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Investing thousands of pounds in the recruitment and training of each new
graduate recruit may be just the beginning. Choosing the wrong candidate may
leave an organisation paying for years to come.
Few companies will have escaped all of the following failures: people who
panic at the first sight of stress; those with long impressive qualifications
who seem incapable of learning; hypochondriacs whose absentee record becomes
astonishing; and the unstable person later discovered to be a thief or
worse.
Less dramatic, but just as much a problem, is the person who simply does not
come up to expectations, who does not quite deliver; who never becomes a
high-flier or even a steady performer; the employee with a fine future behind
them.
The first point to bear in mind at the recruitment stage is that people don’t
change. Intelligence levels decline modestly, but change little over their
working life. The same is true of abilities, such as learning languages and
handling numbers.
Most people like to think that personality can change, particularly the more
negative features such as anxiety, low esteem, impulsiveness or a lack of
emotional warmth. But data collected over 50 years gives a clear message: still
stable after all these years. Extroverts become slightly less extroverted; the
acutely shy appear a little less so, but the fundamentals remain much the same.
Personal crises can affect the way we cope with things: we might take up or drop
drink, drugs, religion or relaxation techniques, which can be have pretty
dramatic effects. Skills can be improved, and new ones introduced, but at rather
different rates. People can be groomed for a job. Just as politicians are
carefully repackaged through dress, hairstyle and speech specialists, so people
can be sent on training courses, diplomas or experimental weekends. But there is
a cost to all this which may be more than the price of the course. Better to
select for what you actually see rather than attempt to change it.
( )1. The purpose of this passage is to give managers the advice that .
A. Employers should select candidates for their potential.
B. Employers should select candidates for what they are rather than for their
potential.
C. Employers should select the newly graduated and send them on training
courses, diplomas or experimental weekends.
D. Employers should select experienced candidates to avoid spending thousands
of pounds in training.
( )2. According to the passage, which of the following statements is true?
.
A. Absolutely, People don’t change during their working lives.
B. Generally, people change to a large extent during their working lives.
C. Fundamentally, people stay the same during their working lives.
D. Normally, people don’t change at all during their working lives.
( )3. What does a fine future behind them (line 3 of paragraph 3) means?
.
A. Some people will certainly have a promising future though they are not
very competent in their present work.
B. Some people don’t have any potential for their work though they are
employed.
C. Some people can have a bright future though they can’t do their work
well.
D. Some people have potential when they are employed, but never realize that
potential.
( )4. According to the passage, people’s basic abilities like language
learning and numeracy .
A. change little over their working life.
B. never change over their working life.
C. change fundamentally over their working life.
D. change profoundly over their working life.
( )5. The word deliver (line 2 of paragraph 3) means .
A. to take goods to the places or people they are addressed to
B. to give a speech
C. to do what you promised to do
D. to help a woman to give birth to a baby.
Dear Sir/Madam,
I am pleased to write a letter of recommendation on behalf of Sand River and
its CEO, Mrs. Jane King. I am very familiar with the company. My next book deals
with it in detail, which is to be published in autumn of 2018. I am also
familiar with European consumer. As a Dutch citizen, I have lived in Europe for
46 years and studied European consumer behavior for decades.I believe that Sand
River offers something unique to the European market. It has established
long-term supply relations with herdsman ( 牧民) families and owns advanced German
machinery. Thus it combines natural resources with modern manufacturing
techniques. But equally important, Sand River works with modern fashion
designers to create truly contemporary and appealing designs. The result is a
newly-established cashmere ( 羊绒) brand that appeals to a target group of
high-income women. I met Mrs. King the first time in 2013. Since then, we have
met several times and talked about Sand River's philosophy, strategy, and appeal
to both Chinese and international consumers. I was struck by her deep knowledge
about knitting (针织) technology, her enthusiasm for the brand, and her deep
understanding of the cashmere shopper. I regard her as a "woman of her word." To
summarize, I believe Sand River products deserve a place in luxurious European
department stores and Mrs. King is a reliable partner. If you have any
questions, please do not hesitate to contact me. Sincerely, Joan Smith
36、 Joan Smith wrote the recommendation letter on behalf of ______.
A. a Dutch citizen
B. herdsman families
C. the European consumer
D. Sand River and its CEO
37、 From the letter we can learn that Sand River ______.
A. has long-term links with herdsmen
B. employs many herdsman workers
C. manufactures advanced machines
D. sells hand-made products
38、 The target consumers of the newly-established cashmere brand are
______.
A. college students
B. blue-color workers
C. high-income women
D. average herdsman families
39、 By saying "a woman of her word" (Para. 3), the writer means that Mrs.King
______.
A. always keeps her promise
B. is a good public speaker
C. knows customers well
D. is well educated
40、 As far as the European market is concerned,the writer thinks that Sand
River products ______.
A. are fit for supermarkets in big cities
B. are likely to enjoy a big market share
C. will appeal to different kinds of customers
D. deserve a place in luxurious department stores
