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 letter 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 applicants

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

1.D

2.C

3.D

4.A

5.D

【解析】

試題分析：大部分的雇傭者宣稱他們希望為每個(gè)崗位找到合適人選。然而，一份近期的調(diào)查卻顯示，大多數(shù)的雇傭者不希望招聘到不合適的人。雇傭者判斷求職者是否適合某崗位，有著許多的評判標(biāo)準(zhǔn)，大多數(shù)招聘者都傾向于淘汰不合適的，而非尋找適合的員工。

1.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.”可知，大多數(shù)雇傭者希望避免雇傭到不合適的人，而不是尋找適合的應(yīng)聘者，他們的目標(biāo)是不斷淘汰不合適的人。故選D。

2.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”可知，選人的方法沒有評測一個(gè)設(shè)備的方法可可靠。A項(xiàng)不是文章暗含的意思，排除A；B項(xiàng)歪曲了原句的意思，雇傭者原意就是選人而非選機(jī)器設(shè)備，排除B；根據(jù)第二段“checking resume or application forms”可知，resume與application form不是一個(gè)概念，排除D，故選C。

3.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.”可知，大多數(shù)招聘者主要使用三種不同的挑選方法，而大多數(shù)招聘者更多地使用這些方法來淘汰不適合的人，而非選擇適合的人選，故選D。

4.Also different employers view facts differently.”可知，不同的招聘者有不同的觀點(diǎn)，A項(xiàng)正確；根據(jù)第三段“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.”可知，頻繁換工作不一定是壞事，B錯(cuò)誤；根據(jù)第四段“whereas the link between this and success in management is not necessarily strong.”可知，學(xué)術(shù)成就與管理上的成功之間的練習(xí)不大，排除C；房間第四段“Some employers use handwriting as a standard. The report states that there is little evidence to support the value of the letter for judging working ability.”可知，沒有足夠的證據(jù)來證明求職者的字體與工作能力有關(guān)系，排除D。故選A。

5.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.”可知，references也是不可靠的，相反，信用記錄、安全記錄和應(yīng)聘者的政治觀點(diǎn)常常比較可靠，故選D。

考點(diǎn)：社會(huì)類短文閱讀