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The candidate can demand more money if he thinks he really deserves it.
A．Y
B．N
C．NG
答案
更多“The candidate can demand more money if he thinks he really deserves it.A．YB．NC．NG”相关的问题
第1题
根据材料请回答 51～65
Television
Television is the greatest communication medium ever designed and operated by man.It sends into the human brain an 51 amount of opinions and information and 52 moral and artistic standards for all of us.Every minute of a television program teaches us some-thing.It is never a neutral influence.For example, how and when public issues are 53 depends in large part 54 how they are treated by the television networks in entertainment 55 news and public affair programs.
What the American people think about government and politics in general, as well as a favorite candidate in 56 , is largely influenced by television.
Unfortunately commercial television seldom 57 anything of value to our lives.Many Americans express a deep hostility 58 television because they know most TV programs are 59 poor quality and that sometimes these programs are even 60 .
The question is: how can television be improved？ There are many things the ordinary 61 can do.For example, he can complain to his local TV stations to improve their pro-grams.He can 62 citizens' groups to urge local TV stations to improve their programs.63 , these groups should propose regular analyses of specific TV commercials and pro-grams by educators, doctors, etc, to 64 the influence of these programs on children and adults.Television can be our most exciting medium if we just think about 65 to improve it.
第 51 题
A．endless
B．ending
C．ended
D．end
第2题
A.interviewer
B. interviewee
C. applicant
D. candidate
第3题
Which of the following can NOT determine the reliability of a house-sitter？
A．The candidate has to fill out an application.
B．The candidate has to interview with the homeowners.
C．The candidate has to provide three references.
D．The candidate has to offer his work record.
第4题
What kind of candidate does this company look for？
A．People who majored in German history.
B．People who can speak German only.
C．People who can speak two languages.
D．People who can train employees.
第5题
According to the article, why are questions about a candidate's past behaviour useful？
A．They prove the candidate will act appropriately in different
B．They show the candidate can remember details of the situation.
C．They demonstrate how the candidate might act in the future.
第6题
What is the last day a candidate can apply for the position？
A．March 17.
B．March 20.
C．March 25.
D．June 20.
第7题
A．grasps
B．stands
C．grips
D．speculates
第8题
We can assume from the passage that Mike DeWine______.
A．is happy to support Bush with all his might
B．is too busy to join the campaign in his home state
C．is an important candidate for the coming election
D．is too shy to stand in front of the journalists
第9题
We can infer from the news that Noah McCullough is
A．the nation"s highest office in the year 2032.
B．America"s youngest writer.
C．from Texas.
D．the best candidate for presidential election.
第10题
•For each question (15-20), mark one letter (A, B, C or D) on your Answer Sheet.
graduate recruitment has a growing role. But companies need to know whether their recruitment staff who interview candidates for jobs really know what they're doing.
Carl Gilleard, chief executive of the Association of Graduate Recruiters (AGR), acknowledges that in a perfect world, the people who recruit graduates would have been in the role for some time building up workplace knowledge. He says the reality is that the high turnover of graduate recruitment managers in most blue chips means there is little continuity in how companies operate. 'There's the difficulty in maintaining important contact with university careers departments, for example,' he explains. 'You need a depth of understanding to appreciate where the company is coming from and how it's progressing.'
We can identify two specialisms within the recruiter's role. Those that work on the recruitment and selection side need traditional human resources (HR) skills such as good interviewing technique, observation, common sense, objectivity, patience and listening skills. But increasingly there are those who take a strategic view and look more widely at how their company is represented in the marketplace. It's a clear advantage if you can identify with your target audience.
Many young members of middle management are seconded into HR for a year because their firms feel they can identify with job-seeking graduates. Yet in an industry that has been revolutionised by the internet, privatised career services and rocketing numbers in higher education, it is questionable how relevant these managers' experiences are. Some high-fliers see a secondment to HR as a sideways move; a firm's HR function might not carry the same kudos as, say, the finance department, although obviously the recruitment and retention of staff is of crucial importance.
Georgia de Saram, specialising in graduate recruitment at a law firm, is one of a new breed of young dynamic recruiters who see HR as their vocation rather than a transitory career move. 'I was attracted to the profession because I enjoy working with people and it's an obvious follow-on from my anthropology degree,' she says. 'In this capacity, you get to know people and they know you even though they might not know other people in the firm.' As a recruiter, she sees herself as the interface between graduates and the firm that's looking to attract them？ It's such a tug of war between law firms for the best trainees - often they'll turn you down in favour of an offer they've received from elsewhere. You need to be good at marketing your firm, to know what interests graduates and how you can reach potential employees, whether that's through virtual law fairs or magazines.'
A recent AGR survey suggests that the sectors in which there is less turnover of graduate recruitment managers are more successful in recruiting the graduates they want. The legal sector's sophisticated understanding of the market, for example, means they manage to recruit exactly the right number of trainees despite intense competition and thousands of applications. The people recruiting seem to build up a specialism and then pass on their knowledge and expertise to those new to the graduate recruitment sector.
Jackie Alexander, an HR partner at PricewaterhouseCoopers, feels that HR professionals are finally reaching board level and receiving the sort of acknowledgement they deserve. 'They are judged by the value they add to the business,' she says, 'and, as a professional services firm, the right people are our biggest asset.' As Georgia de Saram points out: 'From our company's point of v. iew, if I can't establish a rapport with a candidate
A．detailed knowledge of their sector.
B．appropriate academic qualifications.
C．understanding of graduates' expectations.
D．experience of the companies they work for.
