This page features a collection of business English lessons specifically designed for HR professionals. Our HR English lesson covers a range of topics, including recruitment, performance management, employee engagement, and more. By exploring these lessons, HR professionals can gain insights into effective communication strategies and management techniques, and learn how to build better relationships with employees. These lessons are perfect for HR professionals looking to enhance their career prospects and take their skills to the next level.
Our English for HR English lessons are listed below with the newer lessons first.
Battle your way through the haunted pumpkin patch as you face eerie idioms, mysterious vocabulary, and fiendish word challenges – all based on vocabulary from our BEN 58 lesson.
In this Business English News lesson on recent hiring trends, we look at business English vocabulary related to human resources and recruitment.
The world of HR is radically different than it was just five years ago. Today, we’re seeing unprecedented movement in the workforce. And as companies compete to recruit and retain talent, several key trends have emerged. One relates to how we evaluate potential recruits, as Forbes explains:
Skill-based hiring is all the rage these days. Companies are moving away from relying solely on degrees and traditional qualifications, instead zeroing in on the specific skills candidates bring to the table. It makes sense, especially in industries where the pace of change is relentless. Skills are easier to match with job requirements, and with AI playing a bigger role in recruitment, it’s more efficient to identify those who can hit the ground running.
Welcome back to Business English Pod for the second in our two-part series on recruiting. Today we’re going to focus on developing the job description.
In the current business climate, the competition for talent is fierce. People looking for work have an array of choices. And because company loyalty isn’t what it once was, people are apt to change jobs every few years. For these reasons, companies have to stay sharp when it comes to recruiting, not to mention retention.
So how can you find the “right” person for a job? Well, that begins with understanding the job itself. In our last lesson we looked at how to identify needs and changes to a role. Once you’ve done that, you’ll be able to develop a suitable job description, and progress on to the hiring phase of the recruiting process.
Developing the job description will require you to outline duties and responsibilities as well as key qualifications for the role. You’ll also have to describe the required experience and personality fit. And in the modern workplace, you’ll likely find yourself discussing in-person versus virtual modes of working.
In today’s dialog, we’ll rejoin Steph, an HR manager, and Maya, a recruiter, as they talk with Josh. Josh is a marketing manager who’s looking to hire a new brand manager. They’ve discussed the role’s changing needs, and now they’re putting together a job description.
Listening Questions
1. What are the minimum qualifications for the role as far as education?
2. How many years of management experience is required for a successful candidate?
3. In terms of personality fit, what two characteristics does Josh say are desirable?
Welcome back to Business English Pod for today’s lesson, the first in a two-part series on recruiting. In this lesson, we’ll focus on identifying your recruiting needs.
The world of human resources has changed dramatically over the past few years. There is more movement in the workforce than ever before, with many people retiring, starting new careers, switching jobs, and reevaluating their priorities. And this kind of movement isn’t likely to stop. The latest generation to enter the workplace have very different values than their parents, and it feels like the days of employee loyalty are officially over.
So how can individual companies deal with these shifts? Well, many HR professionals will tell you that you need to “always be recruiting.” This approach involves a change in mindset for many businesses. It’s about constantly thinking about your changing staffing needs, adapting your systems and approaches when necessary, and strong networking.
A big part of smart recruiting involves identifying your changing needs. When you sit down to look at a role, you might start with an overall description. But then you need to assess changes to the role and compare new needs against former role descriptions. As you build a new job description, you should also ask whether there are skills gaps on the team. And you should develop a general picture of your ideal candidate.
In today’s dialog, we’ll listen to a conversation between Josh, Steph, and Maya. Josh is a marketing manager looking to hire a new brand manager. Steph is an HR manager, and Maya is in charge of recruitment. Together they’re working out how the brand manager role should look.
Listening Questions
1. What kinds of changes to the role does Josh describe?
2. What specific skills does the team lack that can be a part of the changing brand manager role?
3. How does Maya describe the ideal candidate for the position?
With the current job market being so uncertain, it’s a great opportunity to make a change, whether that means a new job in your current career track or a whole new career.
When considering a change, it’s important to think long and hard about what you really want to do. Be honest with yourself about how well your current job aligns with your ambitions. If you’re feeling unfulfilled, take the time to imagine what a more rewarding career might look like. If you’re not sure what that is, do some research and talk to people you know about what they do. The right job may be out there waiting for you, but you need to be able to recognize it.
When searching for a new job, don’t just focus on interests, skills, and rewards. Think about the kind of workplace you want and what a good work-life balance looks like. It’s also important to consider learning opportunities and advancement potential. Smart companies understand that people are looking for the right culture fit as well as suitable compensation and benefits.
Once you’ve figured out what you want, it’s time to update your resume and prepare for interviews. Make sure to include any new training, skills, and achievements. Remember, the world has changed, and digital literacy, collaboration, and a growth mindset are all important factors to consider. Also, review your online presence and make sure your Facebook privacy settings are tight and your LinkedIn profile is up-to-date.
Overall, this is a great time to think about a job that does more than just pay the bills. Look for a job and culture that aligns with the life you want. With so many openings, it’s a golden opportunity to find the right job for you.
