题目内容
（请给出正确答案）
What must candidates do during the hiring process？
A．Meet with the chief financial analyst
B．Travel to Bolton
C．Visit the company Web site
D．Start to work in May
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DAILY NEWS TODAY is seeking full-time Administrative
Assistants for our Advertising Department.
Proofreading administrative reports and editing business documents will be the most important and frequent tasks of the position. The job also involves answering phones, taking orders for advertisements and analyzing reports. Other duties will include organizing mailings, updating database, Internet research, photocopying, making travel arrangements, and day-to-day office tasks.
The candidates must have excellent organizational skills. Multitasking and computer skills are a must. The successful candidates must be able to use word processing software to create documents with two or more columns of text. It is absolutely crucial that the candidates are able to speak German fluently. Previous office experience preferred but not essential.
We offer a competitive wage and benefits package, including health and dental insurance coverage, paid holidays, and paid time off.
Interested candidates should fax or mail resume and a cover letter to:
Danny Walker (Mr.)
Dept: Human Resource Management
DAILY NEWS TODAY
One Bethesda Metro Center (7400 Wisconsin Ave),
Bethesda, Maryland 20814
Fax:301-657-1453
No phone calls please
What is the main responsibility of the job？
A．Proofreading reports such as leave, travel, budget expenditure and revenue projections
B．Updating the department web page
C．Maintaining Internet connectivity
D．Organizing incoming resumes from candidates
MGM Grand Hotel
October 25, 2007
Our current chef, Andy Matthews, will be leaving on November 15 to become the head chef of our newest Bellagio Hotel in Las Vegas.
Our restaurant is seeking a new head chef with initiative and experience. We invite applications from candidates who have worked in MGM Grand Hotel kitchens for the last four years and have made significant contributions to our recent drive to provide a better service. Candidates' abilities will be reviewed by an independent judge. On November 7, invited candidates will prepare the specific dishes from the Bellagio Hotel menu. These will be tested and judged by the restaurant reviewer from the Nevada Weekly. The final selection for the position will be made based on the reviews. Applications must be received by October 30.
For more information, please contact: Ms. Kate Hunter, (519) 747-2373 ext. 289.
What is being announced in the notice？
A．The plan of early retirements
B．The contest for the position of head chef
C．The introduction of new service standards
D．Andy Matthews' article in the Nevada Weekly
Rockforte Finance Ltd.
We are currently accepting applications for the position of chief financial analyst for the office of the managing director at our main office in Gisborne. Candidates must have at least five years of experience in budget planning and financial reporting and they should be familiar with standard office software packages. The position entails frequent travel to our regional office in Bolton.
Candidates with a degree in finance will hold a significant advantage.
We offer generous compensation and benefits. New employees receive three weeks of vacation and 10 paid holidays. Company cars are available to all individuals whose positions require them to travel on a regular basis. After one year of service, employees receive an increase in pay based on performance. Starting salaries are determined on the basis of education and work experience.
Application forms and position details are posted on the corporate Web site (www. rockfinance.com).
Application forms should be submitted electronically no later than April 14. Candidates who do not receive a response by the end of May are no longer under consideration. The managing director will interview short-listed candidates in Gisborne on June 10. Employment decisions will be made by June 17 and employment will begin on July 1.
What is recommended as a requirement for the position？
A．Ability to speak and write in English
B．Ability to supervise travel scheduling
C．Experience designing office software
D．Prior work managing a budget
JOB INTERVIEWS
People looking for jobs usually send in a copy of their resume. This should be used as a basis for questions from the interviewer.
Interviewers find it helpful to ask candidates about the way they behaved in difficult situations in the past, for example with an angry customer. These questions allow applicants to explain how they acted in a real-life situation and, consequently, give clues as to how they would act again in similar sit nations. Candidates are likely to tell the truth as speaking from memory leaves little time to invent what happened On the other hand questions which ask candidates to imagine how they would behave in a situation which they have probably never met are of little or no value. This is because they only provide answers about how candidates would hope to behave, and this might not match the actions they would actually take.
In any interview candidates must be treated fairly, with questions asked in the same means and with no candidate's interview lasting considerably longer than any other's. Candidates should always be given the opportunity to ask questions throughout the interview.
Jan Godley, head of HR at Aspley Supermarkets says: A company needs staff not only who have the fight qualifications and experience, but also who are happy to fit in with the company's way of doing things. Our managers have to accept the idea that everyone working here is a colleague (managers are always known by their first names), and that spending time actually in the store with colleagues and customers, rather than in their offices, is part of the job. For management posts, we organize pre interview group exercises to measure team-working and leadership skills, sometimes along with activities to assess personal qualifies.'
In all our interviews we take into account body language. It is natural for candidates to show signs of being nervous at an interview but most relax after a few minutes and become more confident. How ever, if the nervousness continues until the end of the interview, especially when difficult questions are asked, we would begin to have doubts about that candidate. Like all employers, we want to take on staff who are at ease with colleagues and customers so it is vital to watch the way candidates behave, as well as listen to what they have to say.'
Why is asking candidates to imagine their reactions to a situation unhelpful？
A．Candidates may have no experience of this situation.
B．Candidates may act differently in the real-life situation.
C．Candidates may never meet such a situation.
● Read the article below about job interviews.
● For each question 23-28, choose the correct answer.
● Mark one letter (A, B or C) on your Answer sheet.
JOB INTERVIEWS
People looking for jobs usually send in a copy of their resume. This should be used as a basis for questions from the interviewer.
Interviewers find it helpful to ask candidates about the way they behaved in difficult situations in the past, for example with an angry customer. These questions allow applicants to explain how they acted in a real-life situation and, consequently, give clues as to how they would act again in similar sit nations. Candidates are likely to tell the truth as speaking from memory leaves little time to invent what happened On the other hand questions which ask candidates to imagine how they would behave in a situation which they have probably never met are of little or no value. This is because they only provide answers about how candidates would hope to behave, and this might not match the actions they would actually take.
In any interview candidates must be treated fairly, with questions asked in the same means and with no candidate's interview lasting considerably longer than any other's. Candidates should always be given the opportunity to ask questions throughout the interview.
Jan Godley, head of HR at Aspley Supermarkets says: A company needs staff not only who have the fight qualifications and experience, but also who are happy to fit in with the company's way of doing things. Our managers have to accept the idea that everyone working here is a colleague (managers are always known by their first names), and that spending time actually in the store with colleagues and customers, rather than in their offices, is part of the job. For management posts, we organize pre interview group exercises to measure team-working and leadership skills, sometimes along with activities to assess personal qualifies.'
'In all our interviews we take into account body language. It is natural for candidates to show signs of being nervous at an interview but most relax after a few minutes and become more confident. How ever, if the nervousness continues until the end of the interview, especially when difficult questions are asked, we would begin to have doubts about that candidate. Like all employers, we want to take on staff who are at ease with colleagues and customers so it is vital to watch the way candidates behave, as well as listen to what they have to say.'
Why is asking candidates to imagine their reactions to a situation unhelpful？
A．Candidates may have no experience of this situation.
B．Candidates may act differently in the real-life situation.
C．Candidates may never meet such a situation.
INTERVIEWS
People applying for jobs normally send in a copy of their CV. This should be used as a basis for questions from the interviewer.
Interviewers find it useful to ask candidates about the way they behaved in difficult situations in the past, for example with an angry customer or colleague. These questions allow applicants to explain how they acted in a real-life situation and, consequently, give clues as to how they would act again in similar situations. Candidates are likely to tell the truth as speaking from memory leaves little time to invent what happened. On the other hand questions which ask candidates to imagine how they would behave in a situation which they have probably never met are of little or no value. This is because they only provide answers about how candidates would hope to behave, and this might not match the actions they would actually take.
In any interview candidates must be treated fairly, with questions asked in the same manner and with no candidate's interview lasting considerably longer than any other's. Candidates should always be given the opportunity to ask questions throughout the interview.
Jan Godley, head of Human Resources at Aspley Supermarkets says: 'A company needs staff not only who have the right qualifications and experience, but also who are happy to fit in with the company's way of doing things. Our managers have to accept the idea that everyone working here is a colleague (managers are always known by their first names), and that spending time actually in the store with colleagues and customers, rather than in their offices, is part of the job. For management posts, we organise pre-interview group exercises to measure team-working and leadership skills, sometimes along with activities to assess personal qualities.
In all our interviews we pay attention to body language. It is natural for candidates to show signs of being nervous at an interview but most relax after a few minutes and become more confident. However, if the nervousness continues until the end of the interview, especially when difficult questions are asked, we would begin to have doubts about that candidate. Like all employers, we want to take on staff who are at ease with colleagues and customers so it is important to watch the way candidates behave, as well as listen to what they have to say.'
According to the article, why are questions about a candidate's past behaviour useful？
A．They prove the candidate will act appropriately in different circumstances.
B．They show the candidate can remember details of the situation.
C．They demonstrate how the candidate might act in the future.
Translate the following into Chinese.
Attention to detail is something everyone can and should do especially in a tight job market. Bob Grossley, a human-resources expert notices this in the job applications that come across his desk every day. “It’s amazing how many candidates eliminate themselves.” He says.
“Resume(简历) arrive with stains. Some candidates don't bother to spell the company’s mane correctly. On seeing such a mistake, I eliminate the candidate,” Crossley concludes. “If they cannot take of these details, why should we trust them with a job？”
Can we pay too much attention to detail？ Absolutely. Perfectionists struggle over little things at the cost of something larger they work toward. “To keep from losing the forest of the trees”, says Charles Garfield, associate professor at the University of California, San Francisco, “we must constantly ask ourselves how the details we’re working on fit into the larger picture. If they don't, we should drop them and move to something else”.
Knowing where we want to go helps us judge the importance of every task we undertake.Too often we believe what accounts for others’ success is some special secret or a lucky break(机遇). But rarely is success so mysterious. Again and again, we see that by doing little things within our grasp well, large rewards follow.
The candidates must be able to speak a foreign language.
A．Right
B．Wrong
C．Doesn't say
"Resumes arrive with stains. Some candidates don't bother to spell the company's things at the 【C3】______ of something larger they work toward." " 【C4】______ from losing the forest for the trees," says Charles Garfield, associate professor at the University of California, San Francisco, "we must 【C5】______ ask ourselves how the details we're working on fit into the larger picture they don't, we should drop them and move to something else." Garfield 【C6】______ this process to his work as a computer scientist at NASA. "The Apollo II moon launch was slightly off-course 90 percent of the time," says Garfield. "But a successful landing was still likely because we knew the exact coordinates of our goal. This allowed us to make adjustments as necessary." 【C7】______ where we want to go helps us judge the importance of every task we undertake.
Too often we believe what 【C8】______ others' success is some special secret or a lucky break(机遇). But rarely is success so mysterious. Again and again, we see that by doing 【C9】______ things within our grasp well, large 【C10】______ follow.
【C1】______
A．will
B．would
C．shall
D．should
