An organization is only as good as the people it employs. Selecting the right person for the job involves more than identifying the essential or desirable range of skills, educational and professional qualifications necessary to perform the job and then recruiting (招募) the candidate who is most likely to possess these skills or at least is perceived to have the ability and inclination to acquire them. This is a purely person/skills match approach to selection.
Work invariably takes place in the presence and/or under the direction of others, in a particular organizational setting. The individual has to fit in with the work environment, with other employees, with the organizational climate, style of work, organization and culture of the organization. Different organizations have different cultures. Working as an engineer at British Aerospace will not necessarily be a similar experience to working in the same capacity at GEC or Plessey.
Poor selection decisions are expensive. For example, the costs of training a policeman are about £ 20,000. The costs of employing an unsuitable technician on an oil rig (石油钻塔) or in a nuclear plant could, in an emergency, result in millions of pounds of damage or loss of life. The disharmony of a poor person-environment fit is likely to result in low job satisfaction, lack of organizational commitment and employee stress, which affect organizational outcomes, i.e. productivity, high rates of staff change and absenteeism, and individual outcomes i.e. physical, psychological and mental well-being.
However despite the importance of the recruitment decision and the range of sophisticated and more objective selection technique available, including the use of psychometric tests, assessment centers etc., many organizations are still prepared to make this decision on the basis of a single 30 to 45 minute unstructured interview. Indeed, research has demonstrated that a selection decision is often made within the first four minutes of the interview. In the remaining time, the interviewer then attends exclusively to information that reinforces the initial “accept” or “reject” decision. Research into the validity of selection methods has consistently demonstrated that the unstructured interview, where the interviewer asks any questions he or she likes, is a poor predictor of future job performance and does little better than more controversial methods like graphology (笔迹学) and astrology (占星术).
1. The right person for an organization should not only possess necessary skills for the job but also ________.
2. Wrong selection decisions will lead to the following outcomes EXCEPT ________.
3. ________ are the best method to identify suitable employees.
4. In an unstructured interview, ________ will greatly determine the interviewer’s final decision.
5 This passage is mainly about ________.
问题1选项
A.have the ability and inclination to acquire these skills
B.own educational and professional qualifications
C.fit in with the organization’s environment
D.possess similar work experience
问题2选项
A.higher training costs per person
B.greater damage or casualties
C.high job satisfaction
D.poor physical, psychological and mental well-being
问题3选项
A.Psychometric tests and assessment centers
B.Graphology and astrology
C.Unstructured interviews
D.Structured interviews
问题4选项
A.the candidate’s job satisfaction and organizational commitment
B.the impression the candidate makes in the first few minutes
C.the questions the interviewer happens to ask the candidate
D.the candidate’s capability to cope with an emergency
问题5选项
A.importance of employee selection
B.future trends in employee selection
C.best methods of employee selection
D.popular myths in employee selection
第1题:A
第2题:C
第3题:A
第4题:B
第5题:A
第1题:
【选项释义】
The right person for an organization should not only possess necessary skills for the job but also________. 一个组织的合适人选不仅要具备工作所需的技能，还要具备________。
A. have the ability and inclination to acquire these skills A. 有能力和意愿去获得这些技能
B. own educational and professional qualifications B. 具有教育和专业资格
C. fit in with the organization’s environment C. 适应公司的环境
D. possess similar work experience D. 具有类似工作经验
【答案】A
【考查点】事实细节题
【解题思路】根据第一段第二句“为工作选择合适的人不仅仅是确定完成工作所需的基本或理想的技能、教育和专业资格，然后进行招聘最有可能拥有这些技能或至少被认为有能力和倾向获得这些技能的候选人（the candidate who is most likely to possess these skills or at least is perceived to have the ability and inclination to acquire them.）。”可知原文提到最后招聘的候选人是1. 最有可能拥有这些技能；2. 有能力和有意愿获得这些技能的候选人。题干中已经提到第一类人“具备工作所需的技能”，因此A选项正确。
【干扰项排除】
B选项“具有教育和专业资格”根据以上定位句可知，该选项与工作所需技能是并列关系，并不是进一步递进，且完成工作所需的基本或理想的技能、教育和专业资格应该是包含在第一类人“最有可能拥有这些技能”之中，该选项曲解原文；
C选项“适应公司的环境”可定位到第二段第二句“个人必须适应工作环境、其他员工、组织氛围、工作风格、组织和组织文化。”，这里是讲到入职后员工要接受的事，并不是招聘过程的考虑项，该选项与题干无关，属于出处错误；
D选项“具有类似工作经验”未在原文提及，属于无中生有。
第2题:
【选项释义】
Wrong selection decisions will lead to the following outcomes EXCEPT________. 错误的选择将导致以下结果，除了________。
A. higher training costs per person A. 人均培训成本更高
B. greater damage or casualties B. 更大的损失或伤亡
C. high job satisfaction C. 高工作满意度
D. poor physical, psychological and mental well-being D. 身体、心理和精神健康状况不佳
【答案】C
【考查点】事实细节题
【解题思路】根据题干可定位到第三段第四句“个人与环境的不协调很可能导致工作满意度低……”由此可知，C选项与原文内容相反，符合题意。
【干扰项排除】
A选项“人均培训成本更高”可定位到第三段前两句“糟糕的选择决策代价高昂。例如，培训一名警察的成本约为2万英镑。”，由此可知，该选项符合原文，属于反向干扰；
B选项“更大的损失或伤亡”可定位到第三段第三句“雇佣一个不合适的技术人员的成本在一个石油钻塔或在一个核电站，在紧急情况下，导致数百万英镑的损失或伤亡。”，由此可知，该选项符合原文，属于反向干扰；
D选项“身体、心理和精神健康状况不佳”可定位到第三段第四句“穷人-环境不和谐很可能导致工作满意度低，组织承诺的缺乏和员工压力，这影响组织结果，即生产力，高员工变动率和旷工率，以及个人结果，即身体、心理和精神健康。”由此可知，该选项符合原文，属于反向干扰。
第3题:
【选项释义】
________ are the best method to identify suitable employees. ________是确定合适员工的最佳方法。
A. Psychometric tests and assessment centers A. 心理测试和评估中心
B. Graphology and astrology B. 笔迹学和占星术
C. Unstructured interviews C. 非结构化面试
D. Structured interviews D. 结构化面试
【答案】A
【考查点】事实细节题
【解题思路】根据最后一段第一句“然而，尽管招聘决定很重要，而且现有的复杂和更客观的选择技术，包括使用心理测量测试、评估中心等，许多组织仍然准备在一次30至45分钟的非结构化面试的基础上做出这一决定。”，由此可知，原文认为像心理测量测试、评估中心等这样的方式是更复杂更客观，更推荐使用来确定合适员工的办法，因此选项A符合原文。
【干扰项排除】
B选项“笔迹学和占星术”可定位到最后一段最后一句“甄选方法有效性的研究一直表明，非结构化面试，即面试官提出他或她喜欢的任何问题，对未来工作表现的预测能力很差，与笔迹学和占星术等更具争议性的方法相比，没有什么更好的表现。”，由此可知，笔迹学和占星术是更具有争议的方法，该选项反向干扰；
C选项“非结构化面试”可以定位到原文最后一段最后一句“甄选方法有效性的研究一直表明，非结构化面试，即面试官提出他或她喜欢的任何问题，对未来工作表现的预测能力很差，与笔迹学和占星术等更具争议性的方法相比，没有什么更好的表现。”再结合解题思路可知原文指出非结构化面试和笔迹学、占星术等更具争议性的方法相比，没有什么更好的表现，即非结构化面试并不是确定合适员工的最佳方法，反向干扰；
D选项“结构化面试”未在原文提及，属于无中生有。
第4题:
【选项释义】
In an unstructured interview, ________ will greatly determine the interviewer’s final decision. 在非结构化面试中，________将在很大程度上决定面试官的最终决定。
A. the candidate’s job satisfaction and organizational commitment A. 应聘者的工作满意度和组织承诺
B. the impression the candidate makes in the first few minutes B. 候选人在最初几分钟内给人留下的印象
C. the questions the interviewer happens to ask the candidate C. 面试官碰巧问求职者的问题
D. the candidate’s capability to cope with an emergency D. 候选人应对紧急情况的能力
【答案】B
【考查点】事实细节题
【解题思路】根据最后一段第二句“事实上，研究表明，通常在面试的前四分钟内就会做出决定（within the first four minutes of the interview）。”，由此可知，选项B符合原文。
【干扰项排除】A、C、D选项均未在原文提及，属于无中生有。
第5题:
【选项释义】
This passage is mainly about________. 这篇文章主要是关于________。
A. importance of employee selection A. 员工选择的重要性
B. future trends in employee selection B. 员工选择的未来趋势
C. best methods of employee selection C. 员工选择的最佳方法
D. popular myths in employee selection D. 在员工选拔中普遍存在的误区
【答案】A
【考查点】主旨大意题
【解题思路】本文第一段第一句就讲到“一个组织的好坏取决于它所雇佣的人。”，这就说明了选拔的重要性。第三段介绍了错误的选拔会造成公司人均培训成本更高、更大的损失以及伤亡和身体、心理和精神健康状况不佳等等严重后果，再次强调了选择员工的重要性。最后一段介绍了选拔人才的方法，都是为人才选拔的重要性这一主题服务的。所以选项A正确。
【干扰项排除】B选项“员工选择的未来趋势”，原文并没有讲到未来趋势，该选项无中生有；
C选项“员工选择的最佳方法”，这只是最后一段的内容，也是为选拔的重要性这一主题服务的，该选项过于片面，属于以偏概全；
D选项“在员工选拔中普遍存在的误区”，误区只是最后一段提及的内容，但不是本篇的重点，该选项过于片面，属于以偏概全。
