_________ （employ) prospects for secretarial position are generally good, especially for skilled individuals.

The job includes a lot of secretarial work.

A student trained to be a teacher of secretarial subjects.

Section C

Position Available

High-level secretary needed for a firm located in central Los Angeles. Applicants should have good communication skills, reasonable computer skills and be able to type 80 wpm.

The ability to speak French and Spanish is an advantage.

Applicants must have 3-5 years' experience with at least two years as secretary to top management.

Applicants should be prepared to work with high-level contacts while presenting a calm and pleasant demeanor.

Send resume and cover letter together with two references to RTS International, Box 1244, Los Angeles CA.

RTS International

Box 1244

Los Angeles CA

April 1, 2005

Dear Sir or Madam,

I am writing in reply to your advertisement for a secretarial position which I saw in the Gazette on Monday.

After my graduation from secretarial school, I worked for a number of local companies for a-round four years, and developed my secretarial skills. I can type 100 wpm, and I speak good Spanish, as well as basic French, which I am keen to improve. For the last two years I have been the personal assistant td the president of QBC, an Internet shipping company. I enjoy my work, but I am looking for more of a challenge. I' m sure that your company can provide me with that challenge.

I look forward to hearing from you.

Yours sincerely,

Miriam Masters

Statements:

(41)

听力原文：M: Now? Mrs. Kidman, can you tell us something about your job as a HR manager at BCF?

F: Yes. I'm responsible for all aspects of staff recruitment, including policy making. That's for all staff from secretarial to executive level. I make sure that everyone's following the right procedures. I'm also involved in the interviewing and selection of management staff. That's for all the stores.

M: You have another role in recruitment, don't you? With the AGE?

F: Yes, I chair the executive committee.

M: Can you tell us a bit more about the Association?

F: Yes, at the moment, the AGE consists of a group of major employers of graduates, but more and more graduates are being recruited by small and medium-sized companies, so I expect the membership of the Association will change along with that. We have quite a range of activities, we have information service through which we give advice to any graduate employer and we also supply statistics to the education sector. For the future, we're hoping to develop as a training body, particularly working with new graduate recruiters. So, in general, you could say that we exist to spread good practice.

M: There've been quite a few changes in Higher Education over the last few years, of course. As a graduate recruiter, these must have been quite important to you.

F: Yes. Universities and colleges have certainly changed. They're far less elitist now than they used to he. And, yes, they've opened their doors to much wider range of people. And there are different types of courses now. There are short, modular courses in languages and business skills and of course these are all helpful when it comes to looking for a job.

M: Do you think that further changes are needed in the future?

F: Yes, I do. I think that colleges need to listen to what employers are saying about the need for people to learn to work in groups. In this situation, people get used to cooperating and sharing information. Of course, at the moment, we've got examination systems that doesn't allow for collaboration. So it seems to me that more teamwork is required when it comes to studying.

M: What kind of skills would you say employers are looking for? I mean, are graduates ready for work?

F: Well, as always, some are, and some aren't. You see, the colleges have achieved good exam results, but this isn't always what employers are looking for. Certainly in the service sector, employers want people who can interact with customers and who can work as part of a team. The ability of using computers and all the other new technology isn't such an issue anymore. I suppose employers feel they can take it for granted now and it's very easy to train people.

M: And how does a company decide whether a graduate has the desired skills? For example, what is the selection procedure at BCF?

F: Well, the first stage consists of individual interviews. These are followed by group exercises and they last about 24 hours. I suppose ideally they should be longer. But there are some practical constraints. Anyway the process itself gives people the opportunity to display certain skills, like the ability to work in a team or the ability to plan and organize.

M: Do these skills develop after selection?

F: We can teach graduate employees certain things, such as leadership technique, and we also encourage certain things with rewards, initiative, for example. But the basis of our approach is career development for all graduates, not just the real high fliers. We actually think the companies benefit more from improving the performance of the typical graduates, not just a selected few.

M: Kate Kidman. Thanks for joining us.

?You will hear a radio interview with Kate Kidman, a HR manager at BCF and Chairperson at AGE.

?Mark one letter (A, B or C) for the correct answer.

?You will hear the records twice.

In her job as recruitment manager at BCF, Kate Kidman

A．trains executives in recruitment procedures.

B．interviews secretarial staff for each store.

C．decides on the company's recruitment policy.

听力原文：M: Now, Mrs. Orebi, can you tell us something about your job as a recruitment manager at Carters?

F: Yes. I' m responsible for all aspects of staff recruitment, including policy making, that's for all staff from secretarial to executive level. I make sure that everyone's following the right procedures. I' m also involved in the interviewing and selection of management staff. That's for all the stores.

M: You have another role in recruitment, don't you? With the Association of Graduate Re?cruiters?

F: Yes, I chair the executive committee.

M: Can you tell us a bit more about the Association?

F: Yes, at the moment, the AGR consists of a group of major employers of graduates, but more and more graduates are being recruited by small and medium-sized companies, so I expect the membership of the Association will change along with that. We have quite a range of activities, we have information service through which we give advice to any graduate employer and, uh, we also supply statistics to the education sector. For the fu?ture, we' re hoping to develop as a training body, particularly working with, uh, new graduate re?cruiters. So, in general, you could say that we exist to spread good practice.

M: There've been quite a few changes in Higher Education over the last few years, of course. As a graduate recruiter, these must have been quite important to you.

F: Yes. Universities and colleges have certainly changed. They're far less elitist now than they used to be. And, yes, they've opened their doors to a much wider range of people. And there are different types of courses now. There are short, modular courses in languages and business skills and of course these are all helpful when it comes to looking for a job.

M: Do you think that further changes are needed in the future?

F: Yes, I do. I think that colleges need to listen to what employers are saying about the need for people to learn to work in groups. In this situation, people get used to cooperating and sharing information. Of course, at the moment, we've got examination systems that doesn't allow for collabora?tion. So it seems to me that more team work is required when it comes to studying.

M: What kind of skills would you say employers are looking for? I mean, are graduates ready for work?

F: Well, as always, some are, and some aren't. You see, the colleges have to achieve good ex?am results, but this isn't always what employers are looking for. Certainly in the service sector, em?ployers want people who can interact with customers and who can work as part of a team. The ability of using computers and all the other new technology isn't such an issue anymore. I suppose employers feel they can take it for granted now and it's very easy to train people up.

M: And how does a company decide whether a graduate has the skills he's looking for? For example, what is the selection procedure at Carters?

F: Well, the first stage consists of individual interviews. These are followed by group exercises. There are three exercises and they last about 24 hours. I suppose ideally they should be longer. But there are some practical constraints. Anyway the process itself gives people the opportunity to display certain skills, like the ability to work in a team or the ability to plan and organize.

M: Do these skills develop after selection?

F: We can teach graduate employees certain things, such as leadership techniques, and we also encourage certain things with rewards, initiative for example. But the basis of our approach is career development for all graduates, not just the real high fliers. We actually think the companies benefit more from improving the performance of the typical graduates, not just a selected few.

M: Kate Orebi, Thanks for joining us.

You will hear a radio interview with Kate Orebi, a recruitment manager at Carters(a national chain of department stores ), and Chair of the Association of Graduate Recruiters(AGR).

A．trains executives in recruitment procedures

B．interviews secretarial staff for each store

C．decides on the company's recruitment policy

Secretarial support is available at no extra charge.

JOB ADVERTISEMENT

Our legal department requires a mature, competent secretary who will report to one senior lawyer and one assistant lawyer. The successful candidate will have a solid background in organizational work, advanced skill in shorthand and data processing, combined with at least two to three years of legal secretarial training. Some experience in real estate could be an asset. Sun Life offers excellent opportunities for personal advancement. Salary will be in accord with qualifications beginning at a minimum of ＄ 2,000 per month. A superior benefit package and an attractive incentive programme are included. Begin at once. Interviews will be held Monday through Friday, April 14th to 18th. Applicants are requested to mail detailed resumes to:

Sun Life Insurance Company

P.O. Box 650

Windsor, Ontario M60 3S8

The advertised position is for a(n)______.

A．office manager.

B．legal trainee.

C．office assistant.

D．legal secretary.

JOB ADVERTISEMENT

Our legal department requires a mature, competent secretary who will report to one senior lawyer and one assistant lawyer. The successful candidate will have a solid background in organizational work, advanced skill in shorthand and data processing, combined with at least two to three years of legal secretarial training. Some experience in real estate could be an asset. Sun Life offers excellent opportunities for personal advancement. Salary will be in accord with qualifications beginning at a minimum of ＄ 2,000 per month. A superior benefit package and an attractive incentive programme are included. Begin at once. Interviews will be held Monday through Friday, April 14th to 18th. Applicants are requested to mail detailed resumes to:

Sun Life Insurance Company

P.O. Box 650

Windsor, Ontario M60 3S8

The advertised position is for a(n)______.

A．office manager.

B．legal trainee.

C．office assistant.

D．legal secretary.

—Look at the statements and the company news reports below.

—Which news reports (A,B,C or D)does each statement 1—7 refer to?

—For each sentence 1-7, mark one letter (A, B, C, or D) on your Answer Sheet.

—You will need to use some of the letters more than once.

A

Marketing Secretary

We are seeking a brilliantly organised and mature department secretary to act as PA to the Head of Marketing and provide administrative support to three other busy department heads. The successful applicant must have strong secretarial skill and knowledge of up-to-date information technology. A good sense of humour and excellent communication skills are essential.

B

Science Marketing Assistant

This position would suit a recent science graduate with an interest in developing a career in marketing in publishing environment. Marketing experience is preferable but not essential as full training will be given. The company also has a strong internal recruitment policy.

C

Assistant Museum Manager

Reporting directly to the Manager. Your role will be to help improve visitor services. The flexible 35-hour week will regularly involve working weekends and evenings. Previous experience of working in a similar role is required. This is initially a one-year appointment but may be extended.

D

International Management Consultant

Suitable bilingual applicants will have worked in a similar position here or abroad for at least two years. Excellent communication and presentation skills are vital, as is the willingness to invest the necessary time in order to succeed in a highly competitive and challenging market.

This job would be unsuitable if you were looking for long-term employment.

A．

B．

C．

D．