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题目内容
（请给出正确答案）
A.求职者先要参加面试，达到所有的基本要求，才有可能上岗。
B.求职者必须具备下列所有的基本任职资质，并电邮求职申请。
C.求职者须了解所有岗位的资历要求，并且邮寄一份求职申请。
更多“Candidates must meet all of the following basic qualifications and send an application for this posi…”相关的问题
第1题
第2题
A.Meet with the chief financial analyst
B.Travel to Bolton
C.Visit the company Web site
D.Start to work in May
第3题
A.求职者先要参加面试，达到所有的基本要求，才有可能上岗。
B.求职者必须具备下列所有的基本任职资质，并电邮求职申请。
C.求职者须了解所有岗位的资历要求，并且邮寄一份求职申请。
第4题
•You will hear another five recordings.
•For each recording, decide what the speaker is talking about.
•Write one letter (A--H) next to the number of the recording.
•Do not use any letter more than once.
•You will hear the five recordings twice.
A visit possible new premises
B observe working practices
C hold job interviews
D deal with a complaint
E meet a new manager
F introduce new policies
G supervise staff training
H sign a new contract
第5题
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.
第6题
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.
第7题
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.
第8题
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.
第9题
● 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.
第10题
● 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.
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