Question

 

A.      Reasons that employers use tests B.      Procedures involved in recruitment’ C.      Hints to follow while taking tests D.     Disadvantages of interviews for recruitment E.      Importance of interview F.      Adoption of psychological tests to hire employees

 

80．

Nowadays more and more foreign enterprises and companies are no longer relying on interviews for recruitment.  Years of studying interviewing has made clear that it is not a very objective process.  Personnel officers often hire the person they like best or even the one they think most physically attractive.  Looking good is no guarantee of doing the job well.

81．

To get a more objective view, many companies are also using psychological tests, to hire both for relatively routine job and for positions at senior levels of management.  It is impossible to say how many employers use tests, but estimates of test sales in the U.K. for 2001 were over one million.

82．

Recruitment can involve steps in two ways.  Step 1 is always the same: job application.  The company decides whether you might be suitable based on your qualifications and your previous job experience.  Step 2 can be screening.  A specific test is given at this stage to rule out those who might not be worth interviewing.  Some large employers use tests ---especially IQ based tests precisely to eliminate the unsuitable.  Only those who pass Step 2 go to the interview.  Step 2 can also be testing and interview combined. If the company thinks you might be suitable after looking at your application, they ask you to come to be tested and to be interviewed. It is seen very much as part of the same step.

83．

Tests claim to be scientific and objective.  A large body of research has shown that interviews by themselves are not very reliable as a method of selection.  People’s judgments are often very subjective: whether they like the look of someone counts for more than almost anything else.  But reliable and valid tests can offer rapid and more objective information about would-be employees.  If a candidate talks well in an interview but his test results suggest that he is a careless person who cannot concentrate, and employer is likely to think twice about hiring him.

84．

Taking a serious test for a job is rather different form taking a game-like test.  You can spend just a little time answering questions of that kind of test, and you can deny the answers and say they are not accurate.  But you can not go to a serious test without enough preparation since you can not afford to be denied and eliminated again and again.  What can you do to do justice to yourself in tests?  Here are three tips: Understand, Analyze, Practice.

Answer 1

 DFBAC