高級商務英語真題和答案
下面是本站小編整理的高級商務英語真題和答案，以供大家學習參考。
The Negotiating Table
You can negotiate virtually anything. Projects, resources, expectations and deadlines are alloutcomes of negotiation. Some people negotiate deals for a living. Dr Herb Cohen is one of theseprofessional talkers, called in by companies to negotiate on their??behalf . He approaches the art ofnegotiation as a game because, as he is usually negotiating for somebody else, he says this helpshim drain the emotional content from his conversation. He is working in a competitive field andneeds to avoid being too adversarial. Whether he succeeds or not, it is important to him to make agood impression so that people will recommend him.
The starting point for any deal, he believes, is to identify exactly what you want from eachother. More often than not, one party will be trying to persuade the other round to their point ofview. Negotiation requires two people at the end saying ‘yes”. This can be a problem because one ofthem usually begins by saying “no”. However, although this can make talks more difficult, this isoften just a starting point in the negotiation game. Top management may well reject the ideainitially because it is the safer option but they would not be there if they were not interested.
It is a misconception that skilled negotiators are smooth operators in smart suits. Dr Cohensays that one of his strategies is to dress down so that the other side can relate to you. Pitch yourlook to suit your customer. You do not need to make them feel better than you but, For example,dressing in a style that is not overtly expensive or successful will make you more le will generally feel more comfortable with somebody who appears to be like them rather thansuperior to them. They may not like you but they will feel they can trust you.
Dr Cohen suggests that the best way to sell your proposal is by getting into the world of theother side. Ask questions rather than give answers and take an interest in what the other person issaying, even if you think what they are saying is silly. You do not need to become their best friendsbut being too clever will alienate them. A lot of deals are made on impressions. Do not rush whatyou are saying---put a few hesitations in , do not try to blind them with your verbal , you should repeat back to them what they have said to show you take them seriously.
Inevitably some deals will not succeed. Generally the longer the negotiations go on, the betterchance they have because people do not want to think their investment and energies have gone towaste. However , joint venture can mean joint risk and sometimes , if this becomes too great ,neither party may be prepared to see the deal through . More common is a corporate culture clashbetween companies, which can put paid to any deal. Even having agreed a deal, things may not betied up quickly because when the lawyers get involved, everything gets slowed down as they argueabout small details.
De Cohen thinks that children are the masters of negotiation. Their goals are totally understand the decision-making process within families perfectly. If Mum refuses theirrequest , they will troop along to Dad and pressure him. If al else fails, they will try thegrandparents, using some emotional blackmail. They can also be very single-minded and have aninexhaustible supply of energy for the cause they are pursuing. So there are lesson to be learnedfrom watching and listening to children.
15 Dr Cohen treats negotiation as a game in order to
A put people at ease
B remain detached
C be competitive
D impress rivals
16 Many people say “no” to a suggestion in the beginning to
A convince the other party of their point of view
B show they are not really interested
C indicate they wish to take the easy option
D protect their company’s situation
17 Dr Cohen says that when you are trying to negotiate you should
A adapt your style to the people you are talking to
B make the other side feel superior to you
C dress in a way to make you feel comfortable.
D try to make the other side like you
18 According to Dr Cohen, understanding the other person will help you to
A gain their friendship
B speed up the negotiations
C plan your next move.
Dconvince them of your point of view
19 Deals sometimes fail because
A negotiations have gone on too long
B the companies operate in different ways
C one party risks more than the other.
D the lawyers work too slowly
20 Dr Cohen mentions children’s negotiation techniques to show that you should
A be prepared to try every route
B try not to make people feel guilty
C be careful not to exhaust yourself
D control the decision-making process.
關於negotiating techniques的文章。 傳統的閱讀題型，相對比較容易。
15題，答案很明顯：he says this helps him drain the emotional content from his conversation。幫助他抽離他的談話中的感情成分。要想選對，只需要知道選項B中detached的含義：not reacting to orbecoming involved in something in an emotional way
16題，這題貌似只能採取排除法。因爲幾個選項和原文的對應都不是太明顯。問爲什麼很多人在一開始要對一個建議說“不”。答案是第二段的最後一句：Top management may well reject the idea initially becauseit is the safer option but they would not be there if they were not interested.。最高管理層在一開始可能會拒絕這個建議，因爲這樣是一個更安全的選擇。但是如果他們真的不感興趣的話，他們就不會在那裏(談判)了。A在這段文字中沒有提到，B不對，他們肯定是感興趣的，C也不對沒有提到，原文說的是safer option。選D，之所以會拒絕，因爲從維護公司利益的角度，這樣是一個safer option。
17題，答案也很明顯：Dr Cohen says that one of his strategies is to dress down so that the otherside can relate to you.這裏的兩個詞組可以解釋下：
dress down: to wear clothes that are more informal than the ones you would usually wearrelate to :to feel that you understand someone's problem, situation etc
所以這個句子意思是穿的不那麼正式，這樣可以讓另一方接近你。也就是A說的是你的風格適應你的談判對象。C不對，不是make you feel comfortable，而是make others feel comfortable。D也不對，可能會誤選，不是讓別人喜歡你，like太誇張了，只是容易接近。
18題，答案在第四段的第一句話：Dr Cohen suggests that the best way to sell your proposal is bygetting into the world of the other side.。走進另一方的世界，就是原文說的understanding the otherperson，目的是爲了sell your proposal，也就是讓對方接受你的建議，選D。
19題，談判失敗的原因，答案是第五段的這麼一句：More common is a corporate culture clashbetween companies, which can put paid to any deal。公司文化衝突導致的。文化衝突，就是兩個公司在運作、理念等等上的不一致，選C：兩個公司以不同的方式運作。
20題，爲什麼要借鑑小孩子的辦法，原文最後一段提到小孩子的辦法就是，爸爸不行找媽媽，媽媽不行就在感情上敲詐爺爺奶奶。此路不通就換另一條，就是A說的嘗試每一條路線。B沒有提到，C不對，原文說小孩子有inexhaustible supply of energy。D也沒有提到。
The Scientific Approach to Recruitment
When it (0) to selecting candidates through interview, more often than not the decision ismade within the first five minutes of a meeting.??Yet employers like to (21) themselves that theyare being exceptionally thorough in their selection processes. In today’s competitive marketplace, the (22) of staff in many organizations is fundamental to the company’s success and, as aresult , 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) anorganization with an extra way of establishing a candidate’s suitability for a role. It (26) companiesto add value by identifying key elements of a position and then testing candidates to ascertain theirability against those identified elements.
The employment of psychometric or ability testing as one (27) of the recruitment process mayhave some merit, but in reality there is no real (28), scientific or otherwise, of the potential futureperformance of any individual. The answer to this problem is experience in interview techniquesand strong definition of the elements of each position to be (29) as the whole recruitment processis based on few real certainties, the instinctive decisions that many employers make, based on aCT and the first five minutes of a meeting, are probably no less valid than any other tool employedin 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》，招人的科學方法。這篇完型比較簡單。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後做出選擇，一種是根據單詞的用法。前者比較容易，後者很考驗語言功底。
21題，理解上下文的意思。前面說招人時的決定一般是在五分鐘以內做出的。但是僱主們試圖使自己詳細相信他們在挑選過程中是經過了深思熟慮的。Convince oneself，使確信。其他的詞沒有這個用法。
22題，員工的質量對公司的成功是至關重要的。選quality。
23題，招人者試圖利用一切方法來抓住這個領域最好的(人才)，secure the best，抓住最好的。realise是實現，attain是獲得，後面不能接人，achieve是實現一個目標。
24題，rise in popularity，固定搭配，popularity是知名度的意思，這個詞組應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在這裏意思不對。
26題，是公司能夠增加價值，enable
27題，這題的意思很明顯，測試(testing)作爲招聘過程的一個組成部分，要區分選項的幾個單詞，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
這裏強調testing是一個組成部分，沒有說明特殊的地方，選component。
28題，對每個人未來的可能表現沒有一個真正的衡量。選measure。
29題，fill a position，填補空位，fill在這裏的意思是to perform a particular job, activity, or purposein an organization, or to find someone or something to do this。不能選occupy，因爲occupy更強調人的一種主動，而這裏只是客觀說某個需要填補的職位。
30題，in the business of，也是一種固定的說法，在什麼的過程中。很多場合都可以使用。可以多看幾個例句：
We’re in the business of stimulating the economy(By Obama)
Energetics is a specialist management consultancy in the business of climate change。
There is a commonly held view that the only way to get (0) decent pay increase is to move on: togo out into the job market and find someone (31) is prepared to pay you a figure more in line (32)the talents you can offer. Whilst changing employers from time (33) time is something we probablyall need to do to advance our careers in the directions we want them to take, it is nevertheless anactivity that carries quite definite risks. Irrespective of (34) well we research prospectiveemployers, a new job is still largely a step into the unknown . It may turn (35) to be a good moveor it could prove to be a complete disaster : most of us (36) had experience of both. The pointhere, though, is that changing employers is not something we want to be doing all the time andcertainly not (37) time we feel the urge for better pay . We’d (38) taking more risks than weneeded to just to achieve a pay rise. Getting a pay rise should always be viewed (39) a seriousbusiness. There are no quick fixes or gold methods with “ guaranteed “ results. Quick fixes onlyserve to trivialize the issues and could (40) some circumstances get you into very serous troubleindeed.
答案及解析
關於加薪的文章，教你怎麼樣實現加薪。這道題目不難，但是拋開題目，單說文章裏談的加薪的方法，各位還是要辯證的看。要想人生第一份工作就找到自己滿意的，是挺難，可是以加薪爲目的跳槽，也未必是什麼明智的好辦法。
31題，太明顯的定語從句，前面是someone，那麼當然填入表示人的關係代詞who。
32題，in line with，和什麼一致，固定搭配，在中級的選詞版完型裏常考到這個詞組。這句的意思是，找個一個願意給你提供和你才能更加一致的薪水的人。
33題，from time to time，時不時的。changing employers from time to time，時不時的換老闆。
34題，Irrespective of，同regardless of一樣，後面接讓步狀語從句，不管我們對可能的僱主研究的多麼好，新的工作都是一個未知數。用how well。
35題，turn out to be，固定用法。
36題，換工作，要麼是個好的舉措，要麼將成爲災難。而我們大多數人這兩種經歷都有。有這種經歷，是過去完成時，用have+done。
37題，理解前後文意思。換老闆不是件我們經常願意做的事情，並且也不是一想要加薪就要換老闆。用every time，表示每次要加薪就準備換老闆。
38題，這題有點難度，考驗人的語法功底。首先這個句子是虛擬語氣，We’d是we would的縮寫，而不是we had。是表示對將來的假設，我們要承擔更多的風險。所以用would be。
39題，比較明顯的，view as，將什麼視作什麼。
40題，和circumstance相關的詞組，很容易想到under/on some circumstance，在某種情況下。
1 Genuine feedback would release resources to be used elsewhere.
2 Managers are expected to enable their staff to work effectively.
3 Experts are unlikely to facilitate a move to genuine feedback.
4 There are benefits when methods of evaluating performance have been negotiated.
5 Appraisals tend to focus on the nature of the face-to-face relationship between employeesand their line managers.
6 The idea that employees are responsible for what they do seems reasonable.
7 Despite experts’ assertion, management structures prevent genuine feedback
8 An increasing amount of effort is being dedicated to the appraisal process.
A
Performance appraisal is on the up and up. It used to represent the one time of year whengetting on with the work was put on hold while enormous quantities of management hours werespent in the earnest ritual of rating and ranking performance. Now the practice is even morefrequent. This of course makes it all the more important how appraisal is conducted. Humanresources professionals claim that managers should strive for objectivity and thus for feedbackrather than judgement. But the simple fact of the matter is that the nature of hierarchy distorts theconcept of feedback because performance measure are conceived hierarchically. Unfortunately,all too many workers suffer from the injustices that this generates.
B
The notion behind performance appraisal- that workers should be held accountable for theirperformance-is plausible. However, the evidence suggests that the premise is wrong. Contraryto assumptions appraisal is not an effective means of performance improvement- it isjudgement imposed rather than feedback, a judgement imposed by the hierarchy. Useful feedback, on the other hand, would be information that told both the manager and worker how well thework system functioned, and suggested ways to make it better.
C
Within the production system at the car manufacturer Toyota, there is nothing that isrecognizable as performance appraisal. Every operation in the system has an associatedmeasure. The measure has been worked out between the operators and their manager. In everycase, the measure is related to the purpose of the work. That measure is the basis of feedbackto the manager and worker alike. Toyota’s basic idea is expressed in the axiom “bad news first” managers and workers are psychologically safe in the knowledge that it is the system- notthe worker –that is the primary influence on performance. It is management’s responsibility toensure that the workers operate in a system that facilitates their performance.
D
In many companies , performance appraisal springs from misguided as assumptions. To judgeachievement, managers use date about each worker’s activity, not an evaluation of the processor system’s achievement of purpose. The result is that performance appraisal involvesmanagers’ judgement overruling their staff’s, ignoring the true influences on performance. Thus theappraisal experience becomes a question of pleasing the boss, particularly in meetings, which ispsychologically unsafe and socially driven, determining who is “in” and who is “ out”.
E
When judgement is replaced by feedback in the true sense, organizations will have a lot moretime to devote to their customers and their business. No time will be wasted in appraisal . Thisrequires a fundamental shift in the way we think about the organization of performanceappraisals, which almost certainly will not be forthcoming from the human resources profession.
In the last few years, managers throughout industry have seen more changes than many of themcould have expected to see in their entire working lives having to communicate information whichoften leads to feelings of insecurity has become a key activity. From being regarded as relativelyunimportant in many companies , management employee communication has become a centralcorporate need.
Concordia International provides a good example of a company that has adjusted well to thechanging needs for communication . since 1995 , Concordia has been turned inside-out and upside-down, to ensure that it is a marketing –led, customer-responsive business, one that looksoutwards at customers and competitors, rather than inwards at its own processes and the waythings were done in the past. In the last eight years, Concordia has reduced its workforce by morethan 80.000 people - or 35% -on a voluntary basis, with further downsizing anticipated.
From being an engineering company, Concordia is now remaking itself as a service role of employee communication in such a context is to build people’s self-confidence, topersuade them that, although it is inevitable that the changes will go ahead, they also bring withthem new opportunities for employees. However, this is not an easy task. People tend to beskeptical of these claims and to feel that they are losing touch with the company they have workedfor over many years. This is understandable, since many of the old certainties are being sweptaway , including the core activities of the company they work for. Above all , they have had to faceup to the fact that they no longer have a job for life.
Research indicates that people respond to this predicament in a variety of ways. The bulk ofemployees fall into two main categories in terms of their response to the new situation: on the onehand there are the “ pragmatists” and on the other “ the highly anxious” the former see their job asa means to an end and have a relatively short-term perspective, with strong loyalty to their localterm , rather than the company as a whole . The second category, usually the majority, mayrespond to threatened changes with a feeling of having been let down, and even feel anger at thecompany for what they see as changing the terms of their employment.
` The employee communication process needs to be capable of accurately directing itsmessages at a variety of employee groups and departments within the workforce . this is whymiddle managers and line managers are so key to communication. They are the people who knowabout the full rage of concerns among the workforce. The problem in the past was that this crucialarea was often the responsibility of a separate, relatively isolated unit. Concordia putsresponsibility for communication firmly on line managers. All their research points to the sameconclusion: people prefer to get their information face-to-face from their line managers. That is thekey relationship and where arguments and hearts and minds –are lost.
The general rule in company communication is to tell employees as much as you can as soonas you can. If you can’t provide details, then at least put the news in context and commit yourselfto providing greater detail when it becomes available another rule of company communication isthat there must be a fit between what the company is telling its employees and what it is telling itsshareholders.15 In the last eight years, Concordia has
A made over 80.000 employees reduncdant
B completed a period of downsizing
C reduced its workforce of 80.000 by 35%
D given 35% of departing employees voluntary redundancy
16 From Concordia’s point of view, the role of communication is to
A win employee support before going ahead with the changes
B change the company’s core activities.
C emphasise the positive aspects of the changes
D explain the need for the changes
17 what does research show about most employees’ response to change?
A they expect it to have a bad effect on the company
B they feel completely powerless
C they become less loyal
D they fell they have been treated unfairly
18 Concordia’s communication process mainly relies on
A printed communication
B departmental heads
C personal communication
D a separate, specialized unit
19 According to the writer, what is the guiding principle about giving information within anorganization?
A Never make promises about future developments
B Give people an overall view at the earliest possible stage
C always include plenty of hard information
D Hold back until all the details can be provided
20 which of the following would be the most suitable title for the article?
A employee attitudes to company communication
B making company communication more effective
C Researching company commmucation
D Making employees feel less powerless
文章取材自一本管理手冊，說的是一個組織裏的有效溝通問題。這套題目有些特別，不像之前的閱讀的第三部分，六道題目分別依次對應文章的六個段落，這題的答案稍微分散了些。
15題，答案很明顯，但是選項很有迷惑性。答案是第二段的最後一句：In the last eight years, Concordiahas reduced its workforce by more than 80.000 people - or 35% -on a voluntary basis, withfurther downsizing anticipated.減少了80000員工(或者說減少了35%的員工)，預期還會減少更多。A選項是對的，made redundant是前面某套題目閱讀的第五部分考過的詞組;B不對，沒有完成(completed)，因爲預期還會裁減更多(with further downsizing anticipated);C也不對，迷惑性最大，reduced its workforceof 80.000，用了介詞of，所以這句的意思是一共就80000員工，而實際情況是減少了80000員工;D不對，35%的員工被裁減，都是在自願的基礎上的，而不是離開的人中有35%是自願的。
16題，問根據此人的觀點，溝通的角色是什麼。也就是問溝通的目的或者作用是什麼。答案在第三段。溝通是爲了幫助人樹立自信，說服他們雖然要面臨一些變化，但是同樣也會擁有一些新的機會。說白了，就是鼓勵這些被裁的人。答案選C，強調變化的積極方面。這裏的positive aspects是對前面說的bring with them newopportunities的一個概括。(想起了電影《在雲端》，up in the air，裏面那個老男人的工作就是職業裁員專家，專門對被裁的人說些這樣的話。)
17題，問調查顯示大多數人對change的反應是什麼。這題在答案中也很明顯，但是選項很糾結。都有點似是而非。The second category, usually the majority, may respond to threatened changes with afeeling of having been let down.,and even feel anger at the company for what they see as changingthe terms of their employment.大多數員工的反應就是很失望，甚至會很憤怒。個人覺得這題出的不夠嚴謹，沒有哪個選項能嚴格從原文中提煉出來。對比下D要好點，因爲對公司失望和憤怒，就是覺得受到了不公正的待遇。此題有待高手補充更完美的理由。
18題，問溝通過程主要依賴於什麼。答案是第五段的這句：people prefer to get their information face-to-face from their line managers。喜歡面對面的從直屬經理那裏獲取信息。所以選C，個人的交流。
19題，問組織內部提供信息的指導準則是什麼。最後一段的第一句就是：The general rule in companycommunication is to tell employees as much as you can as soon as you can。儘可能的快，儘可能的多。不能提供細節的，至少給個大致的背景消息(put the news in context)。時機成熟了，再告知更多。選B：在可能的最早的階段讓人有個總體的印象。
20題，給文章選標題。這種題在BEC的閱讀裏還真不多見。選標題，就是要挑選文章的最主要意思，從整體上把握文章的main ideas。這篇文章通篇說的就是communication，前面介紹了溝通的背景：裁員;接着說了員工對裁員的反應;然後最後兩段，一段說員工喜歡什麼樣的溝通方式，一段說溝通的原則是什麼。綜合起來，就是關於怎樣進行有效溝通的問題。選B。A不對，片面了，只是文中某部分的內容，並且這部分內容是爲後面做背景介紹，不是主要的;C不對，不是簡單的research，research僅僅是介紹狀況，文章還有關於實現措施的。
Sweet smell of excess-for just ￡ 47.874 a bottle
The marketing says it is the “ ultimate symbol of indulgence and truly impeccable taste”. Anew scent, named V1, has (0) launched for Christmas-retailing at just ￡47.874 . The makers areproudly promoting it (31) ,the “ world’s most expensive perfume” and are confident of selling thelimited edition of 173 bottles-(32) it should be exactly 173 bottles is not made clear in thepublicity for the product.
Although carefully priced at just under the ￡50.000 mark, this perfume is clearly (33)something for anyone who considers ￡30 too much to pay for a bottle of eau-de-toilette. Those(34) are potential customers will certainly be reassured to learn that a case covered in rubies anddiamonds is included free (35) charge. Purchasers are assured of further savings, with unlimitedscent refills guaranteed indefinitely- at no extra cost.
The fragrance is the idea of Arfaq Hussain, a 27-year-old clothes designer who first made aname (36) himself with an air-conditioned jacket he was asked to make by the singer MichaelJackson (37) far, Mr Jackson is the only person to (38) placed an order- he wants two, accordingto Mr Hussain.
Mr Hussain is unconcerned at having no previous experience of perfumery . “ It’s so (39)more than a perfume ---- it’s a piece of jewellery, too. ” explained Mr Hussain. He attempted todescribe the ￡47.874 sensation . “ it is delicate , fragrant and quite unique. When you open thelid, it takes you totally away . It’s just (40) being surrounded by thousands of wild flowers androses.
這是高級閱讀部分的一個新題型。不僅中級裏面沒有，一般的英語考試也沒有。填詞版的完形填空。乍一看會覺得很難，有點像是主觀題。其實題型什麼的都是次要的，都是藉着題型這個外殼考察語言功底。只要基本功夠紮實，完全可以通過摸準不同題型的特點來做出正確的答案。
具體說BEC H裏的填詞版完型，裏面填入的詞主要是連詞、介詞和代詞，一般不會讓你填入那種需要發揮超級想象力才能想得出的形容詞和動詞。做題的思路有兩種，一種是固定用法、常見表達，一種是從語法角度分析句子結構，來判斷句子缺失的成分。
這篇文章講的是一種昂貴的新型香水，走的是高端路線。
31題，這題答案很明顯。聖誕發佈的香水，製作者打算將它開發成“世界上最昂貴的香水”(most expensiveperfume)，promote…，將什麼給開發成什麼。
32題，要從意思和句子結構上進行分析。前面說發售限量版的173瓶香水，後面一個破折號做進一步的說明。從意思上看，詞組made clear很關鍵，表原因的;而從句子成分上看，這裏就是關係代詞引導的從句在句子中充當補充成分。而能夠表示原因的關係代詞，是why。
33，34，35,這三道題也很明顯。33題從意思上做，這個香水肯定是不適合認爲30英鎊的香水很貴的人，所以是填not，表否定;34題，those who的搭配，應該夠的上條件反射的級別，those who are potentialcustomer，那些是潛在客戶的人;35題，free of charge，免費，固定搭配。
36題，這題考察的也是一個固定搭配，make a name for oneself，使…出名。這個香水的創意來自一個服裝設計師，而此人最早出名是因爲邁天王讓他製作了一件空調夾克(air-conditioned jacket)。
37題，截止目前邁天王是唯一的下了訂單的人。So far，截止目前。
38題，下了訂單。have done，表示完成的意思。
39題，理解句子的意思+固定用法的使用。這個句子的意思很明顯：它不僅僅是一瓶香水，它還是一件珠寶。所以空格前後搭配的意思應該是不僅僅。用so much more than。例如：so much more than just ahome。
40題，最後幾句話都是誇讚這個香水的。多麼的精緻獨特。而當你打開香水的時候，你整個人都被takeaway了，就像是被成千上萬的野花和玫瑰簇擁着。說香水，卻扯到wild flowers和rose上面去了，所以是比喻，用like。
The Scientific Approach to Recruitment
When it (0) to selecting candidates through interview, more often than not the decision ismade within the first five minutes of a meeting. Yet employers like to (21) themselves that theyare being exceptionally thorough in their selection processes. In today’s competitive marketplace, the (22) of staff in many organizations is fundamental to the company’s success and, as aresult , 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) anorganization with an extra way of establishing a candidate’s suitability for a role. It (26) companiesto add value by identifying key elements of a position and then testing candidates to ascertain theirability against those identified elements.
The employment of psychometric or ability testing as one (27) of the recruitment process mayhave some merit, but in reality there is no real (28), scientific or otherwise, of the potential futureperformance of any individual. The answer to this problem is experience in interview techniquesand strong definition of the elements of each position to be (29) as the whole recruitment processis based on few real certainties, the instinctive decisions that many employers make, based on aCT and the first five minutes of a meeting, are probably no less valid than any other tool employedin 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》，招人的科學方法。這篇完型比較簡單。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後做出選擇，一種是根據單詞的用法。前者比較容易，後者很考驗語言功底。
21題，理解上下文的意思。前面說招人時的決定一般是在五分鐘以內做出的。但是僱主們試圖使自己詳細相信他們在挑選過程中是經過了深思熟慮的。Convince oneself，使確信。其他的詞沒有這個用法。
22題，員工的質量對公司的成功是至關重要的。選quality。
23題，招人者試圖利用一切方法來抓住這個領域最好的(人才)，secure the best，抓住最好的。realise是實現，attain是獲得，後面不能接人，achieve是實現一個目標。
24題，rise in popularity，固定搭配，popularity是知名度的意思，這個詞組應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在這裏意思不對。
26題，是公司能夠增加價值，enable
27題，這題的意思很明顯，測試(testing)作爲招聘過程的一個組成部分，要區分選項的幾個單詞，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
這裏強調testing是一個組成部分，沒有說明特殊的地方，選component。
28題，對每個人未來的可能表現沒有一個真正的衡量。選measure。
29題，fill a position，填補空位，fill在這裏的意思是to perform a particular job, activity, or purposein an organization, or to find someone or something to do this。不能選occupy，因爲occupy更強調人的一種主動，而這裏只是客觀說某個需要填補的職位。
30題，in the business of，也是一種固定的說法，在什麼的過程中。很多場合都可以使用。可以多看幾個例句：
We’re in the business of stimulating the economy(By Obama)
Energetics is a specialist management consultancy in the business of climate change
