11．It often happens that a number of applicants with almost identical 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 about the interview as a selection procedure．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，but the one 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 sound assessment of each candidate's likely performance．Unfortunately，both for the employers and applicants，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．
Those in favour of the interview insist that the well-structured procedure is valid in assessing a candidate's ability，an essential guarantee for the future job．They also argue that an employer is concerned not only with a candidate's ability，but with the suitability of his or her personality for the particular work situation．Many employers，for example，will overlook occasional inefficiencies from their secretary so long as she has a pleasant personality．Perhaps the real purpose of an interview is not to assess the assessable aspects of each candidate but to make a guess at the more intangible things，such as personality，character and social ability．
Today，interview is still the key section of the entire selection procedure，though different employers have different standards for competence．Generally speaking，candidates who interview well tend to be quietly confident，but never boastful； direct and straight-forward in their questions and answers； cheerful and friendly，but never over-familiar； and sincerely enthusiastic and optimistic．Candidates who interview badly tend to be at either end of the spectrum of human behaviour．They are either very shy or over-confident．They show either a lack of enthusiasm or an excess of it．They either talk too little or never stop talking．They are either over-polite or rudely abrupt．

63．We can infer from the passage that an employer might tolerate his secretary's occasional mistakes if  the latter isC．
A．direct  B．shy  C．cheerful  D．competent
64．What is the author's attitude towards the interview as a selection procedure？C
A．Supportive．  B．Negative．  C．Objective．  D．Unconcerned．
65．The last paragraph indicatesA．
A．a(chǎn) link between success in interview and personality
B．connections between work abilities and personality
C．differences in interview experience
D．differences in personal behaviour
66．Which of the following shows the structure of the passage？B

CP：Central Point     P：Point     Sp：Sub-point （次要點(diǎn)）     C：Conclusion．

分析 本文敘述了面試的爭(zhēng)論，有些招聘者在面試時(shí)不挑選最好的應(yīng)試者，而是挑選給他印象好的人，另一些招聘者認(rèn)為無(wú)法衡量一個(gè)人的能力，而去招聘有個(gè)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．

解答 63-66CCAB
63   C  推理判斷題．根據(jù)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(duì)于面試的爭(zhēng)論在于他們對(duì)于應(yīng)聘者的選擇標(biāo)準(zhǔn)上，故選C．
64   C   詞義猜測(cè)題．根據(jù)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(duì)于應(yīng)聘者采取第一印象的主管看法，故選C．
65   A  推理判斷題．根據(jù)敘述了成功的面試與個(gè)性之間的關(guān)系，故選A．
66   B  推理判斷題．縱觀全文可知作者不很同意面試的做法，故選B．

點(diǎn)評(píng) 做閱讀理解時(shí)要快速的瀏覽全文，把握文章主旨大意，帶著問(wèn)題回到原文，尋找細(xì)節(jié)或概括相應(yīng)的答案，最后要理清作者寫(xiě)作思路．

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科目：高中英語(yǔ) 來(lái)源： 題型：閱讀理解

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26．Paragraph1 shows that many passengers lose their luggage becauseD．
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   B．they are in a hurry
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20．In the next five years，STEM （science，technology，engineering and mathematics） jobs are projected to grow twice as quickly as jobs in all other fields according to the U．S．Bureau of Statistics．While all jobs are expected to grow by 10.4percent，STEM jobs are expected to increase by 21.4percent．
By this measure，future STEM jobs represent a huge opportunity to today's students．But，in fact，of the 3.8million ninth graders in the U．S．，only 233，000end up choosing a STEM degree in college，according to the National Center for Education Statistics．This means only 6percent of ninth graders will become STEM graduates．And of these graduates，women will be even more underrepresented in most STEM fields．
These are alarming statistics．How do we get more young boys and girls to be interested in STEM-related fields？It isn't an easy task．Schools do not always adequately prepare students for these severe subjects，and college programs are designed to get rid of those who are less persistent．Nationally，only 41 percent of initial STEM majors who begin a degree in STEM-related fields complete their degree in less than six years．
In addition，social pressures continue to cast a shadow over girls who might otherwise consider the STEM fields．A couple of years ago，I met amazing parents，both of whom had a background in engineering and hoped their 10-year-old daughter would follow in their footsteps．They encouraged her to take an after-school science/robotics program．When she got there，she found she was outnumbered 6：1by boys in the class．As the only girl，she came home crying much of the time because she was teased and told that geeky girls are not welcome in the boys'club．Ironically，by the time young boys are entering college programs in STEM fields，many complain about the lack of girls．
Starting at an early age，even as young as kindergarten，we need to encourage and help the next generation leaders to consider taking up science，computing，math and technology．We also need to realize that for young girls to be inspired to take and stick with this educational path and later career field，they will benefit from the support of the people that surround them：parents，teachers，friends and family members．

56．The STEM statistics are used in the passage mainly to show thatD．
A．STEM jobs will be easily available in the future
B．boys have more advantages over girls in STEM
C．the number of STEM students is rapidly declining
D．America will face serious shortage of STEM talents
57．A large number of STEM students stop their studies whenB．
A．they get bored with the subjects           B．they can't stick to their hard studies
C．they feel they have learnt adequately      D．they can easily find jobs in other fields
58．From the passage we can learn that few girls enter the STEM fields partly becauseB．
A．few STEM boys like to study with girls    
B．there is widespread prejudice against girls
C．most girls are bad at the required subjects  
D．most girls take little interest in STEM jobs
59．In the writer's opinion，what should we do now？C
A．Show the students the advantages of STEM jobs．
B．Provide college graduates with more STEM jobs．
C．Encourage more young children to take up STEM．
D．Make people aware of the importance of STEM．

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科目：高中英語(yǔ) 來(lái)源： 題型：短文改錯(cuò)

1．假定英語(yǔ)課上老師要求同桌之間交換修改作文，請(qǐng)你修改你同學(xué)寫(xiě)的以下作文．文中共有10處語(yǔ)言錯(cuò)誤，每句中最多有兩處．錯(cuò)誤涉及一個(gè)單詞的增加、刪除或修改．
增加：在缺詞處加一個(gè)漏字符號(hào) （∧），并在其下面寫(xiě)出該加的詞．
刪除：把多余的詞用斜線 （\） 劃掉．
修改：在錯(cuò)的詞下劃一橫線，并在該詞下面寫(xiě)出修改后的詞．
注意：1．每處錯(cuò)誤及其修改均僅限一詞；
 2．只允許修改10處，多者（從第11處起）不計(jì)分．
I am secretary of the City Student Union （CSU）．We were organizing an art exhibition for high school students in city．It will be held in the 9th of July in the Exhibition Hall of Beihai．More than 1000painting will be on show，but high school students and teachers from all the eight districts will come to the event．As you are very popularly with us Chinese high school students，we'd like to invite for you to the exhibition．We would be grateful when you could join them that day．Looking forward to hear from you soon．

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