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Read the following text about recruitment and selection of personnel and then answer the comprehension questions.

Recruitment and job advertisements

Equality legislation doesn’t just protect people from discrimination when they’re in a job. It also applies to the recruitment and selection process, with the aim of making sure that no one is treated less favourably when applying for a job.

Equality legislation covers the entire recruitment process:

-To avoid racial discrimination, overseas qualifications which are comparable with UK qualifications should be acceptable as equivalents and not assumed to be inferior.

- The way application forms are designed shouldn’t discriminate against disabled people.

- It would be unlawful to prefer a younger candidate in the belief that they will be ‘hungry’ and ‘dynamic’, and so perform better.

It is unlawful for an employer to discriminate against a candidate for a job because of their age, disability, race, belief, sexual orientation or gender in any part of the recruitment process – in job descriptions, person specifications, application forms, during interviews, in tests, or in shortlisting.  

Job advertisements include emails, direct mail and in-company notices, as well as advertising to the general public in newspapers and on the radio, TV or internet.

No job advertisement should discriminate on the basis of any of the protected grounds, unless there is objective evidence that the discrimination is lawful. Here are a few examples:

Stating a preference for a man or woman in a job advertisement is unlawful sex discrimination unless the requirements of the particular job mean that it is lawful to employ only a man or a woman.

Gender-specific job titles, such as ‘handyman’ or ‘salesgirl’, should therefore be avoided. It is also likely to be unlawful to use language that indirectly implies the job is suited to one sex or other.

 Advertisements should not include age limits, unless these can be objectively justified. Avoid using words and phrases such as ‘young and dynamic’ or ‘mature person’. These could result in a complaint of age discrimination since they suggest an employer is looking for applicants from a particular age group.

 It could be discriminatory to restrict the advertisement of a job to a particular religious publication, since potential candidates who belong to other religious or belief groups would be much less likely to have the opportunity to see it. The Commission can take action against employers it believes have placed discriminatory advertisements.

Source:

http://www.equalityhumanrights.com/


Anwer the questions saying if they are true or false

1. Equality legislation only protects people from discrimination when they're in a job
2. It is unlawful for an employer to discriminate against a candidate for a job because of their age, disability, race, belief, sexual orientation or gender
3. Stating a preference for a man or woman in a job advertisement is always unlawful sex discrimination
4. Adevertisements could include age limits if these can be objectivily justified
5. It is never discriminatory to restrict the advertisement of a job to a particular religious publication because this is not relevant for the job

Correct answers:

1F, 2T, 3F, 4T, 5F

Listen the next audio:

http://rtve.formaciondigital.com/courses/10225MOD114/document/video/Successful_Telephone_Interviews.mp3?cidReq=10225MOD114

Hello, today I’m going to teach you everything you need to know about the very secret world of the telephone interview.

Nowadays, over      (1)      % of graduate interviews will include a telephone interview as part of the preparation by the company as to whether you are actually good enough to have a  to face interview. Now, this is what everybody just does not know. Here are the secret     (2)    to telephone interview success.

First of all, please, please, please, try and be interviewed on a    (3)  , not on a mobile.

B, make sure that when they are talking to you, and they will probably have told you that we are going to call you at “X” time, that you are on a landline and you are in a  place. Don’t take interviews on mobile phones in bars – (4)

3rd thing, make sure that you are prepared for that interview. Make sure that you’ve got some     (5)    in front of you. Make sure you’ve got a    (6)   in fact, so if there is something that they don’t    (7)   that you can’t quite work out what it is they are asking   (8)    you’ve got time to actually write it down.

Next, are you the type of person, I am, I’m the type of guy who wanders around when I’m talking on the phone. If you’re that, make sure you’ve got that. If you’re much     (9)    though when you’re on the phone sitting in a chair, find a nice chair, nice table, get    (10)   out and make sure that you are prepared for that interview.

Correct answers: 

1. 70 %

2. face

3. tips

4. landline

5. quiet

6. disaster

7. notes

8. notebook

9.happier

10.chilled