$2.$ Describe any cultural differences in the email below.

Subject: Monthly Recruitment Report

$1$ Appointment of a Safety Officer. At our meeting last week, I told you that we had finally succeeded in

recruiting a safety officer, Mr Pornchai, to fill the new position created by your predecessor. Mr Pornchai

took up his duties for $2$ days, then failed to report for work.

Today I learned that Mr Pornchai has in fact begun work at another company where he will be receiving a

slightly lower salary but have the title of Safety Manager. Mr Pornchai will not, therefore, be returning to us$.$ I have reviewed the other replies we received when we first advertised the post and must report that

unfortunately, none of the prospective candidates has any experience in this job nor any formal qualifications in safety management. As I told you, Mr Pornchai was selected because he had previously worked for a multi$-$national company in the chemicals industry and had followed a basic safety training course. The next best candidate, Mr Praphan, has worked as a site supervisor, and is willing to undergo training. Shall I contact him again and arrange an interview, or shall I re$-$insert the advertisement in the local papers?

Alternatively, and probably the best way, I could ask around my colleagues at the next meeting of local HR managers to see if they know of a likely candidate we could $"$hi$-$jack" from another company.

$2$ Lab Technician: There is still a vacancy for a laboratory technician. Two weeks ago I appointed a young

graduate to the post who seemed very promising, but he failed to turn up on the starting date, Monday $10$

September. I have a suspicion that he was already working for another company and was using his holidays to test the possibilities for a move. As you will soon discover, this is a frequent occurrence here.

I will ask around for a likely candidate, and perhaps you might raise the subject at your next meeting with

the laboratory staff, as they may know someone who is looking to move. As per your instructions, next

month we are scheduled to upgrade some of the formulae used in our polymers operations and to keep up with this, and the anticipated expansion of our normal business, we will have to increase the rate of testing operations in the lab. Consequently, the matter is quite urgent

$3$ Marketing Manager: Following our discussion last month, I have drawn up a short list of candidates for

the post of marketing manager in the speciality chemicals business. As I pointed out, although they are all

very young $($the eldest is $26$ years old$)$ some of them have considerable experience in selling, having worked in $4-5$ companies already. The one I have placed at the head of the list also has the advantage of having worked with the same sales team for eighteen months in his last two companies. If he brought this team with him, it could be very advantageous for us$.$ Shall I go ahead and arrange interviews with them?

$4$ Business manager: I am preparing a list of prospective candidates for the post of business manager. Most of them have sales experience but no commercial qualifications. Two of them are engineers who have not, however, worked as engineers. Do these qualifications match your expectations for this post, or shall I advertise again?