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发布时间:2019年07月09日 09:11:47 来源:环球网校 点击量:


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

百家乐技巧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


百家乐技巧《The scientific approach to recruitment》,招人的科学方法。这篇完型比较简单。完型填空也有两种题型,两种解题思路。一种是从意思上理解然后做出选择,一种是根据单词的用法。前者比较容易,后者很考验语言功底。

21题,理解上下文的意思。前面说招人时的决定一般是在五分钟以内做出的。但是雇主们试图使自己详细相信他们在挑选过程中是经过了深思熟虑的。Convince oneself,使确信。其他的词没有这个用法。


23题,招人者试图利用一切方法来抓住这个领域最好的(人才),secure the best,抓住最好的。realise是实现,attain是获得,后面不能接人,achieve是实现一个目标。

24题,rise in popularity,固定搭配,popularity是知名度的意思,这个词组应该可以翻译成声名鹊起。

25题,provides with,提供。给组织提供另外一种方法。offer的用法是offer sb sth,contribute在这里意思不对。



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



29题,fill a position,填补空位,fill在这里的意思是to perform a particular job, activity, or purpose in an organization, or to find someone or something to do this。不能选occupy,因为occupy更强调人的一种主动,而这里只是客观说某个需要填补的职位。

30题,in the business of,也是一种固定的说法,在什么的过程中。很多场合都可以使用。可以多看几个例句:

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

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

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