四級(jí)沖刺練習(xí)閱讀（195）
Nowadays more and more foreign enterprises and companies are no longer relying on interviews for recruitment . Years of studying interviewing have made clear that it is not a very objective process. Personnel officers often hire the person they like best, or even the one they think most physically attractive. Looking good is no guarantee of doing the job well, however. Uglies or those who are aesthetically challenged, lose heart.
To get a more objective view, many companies are also using psychological tests to hire both for relatively routine jobs and for positions at senior levels of management. It is impossible to say how many employers use tests, but estimates of test sales in the UK for 1993 were over 1 million.
The basic reason employers use tests is clear: tests claim to be scientific and objective. A large body of research has shown that interviews by themselves are not very reliable as a method of selection. Peoples judgment are often very subjective: whether they like the look of someone counts for more than almost anything else. But reliable and valid tests can offer rapid and more objective information about would-be employee. If a candidate talks well in an interview but his test results suggest that he is a careless person who can not concentrate, an employer is likely to think twice about hiring him.
Taking a serious test for a job is rather different from taking a game-like test. You can spend just a little time in answering questions of that kind of test, and you deny the answers and say they are not accurate. But you can not go to a serious test without enough preparation since you can not afford to be denied and eliminated again and again.
21. In the past, who would be sure to be recruited after an interview?
A. The person who was well educated.
B. The person who had great abilities.
C. The person who was physically attractive.
D. The person who was appreciated by personnel officer in a certain aspect.
22. According to the passage, those who are aesthetically challenged refer to those who are ______.
A. good-looking
B. guarantee of doing the job well
C. not attractive judging from appearance
D. given the job of interviewing the candidates
23. Many companies use psychological tests______.
A. to take the place of interviews
B. just to select common clerks
C. to make the recruitment more difficult for candidates
D. to get really reliable and fair information about candidates
24. That kind of test in the last paragraph refers to_______.
A. an interview B. a serious test
C. a game-like test D. an objective test
25. Which of the. following statements is NOT TRUE according to the passage?
A. For a certain time, psychological tests and interviews will exist together.
B. Psychological tests have been recognized valuable more and more.
C. The employer will surely hire a person who does well in the interview but poorly in the psychological tests.
D. People seldom attend a serious test without enough preparation unless they are confident of it.
21. D 22. C 23. D 24. C 25. C
Nowadays more and more foreign enterprises and companies are no longer relying on interviews for recruitment . Years of studying interviewing have made clear that it is not a very objective process. Personnel officers often hire the person they like best, or even the one they think most physically attractive. Looking good is no guarantee of doing the job well, however. Uglies or those who are aesthetically challenged, lose heart.
To get a more objective view, many companies are also using psychological tests to hire both for relatively routine jobs and for positions at senior levels of management. It is impossible to say how many employers use tests, but estimates of test sales in the UK for 1993 were over 1 million.
The basic reason employers use tests is clear: tests claim to be scientific and objective. A large body of research has shown that interviews by themselves are not very reliable as a method of selection. Peoples judgment are often very subjective: whether they like the look of someone counts for more than almost anything else. But reliable and valid tests can offer rapid and more objective information about would-be employee. If a candidate talks well in an interview but his test results suggest that he is a careless person who can not concentrate, an employer is likely to think twice about hiring him.
Taking a serious test for a job is rather different from taking a game-like test. You can spend just a little time in answering questions of that kind of test, and you deny the answers and say they are not accurate. But you can not go to a serious test without enough preparation since you can not afford to be denied and eliminated again and again.
21. In the past, who would be sure to be recruited after an interview?
A. The person who was well educated.
B. The person who had great abilities.
C. The person who was physically attractive.
D. The person who was appreciated by personnel officer in a certain aspect.
22. According to the passage, those who are aesthetically challenged refer to those who are ______.
A. good-looking
B. guarantee of doing the job well
C. not attractive judging from appearance
D. given the job of interviewing the candidates
23. Many companies use psychological tests______.
A. to take the place of interviews
B. just to select common clerks
C. to make the recruitment more difficult for candidates
D. to get really reliable and fair information about candidates
24. That kind of test in the last paragraph refers to_______.
A. an interview B. a serious test
C. a game-like test D. an objective test
25. Which of the. following statements is NOT TRUE according to the passage?
A. For a certain time, psychological tests and interviews will exist together.
B. Psychological tests have been recognized valuable more and more.
C. The employer will surely hire a person who does well in the interview but poorly in the psychological tests.
D. People seldom attend a serious test without enough preparation unless they are confident of it.
21. D 22. C 23. D 24. C 25. C
