It often happens that a number of applicants with almost the same qualifications and experience all apply for the same position. In their educational background, special skills and work experience, there is little, if anything, to choose between half a dozen candidates. How then does the employer make a choice? Usually on the basis of an interview.

There are many arguments for and against the interview as a way of selection. The main argument against it is that it results in a wholly subjective decision. As often as not, employers do not choose the best candidate. They choose the candidate who makes a good first impression on them. Some employers, of course, reply to this argument by saying that they have become so experienced in interviewing staff that they are able to make a good assessment of each candidate’s likely performance. The main argument in favor of the interview is that an employer is concerned not only with a candidate’s ability, but with his or her suitable personality for the particular work situation. Many employers, for example, will overlook occasional mistakes from their secretary if she has a pleasant personality.

It is perhaps true to say, therefore, that the real purpose of an interview is not to assess the assessable aspects of each candidate but to make a guess at the things that are hard to measure, such as personality, character and social ability. Unfortunately, both for the employers and applicants for jobs, there are many people of great ability who simply do not interview well. There are also, of course, people who interview extremely well, but are later found to be very unsatisfactory employees. Candidates who interview well tend to be quietly confident, but never boastful(自夸的), direct and straightforward in their questions and answers; cheerful and friendly, but never over-familiar; and sincerely enthusiastic and optimistic. Candidates who interview badly tend to be either very shy or over-confident. They either talk too little or never stop talking. They are either over polite or a bit rude.

小题1:People argue over the interview mainly because they have .

A.different purposes in the interview

B.different experiences in interviews

C.different standards of selection

D.different ways of selection

小题2:The underlined word “subjective” means “based on one’s rather than facts” .A.personalityB.characterC.opinionD.ability

小题3:The purpose of the last paragraph is to indicate

A.a link between success in interview and personality

B.connections between work abilities and personality

C.differences in interview experience

D.differences in personal behavior

小题4:What is the author’s attitude towards the interview?

A.He thinks it is a good way of selection

B.He doesn’t quite agree with it

C.He is neither for nor against it

D.It is not clear

小题1:C

小题2:C

小题3:A

小题4:B

试题分析：本文叙述了面试的的争论，有些招聘者在面试时不挑选最好的应试者，而是挑选给他印象好的人，另一些招聘者认为无法衡量一个人的能力，而去招聘有个性的人。但是有许多面试不好的人却很有能力，而面试很好的人也有可能不是最好的员工。

小题1:推理判断题。根据The main argument against it is that it results in a wholly subjective decision. but to make a guess at the things that are hard to measure, such as personality, character and social ability.人们对于面试的争论在于他们对于应聘者的选择标准上，故选C。

小题2:词义猜测题。根据As often as not, employers do not choose the best candidate. They choose the candidate who makes a good first impression on them.不选择最好的候选人而是对于应聘者采取第一印象的主管看法，故选C。

小题3:推理判断题。根据叙述了成功的面试与个性之间的关系，故选A。

小题4:推理判断题。纵观全文可知作者不很同意面试的做法，故选B。

点评：推理判断题属于主观题，是层次较高的题目。它包括判断和推理题。这两类题常常相互依存，推理是为了做出正确的判断，正确的判断又依赖于合乎逻辑的推理。该题要求在理解表面文字的基础上做出判断和推论，从而得到文章的隐含意思和深层意思，也就是通过文章中的文字信息，上下逻辑关系及事物的发展变化等已知信息，推断出作者没有直接表达的态度和观点。