The Scientific Approach to Recruitment

　　When it (0) to selecting candidates through interview, more often than not the decision is made within the first five minutes of a meeting.??Yet employers like to (21) themselves that they are being exceptionally thorough in their selection processes. In today’s competitive market place, the (22) of staff in many organizations is fundamental to the company’s success and, as a 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) an organization with an extra way of establishing a candidate’s suitability for a role. It (26) companies to add value by identifying key elements of a position and then testing candidates to ascertain their ability against those identified elements.

　　The employment of psychometric or ability testing as one (27) of the recruitment process may have some merit, but in reality there is no real (28), scientific or otherwise, of the potential future performance of any individual. The answer to this problem is experience in interview techniques and strong definition of the elements of each position to be (29) as the whole recruitment process is based on few real certainties, the instinctive decisions that many employers make, based on a CT and the first five minutes of a meeting, are probably no less valid than any other 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

　　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

《The scientific approach to recruitment》，招人的科學方法。這篇完型比較簡單。完型填空也有兩種題型，兩種解題思路。一種是從意思上理解然后做出選擇，一種是根據單詞的用法。前者比較容易，后者很考驗語言功底。

　　21題，理解上下文的意思。前面說招人時的決定一般是在五分鐘以內做出的。但是雇主們試圖使自己詳細相信他們在挑選過程中是經過了深思熟慮的。Convince oneself，使確信。其他的詞沒有這個用法。

　　22題，員工的質量對公司的成功是至關重要的。選quality。

　　23題，招人者試圖利用一切方法來抓住這個領域最好的(人才)，secure the best，抓住最好的。realise是實現，attain是獲得，后面不能接人，achieve是實現一個目標。

　　24題，rise in popularity，固定搭配，popularity是知名度的意思，這個詞組應該可以翻譯成聲名鵲起。

　　25題，provides with,提供。給組織提供另外一種方法。offer的用法是offer sb sth，contribute在這里意思不對。

　　26題，是公司能夠增加價值，enable

　　27題，這題的意思很明顯，測試(testing)作為招聘過程的一個組成部分，要區分選項的幾個單詞，尤其是portion和component，看英英解釋。

　　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

　　這里強調testing是一個組成部分，沒有說明特殊的地方，選component。

　　28題，對每個人未來的可能表現沒有一個真正的衡量。選measure。

　　29題，fill a position，填補空位，fill在這里的意思是to perform a particular job, activity, or purpose in an organization, or to find someone or something to do this。不能選occupy，因為occupy更強調人的一種主動，而這里只是客觀說某個需要填補的職位。

　　30題，in the business of，也是一種固定的說法，在什么的過程中。很多場合都可以使用。可以多看幾個例句：

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

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