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1、ECTIONAREADINGCOMPREHENSION ［25MIN.］Inthissectiontherearefourpassagesfollowedbyquestionsorunfinishedstatements,eachwithfoursuggestedanswersmarkedA,B,CandD.Choosetheonethatyouthinkisthebestanswer.Markyouranswersonyouranswersheet.TEXTAItoftenhappensthatanumberofapplicantswithalmostidenticalqual
2、ificationsandexperienceallapplyforthesameposition.Intheireducationalbackground,specialskillsandworkexperience,thereislittle,ifanything,tochoosebetweenhalfadozencandidates.Howthendoestheemployermakeachoice?Usuallyonthebasisofaninterview.Therearemanyargumentsforandagainsttheinterviewasaselectionpr
3、ocedure.Themainargumentagainstitisthatitresultsinawhollysubjectivedecision.Asoftenasnot,emplyersdonotchoosethebestcandidate,theychoosethecandidatewhomakesagoodfirstimpressiononthem.Someemployers,ofcourse,replytothisargumentbysayingthattheyhavebecomesoexperiencedininterviewingstaffthattheyareablet
4、omakeasoundassessmentofeachcandidate’slikelyperformance. Themainargumentinfavouroftheinterview—anditis,perhaps,agoodargument—isthatanemployerisconcernednotonlywithacandidate’sability,butwiththesuitabilityofhisorherpersonalityfortheparticularworksituation.Manyemployers,forexample,willoverlookocca
5、sionalinefficienciesfromtheirsecretaryprovidedshehasapleasantpersonality.Itisperhastruetosay,therefore,thattherealpurposeofaninterviewisnottoassesstheassssableaspectsofeachcandidatebuttomakeaguessatthemoreintangiblethings,suchaspersonality,characterandsocialability.Unfortunately,bothfortheemploy
6、ersandapplicantsforjobs,therearemanypeopleofgreatabilitywhosimplydonotinterviewwell.Therearealso,ofcourse,peoplewhointerviewextremelywell,butarelaterfoundtobeveryunsatisfactoryemployees. Candidateswhointerviewwelltendtobequietlyconfident,butneverboastful;directandstraightforwardintheirquestionsa
7、ndanswers;cheerfulandfriendly,butneverover-familiar;andsincerelyenthusiasticandoptimistic.Candidateswhointerviewbadlytendtobeateitherendofthespectrumofhumanbehaviour.Theyareeitherveryshyorover-confident.Theyshoweithera
