— I’ve taken someone else’s green sweater by mistake.

— It ______ Harry’s. He always wears green.

A. has to be　　　 B. will be　　　　 C. mustn’t be　　　　 D. could be

 

D

句意是“我錯(cuò)拿了別人的綠色 毛衣”，“那可能是Harry的，他總是穿綠色的毛衣”。四個(gè)選項(xiàng)中could表示推測(cè)。mustn’t 表示 “禁止”；has to 表示“不得不”；will 表推測(cè)時(shí)，表“肯定“語(yǔ)氣太強(qiáng)。

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A research found that people shown silent videos of piano competitions could pick out the winners more often than those who could also hear the music. It underlines the importance of our sense of vision, say scientists. Their study concludes that the best predictor of a winner’s musical performance was the visible passion they displayed, followed closely by their uniqueness and creativity.

Chia-Jung Tsay, from University College London, UK, is the study’s author and herself a concert pianist. She was interested in how music was judged and found that even professional musicians were unaware of how much they were using visual information over sound. “For the last two decades, I’ve taken part in various competitions. Through this experience, I found that depending on what type of evaluations were used, the results might vary widely. This led me to wonder about how much visual information really affects these important decisions,” she explained.

More than 1,000 participants in the study were given samples of either audio, silent video or video with sound, and asked to rate the top three finalists from 10 international classical music competitions. The actual competition winners were only correctly identified by those who were randomly assigned(分配) the silent videos.

Dr Tasy said the findings were quite surprising, especially because both trained musicians and those without training had stated that sound was most important for their evaluation. “Regardless of levels of expertise, we still seem to be led primarily by visual information, even in this field of music,” she said. “Classical music training is often focused on improving the quality of the sound, but this research is about getting to the bottom of what is really being evaluated at the highest levels of competitive performance. She added, “We must be more mindful of our inclination(傾向) to depend on visual information at the expense of the content that we actually value as more relevant to our decisions.”

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Interviewing someone for a job is not as easy as it looks. First, as the interviewer, you’re tasked with finding the person who will not only do the job well but also fit in well with the other employees.

You have to make an evaluation of abstract qualities that can’t be found on a résumé. Because you have to repeat the process for every potential employee, you end up asking question after question, applicant after applicant.

Still, interviewers need to be told something: “What is your biggest weakness?” is not a good question. It just isn’t.

Now, job seekers have to understand that interviewers want to find some way to know what makes an applicant different from others. Asking questions that are seemingly impossible to answer is one way to see who can think creatively. Then what may be a proper way to respond to such a question?

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The answer adds some dimension to the question, and proves you’ve thought beyond the answer. You’ve actually changed your behavior to address the situation, even if you haven’t completely overcome the weakness.

Put yourself in the interviewer’s shoes

However you decide to answer, Debra Yergen, author of “Creating Job Security Resource Guide,” recommends job seekers imagine themselves sitting on the other side of the desk.

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