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Задание 1. Прочитайте текст и ответьте на вопросы.

New York – Members of America’s professional and managerial classes have always left college confident of at least one thing: they had taken their last test. From here on, they could rely on charm, cunning and a record of accomplishment to propel them up the corporate ladder.

But that’s not necessarily true any longer. A growing number of companies, from General Motors Corp to American Express Co., are no longer satisfied with traditional job interviews. Instead, they are requiring applicants for many white-collar jobs – from top executives down – to submit to a series of paper-and-pencil tests, role-playing exercises, simulated decision-making exercises and brainteasers. Others put candidates through a long series of interviews by psychologists or trained interviews.

The tests are not about mathematics or grammar, nor about any of the basic technical skills for which many production, sales and clerical workers have long been tested. Rather, employers want to evaluate candidates on intangible qualities: Is she creative and entrepreneurial? Can he lead and coach? Is he flexible and capable of learning? Most important, will the potential recruit fit the corporate culture?

These tests are all part of a broader trend. “Companies are getting much more careful about hiring”, said Paul R.Ray Jr., chairman of the Association of Executive Search Consultants.

Ten years ago, candidates could win a top job with the right look and the right answers to questions such as “Why do you want this job?” Now, many are having to face questions and exercises intended to learn how they get things done.

They may, for example, have to describe in great detail not one career accomplishment but many – so that patterns of behavior emerge. They may face questions such as “Who is the best manager you ever worked for and why?” or “What is your best friend like?” The answers, psychologists say, reveal much about a candidate’s management style and about himself or herself.

The reason for the interrogations is clear: many hires work out badly. The cost of bringing the wrong person on board is sometimes huge. Searching and training can cost from 5000 for a lower-level manager to 250,000 for a top executive.

The more comprehensive testing aims to measure skills in communications, analysis and organization, attention to detail and management style; personality traits and motivations that behavioral scientists say predict performance.

Нью-Йорк.

Представители американских профессиональных и управленческих классов всегда покидали колледж, будучи уверенными по крайней мере в одном: они сдали свой последний тест. С этого момента они могли полагаться на обаяние, хитрость и послужной список достижений, чтобы продвинутьca вверх по карьерной лестнице.

Но это уже не обязательно. Все большее число компаний, от General Motors Corp до American Express Co., больше не удовлетворяются традиционными собеседованиями при приеме на работу. Вместо этого они требуют от соискателей многих должностей «белых воротничков» — от руководителей высшего звена — пройти серию бумажных и карандашных тестов, ролевых упражнений, имитационных упражнений по принятию решений и головоломок. Другие проводят с кандидатами длинную серию собеседований с психологами или на специально обученных собеседованиях.

Тесты не касаются математики или грамматики, ни каких-либо базовых технических навыков, на которые давно проверяют многих производственных, торговых и канцелярских работников. Скорее, работодатели хотят оценивать кандидатов по неосязаемым качествам: креативны ли они и предприимчивы ли они? Может ли он вести и тренировать? Является ли он гибким и способным к обучению? Самое главное, будет ли потенциальный новобранец соответствовать корпоративной культуре?

Все эти тесты являются частью более широкой тенденции. «Компании стали гораздо осторожнее при приеме на работу, — сказал Пол Р. Рэй-младший, председатель Ассоциации консультантов по подбору руководителей.

Десять лет назад кандидаты могли получить высшую должность, если правильно выглядели и правильно отвечали на такие вопросы, как «Почему вы хотите получить эту работу?» Теперь многим приходится сталкиваться с вопросами и упражнениями, предназначенными для того, чтобы узнать, как они добиваются цели.

Например, им может потребоваться подробно описать не одно достижение в карьере, а многие, чтобы выявить модели поведения. Они могут столкнуться с такими вопросами, как «Кто лучший менеджер, на которого вы когда-либо работали, и почему?» или «Какой твой лучший друг?» Ответы, говорят психологи, многое говорят о стиле управления кандидата и о нем самом.

Причина допросов понятна: многие наемники работают плохо. Стоимость привлечения не того человека на борт иногда огромна. Поиск и обучение может стоить от 5000 для менеджера нижнего звена до 250000 для топ-менеджера.

Более комплексное тестирование направлено на измерение навыков общения, анализа и организации, внимания к деталям и стиля управления; личностные черты и мотивы, которые, по мнению ученых-бихевиористов, предопределяют производительность.

1)  What is the difference between job interviews some years ago and now? Some years ago people could rely on charm, cunning and a record of accomplishment to propel them up the corporate ladder. Now companies are requiring applicants for many white-collar jobs – from top executives down – to submit to a series of paper-and-pencil tests, role-playing exercises, simulated decision-making exercises and brainteasers. Others put candidates through a long series of interviews by psychologists or trained interviews.

2) What kinds of tests are recruits submitted? They are submitted to a series of paper-and-pencil tests, role-playing exercises, simulated decision-making exercises and brainteasers.

3) What questions do recruits have to answer? Now, many are having to face questions and exercises intended to learn how they get things done.

4) What is the reason for such interrogations? The reason for the interrogations is clear: many hires work out badly. The cost of bringing the wrong person on board is sometimes huge. Searching and training can cost from 5000 for a lower-level manager to 250,000 for a top executive.

5) Is experience the main thing for an employer? No, it isn’t.

6) What is psychologist’s opinion of employer decision making? The answers, psychologists say, reveal much about a candidate’s management style and about himself or herself.

7) What is your attitude to such extensive testing?’ I think they shoulb be on order to test people.

Задание 2. Найдите в тексте эквиваленты следующих слов и выражений:

Полагаться на, собеседование, требовать, соискатель, навыки, предприимчивый, тенденция, председатель, нанимать, черта.

To rely on, interview, to demand, applicant, skills, enterprising, tendency, chairman, to hire, trait.

Задание 3. Найдите в тексте слова, соответствующие данным определениям:

1) Of or being people, who work in offices or at professional jobs, rather than

doing hard or dirty work with their hands. white-collar jobs

2) Of a person who starts a company or arranges for a piece of work to be done and

takes business risks in the hope of making a profit. top executives

3) A person who makes a request officially and in writing for a job. an applicant

4) A problem which is fun to solve. decision-making exercise

5) Formal questions for a special purpose. interviews

6) The way that someone or something acts in different situations. A tendency

7) Thorough; broad; including a lot or everything. comprehensive

Задание 4. Раскройте скобки, используя формы активного или страдательного залога:

• The computer is being used at the moment.
• We are troubled by the fact that poverty exists in our land.
• Your house looks different. Have you painted it?
• Most of the Earth’s surface is covered by water.
• The park gates lock at 7:00 PM.
• Are my shoes ready? – No, they are still being repaired.
• Water covers most of the Earth’s surface.

Задание 5. Прочитайте приведённый ниже текст. Преобразуйте слова, напечатанные заглавными буквами после пропусков, обозначенных номерами 1–6 так, чтобы они грамматически и лексически соответствовали содержанию текста.

Our lives are connected to the climate. A warming climate will bring changes that can affect our water supplies, agriculture, power and transportation systems, the NATURAL (NATURE) environment, and even our own health and safety.

2SCIENTISTS (SCIENCE) say that some changes to the climate are unavoidable.

Carbon dioxide can stay in the atmosphere for 3NEARLY (NEAR) a century, so Earth will continue to warm in the coming decades. The warmer it gets, the greater the risk for more severe changes to the climate and Earth’s system.

Although it’s difficult to predict the exact impacts of climate change, what’s clear is that the climate we are accustomed to, is no longer a 4 RELIANCE (RELY) guide for what to expect in the future.

We can reduce the risks we will face from climate change. By making choices that reduce greenhouse gas 5 POLLUTION (POLLUTE), and preparing for the changes that are already underway, we can reduce risks from climate change.

Our 6 DECISION (DECIDE) today will shape the world our children and grandchildren will live in.

Задание 6. Ознакомьтесь с резюме и напишите своё.

Curriculum Vitae

Curriculum Vitae

Задание 7. Используя информацию, изложенную в Вашем резюме (задание 6), расскажите о себе.        

My name is Dmitry. I have worked for AvtoVAZ for more than 10 years as a craftman. I am a financially responsible person. More than 500 units of vehicles and specialized lifting equipment worth more than 700 million rubles are fixed on the balance sheet in fixed assets. I monitor the operation of technically sound machines, as well as those machines that are repaired. I carry out a technical inspection of vehicles once a year with the Rostekhnadzor authorities. My life is healthy; I do not accept bad habits.

I have a big family. I have five children: three daughters and two sons. I am a responsible and active person.