<pre id="bbfd9"><del id="bbfd9"><dfn id="bbfd9"></dfn></del></pre>

          <ruby id="bbfd9"></ruby><p id="bbfd9"><mark id="bbfd9"></mark></p>

          <p id="bbfd9"></p>

          <p id="bbfd9"><cite id="bbfd9"></cite></p>

            <th id="bbfd9"><form id="bbfd9"><dl id="bbfd9"></dl></form></th>

            <p id="bbfd9"><cite id="bbfd9"></cite></p><p id="bbfd9"></p>
            <p id="bbfd9"><cite id="bbfd9"><progress id="bbfd9"></progress></cite></p>

            中秋之約初中生作文

            時間:2025-11-24 11:12:04 中秋節 我要投稿

            中秋之約初中生作文

              商務英語初級真題

              The Scientific Approach to Recruitment

            中秋之約初中生作文

              When it (0) to selecting candidates through interview, more often than not the decision is made within the first five minutes of a meeting.??Yet employers like to (21) themselves that they are being exceptionally thorough in their selection processes. In today’s competitive market place, the (22) of staff in many organizations is fundamental to the company’s success and, as a result , 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) an organization with an extra way of establishing a candidate’s suitability for a role. It (26) companies to add value by identifying key elements of a position and then testing candidates to ascertain their ability against those identified elements.

              The employment of psychometric or ability testing as one (27) of the recruitment process may have some merit, but in reality there is no real (28), scientific or otherwise, of the potential future performance of any individual. The answer to this problem is experience in interview techniques and strong definition of the elements of each position to be (29) as the whole recruitment process is based on few real certainties, the instinctive decisions that many employers make, based on a CT and the first five minutes of a meeting, are probably no less valid than any other tool employed in 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

            【中秋之約初中生作文】相關文章:

            圣誕節之約作文02-22

            春之約——櫻花作文(精選34篇)07-29

            初中生中秋節作文11-13

            中秋初中生作文(精選15篇)09-07

            初中生中秋節11-13

            初中生中秋節作文(精選37篇)02-26

            中秋節優秀初中生作文(精選25篇)09-19

            初中生中秋節作文600字(精選24篇)09-20

            初中生中秋節作文600字(精選50篇)09-23

            精選初中生中秋節作文400字4篇03-25

            • 相關推薦

                    <pre id="bbfd9"><del id="bbfd9"><dfn id="bbfd9"></dfn></del></pre>

                    <ruby id="bbfd9"></ruby><p id="bbfd9"><mark id="bbfd9"></mark></p>

                    <p id="bbfd9"></p>

                    <p id="bbfd9"><cite id="bbfd9"></cite></p>

                      <th id="bbfd9"><form id="bbfd9"><dl id="bbfd9"></dl></form></th>

                      <p id="bbfd9"><cite id="bbfd9"></cite></p><p id="bbfd9"></p>
                      <p id="bbfd9"><cite id="bbfd9"><progress id="bbfd9"></progress></cite></p>
                      飘沙影院