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Most personnel managers agree that job interviews are one of the least objective recruitment methods. But the advantages of test

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问题     Most personnel managers agree that job interviews are one of the least objective recruitment methods. But the advantages of testing are not going to change the attraction of the interview to employers. The appeal of the interview has everything to do with the human factor.
    Most people believe that they are a reasonable judge of character and trust their instinctive feelings. We might use some kind of test to aid the selection process, but we usually pick a candidate who interviews well, has good qualifications and an impressive work record.
    But suppose the candidate lies or is less than completely honest, "This can be a serious problem of employers", explains Alan Conrad, Chief Executive at Optimus Recruitment. "The most difficult liars to find are those who tell half-truths rather than complete lies." Research shows that up to 75 percent of resumes are inaccurate on purpose. The most common practice is omission.
    Interviewer should therefore concentrate on areas of uncertainty such as gaps between periods of employment and job descriptions that seem strange. "Focusing on these areas will force candidates to tell the truth or become increasingly dishonest. This is usually when people signal their anxiety by their body language. Sweat on the upper lip, false smiles and nervous hand movements all indicate discomfort."
    Conrad does not suggest an aggressive policy-style interview technique, but insists that close inspection of a resume is absolutely essential. Only by asking the right questions can you confirm the suitability of the candidate or put pressure on those who are being less than completely honest.
What is the author’s attitude towards job interviews?
选项 A、Most objective.
B、Too subjective.
C、Suspicious.
D、Credulous.
答案B
解析 推理判断题。短文第一段提到大部分人事经理都同意面试是最不客观的招聘方法，接着又说面试受太多人为因素的影响，故可推断出作者对面试的看法，即作者觉得面试太主观了。选项A意为“最客观的”，选项C意为“怀疑的”，选项D意为“轻信的”，均不符合题意。故选B（太主观的）。
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