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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
參考答案： B C A D A B D D C A
【拓展閱讀】劍橋商務英語BEC閱讀答題技巧
PART ONE
建議做題順序：
1. 閱讀 instruction，清楚瞭解四個段落的共同主題。是 advertisement 還是 conference detail 或 job opening，這個信息對於後面的閱讀至關重要。
2. 先看七道題幹，劃出關鍵詞，加強對七個關鍵詞的印象，以便在後文的閱讀中隨時發現包含關鍵詞的段落。
例如：This job involves working for a well-known company.
其中well-known company就屬題幹關鍵信息。
3. 看閱讀段落，邊看邊隨時劃出和前面七個關鍵詞同意的信息。
4. 不確定的題目留到最後一起解決。
PART TWO
本題型是閱讀部分最難的題型，難的'原因有兩個：1)中國的傳統考試(大學聯考、四六級等)從未涉及。2)本題主要考察邏輯，在作文中中國學生的邏輯差是出了名的。
建議：
從前後句中確定核心信息：西方人思維嚴密，邏輯性很強。一個句子講明一個主要信息，後句會聯繫前句的核心信息進行發展。缺失的句子的信息往往應當承上啓下，和前句與後句有緊密結合，所以確定前後句核心信息的能力至關重要。
例如：Take Coca-Cola for example. (12) ______.
(12)一定是關於可口可樂的信息。
又比如：(9) ______ Times have changed. The big company oftoday is not being defeated by another big company but by the small companies.
後句說時代已經變了，那麼(9)句中一定包含有過去情況怎樣的信息。
本題對於閱讀能力、寫作能力、邏輯思維能力的提高有着重大的益處，建議考生多做這樣的練習。
PART FOUR
這類題目是閱讀中較簡單的一種類型，主要由於這部分和四、六級的完形填空部分形式很類似，但是考察的方向和內容完全不同。
1. 考察篇章專業性強，一般都爲商務主題類文章。四、六級文章政治、經濟、文化多有涉及。
2. 只考察兩類詞彙的使用：動詞和名詞。而四、六級考察範圍廣，涉及形容詞、副詞、介詞等，多考察語法。而BEC的完型填空主要考察的是：A.動詞、名詞搭配 B. 上下文意思 C. 近義詞辨析。大多考察的是詞彙的用法，注重實用。其中很多句型和搭配都可以在日常商務口語和寫作中使用。
PART FIVE
本部分難度一般，主要考察搭配、介詞使用等。一般來說，正確的句子在3-4個，其餘的句子都多了一個單詞。
1. 多餘單詞中，以介詞(of, on, with)最多。
2. 其次是代詞(their, this, his, us等)
3. 最後纔是各種實詞，如：qualified, concerning等，這部分詞所佔比例很小。
4. 建議考生多學習介詞、代詞搭配等。
