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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.
Example :
A have B decide C do D make
0A B C D
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
参考答案： B C A D A B D D C A
【拓展阅读】剑桥商务英语BEC阅读答题技巧
PART ONE
建议做题顺序：
1. 阅读 instruction，清楚了解四个段落的共同主题。是 advertisement 还是 conference detail 或 job opening，这个信息对于后面的阅读至关重要。
2. 先看七道题干，划出关键词，加强对七个关键词的印象，以便在后文的阅读中随时发现包含关键词的段落。
例如：This job involves working for a well-known company.
其中well-known company就属题干关键信息。
3. 看阅读段落，边看边随时划出和前面七个关键词同意的信息。
4. 不确定的题目留到最后一起解决。
PART TWO
本题型是阅读部分最难的题型，难的'原因有两个：1)中国的传统考试(大学联考、四六级等)从未涉及。2)本题主要考察逻辑，在作文中中国学生的逻辑差是出了名的。
建议：
从前后句中确定核心信息：西方人思维严密，逻辑性很强。一个句子讲明一个主要信息，后句会联系前句的核心信息进行发展。缺失的句子的信息往往应当承上启下，和前句与后句有紧密结合，所以确定前后句核心信息的能力至关重要。
例如：Take Coca-Cola for example. (12) ______.
(12)一定是关于可口可乐的信息。
又比如：(9) ______ Times have changed. The big company oftoday is not being defeated by another big company but by the small companies.
后句说时代已经变了，那么(9)句中一定包含有过去情况怎样的信息。
本题对于阅读能力、写作能力、逻辑思维能力的提高有着重大的益处，建议考生多做这样的练习。
PART FOUR
这类题目是阅读中较简单的一种类型，主要由于这部分和四、六级的完形填空部分形式很类似，但是考察的方向和内容完全不同。
1. 考察篇章专业性强，一般都为商务主题类文章。四、六级文章政治、经济、文化多有涉及。
2. 只考察两类词汇的使用：动词和名词。而四、六级考察范围广，涉及形容词、副词、介词等，多考察语法。而BEC的完型填空主要考察的是：A.动词、名词搭配 B. 上下文意思 C. 近义词辨析。大多考察的是词汇的用法，注重实用。其中很多句型和搭配都可以在日常商务口语和写作中使用。
PART FIVE
本部分难度一般，主要考察搭配、介词使用等。一般来说，正确的句子在3-4个，其余的句子都多了一个单词。
1. 多余单词中，以介词(of, on, with)最多。
2. 其次是代词(their, this, his, us等)
3. 最后才是各种实词，如：qualified, concerning等，这部分词所占比例很小。
4. 建议考生多学习介词、代词搭配等。
学识谷
