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

　　keys：

　　《The scientific approach to recruitment》，招人的科学方法。这篇完型比较简单。完型填空也有两种题型，两种解题思路。一种是从意思上理解然后做出选择，一种是根据单词的用法。前者比较容易，后者很考验语言功底。

　　21题，理解上下文的意思。前面说招人时的决定一般是在五分钟以内做出的。但是雇主们试图使自己详细相信他们在挑选过程中是经过了深思熟虑的。Convince oneself，使确信。其他的词没有这个用法。

　　22题，员工的质量对公司的成功是至关重要的。选quality。

　　23题，招人者试图利用一切方法来抓住这个领域最好的(人才)，secure the best，抓住最好的。realise是实现，attain是获得，后面不能接人，achieve是实现一个目标。

　　24题，rise in popularity，固定搭配，popularity是知名度的意思，这个词组应该可以翻译成声名鹊起。

　　25题，provides with,提供。给组织提供另外一种方法。offer的用法是offer sb sth，contribute在这里意思不对。

　　26题，是公司能够增加价值，enable

　　27题，这题的意思很明显，测试(testing)作为招聘过程的一个组成部分，要区分选项的几个单词，尤其是portion和component，看英英解释。

　　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

　　这里强调testing是一个组成部分，没有说明特殊的地方，选component。

　　28题，对每个人未来的可能表现没有一个真正的衡量。选measure。

　　29题，fill a position，填补空位，fill在这里的意思是to perform a particular job, activity, or purpose in an organization, or to find someone or something to do this。不能选occupy，因为occupy更强调人的一种主动，而这里只是客观说某个需要填补的职位。

　　30题，in the business of，也是一种固定的说法，在什么的过程中。很多场合都可以使用。可以多看几个例句：

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

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

　　There is a commonly held view that the only way to get (0) decent pay increase is to move on: to go out into the job market and find someone (31) is prepared to pay you a figure more in line (32) the talents you can offer. Whilst changing employers from time (33) time is something we probably all need to do to advance our careers in the directions we want them to take, it is nevertheless an activity that carries quite definite risks. Irrespective of (34) well we research prospective employers, a new job is still largely a step into the unknown . It may turn (35) to be a good move or it could prove to be a complete disaster : most of us (36) had experience of both. The point here, though, is that changing employers is not something we want to be doing all the time and certainly not (37) time we feel the urge for better pay . We’d (38) taking more risks than we needed to just to achieve a pay rise. Getting a pay rise should always be viewed (39) a serious business. There are no quick fixes or gold methods with “ guaranteed “ results. Quick fixes only serve to trivialize the issues and could (40) some circumstances get you into very serous trouble indeed.

　　答案及解析

　　关于加薪的文章，教你怎么样实现加薪。这道题目不难，但是抛开题目，单说文章里谈的加薪的方法，各位还是要辩证的看。要想人生第一份工作就找到自己满意的，是挺难，可是以加薪为目的跳槽，也未必是什么明智的好办法。

　　31题，太明显的定语从句，前面是someone，那么当然填入表示人的关系代词who。

　　32题，in line with，和什么一致，固定搭配，在中级的选词版完型里常考到这个词组。这句的意思是，找个一个愿意给你提供和你才能更加一致的薪水的人。

　　33题，from time to time，时不时的。changing employers from time to time，时不时的换老板。

　　34题，Irrespective of，同regardless of一样，后面接让步状语从句，不管我们对可能的雇主研究的多么好，新的工作都是一个未知数。用how well。

　　35题，turn out to be，固定用法。

　　36题，换工作，要么是个好的举措，要么将成为灾难。而我们大多数人这两种经历都有。有这种经历，是过去完成时，用have+done。

　　37题，理解前后文意思。换老板不是件我们经常愿意做的事情，并且也不是一想要加薪就要换老板。用every time，表示每次要加薪就准备换老板。

　　38题，这题有点难度，考验人的语法功底。首先这个句子是虚拟语气，We’d是we would的缩写，而不是we had。是表示对将来的假设，我们要承担更多的风险。所以用would be。

　　39题，比较明显的，view as，将什么视作什么。

　　40题，和circumstance相关的词组，很容易想到under/on some circumstance，在某种情况下。