Ingles Recursos Humanos Unidad 3

MANUAL DEL ESTUDIANTE
ASIGNATURA
Inglés instrumental intermedio para RR.HH
UNIDAD 3
Staffing & Recruiting
2
Índex content
Introduction unit 3 ........................................................................................................ 3
3.1 Staffing, recruitment and vocabulary ....................................................................... 5
3.2 Staffing and planning ............................................................................................. 10
3.3 Hiring .................................................................................................................... 11
3.4 Training and developing staff members.................................................................. 15
3.5 Phrasal verbs: CHECK + PP, BRING + PP, GET + PP, TAKE + PP .................................. 18
3.6 Conditionals in present .......................................................................................... 25
Conclusion................................................................. ¡ERROR! MARCADOR NO DEFINIDO.
Bibliography ................................................................................................................ 29
Escuela de Comercio de Santiago

3
Introduction unit 3
English
English as a foreign lenguaje is a very powerfull tool for students from different
professions.
In this english course we will be introduced into the human resources area terms
and contexts, emphasising in the four habilities needed to develop.
This manual contains dialogues and audios, videos and activities, that will help us
to know and understand the habilities we require to support.
In some exercises and tests, you have to record your voice, so that it’s necesary
an audio recorder (you can use an mp3 recorder or cellphone)
This manual provides a very helpful guide, because of the clear real life examples,
inmerse in the human resource area.
Spanish
El idioma inglés, como lengua extranjera, es una poderosa herramienta que

pueden utilizar los estudiantes de diferentes profesiones.
En este curso de inglés nos introduciremos en las temáticas de los recursos

humanos, haciendo un énfasis en las cuatro habilidades que se requieren
desarrollar.
Este manual contiene diálogos y audios, videos y actividades que nos permitirán
comprender y conocer de mejor manera las habilidades que necesitamos
reforzar.
Deberás grabar tu voz en algunos ejercicios y pruebas, por esa razón vas a
necesitar un medio para grabar tu voz (puedes usar un grabador en formato mp3
o un teléfono celular)
La guía que nos presta este manual es de gran ayuda, ya que entrega ejemplos
claros y de la vida real, aplicados al área de los recursos humanos.

4
Important consideration:
For the purposes of this manual, we will convey that a phoneme is a symbol that
represents the correct sound of the letters. We can find them in a dictionary.
Let’s see an example:
/This symbol means pronunciation/
Personnel: /ˌpɜːsəˈnɛl/
Administration/ədˌmɪnɪˈstreɪʃən]/
Recruit /rɪˈkruːt/
List of words
Hire / ˈhaɪə/
Dismiss /dɪsˈmɪs/
Comply /kəmˈplaɪ/

5
3.1 Staffing, recruitment and vocabulary
Let´s read a description of Dustin Edward’s role, in a recruiting context.
Take notes of the vocabulary
Dustin Edwards is the Head of the Business and Administration Faculty at an important university.
He needs a teacher to work in the area of administration. Dustin received help from the HR
department in order to identify the profile of the professor to be hired.
Remember
Take a look at Unit 2; point 2.5

(institutional or organizational
boundaries), about Policies and
strategies.
As you can imagine, the university has a recruiting policy that includes important points. Take a
look at an extract of it:
Policies How about strategies?
Policies are statements that explain rules Strategies are the different steps / procedures
and practises that identify a certain that help implement policies. To make things
company and contribute to the achievement easier for you, think of policy/strategy as the
of short, medium and long-term goals. relation between goal /objective.

6
…The University aims to recruit the best qualified professors to execute our corporate plan.
The candidates must meet the necessary criteria explained in the job profile…

7
IMPORTANT
Once the need for a vacancy has been identified, the HR department adopts a
recruitment plan. This plan intends to attract the most suitable candidate and
the evidence of it is the creation of a job advertisement that can be published
in the newspaper, social networks, etc.
The University of the North is looking for a full time Business Administration professor with at least
6 years of experience. The candidates must be in possession of the Business Administration
Bachelor degree and must have a Master’s degree related to education. Candidates not meeting
these criteria will not be considered.
Some of the subjects/areas to work on are:
Strategic planning.
Organizational development
Economics.
Management.
Marketing.
ATTENTION!
Position Advice:
The candidates that are interested
for the position submit their CVs to
university.recruitment@gmail.com.
Other relevant information (salary,
etc.) will be discussed in the
interview. Deadline January 20th

8
As the HR department starts receiving different CVs, Dustin starts making a list with the suitable
candidates, then, he calls them to attend an interview (45’ approx.). The interviews will be held
from February 1 to February 4. During the next 2 days, HR and the head of faculty will select the
best 3 professors to give a 45’ lesson in order to make the final decision. The selected professor
will be informed on Feb.9th.
To summarize, the most important steps in the

recruitment process are:
1. Recruitment planning: To identify the job

profile, its goals and objectives.
2. Strategy development: To create an adequate

job advertisement.
3. Searching: Internal and external sources of

attraction. The company starts receiving CVs.
4. Screening: It works like a filter. The suitable

candidates are listed.
5. Evaluation and control: Interviews, evaluation

and decision.

9
Activity time
Pronunciation and vocabulary activity
Now, practice your pronunciation with these words:
/This symbol means pronunciation/
Head: /hɛd/
Human resource: /ˈhjuːmən rɪˈzɔːs/
Profile: /ˈproʊfaɪl/
Hire: /haɪr/
Policy: /ˈpɑləsi/
List of words
Recruitment: /rɪˈkruːtmənt/
Criteria: /kraɪˈtɪərɪə/
Plan: /plæn/
Qualifications: /ˌkwɒlɪfɪˈkeɪʃənz/
Career: /kəˈrɪər/

10
3.2 Staffing and planning

In this step of the area it is specified the variety of positions that will be needed in the
organization. This is not a random process and requires a conscious and serious analysis of the
different aspects to be considered in this plan.
To make your study easier, let’s define the basic characteristics of a good staffing plan:
Manpower planning: It’s about forecasting the needs in terms of roles and positions.
Recruitment and selection: Recruiting and screening candidates for the different
positions.
Orientation and Placement: Selected candidates get acquainted with the job environment
(through an induction course for example.
Training and development: It’s crucial to make sure that all workers have the required
skills and capacity to perform the tasks.
Salaries: These are given according to the job and tasks performed.
Evaluation: The organization needs to control the individuals’ performance. But it’s also
important to gather information about the employees’ opinions and perspectives about

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3.3 Hiring
When the company has conducted manpower correctly and the different roles and positions are
clearly defined, the hiring process is executed through the following steps:
Remember
MANPOWER
The process of forecasting and determining the variety of positions and

functions that must work in pursuit of the organization goals.
Let´s read a description of a context of a hiring situation.
Take notes of the vocabulary
Marcia Rodriguez, HR manager at a recognized vineyard, she was looking for a tax attorney.
Fortunately, they found the right candidate!
It wasn’t easy to get the right person; we had to go through different stages…
Marcia Rodriguez, HR Manager.
Human Resources hiring steps:

12
1. Check and confirm the job description
Define the essential job functions.
Determine the preferred qualifications such as degrees, certifications, etc.
Define the minimum requirements and salary.
2. Set a recruitment plan:
Which avenues will you use to recruit? (Internet, newspaper, job fairs, etc.).
Do you want to consider employee referral? (Recommendations).
3. Create a job recruitment team:
Consider the person or people that will work with the new candidate.
Supervisor or person in charge of the area.
4. Collect resumes and narrow down your search:
Select those that meet the job requirements.
5. Interview the candidates:
Test them if necessary (technical tests, performance tests, etc.).
6. Request for records
This prevents future problems.
Execute background check
7. Make the decision.
You should have 2 or 3 options for your final decision.

13
Did you know…
Tax attorneys resolve financial and tax issues in a company. They are very aware of
tax Laws.

14
Activity time
Match the hiring stages with the corresponding situation:
A: I think that Edgar is the one __Confirmation of job description
1 for this job
B: Yeah, it’s decided!
A: Did you read the job __ Make the decision

advertisement? Any
suggestions?
2 B: It doesn’t say it’s a full time

job.
A: You’re right, we can’t publish

it yet
A: I have some employee __ Interview the candidates

referrals
3
B: Interesting, we should take a
look at them
A: Do you have experience __ Recruitment plan

working abroad?
4
B: Well, I worked 6 years in
Germany
A: We’re going to need some __ Request for records

personal documents before we
can sign the contract
5
B: I understand, tell me
documents you need me to
bring

15
3.4 Training and developing staff members
First, what is training and development?
IMPORTANTE
It’s an organizational practice that seeks to improve and enhance the

performance of workers/ employees.
Training and development is positive because:
The staff acquires new skills.
Existing skills can be polished and improved.
The workforce is more committed and prepared to execute the company’s plan.
This is Sarah Cole, expert in training and development programs, she’s going to give us
the characteristics of a good training program:
You must analyze the skills to boost and set objectives.

16
Select the program content, activities and exercises that demonstrate the acquisition of
the skill.
It’s important to validate your program with experts and with small groups.
Evaluate the pros and cons of the program.
Sarah Cole, Training and Development expert

17
Now, let’s see some common types of training programs:
Technical or technology training: Use of certain computer softwares, training to operate a

certain machine, earning a language, how to process orders, etc.
Quality training: if you work in the production area, quality training is crucial and has to do
with mastering ISO norms, detecting and preventing the circulation of non-quality items,
etc.
Soft skills training: It refers to personality characteristics such as social habits,

communicational abilities, etc.
Activity time
You are in charge of designing a new training program for the organization’s staff. Complete this
training program planner
Training program name:________________________________________
Departments / Areas:__________________________________________
Skill (s) to improve / develop:____________________________________
Contents / topics:_____________________________________________
Material / equipment needed:___________________________________
Activities / exercises:__________________________________________
Professional required as tutor / teacher:___________________________
From:___________ To:__________

18
3.5 Phrasal verbs: CHECK + PP, BRING + PP, GET + PP, TAKE + PP
Remember
That a phrasal verb is a compound verb that contains:
VERB + PREPOSITION.
Now, we’re going to learn and practice some phrasal verbs through different
conversations.
CHECK + PREPOSITION
1. : apparently there’s a problem in warehouse 6.
: I’ll check by and inform as soon as I see what’s going on.
CHECK BY: To go somewhere and see what’s happening.
2. : We checked the balance for some mistakes and we didn’t find anything.
: It’s good to hear that!
CHECK FOR: To try to find something.

19
3. : Once we arrive to Sidney, we have to check in at the hotel.
: We have to do that quickly, check in is until 13:00.
CHECK IN: To arrive at a specific place.
4. : I hope you have enjoyed your stay, remember that you must check out before
14:00.
: really? Is that so?
: Yes madam, if you check out after 14:00, we’ll have to charge extras.
CHECK OUT: To leave a certain place.
5. : Did you finish checking off?
: I think so, Ramirez, Irons and Aguilera are here, but I don’t see Estevez.
: Well, don’t check him off until he arrives.
CHECK OFF: To mark something on a list as complete or done.

20
BRING + PREPOSITION
1. : The new managers brought about a new job environment.
: Yes, everyone’s working with a lot of motivation now.
BRING ABOUT: To make something happen.
2. : I need my English dictionary Lisa, can you bring it back tomorrow?
: I’ll bring it back tomorrow, don’t worry!
BRING BACK: To return something.
3. : Despite all the criticism, we brought off a good project for the company.
: I’m amazed we could bring it off, only a few believed in us at the beginning.
BRING OFF: To succeed in something that seemed difficult or impossible.
GET + PREPOSITION
1. : What do you think about the new production manager, do you get along?
: Yeah, we get along just fine, we have good communication.
GET ALONG: To have a good relationship with someone.

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2. : Did you get across the idea to the employees?
: I think I did, they all seemed to understand our intention.
GET ACROSS: To communicate or to make something clear.
3. : You seem very affected, you should get away from this job and find a new one.
: I’m afraid of getting away, what if I don’t find another job?
: Come on! Be more optimistic.
GET AWAY: To escape or to leave something.
4. : How’s your new job?
: I’m getting by, I’m getting used to it.
: Nice to hear that!
GET BY: To manage something well, to adapt to something.

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5. : We can’t focus on the problems we had last semester.
: Yeah, we had bad numbers but we must get over it right now.
: That’s it, get over it and move on to the next challenges.
GET OVER: To overcome a negative situation.
TAKE + PREPOSITION
1. : The new CEO takes after the previous one.
: I agree, he has similar attitudes and ways of doing the job.
TAKE AFTER SOMETHING / SOMEONE: To resemble or look like someone / something.
2. : Marcus, what you said is wrong, you should take it back.
: I admit that what I said was inappropriate, I take it back, I’m sorry.
TAKE BACK: To admit wrong and regret it.
3. : What time is your plane taking off?
: It takes off tomorrow at 8:00.
TAKE OFF: To leave the ground and start flying.

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4. : We need to take on new workers.
: Indeed, we need to take them on now, there are many incomplete tasks.
TAKE ON: To hire / employ someone.
5. : The new investors are taking over the company gradually.
: Yeah, in a few months they’ll own everything.
TAKE OVER: To take control.
6. : Are you ready to take up your new environmental engineer position?
: I’m ready to take up this challenge, trust me!
TAKE UP: To assume a job or task.
IMPORTANT
Phrasal verbs can be separable or non-separable. Regardless of their nature,

you must know that when speaking, you must pronounce the as a whole word!

24
Then:
Frank’s going to check by the basement
The HR department brought off an excellent training program. (WRONG and RIGHT)
The supervisor got across the new company’s goals (WRING and RIGHT)
Luckily, we’re going to get over this crisis. (RIGHT and WRONG)

25
3.6 Conditionals in present
WHY CONDITIONALS?
Conditionals because they are used to express possibilities and the degree of likeliness of certain
actions to occur. Conditionals are always divided into 2 parts:
CONDITION / RESULT or RESULT / CONDITION
There are 4 conditionals labeled by numbers, the conditionals that use present time are:
CONDITIONAL 0
We use it to talk about logical, concrete and obvious events. The structure of conditional 0 is:
CONDITION: IF + PRESENT SIMPLE TIME.

RESULT: PRESENT SIMPLE TIME.
Example
If you practice your speaking skills you improve your fluency.
CONDITION RESULT
She doesn’t feel exhaustd if she sleeps enough.
If you boil water it gets cold.
CONDITION RESULT
Do you get burned if you touch fire?
RESULT CONDITION
If it rains for 2 weeks in a row the streets get flooded dramatically.
CONDITION RESULT

26
CONDITIONAL 1
This conditional refers to events or situations that are possible and likely to take place. Conditional
1 works like:
CONDITION: IF + PRESENT SIMPLE .
RESULT: FUTURE (WILL + V1 / BE GOING TO + V1).
Examples:
If you aren’t at the office at 16:30 the boss will be very upset.
CONDITION RESULT
Cameron isn’t going to get the codes if she doesn’t contact the suppliers.
RESULT CONDITION
If they pass the training course they will be promoted.
CONDITION RESULT
Are you going to take up this new position if the HR manager talks about it?
RESULT CONDITION
If the account password is lost IT department will be in trouble.
CONDITION RESULT

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Did you know…
Conditionals have numbers that indicate the chance of actions/events, going from the
most possible up to the most impossible.
0 (most possible / logical).
1 (possible things about the future).
2 (less likely / more difficult things about the future).
3 (things that we didn’t do, it refers to past actions).
Did you know…
In writing, when you start with the IF structure, it’s necessary to separate both
structures with a comma.
If you don’t separate condition (IF + PRESENT SIMPLE SENTENCE) with a comma
your sentence will be incorrect.

28
Activity time, reading and writing
Sentences 1-5 have 1 mistake each one. Read these incorrect sentences and rewrite them
correctly:
WRONG: If the cargo is delayed, we wasted time
Right
WRONG: Are you get tired if you drive 8 hours daily?
Right
WRONG: She aren’t going to contact more customers if she arrives late.
Right
WRONG: The job applicants won’t have success in the interview if they didn’t manage their
nerves.
Right
WRONG: If he not get the topics across, the audience will get bored.
Right

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Bibliography
Grant, D., McLarty, R. Business Basics.

2001, Oxford University Press.
Barnard, R., Cady, J. Business Venture.

2010, Oxford University Press.
Murphy, R., English Grammar in Use II

2004, Cambridge University Press

30

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MANUAL DEL ESTUDIANTE

Introduction unit 3 ........................................................................................................ 3

3.1 Staffing, recruitment and vocabulary ....................................................................... 5

3.2 Staffing and planning ............................................................................................. 10

3.3 Hiring .................................................................................................................... 11

3.4 Training and developing staff members.................................................................. 15

3.6 Conditionals in present .......................................................................................... 25

Conclusion................................................................. ¡ERROR! MARCADOR NO DEFINIDO.

Escuela de Comercio de Santiago

El idioma inglés, como lengua extranjera, es una poderosa herramienta que

En este curso de inglés nos introduciremos en las temáticas de los recursos

Escuela de Comercio de Santiago

Let’s see an example:

/This symbol means pronunciation/

Escuela de Comercio de Santiago

3.1 Staffing, recruitment and vocabulary

Let´s read a description of Dustin Edward’s role, in a recruiting context.

Take notes of the vocabulary

Take a look at Unit 2; point 2.5

Policies How about strategies?

Escuela de Comercio de Santiago

Escuela de Comercio de Santiago

Some of the subjects/areas to work on are:

Escuela de Comercio de Santiago

To summarize, the most important steps in the

1. Recruitment planning: To identify the job

2. Strategy development: To create an adequate

3. Searching: Internal and external sources of

4. Screening: It works like a filter. The suitable

5. Evaluation and control: Interviews, evaluation

Escuela de Comercio de Santiago

Pronunciation and vocabulary activity

Now, practice your pronunciation with these words:

/This symbol means pronunciation/

Escuela de Comercio de Santiago

3.2 Staffing and planning

Escuela de Comercio de Santiago

The process of forecasting and determining the variety of positions and

Let´s read a description of a context of a hiring situation.

Take notes of the vocabulary

Fortunately, they found the right candidate!

Marcia Rodriguez, HR Manager.

Human Resources hiring steps:

Escuela de Comercio de Santiago

1. Check and confirm the job description

Define the essential job functions.

Determine the preferred qualifications such as degrees, certifications, etc.

Define the minimum requirements and salary.

2. Set a recruitment plan:

Do you want to consider employee referral? (Recommendations).

3. Create a job recruitment team:

Supervisor or person in charge of the area.

4. Collect resumes and narrow down your search:

Select those that meet the job requirements.

5. Interview the candidates:

Test them if necessary (technical tests, performance tests, etc.).

6. Request for records

This prevents future problems.

Execute background check

7. Make the decision.

You should have 2 or 3 options for your final decision.

Escuela de Comercio de Santiago

Did you know…