Question

    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. One argument is that it gives rise to 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 and social ability.

Today, interview is still a common 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.

1.According to the passage, which of the following statements is TRUE?

A.Employers are experienced in assessing the interviewees’ performance.

B.Interview is not always recognized as a sensible way to choose employees.

C.The interview helps the employers to pick the desired employees.

D.The remarkable candidates often distinguish themselves in an interview.

2.Which may not be considered in an interview?

A.Personality B.Communication skills

C.Background D.Capability

3.What is the author’s attitude towards the interview as a selection procedure?

A.Supportive B.Negative

C.Objective D.Unconcerned

4.The last paragraph indicates _________________.

A.a link between success in interview and character

B.connections between work abilities and character

C.differences in interview experience

D.differences in personal behaviour

Answer

1.B

2.C

3.C

4.A

【解析】

这是一篇议论文。文章叙述了面试的争论，有些招聘者在面试时不挑选最好的应试者，而是挑选给他印象好的人；另一些招聘者认为无法衡量一个人的能力，而去招聘有个性的人。但是有许多面试不好的人却很有能力，而面试很好的人也有可能不是最好的员工。

1.细节理解题。根据第二段中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. 不幸的是，无论是对雇主还是求职者来说，有许多能力出众的人在面试中都表现不佳。当然，也有一些人，他们在面试中表现非常好，但后来发现他们是非常不令人满意的员工。可知，面试并不总是一种明智的选择员工的方式。故选B项。

2.细节理解题。根据第三段中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 and social ability. 也许面试的真正目的不是评估每个应聘者可评估的方面，而是对一些更无形的东西，如个性和社交能力进行猜测。可知，应聘者能力、个性、沟通技巧等都是在面试中要被考虑的，背景除外。故选C项。

3.推理判断题。根据第二段中As often as not, employers do not choose the best candidate, but the one who makes a good first impression on them. 通常情况下，雇主不会选择最好的候选人，而是选择给他们留下良好第一印象的人。可知，不选择最好的候选人而是对于应聘者采取第一印象的主管看法。作者是客观的态度。故选C项。

4.推理判断题。根据最后一段中Generally speaking, candidates who interview well tend to be quietly confident, but never boastful; 一般来说，面试表现好的求职者往往是低调自信的，但从不自夸；和Candidates who interview badly tend to be at either end of the spectrum of human behaviour. 面试表现糟糕的求职者往往是人类行为的两个极端。因此，本段叙述了成功的面试与个性之间的关系。故选A项。