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：
21-30 B C A D A B D D C A
