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
外语
Experiments have shown that in selecting personnel for a job, interviewing is at best a hindrance, and may even cause harm. Thes
Experiments have shown that in selecting personnel for a job, interviewing is at best a hindrance, and may even cause harm. Thes
admin
2017-04-21
92
问题
Experiments have shown that in selecting personnel for a job, interviewing is at best a hindrance, and may even cause harm. These studies have disclosed that the judgments of interviewers differ markedly and bear little or no relationship to the adequacy of job applicants.
Of the many reasons why this should be the case, three in particular stand out. The first reason is related to an error of judgment known as the halo effect. If a person has one noticeable good trait, their other characteristics will be judged as better than they really are. Thus, an individual who dresses smartly and shows self-confidence is likely to be judged capable of doing a job well regardless of his or her real ability.
Interviewers are also prejudiced by an effect called the primacy effect. This error occurs when interpretation of later information is distorted by earlier connected information. Hence, in an interview situation, the interviewer spends most of the interview trying to confirm the impression given by the candidate in the first few moments. Studies have repeatedly demonstrated that such an impression is unrelated to the aptitude of the applicant.
The phenomenon known as the contrast effect also skews the judgment of interviewers. A suitable candidate may be underestimated because he or she contrasts with a previous one who appears exceptionally intelligent. Likewise, an average candidate who is preceded by one who gives a weak showing may be judged as more suitable than he or she really is.
Since interviews as a form of personnel selection have been shown to be inadequate, other selection procedures have been devised which more accurately predict candidate suitability. Of the various tests devised, the predictor which appears to do this most successfully is cognitive ability as measured by a variety of verbal and spatial tests.
Which one is true about cognitive test?
选项
A、It tests the applicant’s verbal ability.
B、It tests the applicant’s spatial ability.
C、It is a more reliable way to test applicant suitability.
D、It is a hindrance to personnel selection.
答案
C
解析
本题是判断题。文中最后一段提到,由于3种心理效应的影响,仅仅靠面试来判断应聘者还是不够的,所以设计了其他的挑选方法来提高判断的准确性。认知能力测试(考查应聘者的口语能力和空间能力)就是比较成功的一种。
转载请注明原文地址:https://kaotiyun.com/show/cW9d777K
本试题收录于:
BFT阅读题库国际化人才外语考试(BFT)分类
0
BFT阅读
国际化人才外语考试(BFT)
相关试题推荐
JohnWilliams,personneldirectorofacompany,receivesanapplicationfromJackSmithapplyingforapositioninthecompanyb
Experimentshaveshownthatinselectingpersonnelforajob,interviewingisatbestahindrance,andmayevencauseharm.Thes
Experimentshaveshownthatinselectingpersonnelforajob,interviewingisatbestahindrance,andmayevencauseharm.Thes
Accordingtothepassage,theattempttoeradicatetheAIDSvirusOtherscientistsarelookingatexperimentsthataresimilar
Mr.Cousinsgotsickafterreturningfrom______.Whatdidn’tMr.Cousinsdoinhisexperimentswithlaughter?
Doctorsaresurethatmoretest-tubebabiesaregirlsthanboys.Doctorswillmakemoretest-tubebabyexperiments.
Thepurposeoftheexperimentswastofundouthowtheclockworks.Hamstershavesleepingproblems.
Thepurposeoftheexperimentswastofundouthowtheclockworks.Scientistsarecrueltodoexperimentswithhamsters.
Thepurposeoftheexperimentswastofundouthowtheclockworks.SCNplaysaroleindailyrhythms.
随机试题
ThreeWaystoBecomeMoreCreativeEveryonehas【C1】______(imagine),butmostofusforgethowtoaccessit.Creativityisn’t
tRNA最主要的分子结构特征是含
弓形虫主要致病阶段是
A、大蓟B、地榆C、三七D、白芨E、蒲黄主治各种内外出血,但最宜治疗尿血的是()。
书写药历是药师进行规范化药学服务的一项工作,下列内容一般不作为药历内容的是()
某生产企业(一般纳税人)向当地商城销售高尔夫球具10套,销售单价为1000元/套,随同高尔夫球具销售出借的包装物的押金是600元。1年后包装物押金逾期,押金不退。请对此业务做相应的会计分录。(消费税税率为10%)
在应聘者的筛选与录用过程中,初步面试的目的是()。
纳税人发生下列行为时,应按最高价格计征消费税的有()。
(2017年真题)根据现行宪法和立法法,下列关于宪法监督的表述,正确的是()。
Comparedwithwrittencomplexquestionnaires,structuredinterviews
最新回复
(
0
)