The Scientific Approach to Recruitment
　　When it (20) 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》，招人的科學(xué)方法。這篇完型比較簡(jiǎn)單。完型填空也有兩種題型，兩種解題思路。一種是從意思上理解然后做出選擇，一種是根據(jù)單詞的用法。前者比較容易，后者很考驗(yàn)語(yǔ)言功底。
　　21題，理解上下文的意思。前面說(shuō)招人時(shí)的決定一般是在五分鐘以內(nèi)做出的。但是雇主們?cè)噲D使自己詳細(xì)相信他們?cè)谔暨x過(guò)程中是經(jīng)過(guò)了深思熟慮的。Convince oneself，使確信。其他的詞沒(méi)有這個(gè)用法。
　　22題，員工的質(zhì)量對(duì)公司的成功是至關(guān)重要的。選quality。
　　23題，招人者試圖利用一切方法來(lái)抓住這個(gè)領(lǐng)域好的(人才)，secure the best，抓住好的。realise是實(shí)現(xiàn)，attain是獲得，后面不能接人，achieve是實(shí)現(xiàn)一個(gè)目標(biāo)。
　　24題，rise in popularity，固定搭配，popularity是知名度的意思，這個(gè)詞組應(yīng)該可以翻譯成聲名鵲起。
　　25題，provides with,提供。給組織提供另外一種方法。offer的用法是offer sb sth，contribute在這里意思不對(duì)。
　　26題，是公司能夠增加價(jià)值，enable
　　27題，這題的意思很明顯，測(cè)試(testing)作為招聘過(guò)程的一個(gè)組成部分，要區(qū)分選項(xiàng)的幾個(gè)單詞，尤其是portion和component，看英英解釋。
　　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
　　這里強(qiáng)調(diào)testing是一個(gè)組成部分，沒(méi)有說(shuō)明特殊的地方，選component。
　　28題，對(duì)每個(gè)人未來(lái)的可能表現(xiàn)沒(méi)有一個(gè)真正的衡量。選measure。
　　29題，fill a position，填補(bǔ)空位，fill在這里的意思是to perform a particular job, activity, or purpose in an organization, or to find someone or something to do this。不能選occupy，因?yàn)閛ccupy更強(qiáng)調(diào)人的一種主動(dòng)，而這里只是客觀說(shuō)某個(gè)需要填補(bǔ)的職位。
　　30題，in the business of，也是一種固定的說(shuō)法，在什么的過(guò)程中。很多場(chǎng)合都可以使用�？梢远嗫磶讉�(gè)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