BEC商務(wù)英語(yǔ)中極考試歷年考試真題（32）

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BEC商務(wù)英語(yǔ)中極考試歷年考試真題（32）

Finding the right people

When a small company grows, managers must take on many new roles. Besides the day-to-day running of the business, they find themselves responsible for, among other things, relations with outside investors, increased levels of cashflow and, hardest of all, recruitment.

For most managers of small and medium-sized enterprises, the job of searching for, interviewing and selecting staff is difficult and time-consuming. (0) ... .G... . Interviewing, for example, is a highly skilled activity in itself.

'We have found the whole process very hard,' says Dan Baker, founding partner of a PR company. 'In seven years we have grown from five to eighteen staff, but we have not found it easy to locate and recruit the right people.' (8).........As Dan Baker explains, 'We went to one for our first recruitment drive, but they took a lot of money in advance and didn't put forward anybody suitable. In the end we had to do it ourselves.'

Most recruitment decisions are based on a pile of CVs, a couple of short interviews and two cautious references. David Rowe, a business psychologist, studied how appointments were made in five small companies. He claims that selection was rarely based on clear criteria. (9).........This kind of approach to recruitment often has unhappy consequences for both employers and new recruits.

Small companies often know what kind of person they are looking for. (10)......... According to David Rowe, this means that small company managers themselves have to devote more time and energy to recruitment. It shouldn't be something that is left to the evenings or weekends.

Many companies start the recruitment process with over-optimistic ideas about the type of person that will fit into their team. 'It's very easy to say you must have the best people in the top positions,' says Alex Jones, managing partner of an executive recruitment company. 'But someone who is excellent in one company may not do so well in another environment.(11).........You can never guarantee a successful transfer of skills.'

Whatever the candidate's qualifications, their personal qualities are just as important since they will have to integrate with existing members of staff. This is where, the recruitment industry argues, they can really help.

According to Alex Jones, 'A good recruitment agency will visit your company and ask a lot of questions. (12).........They can ask applicants all sorts of questions you don't like to ask and present you with a shortlist of people who not only have the skills, but who are likely to fit in with your company's way of doing things.'

A finance director in a big company, for example, will often make a terrible small company finance director because he or she is used to having a team doing the day-to-day jobs.

B More often than not, the people making the choice prioritised different qualities in candidates or relied on guesswork.

C Recruitment would seem an obvious task to outsource, but the company's experience of recruitment agencies was not encouraging.

D They need paying for that, of course, but you will have them working for you and not for the candidate.

E They are usually in very specific markets and the problem they face is that recruitment agencies may not really understand the sector.

F This means that companies cannot spend more than the standard ten minutes interviewing each applicant.

G Yet few are trained and competent for all aspects of the task.

Finding the right people，尋找合適的人。是說(shuō)的小公司在起步發(fā)展階段找到合適人才的難度和重要性。第一段總論小公司的經(jīng)理們往往身兼數(shù)職，而其中最有難度的，還是招人。文章介紹了找到合適的人應(yīng)該注意的問(wèn)題，并且說(shuō)招人這種事不可能過(guò)度寄希望于招聘機(jī)構(gòu)。

第八題，這一題的前面說(shuō)招人相當(dāng)?shù)睦щy，后面一個(gè)as Dan Baker explains，說(shuō)曾經(jīng)找過(guò)招聘機(jī)構(gòu)，結(jié)果人家要提前收錢(qián)并且也沒(méi)有提供合適的人，最后還是得靠自己。從這里的as …explains和后面的解釋可以看出，第八空的內(nèi)容應(yīng)該是和招聘機(jī)構(gòu)有關(guān)，招聘機(jī)構(gòu)并不能滿足公司的需要。選項(xiàng)C正好滿足這一特點(diǎn)：招聘看起來(lái)像是個(gè)很明顯的適合交外辦理的任務(wù)，但是這個(gè)公司同招聘機(jī)構(gòu)打交道的經(jīng)歷不那么的鼓舞人。was not encouraging是關(guān)鍵點(diǎn)。

第九題，這一段都是講招人的決策不夠科學(xué)。基于簡(jiǎn)歷或者是簡(jiǎn)短的面試，很少有明確的準(zhǔn)則。第九空的后面是This kind of approach to recruitment often has unhappy consequences。可見(jiàn)第九空的內(nèi)容還是和招聘的方法有關(guān)，并且是負(fù)面的。B選項(xiàng)符合這一條件：通常(more often than not是often的意思，插入語(yǔ))，做決定的人將候選人身上的不同素質(zhì)按優(yōu)先順序給排好，或者依賴于猜測(cè)。

第十題，這一題的后面說(shuō)this means the small company managers themselves have to devote more time and energy to recruitment。這意味著小公司自己要多花時(shí)間和精力在招人上。這里的this means的this是個(gè)暗示，可以看出第十題這里應(yīng)該填入的是一些不太有利的因素，使得公司只有自己去招人。E選項(xiàng)符合這一要求：他們通常處于一些特殊市場(chǎng)上，面臨的問(wèn)題是招聘機(jī)構(gòu)并不真正理解這一行業(yè)。

第十一題，這一段是講招的人能否適應(yīng)公司的環(huán)境的問(wèn)題。這一空前面說(shuō)的很明確：But someone who is excellent in one company may not do so well in another environment。在一個(gè)公司出色的人并不一定能在另一個(gè)環(huán)境里干的好。這一空的后面一句也是補(bǔ)充說(shuō)明這一觀點(diǎn)的?？梢?jiàn)第十一空的內(nèi)容仍然是這個(gè)，沒(méi)有轉(zhuǎn)折。A選項(xiàng)填入正好，是舉例說(shuō)明11空前面的觀點(diǎn)：比方說(shuō)，一個(gè)大公司的財(cái)務(wù)總監(jiān)在小公司往往會(huì)干的很糟糕，原因是他或她已經(jīng)習(xí)慣有一個(gè)團(tuán)隊(duì)來(lái)進(jìn)行每日的工作。

第十二題，最后一段是和招聘機(jī)構(gòu)相關(guān)的。前面說(shuō)招聘機(jī)構(gòu)會(huì)上門(mén)服務(wù)并且詢問(wèn)很多的問(wèn)題。這一空的后面說(shuō)的是招聘機(jī)構(gòu)如何幫助招人。選項(xiàng)D可以填入，D的They need paying for that的that是個(gè)暗示，指代前面的上門(mén)服務(wù)。D選項(xiàng)的后半部分說(shuō)要讓招聘公司為你而不是為候選人服務(wù)，可以和這一段的后半部分對(duì)應(yīng)上。

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