UNIT 1. CLIMBING A CAREER LADDER

Warm-up

1. Is being ambitious good or bad?

2. Who do we call 'social climbers'? What is the attitude to them in your society?

3. Can you prove that social climbers seek social prominence by obsequious behaviour?

4. In what way do they resemble 'parvenu¹, the people who suddenly rise to a higher economic status without gaining social acceptance of others in a new class?

5. Would the accusation of being a social climber be considered an insult by most?

6. How do people get promoted? Do they rely on the 'old school tie'?

7. What do you consider to be the most important recommendation to interviewees?

8. What kind of attitude to interviews do you think is the most appropriate to adopt?

9. Why should people adopt a relaxed attitude to, personality and ability tests?

10. What is the function of group discussions?

Read the text and render it.

TOUGH INTERVIEWS

Many people are very keen to do well in their jobs and regard them as a career for a long period. Some people may leave their jobs for a while to do something else, for example women may take a career break, but then they go back to work again. Other people put success in their profession before all other things, such as friends or family. They may even act unfairly to gain advancement.

A job interview can be trying enough. But today, with competition fiercer than ever, interview techniques are becoming far more sophisticated and, some say, tougher. Thankfully, most of the really harrowing methods of the Eighties have vanished. (One city broker was asked to sing Ten Green Bottles at an interview. "I refused - and later they offered me the job," she says. "I was told my response was the correct one, because T had shown self-respect").

A survey of major firms by recruitment specialists Michael Page showed that more than 50 per cent used personality testing, 11 per cent graphology (handwriting assessment), 72 per cent numerical or verbal reasoning tests and 24 per cent opted for panel interviews. There is now a much greater use of "assessment centres", where candidates face a sequence of interviews and tests over a day or two. These techniques can be difficult or embarrassing if you have no idea what to expect.

Says David Bodmer of Michael Page, "Our survey shows that women are better at presenting themselves. They are generally more dynamic and they don't usually appear arrogant, which is the biggest stumbling block for men."

When offered an interview, it pays to find out as much as the personnel department will tell you about the company and what form their assessment of you will take.

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