【正文】 istics , or ability￡aptitude testing(25)an organization with an extra way of establishing a candidate’s suitability for a (26)panies to add value by identifying key elements of a position and then testing candidates to ascertain their ability against those identified 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 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 suggest B convince C advise D believe worth B credit C quality D distinction secure B relies C attain D achieve lifted B enlarged C expanded D risen provides B offers C contributes D gives lets B enables C agrees D admits portion B member C share D ponent extent B size C amount D measure occupied B met C filled D appointed A business B topic C point D affair《The scientific approach to recruitment》，招人的科學(xué)方法。這篇完型比較簡單。完型填空也有兩種題型，兩種解題思路。一種是從意思上理解然后做出選擇，一種是根據(jù)單詞的用法。前者比較容易，后者很考驗(yàn)語言功底。21題，理解上下文的意思。前面說招人時(shí)的決定一般是在五分鐘以內(nèi)做出的。但是雇主們試圖使自己詳細(xì)相信他們在挑選過程中是經(jīng)過了深思熟慮的。Convince oneself，使確信。其他的詞沒有這個(gè)用法。22題，員工的質(zhì)量對公司的成功是至關(guān)重要的。選quality。23題，招人者試圖利用一切方法來抓住這個(gè)領(lǐng)域最好的（人才），secure the best，抓住最好的。realise是實(shí)現(xiàn)，attain是獲得，后面不能接人，achieve是實(shí)現(xiàn)一個(gè)目標(biāo)。24題，rise in popularity，固定搭配，popularity是知名度的意思，這個(gè)詞組應(yīng)該可以翻譯成聲名鵲起。25題，provides with,提供。給組織提供另外一種方法。offer的用法是offer sb sth，contribute在這里意思不對。26題，是公司能夠增加價(jià)值，enable27題，這題的意思很明顯，測試（testing）作為招聘過程的一個(gè)組成部分，要區(qū)分選項(xiàng)的幾個(gè)單詞，尤其是portion和ponent，看英英解釋。Component：one of several parts that together make up a whole machine, system etcPortion：a part of something larger, especially a part that is different from the other parts這里強(qiáng)調(diào)testing是一個(gè)組成部分，沒有說明特殊的地方，選ponent。28題，對每個(gè)人未來的可能表現(xiàn)沒有一個(gè)真正的衡量。選measure。29題，fill a position，填補(bǔ)空位，fill在這里的意思是to perform a particular job, activity, or purpose in an organization, or to find someone or something to do this。不能選occupy，因?yàn)閛ccupy更強(qiáng)調(diào)人的一種主動(dòng)，而這里只是客觀說某個(gè)需要填補(bǔ)的職位。30題，in the business of，也是一種固定的說法，在什么的過程中。很多場合都可以使用?？梢远嗫磶讉€(gè)例句：We’re in the business of stimulating the economy（By Obama）Energetics is a specialist management consultancy in the business of climate changeBEC商務(wù)英語高級(jí)考試歷年真題（3）There is a monly held view that the only way to get(0)decent pay increase is to move on: to go out into the job market and find someone(31)is prepared to pay you a figure more in line(32)the talents you can changing employers from time(33)time is something we probably all need to do to advance our careers in the directions we want them to take, it is nevertheless an activity that carries quite definite of(34)well we research prospective employers, a new job is still largely a step into the may turn(35)to be a good move or it could prove to be a plete disaster : most of us(36)hadexperience of point here, though, is that changing employers is not something we want to be doing all the time and certainly not(37)time we feel the urge for better ’d(38)taking more risks than we needed to just to achieve a pay a pay rise should always be viewed(39)a serious are no quick fixes or gold methods with “ guaranteed “ fixes only serve to trivialize the issues and could(40)some circumstances get you into very serous trouble 關(guān)于加薪的文章，教你怎么樣實(shí)現(xiàn)加薪。這道題目不難，但是拋開題目，單說文章里談的加薪的方法，各位還是要辯證的看。要想人生第一份工作就找到自己滿意的，是挺難，可是以加薪為目的跳槽，也未必是什么明智的好辦法。31題，太明顯的定語從句，前面是someone，那么當(dāng)然填入表示人的關(guān)系代詞who。32題，in line with，和什么一致，固定搭配，在中級(jí)的選詞版完型里?？嫉竭@個(gè)詞組。這句的意思是，找個(gè)一個(gè)愿意給你提供和你才能更加一致的薪水的人。33題，from time to time，時(shí)不時(shí)的。changing employers from time to time，時(shí)不時(shí)的換老板。34題，Irrespective of，同regardless of一樣，后面接讓步狀語從句，不管我們對可能的雇主研究的多么好，新的工作都是一個(gè)未知數(shù)。用how well。35題，turn out to be，固定用法。36題，換工作，要么是個(gè)好的舉措，要么將成為災(zāi)難。而我們大多數(shù)人這兩種經(jīng)歷都有。有這種經(jīng)歷，是過去完成時(shí)，用have+done。37題，理解前后文意思。換老板不是件我們經(jīng)常愿意做的事情，并且也不是一想要加薪就要換老板。用every time，表示每次要加薪就準(zhǔn)備換老板。38題，這題有點(diǎn)難度，考驗(yàn)人的語法功底。首先這個(gè)句子是虛擬語氣，We’d是we would的縮寫，而不是we had。是表示對將來的假設(shè)，我們要承擔(dān)更多的風(fēng)險(xiǎn)。所以用would be。39題，比較明顯的，view as，將什么視作什么。40題，和circumstance相關(guān)的詞組，很容易想到under/on some circumstance，在某種情況下。BEC商務(wù)英語高級(jí)考試歷年真題（4）Genuine feedback would release resources to be used are expected to enable their staff to work are unlikely to facilitate a move to genuine are benefits when methods of evaluating performance have been tend to focus on the nature of the facetoface relationship between employees and their line idea that employees are responsible for what they do seems experts’ assertion, management structures prevent genuine feedback An increasing amount of effort is being dedicated to the appraisal Performance appraisal is on the up and used to represent the one time of year when getting on with the work was put on hold while enormous quantities of management hours were spent in the earnest ritual of rating and ranking the practice is even more of course makes it all the more important how appraisal is resources professionals claim that managers should strive for objectivity and thus for feedback rather than the simple fact of the matter is that the nature of hierarchy distorts the concept of feedback because performance measure are conceived , all too many workers suffer from the injustices that this The notion behind performance appraisalthat workers should be held accountable for their performanceis , the evidence suggests that the premiseis to assumptions appraisal is not an effective means of performance improvementit is judgement imposed rather than feedback, a judgement imposed by the feedback , on the other hand, would be information that told both the manager and worker how well the work system functioned, and suggested ways to make it Within the production system at the car manufacturer Toyota, there is nothing that is recognizable as performance operation in the system