2. 外语
  3. Most employers say that they wish to employ the right person for the right job. 3. recent report by Britain’s independent Instit

Most employers say that they wish to employ the right person for the right job. 3. recent report by Britain’s independent Instit

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问题     Most employers say that they wish to employ the right person for the right job. 3. 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, recruiters(招聘人员)  used three main selection methods to identify the right person: interviewing, checking curriculum vitae or application forms against predecided criteria, and examining references. Most of the recruiters consulted in this survey stated that these selection methods were used more for "weeding out’ unsuitable candidates rather than for finding suitable ones.
    Interviews were considered to be more reliable than either curriculum checks or references from past employers.  Research, however, proves otherwise.  Interviewers’ decisions are often strongly influenced by their previous assessment of the written application.  Also, different recruiters interpret facts differently. One may consider candidates who have frequently changed jobs as people with broad and useful experience. Another will view such candidates 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 recruiters use handwriting as a criterion. The report states that there is little evidence to support the validity of the latter for assessing working ability. References, also, are unreliable as they are rarely critical, whereas checks on credit and security records and applicants ’political leanings are often the opposite.
    The report is more favourable 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 more structured and focused on the needs of the employing organisation.
According to the passage, which of the following is NOT true?
选项 A、Handwriting was sometimes used as a method in identifying the right person for the job because it was considered to be able to reveal one’s possibility of success in management.
B、Most references are too favorable to be a reliable criteria in judging one’s capability.
C、Checks on credit and security records and one’s political leanings can be very helpful for the employers to find the suitable person.
D、Tests which test personality and personal and mental skills are suggested to be superior to any selecting methods.
答案D
解析 第四段指出，“有些招聘人员将笔迹作为一个挑选人员的标准，但研究报告指出几乎没有迹象表明笔迹能有效地评估一个人的工作能力。推荐信也不可靠，因为很少有推荐信对被推荐的人提出批评意见。然而对信用和安全纪录以及申请人政治倾向的核查却常常相反”(意即：此核查在招聘时具有可靠性)，因此选项A、B、C均和文章一致。第五段开头提到研究报告更趋向于一种受训能力测试和那些能测试个性以及个人能力和智力的测验，因此选项D的结论无从得出，故选D)．
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