Question

It often happens that a number of applicants with almost the same qualifications and experience all apply for the same position. In their educational background, special skills and work experience, there is little, if anything, to choose between half a dozen candidates. How then does the employer make a choice? Usually on the basis of an interview.

       There are many arguments for and against the interview as a way of selection. The main argument against it is that it results in a wholly subjective decision. As often as not, employers do not choose the best candidate. They choose the candidate who makes a good first impression on them. Some employers, of course, reply to this argument by saying that they have become so experienced in interviewing staff that they are able to make a good assessment of each candidate’s likely performance. The main argument in favor of the interview is that an employer is concerned not only with a candidate’s ability, but with his or her suitable personality for the particular work situation. Many employers, for example, will overlook occasional mistakes from their secretary if she has a pleasant personality.

       It is perhaps true to say, therefore, that the real purpose of an interview is not to assess the assessable aspects of each candidate but to make a guess at the things that are hard to measure, such as personality, character and social ability. Unfortunately, both for the employers and applicants for jobs, there are many people of great ability who simply do not interview well. There are also, of course, people who interview extremely well, but are later found to be very unsatisfactory employees. Candidates who interview well tend to be quietly confident, but never boastful（自夸的）, direct and straightforward in their questions and answers; cheerful and friendly, but never over-familiar; and sincerely enthusiastic and optimistic. Candidates who interview badly tend to be either very shy or over-confident. They either talk too little or never stop talking. They are either over polite or a bit rude.

59．People argue over the interview mainly because they have    .

A．different purposes in the interview

B．different experiences in interviews

C．different standards of selection

D．different ways of selection

60．The underlined word “subjective” means “based on one’s      rather than facts” ．

A．personality      B．character  C．opinion     D．ability

61．The purpose of the last paragraph is to indicate     

A．a link between success in interview and personality

B．connections between work abilities and personality

C．differences in interview experience

D．differences in personal behavior

62．What is the author’s attitude towards the interview?

A．He thinks it is a good way of selection

B．He doesn’t quite agree with it

C．He is neither for nor against it

D．It is not clear

Answer 1

59．C

60．C

61．A

62．B

【解析】

試題分析：本文敘述了面試的的爭論，有些招聘者在面試時不挑選最好的應試者，而是挑選給他印象好的人，另一些招聘者認為無法衡量一個人的能力，而去招聘有個性的人。但是有許多面試不好的人卻很有能力，而面試很好的人也有可能不是最好的員工。

59．推理判斷題。根據The main argument against it is that it results in a wholly subjective decision. but to make a guess at the things that are hard to measure, such as personality, character and social ability.人們對于面試的爭論在于他們對于應聘者的選擇標準上，故選C。

60．詞義猜測題。根據As often as not, employers do not choose the best candidate. They choose the candidate who makes a good first impression on them.不選擇最好的候選人而是對于應聘者采取第一印象的主管看法，故選C。

61．推理判斷題。根據敘述了成功的面試與個性之間的關系，故選A。

62．推理判斷題�？v觀全文可知作者不很同意面試的做法，故選B。

考點：社會現(xiàn)象類短文閱讀。

點評：推理判斷題屬于主觀題，是層次較高的題目。它包括判斷和推理題。這兩類題常常相互依存，推理是為了做出正確的判斷，正確的判斷又依賴于合乎邏輯的推理。該題要求在理解表面文字的基礎上做出判斷和推論，從而得到文章的隱含意思和深層意思，也就是通過文章中的文字信息，上下邏輯關系及事物的發(fā)展變化等已知信息，推斷出作者沒有直接表達的態(tài)度和觀點。