natgillin/translations-raw huggingface dataset:
There is definitely no statutory obligation to do that, and an applicant should not expect it.
To vsekakor ni zakonsko predpisano, zato naj prosilci ne pričakujejo vračila.
You might have your expenses refunded in very specific circumstances, if employers are desperately looking for that particular skill, professional qualification or profile, they may be willing to cover travelling costs or accommodation (partially or totally).
Stroške vam lahko povrnejo le izjemoma. Samo če delodajalci res nujno potrebujejo nekoga s posebnimi spretnostmi, znanji, poklicnimi kvalifikacijami ali profilom, bodo morda pripravljeni kriti vaše potne stroške ali stroške namestitve (delno ali v celoti).
This may occur, particularly in transnational recruitment situations.
To se lahko zgodi, zlasti pri mednarodnem zaposlovanju.
A copy of your diploma will be needed at some point.
V določeni fazi boste potrebovali izvod diplome. Na razgovor prinesite vsaj en dodaten izvod.
Although letters of recommendation may be considered an additional advantage, it is not current practice in Portugal to go through them and to cross-check the references (unlike in other European countries).
Čeprav so priporočilna pisma lahko dodatna prednost, na Portugalskem ni v navadi, da bi preverjali reference (kot v drugih evropskih državah).
Thus their value is relative.
Zato je njihova vrednost odvisna od okoliščin.
However, employers are increasing their demands.
Vendar pa delodajalci zahtevajo vedno več.
Only in very extreme situations (e.g. illness, death of a relative, accident) would it be acceptable to make a new appointment after not having turned up for a previously scheduled interview.
Samo v zelo „tragičnih“ okoliščinah (npr. bolezen, smrt v družini, nesreča) je sprejemljivo, da se dogovorite za nov sestanek, ker se niste udeležili dogovorjenega razgovora.
In any case, if possible, try to inform the recruiter beforehand (or immediately after the event) and explain the reasons for your absence.
Vsekakor poskusite o tem zaposlovalca obvestiti vnaprej (ali takoj po dogodku) in mu pojasnite razloge za odsotnost.
The new appointment will depend on the recruiter’s availability and on the selection procedures.
Nov sestanek je odvisen od zaposlovalčeve razpoložljivosti in izbirnih postopkov.
Portuguese companies are still not prepared, as a rule, to make recruitment interviews using new communication tools such as video conferencing and SKYPE.
Portugalska podjetja praviloma še niso pripravljena opravljati zaposlitvenih razgovorov z novimi komunikacijskimi orodji, kot so videokonference in SKYPE.
They may, however, be willing to make a first selection interview on the phone and/or resort to the new media (if both sides have them).
Lahko pa soglašajo, da se prvi razgovor opravi po telefonu in/ali prek novih medijev (če jih imata obe strani).
However, the final decision will, in general, only be made on the basis of an interview where the applicant is physically present — mostly when talking about more permanent and more qualified jobs.
Vendar pa se končna odločitev po navadi sprejme samo na podlagi razgovora, ki se ga prosilec osebno udeleži – zlasti kadar gre za trajnejšo in bolj strokovno zaposlitev.
This situation is, however, changing quite fast, and many small and mediumsized companies already have access to these new media.
Vendar pa se te razmere hitro spreminjajo in številna mala in srednje velika podjetja že imajo dostop do novih medijev.
It is therefore likely that they will be increasingly used in individual recruitments which require significant (transnational) mobility.
Zato se bodo verjetno vedno bolj uporabljala pri zaposlovanju, pri katerem je potrebna (mednarodna) mobilnost.
A follow-up is not generally organised.
Sestanek, na katerem dobite povratne informacije, se po navadi ne organizira.
It might be appreciated, though.
Lahko pa je zaželen.
It is not common to make an appointment for an assessment if you are not selected to continue the recruitment process.
Ni v navadi, da bi se dogovorili za ocenjevalni sestanek, če niste izbrani za nadaljnji postopek zaposlovanja.
It is very important to be selective in the advertisements to which you reply, based on relevant coherent criteria, as it may be quite time-consuming to undergo an irrelevant application and selection procedure.
Pomembno je, da modro izberete oglase, na katere boste odgovorili, in pri tem upoštevate merila ustreznosti, saj je lahko postopek prijave in izbire precej dolgotrajen.
Do not allow yourself to be put o by this; if you have most of the requirements, do not hesitate to apply. Portuguese employers can turn out to be quite flexible on this matter.
izpolnjujte večino zahtev, se prijavite; portugalski delodajalci so lahko glede tega zelo prilagodljivi.
Popular application procedures in Romania
Običajni postopki prijave na delovno mestov Romuniji
A candidate interested in a job vacancy can apply directly to the employer by sending an e-mail, a fax or making a phone call.
Kandidat za prosto delovno mesto se lahko delodajalcu oglasi neposredno po e-pošti, faksu ali telefonu.
It depends on the recruitment procedure of the recruiting organisation.
To je odvisno od zaposlitvenega postopka organizacije, ki zaposluje.
The most common steps for applying for jobs are: •Employers promote their vacancies through newspapers, the Internet, websites, etc., giving details on how to apply for their respective vacancies. •Jobseekers apply using the internet, e-mails, specialised websites for recruitment, making phone calls, sending faxes.•Jobseekers are contacted by employers in order to arrange the initial interview.
Prijava na delovno mesto najpogosteje poteka tako: •delodajalci objavijo prosta delovna mesta v časopisih, na spletu, spletnih straneh itd. ter navedejo, kako se je treba prijaviti nanje; •iskalci zaposlitve se prijavijo, tako da uporabijo splet, e-pošto ali posebne spletne strani za zaposlovanje, pokličejo po telefonu in pošljejo faks;
•Employers may organise more than one interview, depending on the type of job.
•delodajalci stopijo v stik z iskalci zaposlitve in se dogovorijo za uvodni razgovor;•delodajalci lahko organizirajo več razgovorov, kar je odvisno od delovnega mesta.
Nowadays, they usually have the first interview with the candidate on the phone.
V zadnjem času prvi razgovor s kandidatom po navadi opravijo po telefonu.
The most common procedure when applying for a vacancy is for highly qualied and highly educated jobseekers to do this via the Internet and for low-skilled persons by reading the newspapers.
Najobičajnejši postopek prijave na prosto delovno mesto za visoko kvalicirane in izobražene iskalce zaposlitve je prek spleta, za osebe z nižjo izobrazbo pa spremljanje časopisov.
The time between the vacancy being published and the day the job starts can vary, depending on the job involved.
Čas od objave prostega delovnega mesta do dne, ko se zaposlitev začne, je lahko različen in je odvisen od posameznega delovnega mesta.
The usual period is from two to four weeks.
Ponavadi traja od dva do štiri tedne.
From the point of view of the recruiter’s company, the job advertisement contains all the relevant information such as the name of the company and the activity profile, the main responsibilities of the position, a list of personal and professional characteristics needed to be able to perform the job, the advantages offered by the company such as salary or other benefits, how to contact the company and apply for the job.
Podjetje, ki zaposluje, mora v zaposlitveni oglas vključiti vse pomembne informacije, kot so ime podjetja in prol dejavnosti, glavne naloge na tem delovnem mestu, seznam osebnih in poklicnih lastnosti, ki so potrebne za opravljanje tega dela, ugodnosti, ki jih podjetje ponuja, na primer plača in drugi dodatki, ter kako stopiti v stik s podjetjem in se prijaviti na delovno mesto.
From the candidates’ point of view, they should include all their personal and professional characteristics, knowledge and skills in the CV in order for the employer to decide whether the candidate meets the requirements of the vacancy or not.
Kandidati pa morajo v življenjepisu navesti vse osebne in poklicne lastnosti, znanja in spretnosti, da se delodajalec lahko odloči, ali izpolnjujejo zahteve za prosto delovno mesto.
For example, if the employer requires that the new employee is a person with at least two years’ experience in practising law, the recruiter will focus on the relevant job experience section of the CV.
Če delodajalec na primer zahteva, da mora imeti novi uslužbenec vsaj dve leti odvetniških izkušenj, se bo zaposlovalec osredotočil na ustrezni del življenjepisa o delovnih izkušnjah.
In phone interviews the recruiter veries if the information on the CV is authentic and asks for more detailed information about the skills, the abilities and professional experience.
Pri telefonskem razgovoru zaposlovalec preveri, ali so podatki iz življenjepisa resnični, in zaprosi za podrobnejše informacije o spretnostih, znanjih, sposobnostih in poklicnih izkušnjah. Telefonski razgovor po navadi traja od 10 do 15 minut.
The recruiter expects a professional attitude on the part of applicants and an honest and frank discussion with them.
Zaposlovalec od prosilcev pričakuje profesionalnost ter pošten in odkrit pogovor.
Candidates should focus on the details of the CV.
Kandidati naj se osredotočijo na podatke iz življenjepisa.
As regards the authenticity of the document, employers know that the skills and abilities section is usually somewhat exaggerated.
Kar zadeva njegovo verodostojnost, se delodajalci zavedajo, da je del, namenjen znanjem, spretnostim in sposobnostim po navadi malo olepšan.
Many jobseekers have the tendency to write on their CV what the employer wants to see.
Veliko iskalcev zaposlitve ima navado, da v življenjepis napišejo stvari, ki bodo delodajalcu všeč.
During an interview the employer focuses on both verbal and nonverbal communication skills.
Na razgovoru se delodajalec osredotoči na jezikovne in nejezikovne komunikacijske spretnosti.
The recruiter is in charge throughout this meeting.
Zaposlovalec vodi celoten sestanek.
At the interview, the participants are usually the human resources staff in charge of the recruitment process, the head of the department for which the company is recruiting and in some cases even the general director/president of the company.
Na razgovoru po navadi sodeluje osebje iz kadrovske službe, ki je odgovorno za zaposlitveni postopek, vodja oddelka, na katerem je prosto delovno mesto, včasih pa celo generalni direktor/predsednik podjetja.
Some interviews last from 30 minutes to two hours.
Nekateri razgovori trajajo od pol ure do dve uri.
For some vacancies, the human resources department shortlists candidates (generally about five persons).
Za nekatera prosta delovna mesta kadrovska služba napravi ožji izbor kandidatov, običajno 5 oseb.
These are considered to be the most suitable applicants after analysis of their CV.
Ti veljajo za najustreznejše prosilce po preučitvi njihovih življenjepisov.
Usually all aspects of verbal and nonverbal communication are important.
Ponavadi so pomembni vsi vidiki jezikovne in nejezikovne komunikacije. Komunikacija je bistveni del razgovora.
The recruiter observes the positive and the negative communication skills of the candidate and has to analyse them all in order to make a realistic assessment of the interviewee.
Zapo- slovalec opazuje dobre in slabe komunikacijske spretnosti kandidata in jih mora v celoti preučiti, da si ustvari pravilno podobo o njem.
At the first meeting the following aspects are usually covered:•There is a presentation by the recruiter and applicant.•The introductory part of the interview is used to put the candidate at ease by small talk such as The weather is very sunny today, Did you find our office easily?;•There are questions about the candidate’s experience.•There are questions about skills and knowledge, the verification of information in the CV.
Prvi sestanek ponavadi vključuje naslednje zadeve:•predstavitev zaposlovalca in prosilca;•uvodni del razgovora se izkoristi, da se kandidat sprosti ob kramljanju, recimo: „Danes je pa krasen sončen dan,“ ali „Ste hitro našli našo pisarno?“;•vprašanja o kandidatovih izkušnjah; •vprašanja o znanjih in spretnostih, preverjanje informacij iz življenjepisa;
•The recruiter informs the candidate about the requirements and main duties of the job and about the company in general: which sectors it operates in, what the achievements of the company are, etc.•The recruiter asks/expects questions which clarify aspects not well understood by the candidate.•The candidate asks questions.
•zaposlovalec obvesti kandidata o zahtevah in glavnih nalogah na tem delovnem mestu in o podjetju na splošno: v katerem sektorju deluje, kakšni so dosežki podjetja itd.;•zaposlovalec postavlja/pričakuje vprašanja za razjasnitev zadev, ki jih kandidat ni dobro razumel;•kandidat postavlja vprašanja.
The usual questions are: What is the work schedule?
Najpogostejša vprašanja so: Kakšen je urnik dela? Kolikšna je plača?
Is there a lunch break?
Ali imamo odmor za kosilo?
The interviews can be structured, semi-structured or unstructured.
Razgovori so lahko strukturirani, delno strukturirani ali pa niso strukturirani.
The semi-structured interviews are used most by employers.
Večina delodajalcev uporablja delno strukturirane razgovore.
You can have some questions prepared before the meeting but you can also be flexible and think about some other important questions that crop up during the interview.
Pred sestankom si lahko pripravite nekaj vprašanj, lahko pa ste tudi prilagodljivi in se med razgovorom domislite drugih pomembnih vprašanj.
The atmosphere during interviews should be open, relaxed and communicative.
Ozračje na razgovorih naj bi bilo odprto, sproščeno in komunikativno.
The attitude of interviewees should be professional.
Kandidati se morajo vedno vesti profesionalno.
It is very important that they explain their motivation for the job.
Zelo pomembno je, da pojasnijo, zakaj so motivirani za to delovno mesto.
There is anti-discrimination legislation in place in Romania.
V Romuniji se uporablja zakonodaja proti diskriminaciji.
Generally the applicant should know the field in which the company operates and what the recruiter’s requirements for this position are.
Prosilec mora na splošno vedeti, na katerem področju podjetje deluje in katere so zahteve zaposlovalca za to delovno mesto.
You can negotiate the pay and the nonstatutory and other benets of the job.
Lahko se pogajate o plači ter neobveznih dodatkih in drugih ugodnostih zaposlitve.
Remuneration is expressed in monthly rates.
Plačilo je izraženo kot mesečni znesek.
Holiday pay and annual bonuses are negotiated separately.
O plačilu letnega dopusta in letnih bonusov se pogajate ločeno.
The most common nonstatutory benets are meal vouchers and holiday pay.
Najpogostejše neobvezne ugodnosti so boni za prehrano in plačilo letnega dopusta.
Usually the human resources department is responsible for the negotiation. They know the maximum salary the company can oer for that particular position.
Ponavadi je za pogajanje pristojna kadrovska služba, ki ve, kolikšna je najvišja plača, ki jo podjetje lahko ponudi za posamezno delovno mesto.
The final decision rests with the company management.
Končno odločitve pa sprejme vodstvo podjetja.
According to the Labour Code, every category of workers must have a probationary period of from five days for low-skilled persons employed for a limited period to 90 days for a management position.
V skladu z delovnim zakonikom morajo vse kategorije delavcev opraviti poskusno dobo, ki traja od 5 dni za nizkokvalicirane delavce, zaposlene za določen čas, do 90 dni za vodstvene položaje.
At the interview the recruiter informs the candidate whether or not he/she has been accepted and will be contacted again.
Na razgovoru zaposlovalec kandidata obvesti, ali ga je sprejel in ali bo še stopil v stik z njim.
If you do not receive any feedback shortly after the interview, you can assume that you have not been selected for the vacant position.
Če kmalu po razgovoru ne dobite povratnih informacij, lahko sklepate, da niste bili izbrani za prosto delovno mesto.
There are cases where you are informed in both cases, i.e. both when you are accepted and rejected, but these are unusual.
Včasih prejmete obvestilo v vsakem primeru, torej če vas sprejmejo ali zavrnejo, vendar to ni v navadi.
Employers normally ask for references or letters of recommendation.
Delodajalci po navadi zahtevajo reference ali priporočilna pisma.
However, remember that having good references does not guarantee that everything will go well at interview.
Vendar pa vam dobre reference ne zagotavljajo, da bo šlo na razgovoru vse tako, kot bi moralo.
Some employers ask for a copy of your diploma at the beginning of the procedure and some take the decision to recruit applicants without it.
Nekateri delodajalci zahtevajo izvod diplome na začetku postopka, nekateri pa tega za zaposlitev sploh ne zahtevajo.
Depending on company policy, letters of recommendation might be needed as well.
Nekatera podjetja lahko zahtevajo tudi priporočilna pisma.
Proof of good conduct (i.e. whether you have a criminal record) is required by all employers.
Potrdilo o nekaznovanosti (ali imate kazensko kartoteko) zahtevajo vsi delodajalci.
Normally you need to be able to prove good conduct in every job.
Po navadi ga morate predložiti za vsa delovna mesta.
When you make an appointment for an interview you have to know the location and the time of the interview.
Ko se dogovorite za razgovor, morate vedeti, kje in kdaj bo potekal.
The recruiter informs you how to reach the place where the interview is
Delodajalec vas obvesti, kako priti na kraj razgovora.
Usually you need to conrm your attendance at interview.
Ponavadi morate potrditi svojo udeležbo na razgovoru.
If you have a good reason, you can be absent, but you must inform the employer about this before the interview.
Če imate dober razlog, lahko manjkate, vendar morate delodajalca o tem obvestiti pred razgovorom.
You may ask for a new appointment, and it is the employer’s decision whether another meeting will be arranged.
Delodajalca lahko zaprosite za nov sestanek, od njega pa je odvisno, ali vam ga bo omogočil.
It is necessary to present yourself at the employer’s premises for the interview.
Razgovora se morate udeležiti osebno v delodajalčevih prostorih.
Only in large companies like multinationals are video conferences used.
Samo v velikih podjetjih, kot so multinacionalke, se uporabljajo videokonference.
In general, however, the employer wants to meet you face to face.
Na splošno pa vas hoče delodajalec osebno spoznati.
During an application procedure you must not lie about your qualications, experience, skills, knowledge, etc.
Med postopkom prijave ne lažite glede svojih kvalikacij, izkušenj, spretnosti, znanj itd. Bodite realni in iskreni.
Candidates need to be very reasonable and sincere if they are to be successful.
Kandidati morajo biti zelo razumni in iskreni, da lahko računajo na uspeh.
Government Surface Capital Currency Member EU or EEA Phone code Internet code
Ureditev nemški, francoski, italijanski, retoromanskizvezna parlamentarna republika41 284 km Bern švicarski frank (CHF)EFTA+ 41
German, French, Italian, Romansch Federal parliamentary republic41 284 km Berne Swiss Franc (CHF)EFTA+ 41.ch
Površina Glavno mesto Denarna enota Članica EU ali EGP Mednarodna klicna številka Domenska končnica
Popular application procedures in Switzerland
Običajni postopki prijave na delovno mestov Švici
The most usual steps in the search for a new job are: study the advertisement of the job oer (either in newspapers or on the web), look up documentation about the company, re-write your curriculum vitae and covering letter and prepare for the first and subsequent interviews.
Ponavadi iskanje nove zaposlitve poteka tako: preučite zaposlitveni oglas (v časopisu ali na spletu), poiščete dokumentacijo o podjetju, dopolnite svoj življenjepis in predstavitveno pismo ter se pripravite za prvi razgovor in nadaljnje razgovore.
The most common procedure in recruiting a new staff member — for specialised proles and management functions — is the use of a written application form.
Najpogostejši postopek zaposlovanja novih uslužbencev – za specializirane prole in vodstvene položaje – je uporaba pisnega prijavnega obrazca.
For less skilled proles, dierent application procedures are possible.
Za manj strokovne prole so mogoči drugačni prijavni postopki.
Initial contacts are usually made by phone or via the Internet.
Prvi stik po navadi poteka po telefonu ali spletu.
When you apply through the Internet, pay attention to the quality of the documents you scan.
Kadar se prijavljate po spletu, bodite pozorni na kakovost dokumentov, ki jih skenirate.
Do not send documents that give the impression of being developed for general use.
Ne pošiljajte dokumentov, ki so videti kot dokumenti za splošno uporabo.
The time between the last interview and when you start the job depends a lot on the kind of job you are applying for, the qualications the company is looking for and the need for a new employee. Time varies between one week for a job in hotels and restaurants and several weeks for management jobs in public administration or a multinational.
Čas od zadnjega razgovora do začetka zaposlitve je odvisen od vrste delovnega mesta, na katero se prijavljate, kvalikacij, ki jih išče podjetje, in potrebe po novem delavcu.To obdobje lahko traja en teden za zaposlitev v hotelih in restavracijah ali več tednov za vodstvene položaje v javni upravi ali multinacionalkah.
During the interview an employer pays a great deal of attention to the motivation that candidates show and the questions they ask, candidates’ nonverbal communication skills, their knowledge of the company and the job and the expectations candidates have of the pay.
Med razgovorom je delodajalec zelo pozoren na motivacijo, ki jo pokažejo kandidati, na njihova vprašanja, nejezikovne komunikacijske spretnosti, znanje o podjetju in delovnem mestu ter na njihova pričakovanja glede plače.
Female applicants may be asked about their family situation.
Prosilke lahko pričakujejo vprašanja o družinskih razmerah.
Depending on the job qualications and in cases where there is a HR department in the company, two or three people attend the interview.
Glede na strokovnost delovnega mesta in na to, ali ima podjetje kadrovsko službo, se razgovora udeležita dve ali tri osebe.
In small companies the employer himself/herself may be in charge of the interview.
V malih podjetjih lahko razgovor vodi kar delodajalec.
At least two interviews are usual for application procedures.
Za prijavni postopek sta značilna vsaj dva razgovora.
Each of these interviews takes 90 minutes on average (under an hour for less-qualied jobs).
Vsak traja povprečno 90 minut (za manj strokovna dela manj kot eno uro).
In the field of verbal and nonverbal communication, the interviewers take into account your knowledge of the language used for the job, your clothing, your politeness, your tone of voice during the interview and the respect you show to the interviewers.
Na področju jezikovne in nejezikovne komunikacije izpraševalci upoštevajo vaše znanje jezika, ki se uporablja pri tej zaposlitvi, obleko, vljudnost, način govora in spoštljivost do njih.
Do not drink, chew gum or smoke during the interview and do not accept them either.
Med razgovorom ne pijte, žvečite ali kadite, tudi če vam to ponudijo.
It is not permissible to oer presents to the interviewers.
Ni dopustno, da izpraševalcem prinesete darila.
During the first interview you can ask if taking notes is possible.
Na prvem razgovoru lahko vprašate, ali si lahko delate zapiske.
When it comes to asking questions yourself, wait until the interviewer invites you to do so.
Počakajte, da vas izpraševalec povabi k postavljanju vprašanj.
In Switzerland it is very common to ask people in your personal network if they know somebody in the company who can inform you about job oers and staff needs.
V Švici je precej pogosto, da se pozanimate pri svojih znancih, ali poznajo koga v podjetju, ki bi vas lahko seznanil s prostimi delovnimi mesti in potrebami po novih uslužbencih.