Experiments have shown that in selecting personnel for a job, interviewing is at best a hindrance, and may even cause harm. These studies have disclosed that the judgments of interviewers differ markedly and bear little or no relationship to the adequacy of the job applicants. Of the many reasons why this should be the case, three in particular stand out. The first reason is related to an error of judgment known as the halo effect. If a person has one noticeable good trait , their other characteristics will be judged as better than they really are. Thus, an individual who dresses smartly and shows self-confidence is likely to be judged capable of doing a job well regardless of his or her real ability. Interviewers are also prejudiced by an effect called the primacy effect. This error occurs when interpretation of later information is distorted by earlier connected information. Hence, in an interview situation, the interviewer spends most of the interview trying to confirm the impression given by the candidate in the first few moments. Studies have repeatedly demonstrated that such an impression is unrelated to the aptitude of the applicant. The phenomenon known as the contrast effect also skews the judgment of interviewers. A suitable candidate may be underestimated because he or she contrasts with a previous one who appears exceptionally intelligent. Likewise, an average candidate who is preceded by one who gives a weak showing may be judged as more suitable than he or she really is. Since interviews as a form of personnel selection have been shown to be inadequate, other selection procedures have been devised which more accurately predict candidate suitability. Of the various tests devised, the predictor which appears to do this most successfully is cognitive ability as measured by a variety of verbal and spatial tests.Question 61. The word “they” in line 6 refers to _______.A. applicants B. judgments C. interviewers D. characteristicsQuestion 62. The word “ this” in line 20 refers to _______.A. measure cognitive ability B. devise personnel selectionC. predict candidate suitability D. devise accurate testsQuestion 63. This passage mainly discusses the _______.A. Judgments of interviewers concerning job applicants.B. Inadequacy of interviewing job applicants. C. Effects of interviewing on job applicants. D. Techniques that interviewers use for judging job applicants.Question 64. According to the passage, the hallo effect _______.A. exemplifies how one good characteristic color perceptionsB. takes effect only when a candidate is well -dressedC. stands out as the worst judgmental error D. helps the interviewer’s capability to judge real abilityQuestion 65. The word “hindrance” in line 1 is closest in meaning to _______. A. assistance B. encouragement C. procedure D. interferenceQuestion 66. According to the passage the first impression _______.
A. can easily be altered B. is unrelated to the interviewer’s prejudices
C. is the one that stays with the interviewer D. has been repeatedly demonstrated to the applicant
Question 77. The word “skews” in line 14 is closest in meaning to _______.
A. improves B. opposes C. biases D. Distinguishes
Question 68. The author mentions all of the following reasons why interviewing is not an accurate way to predict candidate suitability EXCEPT the _______.
A. primacy effect B. halo effect C. contrast effect D. cognitive effect
Question 69. The word “confirm” in line 11 is closest in meaning to _______.
A. verify B. misrepresent C. recollect D. conclude
Question 70. The paragraphs following the passage most likely discuss which of the following?
A. More information on the kinds of judgmental effects
B. Other reasons for misjudgments of applicants
C. Other selection procedures included in interviewing
D. More information on cognitive ability tests
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