Words for hiring
A company advertises a vacancy, people apply, and the strongest applicants go on the shortlist. Learn the words in families: apply → application → applicant; qualify → qualified → qualification.
- vacancy (an open job) – “The company advertised a vacancy for a bilingual sales assistant.”
- applicant (a person who applies) – “Each applicant completed a short customer-service task.”
- shortlist (the final small group) – “Maya put three experienced candidates on the shortlist.”
- flexible hours (working times that can change) – “Flexible hours allow Owen to collect his daughter from school.”
- evaluate (judge against clear criteria) – “The panel will evaluate each candidate against the same five criteria.”
The present perfect for experience and progress
Form: have/has + past participle. Use it for experience up to now, with “for” (a length of time) or “since” (a starting point); for finished actions that matter now; and with “yet” for things not done. Ask: “Have you interviewed Bilal yet?” – “Yes, I have.” With a finished time (“two years ago”, “in 2022”), use the past simple: “He started his current job two years ago.”
- “Bilal has worked in support for two years.” – experience up to now
- “We have reviewed both candidates.” – finished, result now
- “He hasn’t completed the test yet.” – not done, still expected
- “How long have you worked here?” – time up to now
Comparing two candidates against the role
A fair comparison starts from the role, not the CVs. List the role’s key needs, check both candidates against each one with the same evidence (test task, interview, references), then say which need decides. Below, two managers move from common ground to a contrast, the deciding need and a plan for the other candidate. “Keep someone in mind” means remember them for a future opening.
Discuss: would your choice change for a daytime role that needs deep technical knowledge?
Maya Both candidates meet the basic requirements.
Owen Ana has more experience, but Bilal can work evenings.
Maya The role supports international clients after six.
Owen Then flexibility is essential.
Maya I agree. Let's offer Bilal the role.
Owen And keep Ana in mind for the technical vacancy.
Saying no without saying “no”
When the answer to a candidate’s request is no, start with what is possible: “What we can offer is …” puts the positive first, “would” keeps an option open, “Let me check” buys time and “may be able to” is a careful half-promise.
- “Can I work from home every day?” → “What we can offer is flexible hours.”
- “I can’t start at eight.” → “Another option would be a later start.”
- “Can I start next week?” → “Let me check what is possible.”
- “Can we discuss the salary later?” → “We may be able to review this next month.”
Writing a candidate evaluation
A candidate evaluation is a short internal record: five separate parts, exact job-related facts and one owner with dates. Then hand it over out loud: “We’ve interviewed both finalists, and here’s our decision …”
- Situation: “Two finalists for a customer-support role with evening shifts.”
- Key facts: “Ana: five years’ experience, needs fixed hours. Bilal: two years’ experience, three languages, can work evenings.”
- Decision or result: “We offer Bilal the role and keep Ana in mind for the next technical vacancy.”
- Owner: “Maya”
- Next step and deadline: “Maya will call Bilal on Monday and email Ana by Tuesday.”
Common mistakes
These stand out in an evaluation:
- “He is working here since 2022.” Use the present perfect: “He has worked here since 2022.”
- “She has worked here since two years.” With a length of time, use “for”: “for two years”.
- “She has started in 2022.” A finished time takes the past simple: “She started in 2022.”
- “He has a lot of experiences.” Here it is uncountable: “a lot of experience”.
A 10-minute daily practice routine
Practise out loud, in the same order each day.
- 2 minutes: use five hiring words in sentences about your team.
- 3 minutes: describe a colleague’s experience with “has worked … for/since”, then ask “How long have you …?”
- 2 minutes: answer three requests without saying “no”.
- 3 minutes: repeat the conversation, then write and say a five-part evaluation for two imaginary candidates.
What comes next
Next, use the same evidence, decision and owner pattern to arrange a supplier meeting around a flight arrival. At B2, you write a decision memo with a clear review trigger.