English for HR – Recruitment

Every year universities across the world provide a huge pool of talented workers for companies. However, they are still {{{worried|afraid|scared|unable}}} about finding and keeping talent. One of the possibilities is buying innovating start-up companies and {{{persuading|persuade|talk|talking}}} the founders to stay on. The reason is that these often young founders are believed to be the source of the most disruptive innovations which keep the company {{{ahead|front|lead|top}}} of the competition. However, there’s no need to recruit outsiders. Companies can look within for the best talents. According to the CEO of Whole Foods Market, a company can {{{benefit|capitalize|take advantage|acquire}}} from growing their own leadership. On the other hand others are convinced that although talents are very important part of the company, it’s vital to {{{pay|give|attract|concentrate}}} attention to all the people in the company. CEOs often fail to remember that they’re responsible for creating the {{{environment|surroundings|office|spot}}} where everybody in the company can perform at their very best. Recruiting the best staff is crucial as well as {{{keeping|detaining|preserving|remaining}}} them in the company and creating for them an attractive place to work. Nowadays firms have to fight to {{{secure|guarantee|hold|ensure}}} the talented workers and apart from paying a competitive salary they need to focus on "soft" factors to attract staff. These factors may include a health programme, clearly stated opportunities to {{{progress|promotion|advance|expand}}} or annual meetings for the whole company so that every employee truly feels as a part of the firm. In addition to this, many of the companies believe in positive effect of informal or even intimate culture which is believed to be {{{enhancing|innovating|creating|slowing}}} the creativity.