When it (0) to selecting candidates through interview, moreoften than not the decision is made within the first five minutesof a meeting.Yet employers like to (21) themselves that they arebeing exceptionally thorough in their selection processes. Intoday’s competitive market place, the (22) of staff in manyorganizations is fundamental to the company’s success and, asa 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) anorganization with an extra way of establishing a candidate’s suitability for a role. It (26) companiesto add value by identifying key elements of a position and then testing candidates to ascertain theirability against those identified elements.
　　The employment of psychometric or ability testing as one (27) of the recruitment processmay have some merit, but in reality there is no real (28), scientific or otherwise, of the potentialfuture performance of any individual. The answer to this problem is experience in interviewtechniques and strong definition of the elements of each position to be (29) as the wholerecruitment process is based on few real certainties, the instinctive decisions that many employersmake, based on a CT and the first five minutes of a meeting, are probably no less valid than anyother 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