take certain policy 6) decisions in his absence.

I speak good English, and use it in the 7) course of my work.

I am genuinely interested in this 8) vacancy as I would like to become more involved with green accounting your company promotes and make a 9) valuable contribution to society.

If there is any 10) further information you require, please contact me. I look 11) forward to hearing from you.

Yours 12) sincerely,

Rose Johnson

Rose Johnson (Ms.)

Text Bank

Text 1

The Best Job Candidates

The accounting profession is changing, and that means the ways firms recruit and retain top-tier talent need to change, too. Recent graduates have much different expectations of work and career than a generation ago, and technology is changing the way that firms reach and develop relationships with potential new hires.

However, firms aren’t just concerned with filling entry-level positions. There is a continuous need to hire and keep experienced CPAs at all levels. Finding a one-size-fits-all strategy for recruitment when the talent pool has diverse motivations and firms have varied needs is nearly impossible.

But firms can address this steady demand for high-quality, talented CPAs in a tight labor market by being insightful, authentic, and proactive, according to Sarah Dobek. The founder and president of Inovautus Consulting, a marketing firm that helps CPAs grow their business, Dobek discussed staffing strategies at the AICPA ENGAGE 2018 conference in Las Vegas on Tuesday.

Speaking in an interview prior to the conference, Dobek offered tips to firms looking to improve their recruitment and retention efforts.

Attracting the right candidates: The first step is getting the right candidates to apply for the opening, and reaching them requires understanding their job search motivations.

«In order to attract the right candidates, you have to speak to them about what they care about,» said Dobek.

Millennial candidates in line for early career positions are looking for flexibility in work time and location, a personalized career path, efficient use of technology within the firm, immediate learning opportunities, and brand authenticity, according to Dobek.

It is important that candidates see those qualities in a firm’s online presence, in their brand reputation, and in interactions with the firm, she said. That means making an effort to reach candidates as soon as possible in ways different from what firms may have traditionally done.

«Culture is still really important,» said Dobek. «You can’t just give them a marketing message. They want you to be true and honest. They want to hear from their peers as well through testimonials, case studies, and videos.»

However, firms don’t hire just people between the ages of 22 and 30, and candidates of different experience levels have different motivations.

To better understand what drives job seekers, Dobek recommends that firms talk with candidates about their motivations and needs throughout the recruitment process, and hold exit interviews with departing employees to gain insight into their motives.