首页
外语
计算机
考研
公务员
职业资格
财经
工程
司法
医学
专升本
自考
实用职业技能
登录
考研
[A] Software enables companies to recruit employees who are more honest. [B] The application of software can help employ better
[A] Software enables companies to recruit employees who are more honest. [B] The application of software can help employ better
admin
2018-06-06
62
问题
[A] Software enables companies to recruit employees who are more honest.
[B] The application of software can help employ better workers.
[C] Indirect questions help test the loyalty of a potential worker.
[D] It is not always reliable to judge workers from experience.
[E] People who once committed crimes find it more difficult to be employed.
[F] The necessity of enhancing screening efficiency.
[G] New progress can contribute to cutting cost.
The problem with human-resource managers is that they are human. They have biases; they make mistakes. But with better tools, they can make better hiring decisions, say advocates of "big data". Software that crunches piles of information can spot things that may not be apparent to the naked eye. In the case of hiring American workers who toil by the hour, number-crunching has uncovered some surprising correlations.
【B1】______
For instance, people who fill out online job applications using browsers that did not come with the computer (such as Microsoft’s Internet Explorer on a Windows PC) but had to be deliberately installed (like Firefox or Google’s Chrome) perform better and change jobs less often.
It could just be coincidence, but some analysts think that people who bother to install a new browser may be the sort who take the time to reach informed decisions. Such people should be better employees. Evolv, a company that monitors recruitment and workplace data, pored over nearly 3m data points from more than 30,000 employees to find this nugget.
【B2】______
Some 60% of American workers earn hourly wages. Of these, about half change jobs each year. So firms that employ lots of unskilled workers, such as supermarkets and fast-food chains, have to vet heaps—sometimes millions—of applications every year. Making the process more efficient could yield big payoffs.
Evolv mines mountains of data. If a client operates call centres, for example, Evolv keeps daily tabs on such things as how long each employee takes to answer a customer’s query. It then relates actual performance to traits that were visible during recruitment.
【B3】______
Some insights are counter-intuitive. For instance, firms routinely cull job candidates with a criminal record. Yet the data suggest that for certain jobs there is no correlation with work performance. Indeed, for customer-support calls, people with a criminal background actually perform a bit better. Likewise, many HR departments automatically eliminate candidates who have hopped from job to job. But a recent analysis of 100,000 call-centre workers showed that those who had job-hopped in the past were no more likely to quit quickly than those who had not.
【B4】______
Working with Xerox, a maker of printers, Evolv found that one of the best predictors that a customer-service employee will stick with a job is that he lives nearby and can get to work easily. These and other findings helped Xerox cut attrition by a fifth in a pilot programme that has since been extended. It also found that workers who had joined one or two social networks tended to stay in a job for longer. Those who belonged to four or more social networks did not.
【B5】______
There is no point asking jobseekers if they are honest. But surveys can measure honesty indirectly, by asking questions like "How good at computers are you?" and later; "What does control-V do on a word-processing programme?" A study of 20,000 workers showed that more honest people tend to perform better and stay at the job longer. For some reason, however, they make less effective salespeople.
Algorithms and big data are powerful tools. Wisely used, they can help match the right people with the right jobs. But they must be designed and used by humans, so they can go horribly wrong. Peter Cappelli of the University of Pennsylvania’s Wharton School of Business recalls a case where the software rejected every one of many good applicants for a job because the firm in question had specified that they must have held a particular job title—one that existed at no other company.
【B3】
选项
答案
D
解析
转载请注明原文地址:https://kaotiyun.com/show/7R6Z777K
0
考研英语一
相关试题推荐
Bettingagainstanindustrywithaddictsforcustomerscarriesobviousrisks.【C1】______theseareuncertaintimesforBigTobacco
Bettingagainstanindustrywithaddictsforcustomerscarriesobviousrisks.【C1】______theseareuncertaintimesforBigTobacco
WhatdoRussia’sBelgorodprovinceandsomeschoolsinFloridaandConnecticuthaveincommon?Theyareunlikelyrecruitstothe
WhatdoRussia’sBelgorodprovinceandsomeschoolsinFloridaandConnecticuthaveincommon?Theyareunlikelyrecruitstothe
Ittookdecadestoprovethatcigarettesmokingcausescancer,heartdisease,andearlydeath.Ittook【C1】______yearstoestabli
Manyofthetechindustry’sbiggestcompanies,likeAmazon,Google,IBMandMicrosoft,arejockeyingtobecometheleaderforar
Manyofthetechindustry’sbiggestcompanies,likeAmazon,Google,IBMandMicrosoft,arejockeyingtobecometheleaderforar
Manyofthetechindustry’sbiggestcompanies,likeAmazon,Google,IBMandMicrosoft,arejockeyingtobecometheleaderforar
SowhyisGooglesuddenlysointerestedinrobots?That’sthequestioneveryone’saskingafteritemergedthismonththatthein
随机试题
提示病情危重的异常姿态是
甲超市与乙食品厂签订买卖合同。约定:乙食品厂应在农历八月十五日前两周,向甲超市交付各色月饼1万盒。依照我国《合同法》有关规定,下列陈述错误的是:()
依照《中华人民共和国行政处罚法》的规定,城市规划行政处罚程序执行的是()。
【背景资料】某住宅楼工程,场地占地面积约10000m2,建筑面积约14000m2,地下两层,地上16层,层高2.8m,檐口高47m,结构设计为筏板基础。剪力墙结构,施工总承包单位为外地企业,在本项目所在地设有分公司。本工程项目经理组织编
简述生命周期理论与持久收入理论之间的异同。
王老板买了很多房子,根据房产税法律制度的有关规定,在()地方买入的房屋不属于房产税纳税范围。
政府不作为的行为也会产生政治风险,下列选项中属于这类风险产生的直接表现是()。
第一个提出要使教育学成为科学,并把教育理论建立在伦理学和心理学基础之上的教育家是___________,其代表作是___________。
定义:①写景抒情诗:歌咏山水名胜、描写自然景色的抒情诗歌。古代有些诗人由于不满现实,常寄情于山水,通过描绘江湖风光、自然风景来寄寓自己的思想感情。这类诗常将要抒发的情感寄寓在描写的景物之中,这就是人们常说的寓情于景,其风格清新自然。②咏物言志诗:诗人对
若在(一∞,+∞)上连续,则a=___________.
最新回复
(
0
)