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The Scientific Approach to Recruitment

When it (0) to selecting candidates through interview, moreoften than not the decision is made within the first five minutesof a meeting.Yet employers like to (21) themselves that they arebeing exceptionally thorough in their selection processes. Intoday’s competitive market place, the (22) of staff in manyorganizations is fundamental to the company’s success and, asa result , recruiters use all means at their disposal to (23) the best in the field.

One method in particular that has (24) in popularity is testing , either psychometric testing,which attempts to define psychological characteristics , or ability￡aptitude testing (25) anorganization with an extra way of establishing a candidate’s suitability for a role. It (26) companiesto add value by identifying key elements of a position and then testing candidates to ascertain theirability against those identified elements.

The employment of psychometric or ability testing as one (27) of the recruitment processmay have some merit, but in reality there is no real (28), scientific or otherwise, of the potentialfuture performance of any individual. The answer to this problem is experience in interviewtechniques and strong definition of the elements of each position to be (29) as the wholerecruitment process is based on few real certainties, the instinctive decisions that many employersmake, based on a CT and the first five minutes of a meeting, are probably no less valid than anyother tool employed in the (30) of recruitment.

21.A suggest　B convince　C advise　D believe

22.A worth　B credit　C quality　D distinction

23.A secure　B relies　C attain　D achieve

24.A lifted　B enlarged　C expanded　D risen

25.A provides　B offers　C contributes　D gives

26.A lets B enables　C agrees　D admits

27. A portion B member　C share D component

28. A extent　B size　C amount　D measure

29.A occupied　B met　 C filled　D appointed

30 A business　B topic　C point　D affair

參考答案及解析

《The scientific approach to recruitment》，招人的科學(xué)方法。這篇完型比較簡單。完型填空也有兩種題型，兩種解題思路。一種是從意思上理解然后做出選擇，一種是根據(jù)單詞的用法。前者比較容易，后者很考驗(yàn)語言功底。

21題，理解上下文的意思。前面說招人時(shí)的決定一般是在五分鐘以內(nèi)做出的。但是雇主們試圖使自己詳細(xì)相信他們在挑選過程中是經(jīng)過了深思熟慮的。Convince oneself，使確信。其他的詞沒有這個(gè)用法。

22題，員工的質(zhì)量對公司的成功是至關(guān)重要的。選quality。

23題，招人者試圖利用一切方法來抓住這個(gè)領(lǐng)域最好的(人才)，secure the best，抓住最好的。realise是實(shí)現(xiàn)，attain是獲得，后面不能接人，achieve是實(shí)現(xiàn)一個(gè)目標(biāo)。

24題，rise in popularity，固定搭配，popularity是知名度的意思，這個(gè)詞組應(yīng)該可以翻譯成聲名鵲起。

25題，provides with,提供。給組織提供另外一種方法。offer的用法是offer sb sth，contribute在這里意思不對。

26題，是公司能夠增加價(jià)值，enable

27題，這題的意思很明顯，測試(testing)作為招聘過程的一個(gè)組成部分，要區(qū)分選項(xiàng)的幾個(gè)單詞，尤其是portion和component，看英英解釋。

Component：one of several parts that together make up a whole machine, system etc

Portion：a part of something larger, especially a part that is different from the other parts

這里強(qiáng)調(diào)testing是一個(gè)組成部分，沒有說明特殊的地方，選component。

28題，對每個(gè)人未來的可能表現(xiàn)沒有一個(gè)真正的衡量。選measure。

29題，fill a position，填補(bǔ)空位，fill在這里的意思是to perform a particular job, activity, or purpose in an organization, or to find someone or something to do this。不能選occupy，因?yàn)閛ccupy更強(qiáng)調(diào)人的一種主動(dòng)，而這里只是客觀說某個(gè)需要填補(bǔ)的職位。

30題，in the business of，也是一種固定的說法，在什么的過程中。很多場合都可以使用。可以多看幾個(gè)例句：

We’re in the business of stimulating the economy(By Obama)

Energetics is a specialist management consultancy in the business of climate change