新21世紀大學英語視聽說教師參考書(第二冊)（簡體書）

《普通高等教育"十一五"國家級規劃教材?新21世紀大學英語視聽說教師參考書2》充分考慮視聽說課堂教學空間的開拓和內容的充實。在原版電影和電視中精心挑選、剪輯視頻材料，生動展示原汁原味的地道英語口語。強調主題教學的整體性，即課堂活動在縱向和橫向上力爭主題的系統化，確保循序漸進，學有所得。

Unit One I'm Getting Really Sick of...
Section One Lead-in
Section Two Watching, Listening & Speaking
Section Three Extensive Watching, Listening & Speaking
Section Four Cultural Assimilation
Section Five Making an Oral Presentation
Unit Two I'm All Ears.
Section One Lead-in
Section Two Watching, Listening & Speaking
Section Three Extensive Watching, Listening & Speaking
Section Four Cultural Assimilation
Section Five Making an Oral Presentation
Unit Three What a Great Day！
Section One Lead-in
Section Two Watching, Listening & Speaking
Section Three Extensive Watching, Listening & Speaking
Section Four Cultural Assimilation
Section Five Making an Oral Presentation
Unit Four I'm Really Stressed out！
Section One Lead-in
Section Two Watching, Listening & Speaking
Section Three Extensive Watching, Listening & Speaking
Section Four Cultural Assimilation
Section Five Making an Oral Presentation
Unit Five You Can Count on It.
Section One Lead-in
Section Two Watching, Listening & Speaking
Section Three Extensive Watching, Listening & Speaking
Section Four Cultural Assimilation
Section Five Making an Oral Presentation
Unit Six We're Made from the Same Mold.
Section One Lead-in
Section Two Watching, Listening & Speaking
Section Three Extensive Watching, Listening & Speaking
Section Four Cultural Assimilation
Section Five Making an Oral Presentation
Unit Seven This Could Be Your Lucky Day.
Section One Lead-in
Section Two Watching, Listening & Speaking
Section Three Extensive Watching, Listening & Speaking
Section Four Cultural Assimilation
Section Five Making an Oral Presentation
Unit Eight I'll Get the Hang of It Eventually.
Section One Lead-in
Section Two Watching,Listening & Speaking
Section Three Extensive Watching, Listening & Speaking
Section Four Cultural Assimilation
Section Five Making an Oral Presentation

The first thing to do, if you decide you do actually need a candidate, get very clear about what you're looking for. The more conventional elements you want to include are experience needed and specific accountabilities of the job. What are the attributes of the person that you're looking for？ So ofien people miss that and end up with somebody who has the right technical ability, and perhaps the right experience, but is the wrong cultural fit for your company. If you hire somebody who has amazing experience, looks incredible on paper, we should bring him in the door and the values of the company are you come in at eight in the morning, and you're there until seven, and you're working hard all day long. And this guy, is like, a relationship guy, and he's not a nose to the grindstone, he may produce great things. But culturally, he's going to rub people the wrong way.
Before you start the job search, look internally. You'll be shocked at the great, qualified candidates that may already be within the walls of your company. The biggest benefit to hiring internally is you have people who already know the business of the business. They're integrated into the culture. And it's a great thing for the company, for employees to know there's a path to advancement and development within the organization.
Once you decide you need to fill a position, the single best way to find the right candidate is through your personal network. Contact through professional associations, industry relationships, friends, and very importantly, employees within the company. They are an often overlooked and amazing resource for finding great candidates.
A great way to bring new talent in the door these days is to test the water first. In this economy, there are an abundance of freelancers who are more than happy to come in without a long term commitment, and if the fit is right, many of them are thrilled to take a long-term position.
Have a good strategy for how you do the salary negotiation. You need to figure out how much do they need so they can be satisfied. But what's fascinating is that the same research shows that additional compensation above and beyond what they needed to be satisfied, didn't incentivize the employee to better performance.