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.

　　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

　　《The scientific approach to recruitment》，招人的科学方法。这篇完型比较简单。完型填空也有两种题型，两种解题思路。一种是从意思上理解然后做出选择，一种是根据单词的用法。前者比较容易，后者很考验语言功底。

　　21题，理解上下文的意思。前面说招人时的决定一般是在五分钟以内做出的。但是雇主们试图使自己详细相信他们在挑选过程中是经过了深思熟虑的。Convince oneself，使确信。其他的词没有这个用法。

　　22题，员工的质量对公司的成功是至关重要的。选quality。

　　23题，招人者试图利用一切方法来抓住这个领域最好的(人才)，secure the best，抓住最好的。realise是实现，attain是获得，后面不能接人，achieve是实现一个目标。

　　24题，rise in popularity，固定搭配，popularity是知名度的意思，这个词组应该可以翻译成声名鹊起。

　　25题，provides with,提供。给组织提供另外一种方法。offer的用法是offer sb sth，contribute在这里意思不对。

　　26题，是公司能够增加价值，enable

　　27题，这题的意思很明显，测试(testing)作为招聘过程的一个组成部分，要区分选项的几个单词，尤其是portion和component，看英英解释。

　　Component：one of several parts that together make up a whole machine, system etc

　　Portion：a part of something larger, especially a part that is different from the other parts

　　这里强调testing是一个组成部分，没有说明特殊的地方，选component。

　　28题，对每个人未来的可能表现没有一个真正的衡量。选measure。

　　29题，fill a position，填补空位，fill在这里的意思是to perform a particular job, activity, or purpose in an organization, or to find someone or something to do this。不能选occupy，因为occupy更强调人的一种主动，而这里只是客观说某个需要填补的职位。

　　30题，in the business of，也是一种固定的说法，在什么的过程中。很多场合都可以使用。可以多看几个例句：

　　We’re in the business of stimulating the economy(By Obama)

　　Energetics is a specialist management consultancy in the business of climate change