首页
登录
职称英语
It often happens that a number of applicants with almost identical qualifica
It often happens that a number of applicants with almost identical qualifica
游客
2024-08-30
23
管理
问题
It often happens that a number of applicants with almost identical qualifications and experience all apply for the same position. In their educational background, special skills and work experience, there is little, if anything, to choose between half a dozen candidates. How then does the employer make a choice? Usually on the basis of an interview.
There are many arguments for and against the interview as a selection procedure. The main argument against it is that it results in a wholly subjective decision. As often as not, employers do not choose the best candidate, they choose the candidate who makes a good first impression on them. Some employers, of course, reply to this argument by saying that they have become so experienced in interviewing staff that they are able to make a sound assessment of each candidate’s likely performance.
The main argument in favour of the interview—and it is, perhaps, a good argument—is that an employer is concerned not only with a candidate’s ability, but with the suitability of his or her personality for the particular work situation. Many employers, for example, will overlook occasional inefficiencies from their secretary provided she has a pleasant personality.
It is perhaps true to say, therefore, that the real purpose of an interview is not to assess the assessable aspects of each candidate but to make a guess at the more intangible things, such as personality, character and social ability. Unfortunately, both for the employers and applicants for jobs, there are many people of great ability who simply do not interview well. There are also, of course, people who interview extremely well, but are later found to be very unsatisfactory employees.
Candidates who interview well tend to be quietly confident, but never boastful; direct and straightforward in their questions and answers; cheerful and friendly, but never over-familiar; and sincerely enthusiastic and optimistic. Candidates who interview badly tend to be at either end of the spectrum of human behaviour. They are either very shy or over-confident. They show either a lack of enthusiasm or an excess of it. They either talk too little or never stop talking. They are either over-polite or rudely abrupt. [br] The purpose of the last paragraph is to indicate _______.
选项
A、a link between success in interview and personality
B、connections between work abilities and personality
C、differences in interview experience
D、differences in personal behaviour
答案
A
解析
文章的最后一段里提到,面试成功的人应该是自信而不夸张,坦率、友好而不显得狎昵,并真正地具有热情和乐观精神;而面试失败的人,通常不是夸夸其谈就是过于腼腆;不是缺乏热情就是过度热情等等。全是有关人的性格的描述,由此可见,作者探讨的是面试结果和性格之间的关系,故A正确。
转载请注明原文地址:https://tihaiku.com/zcyy/3735943.html
相关试题推荐
LadyGaga’snewalbum_______tonumberoneintheUKOfficialChart.A、hoistedB、
Aphenomenonemergesthatanincreasingnumberofon-the-jobpeople,especial
Televisionsenableustoseethingsoccuralmostthemoment_______.A、whentheya
Weseealotofadvertisementsalmosteverydayandeverywhere.Someadvertis
Weseealotofadvertisementsalmosteverydayandeverywhere.Someadvertis
LadyGaga’snewalbum_______tonumberoneintheUKOfficialChart.A、hoistedB、
Frankalmostneverreceivedanyeducation,_____?A、wouldheB、didheC、didn’the
—Doyoulikeorangejuice?—Yes.Somuch______thatIdrinkitalmosteveryday
Upuntilthattime,hisinteresthadfocusedalmost______onfullymasteringthe
Almostallmetalsaregoodconductors,silver______thebestofall.A、isB、being
随机试题
【B1】[br]【B20】A、copingB、involvingC、dealingD、handlingDhandle意为“应付,对付”。
(1)Mostpeopledreamenthusiasticallyatnight,theirdreamsseeminglyoccup
Wherearethespeakers?[br][originaltext]W:Expressserviceisprobablythef
以下关于软件需求分析、设计、测试与维护的叙述中,不正确的是()。A.软件需
牙隐裂的临床表现之一是A.裂不越过边嵴 B.裂与窝沟重叠 C.隐裂明显可见
两阶段招标主要适用于()的咨询服务招标。A:咨询服务要求时间紧 B:能够提供
符合硅结节的描述是A.早期是纤维结节 B.属肉芽肿病变 C.不发生坏死 D
下列关于肝素类药物的抗凝血作用描述正确的是A.仅在体内有效 B.仅在体外有效
目前用于临床制作种植体的材料均为A.金 B.银 C.钛 D.不锈钢 E.
一台正在运行的蒸汽锅炉,运行人员发现锅炉水位表内出现泡沫。汽水界限难以区分,过热
最新回复
(
0
)