Finding the best worker
BUSINESS
2/4/2026
WARM-UP
Answer briefly. No overthinking.
Do you work in a team or alone?
Have you ever helped choose a new worker?
What makes a company attractive to you?
VOCABULARY
ESSENTIAL (A1–B1)
successful – achieving a goal or result
Example: The project was very successful.
job description – a list of duties for a job
Example: The job description explains what the worker must do.
attract – to make someone interested
Example: Good salaries can attract strong candidates.
skill – ability to do something well
Example: Communication is an important skill.
experience – knowledge gained from doing something
Example: She has five years of experience in sales.
personality – the way someone behaves and thinks
Example: His friendly personality makes customers feel comfortable.
DEVELOPED (B2–C2)
candidate – a person applying for a job
Example: The company interviewed five candidates.
recruitment – the process of hiring workers
Example: Recruitment takes time and planning.
qualification – an official skill or certificate
Example: Teaching requires specific qualifications.
workplace culture – the environment and values at work
Example: A positive workplace culture keeps employees happy.
long-term fit – how well someone matches a job over time
Example: Personality can affect long-term fit.
READING
INTRODUCTION
This article explains how companies can attract the right workers and choose the best candidates for a job.
ARTICLE (ALL LEVELS)
Every company wants to be successful, and great workers help make that possible.
One important step is writing a clear job description. This helps people understand the role and what the company expects. A strong job description can also attract better workers.
Companies should ask about a person’s skills and experience when they apply.
DEVELOPED ARTICLE (B1–C2)
Experts say that personality is just as important as experience. Someone with the right personality may become a better worker than someone with many years in the field.
Bosses should also speak with other team members before choosing a candidate. This helps ensure good long-term fit and healthy workplace culture.
Hiring well is part of smart recruitment, and taking time can prevent costly mistakes.
COMPREHENSION CHECK
A1–A2
Why is a job description important?
What two things should companies ask about?
Can a good personality matter?
B1–B2
How can a job description help attract workers?
Why might personality be more important than experience?
Why should bosses talk to team members?
C1–C2
How does workplace culture affect hiring decisions?
Why is long-term fit important?
How can poor recruitment harm a company?
SPEAKING
A1–A2 — FOUNDATION
Language Support:
“I think…”
“I like…”
“I don’t like…”
PERSONAL QUESTIONS
Do you like your job?
What skills do you use at work?
Do you have much experience?
Is your company successful?
Do you read job descriptions?
What personality is good for work?
Do you prefer small companies?
Do you prefer big companies?
Is teamwork important?
Do you talk to coworkers often?
Do you want to change jobs?
What job do you want?
What skill do you want to improve?
Do you like learning new things?
What makes a good worker?
B1–B2 — EXPANSION
Language Support:
“In my opinion…”
“I believe…”
“One reason is…”
PERSONAL QUESTIONS
What makes a company attract good workers?
Is experience more important than personality?
What should a job description include?
What skills are important in your field?
Have you ever been a candidate?
What makes a bad hire?
How can companies improve recruitment?
Do you prefer strict or relaxed workplace culture?
Should companies train new workers?
How do you judge a company quickly?
What makes a job attractive?
Have you worked with someone difficult?
Can personality be changed?
What helps long-term success at work?
Would you rather hire slowly or quickly?
C1–C2 — DEPTH & REFLECTION
Language Support:
“This suggests that…”
“One implication is…”
“From a management perspective…”
PERSONAL QUESTIONS
How should companies balance experience and personality?
Can interviews truly measure long-term fit?
How does workplace culture influence productivity?
Should recruitment focus more on values than skills?
What hiring mistakes are most damaging?
How can bias affect choosing a candidate?
Should team members vote on new hires?
How can companies test real skills?
Is hiring more art or science?
How does leadership affect retention?
Should companies prioritize potential over experience?
What role does training play after hiring?
Can a bad hire be fixed?
How should companies define “talent”?
What will hiring look like in the future?
