请输入或粘贴题目内容
搜题
拍照、语音搜题，请扫码下载APP
题目内容
（请给出正确答案）
A.excessive
B.perspective
C.executive
答案
更多“Headhunters or()search firms specialize in finding the right person for the right job.”相关的问题
第1题
A．by the absence of the mother
B．by the negligence of the father
C．by the death of the grandmother
D．by the death of the grandfather
第2题
Read the article below about the role of executive recruitment agencies.
Choose the best sentence from the opposite page to fill each of the gaps.
Do not use any letter more than once.
Issues in the recruitment world
In the competitive world of investment banking, good senior executives are not easy to find. So what should the industry's hard-pressed directors do when they need to find senior staff？ Increasingly, they decide to call in the headhunters. These are busy and profitable times for the recruitment agencies that dominate the world of executive search and selection.
They needed new people to revitalise their operations, and the result has been a boom in the recruitment market. Pinnacle, a leading recruitment agency, has helped various UK investment banks to rebuild their entire senior management teams. It is hard to overstate the significance of this. (8)
But now everything has changed, and Pinnacle is not the only major player in the field. Some analysts believe that rival recruitment specialists ALT Associates has a larger share of the market. However, there is little doubt that over its 13-year history, Pinnacle and its chairman, Matthew Edwards, have built up an impressive reputation.
Edwards estimates that his company controls between 10 and 15 per cent of the headhunting market for senior investment banking jobs in the UK. (9) Rather, it is the high-calibre jobs and people that Pinnacle deals with that define the company's success. For example, the company was recently commissioned to find a new chairman for NBS Bank, a vacancy that was one of the most talked about in the banking world.
Most HR directors recognise that headhunters such as Pinnacle play a valuable role in the recruitment process. (10) Some are concerned that a few companies, including Pinnacle, have too much power over high-level recruitment. (11) As Tim Davidson, HR Director at Cawfield Bank, explains, 'They can be kingmakers. These are the people who decide who gets a future and who doesn't. If Edwards forms a view about an individual, it can affect their ability to get a particular job. That view could just have been formed on a bad day.' (12) Final decisions in the selection process are always taken by his clients, he says, whoever they are.
The role of headhunters should not be exaggerated. Many companies never use them. But as top executives are hard to find, there will always be a role for people like Matthew Edwards.
A. Although others may put it lower, it is important to remember that the company's reputation is not based on market share alone.
B. Their chief worry is that the headhunters can now make or break managerial careers.
C. According to Edwards, this is a further indication that the way Pinnacle searches for a candidate tends to favour a certain type of manager.
D. But this acceptance does not mean they are universally happy, either with the state of the market or with Pinnacle's role within it.
E. Until a few years ago, even the biggest companies were unlikely to use headhunters to fill more than one or two jobs a year.
F. Edwards objects to this suggestion, claiming that all he does is find candidates and encourage them to apply for a particular post.
G. A number of big investment banks recently decided to make changes to their management boards after disappointing end-of-year results.
(8)
第3题
Staff Recruitment
Recruitment refers to the process of screening, and selecting qualified people for a job at an organisation or firm, or for a vacancy in a volunteer-based organisation or community group. While generalist managers or administrators can undertake (31) components of the recruitment process, mid-and large-size organisations and companies often retain professional recruiters or outsource some of the process (32) recruitment agencies. External recruitment is the process of attracting and selecting employees from (33) the organisation.
The recruitment industry has four main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, and in-house (34) Recruiters aim to channel candidates (35) the hiring organisations application process. As a general rule, the agencies are paid by the companies, (36) by the candidates.
Known as employment agencies, recruitment agencies have historically had a physical location. A candidate visits a local branch for a short interview and an assessment before (37) taken onto the agency's books. Recruitment consultants then work to match their pool of candidates to their clients' open positions. Suitable candidates are short-listed and put forward for an interview with potential employers on a temporary or (38) basis.
A "headhunter" is industry term for a thirdparty recruiter who seeks out candidates, often (39) normal recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters or may have preexisting industry experience and contacts. Larger employers tend to undertake their own in-house recruitment, using their human resources department. In addition to coordinating with the agencies mentioned (40) , in-house recruiters may advertise job vacancies on their own websites, coordinate internal employee referrals, work with external associations, trade groups or focus on campus graduate recruitment.
(31)
第4题
E
CareerBuilder. com now offers the most functional and easy-to-use online job search for Sci-
ence & Biotech jobs. In fact, there are so many ways to search for Science &Biotech jobs on Ca- reerBuilder. com that you ' lI be able to get the results you want quickly and easilyl
At CareerBuilder. com we combine the power of new search technology with top-notch products and services to give you full control over the Science & Biotech job sear ch process. We offer many ways to get the job searching done.
Search Science & Biotech Jobs by Location : Target your search for Science & Biotech jobs by city or state. Start broad by selecting a desired state, or narrow your search quickly by targeting a
top city. With nationwide job opportunities, there are unlimited possibilities.
Search Science & Biotech Jobs by Job Type: Refine your search by selecting a specific job type. If you are certain about your expertise or specialty, narrow your search quickly and search only the jobs that are fit for you.
Search Science & Biotech Jobs by Company : Who are the top companies hiring in Science & Biotech？ Search, explore and find out more about our preferred Science & Biotech employers. From cutting-edge corporate firms to thriving small businesses, CareerBuilder. com partners with
the nation ' s top companies to bring you better Science &biotech jobs faster.
72. This passage probably comes from___________'
[ A] a magazine
[ B] a newspaper
[ C] the Internet
[ D] a book
第5题
Braciole
3 cups tomato sauce
1 1/4 cups flavored croutons
1/3 cup grated Parmesan
2 eggs
1 tablespoon chopped fresh parsley
1 tablespoon chopped fresh oregano
1 teaspoon finely chopped rosemary
1 teaspoon finely chopped thyme
1 clove garlic
1 pound flank steak, pounded to 1/4-inch thick
Olive oil, for brushing
Salt and pepper
Vegetable oil, for searing
Preheat the oven to 350 degrees F. Place the tomato sauce in a 9 by 13-inch baking dish and place in the oven to heat.
In a food processor bowl mix the croutons, cheese, eggs, herbs and garlic until it forms a paste.
Brush the pounded flank steak with the olive oil and season generously with salt and pepper. Spread the filling evenly over the meat. Roll tightly and tie with butcher's twine.
In a large saute pan heat 1 to 2 tablespoons of vegetable oil and sear all sides of the rolled meat. Remove from the pan.
Add to the hot tomato sauce, cover with a tin foil tent so that the foil is not touching the meat. Braise for 35 minutes or, up to 3 hours.
How many cups of tomato sauce should be used, according to this recipe？
A．1/4.
B．2.
C．3.
D．4.
第6题
M: Have you checked with the employment resource center here at school？
W: Yes, there were one or two promising leads, but I'm hoping to find something a little better than those. I have a list of the most prominent accounting firms. I plan on sending my resume to each of them.
M: Tom told me that he has mailed out twenty resumes already.
W: The job market is very tight this year. I'm afraid that there will be a lot of the graduating class that will have to settle for something less than they hoped for or go to a less desirable part of the country.
M: Bob and Joe have contacted a headhunter. They hope by using those professional services they will be able to find a good position.
W: I thought of doing that myself, because their fee is too high. They would want nearly half of my first six months' salary.
M: What about that accounting firm your father's company uses？ Do you think he could give you a recommendation？
W: I hate to ask him to do that, but if my other leads don't work out, I'll ask him for help.
M: Networking the contacts you have is one of the best ways to find employment.
(27)
A．Check with the employment resource center at school.
B．Send her resumes to all the most prominent accounting firms.
C．Resort to headhunters (猎头公司).
D．Ask for help from her father first.
第7题
&8226;Read the article below about problems of motivation at work.
&8226;For each question (31-40), write one word in CAPITAL LETTERS on your Answer Sheet.
Regain your motivation
Getting out of bed to go to work is one of life's lesser pleasures. (31) great the job is, most of us struggle on Monday morning. But when that feeling stretches through the entire week, something deeper may (32) wrong. Sometimes it's tempting to dismiss feelings of boredom or frustration (33) part of working life. But if you're constantly feeling uninterested, you need to ask yourself some questions.
Demotivation isn't just caused by major setbacks, like being passed (34) for promotion, or refused a salary increase, but can be a product of far more subtle aspects. Try to define the most important aspects of your job for you personally - and (35) action if you feel things aren't right. Talk to agencies or headhunters about your skills and find out (36) you're worth on the open market.
It can be all (37) easy to blame your job when you feel demotivated - when it can be just as easily down to you, as Sally Martin, a fundraising manager for a charity, discovered. 'I had started to resent my job, the fact that I had no perks, no chances to travel - (38) from visiting other dingy offices for meetings. But then some friends were talking about how superficial they felt their jobs were, and I suddenly realised I couldn't say that about my job. In fact, I really felt (39) was a point to it. I remembered that's why I'd taken it in the (40) place' So remember; always give your old job a chance before starting to search for a new one.
(31)
第8题
New Rules for Landing a Job—
Interview Skills that Give You the Edge
When Nick A. Corcodilos started out in the headhunting business 20 years ago, he had a keen eye for tracking talent. From his base in Silicon Valley he would send all-star performers to blue-chip companies like Xerox, IBM and General Electronic. But while he would succeed in his part of the hunt, the job-seekers he located would often fail in theirs. They were striking out before, during or after the interview.
So instead of simply scouting for talent, Corcodilos began advertising job candidates as well. He helped improve their success ratio by teaching them to pursue fewer companies, make the fight contacts and deliver what companies are looking for in an interview. In his myth-busting book, Ask the Headhunter (Plume, 1997), Corcodilos has reinvented the roles of the job search, from preparation to interview techniques. Here are his six new principles for successful job hunting.
Your resume is meaningless.
Headhunters know a resume rarely gets you inside a company. All it does is outline your past—largely irrelevant since it doesn't demonstrate that you can do the work the hiring manager needs done. "A resume leaves it up to the employers to figure out how you can help their organization," Corcodilos says. "That' s no way to sell yourself." Recalling the marketing adage (古训) that a free product sample gives customers a reason to want more, he suggests you do the same: give employers an example of what you can do for them. "Create a new area in your resume. Call it 'value offered'. In two sentences, state the value you would bring to that particular employer." For example, "I will reduce your operations costs by streaming your shipping department." Be specific, creating a separate resume for each company you approach. Don't get lost in HR.
Headhunters try to get around the human-resources department whenever possible. "Most HR departments create an infrastructure that primarily involves processing paper," Corcodilos says. "They package, organize, file and sort you. Then, if you haven't gotten lost in the shuffle, they might pass you on to a manager who actually knows what the work is all about. While the typical candidate is waiting to be interviewed by HR, the headhunter is on the phone, using a back channel to get to the hiring manager."
Do the same in your job search: apply directly to the person who will ultimately make the hire. The real matching takes place before the 'interview.
A headhunter sends a candidate into an interview only if he or she is clearly qualified for the position. In your own job hunt, make the same effort to ensure a good fit. Know the parameters (范围) of the job when you walk into the interview. Research the company, finding out about its culture, goals, and competitors.
One of the best ways to learn about a company is to talk to people who work there. Kenton Green of Ann Arbor, Mich., used this technique while completing a doctoral program in electrical engineering and optics in the university of Rochester: "I would find an article published by someone in my field who worked at a company I was interested in. Then I'd call that person and ask to talk, mention my employability and discuss the company's needs. One of the two things happened: I'd either get an interview or learn we weren't a good match after all." As you investigate a prospective employer, you will often find you and the company are not made for each other. "And that's good," Corcodilos says, "because when you do find the right fit, you will walk into an interview with confidence, having decided this is where you want to work."
Remember, the employer wants to hire you.
"A company holds interviews so it can find the best person for the job," Corcodilos says. "The manager will be
A．Y
B．N
C．NG
第9题
New Rules for Landing a Job
When Nick A. Corcodilos started out in the headhunting business 20 years ago, he had an keen eye for tracking talent. From his base in Silicon Valley he would send all-star performers to blue-chip companies like Xerox, IBM and General Electric. But while he would succeed in his part of the hunt, the job-seekers he located would often fail in theirs. They were striking out (失败) before, during or after the interview.
So instead of simply scouting (寻找) for talent, Corcodilos began advising job candidates as well. He helped improve their success ratio by teaching them to pursue fewer companies, make the right contacts and deliver what companies are looking for in an interview. In his myth-busting book, Ask the Headhunter (Plume, 1997), Corcodilos has reinvented the rules of the job search, from preparation to interview techniques. Here are his six principles for successful job hunting:
Your resume is meaningless. Headhunters know a resume rarely gets you inside a company. All it does is outline your past--largely irrelevant since it doesn't demonstrate that you can do the work the hiring manager needs done. "A resume leaves it up to employers to figure out how you can help their organization," Corcodilos says. "That's no way to sell yourself." Recalling the marketing adage (名言) that a free product samples gives customers a reason to want more, he suggests you do the same: give employers an example of what you can do for them. "Create a new area in your resume. Call it 'value offered'. In two sentences, state the value you would bring to that particular employer." For example, "I will reduce your operations costs by streamlining (使……合理化) your shipping department." Be specific, creating a separate resume for each company you approach.
Don't get lost in HR. Headhunters try to get around the human-resources department whenever possible. "Most HR departments create an infrastructure that primarily involves processing paper," Corcodilos says. "They package, organize, file and sort you. Then if you haven't gotten lost in the shuffle, they might pass you on to a manager who actually knows what the work is all about. While the typical candidate is waiting to be interviewed by HR, the headhunter is on the phone, using a back channel to get to the hiring manager."
Do the same in your job search: apply directly to the person who will ultimately make the hire.
The real matchmaking takes place before the interview. A headhunter sends a candidate into an interview only if he or she is clearly qualified for the position. In your own job hunt, make the same effort to ensure a good fit. Know the parameters of the job when you walk into the interview. Research the company, finding out about its culture, goals, competitors.
One of the best ways to learn about a company is to talk to people who work there. Kenton Green of Ann Arbor, Michigan, used this technique while completing a doctoral program in electrical engineering and optics (光学) at the University of Rochester: "I would find an article published by someone in my field who worked at a company I was interested in. Then I'd call that person and ask to talk, mention my employability and discuss the company's needs. One of two things happened: I'd either get an interview or learn we weren't a good match after all."
As you investigate a prospective employer, you'll often find you and the company are not made for each other. "And that's good," Corcodilos says, "because when you do find the right fit, you'll walk into an interview with confidence, having decided this is where you want to work."
Remember, the employer wants to hire you. "A company holds interviews so it can find the best person for the job," Corcodilos says. "The manager will be ecstatic if that person turns out to be you--because then he or she can stop interviewing an
A．Y
B．N
C．NG
