Question

Most employers say that they wish to employ the right person for the right job. A recent report by Britain’s Independent Institute of Manpower Studies, however, disagrees with this. The report states that most employers wish to avoid employing the wrong person. Rather than looking for the right person they are looking for applicants to turn down.   

 The report also suggests that in Britain and in many other parts of the world the selection methods used to pick out the right person for the job certainly do not match up to those used to judge a piece of new equipment. Employers used three main selection methods: interviewing, checking resume or application forms and examining references. Most of the employers asked in this survey stated that these selection methods were used more for weeding out unsuitable applicants rather than for finding suitable ones. 

  Interviews were considered to be more reliable than either resume checks or references from past employers. Research, however, proves otherwise. Interviewers’ decisions are often strongly influenced by their earlier judgment of the written application. Also different employers view facts differently. One may consider applicants who have frequently changed jobs as people with broad and useful experience. Another will see such applicants as unreliable and unlikely to stay for long in the new job. 

  Some employers place great importance on academic qualifications whereas the link between this and success in management is not necessarily strong. Some employers use handwriting as a standard. The report states that there is little evidence to support the value of the latter for judging working ability. References, also, are sometimes unreliable as they are not very important while checks on credit and security records and applicants’ political opinions are often the opposite.  

The report is more favorable towards trainability tests and those which test personality and personal and mental skills. The report concludes by suggesting that interviewing could become more reliable if the questions were arranged in a careful, organized system and focused on the needs of the employing organization. 

1.According to the passage, when most employers want to hire workers,        .

A. they will try to find suitable people

B. they will look for the right applicant

C. the wrong applicants are to be turned down

D. to turn down the wrong people is what they say they aim to do

2.It is implied that        .

A. to evaluate a right person is more difficult than to evaluate equipment

B. employers are more successful in selecting the right equipment than the right persons

C. criteria will be set up according to the real situation of the applicants

D. resumes means application forms

3.Most of the recruiters (招聘人員)        .

A. consult the applicants

B. can find suitable people

C. prefer resumes or references

D. use different ways to sort out the unsuitable applicants

4.Which of the following is TRUE?

A. Employers get different conclusions from the facts.

B. Changing jobs frequently will reduce the chance to be recruited.

C. Academic qualifications will guarantee the applicant managing ability.

D. Handwriting is a valid way to evaluate an applicant.

5.It can be inferred from the passage that successful employees will be those who        .

A. have outstanding references

B. are strong in emotional quotient

C. take interviewing seriously

D. have strong political leanings

 

Answer 1

【答案】

 

1.D

2.C

3.D

4.A

5.D

【解析】

試題分析：本文敘述了最近一次調(diào)查表明人們往往招聘合適的人為了合適的工作，而在有些情況下，有些招聘人員卻使用不同的選擇方法用于淘汰不合適的申請人,而不是尋找合適的人。

1.細(xì)節(jié)理解題。根據(jù)The report states that most employers wish to avoid employing the wrong person. Rather than looking for the right person they are looking for applicants to turn down.   他們招聘合適的人對于合適的工作，拒絕那些他們說想要達(dá)到什么目的的人，故選D。

2.推理判斷題。根據(jù)One may consider applicants who have frequently changed jobs as people with broad and useful experience. Another will see such applicants as unreliable and unlikely to stay for long in the new job.  可以推知根據(jù)申請人的具體情況來確定，故選C。

3.細(xì)節(jié)理解題。根據(jù)Interviewers’ decisions are often strongly influenced by their earlier judgment of the written application.大多數(shù)招聘人員用不同的方式來分類出不可靠的申請人，故選D。

4.細(xì)節(jié)理解題。根據(jù)Also different employers view facts differently. 招聘人員從事實(shí)中得到不同的結(jié)論，故選A。

5.推理判斷題。根據(jù)References, also, are sometimes unreliable as they are not very important while checks on credit and security records and applicants’ political opinions are often the opposite. 可以推知被成功招聘的人是那些有強(qiáng)烈的政治思想的人，故選D。 

考點(diǎn)：。