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Directions:For each blank in the following passage, choose the best answer from the choices given below. Mark your answer on the Answer Sheet by drawing with a pencil a short bar across the corresponding letter in the brackets.Recruiting(招募) the right candidate to fill a vacancy can be a difficult and costly task. (31) the wrong person could be an expensive mistake which could cause personal problems for the whole department. And, as every HR(Human Resource) manager knows, it is much more difficult to get rid of someone than it is to (32) them. The HR manager’s first decision is (33) to recruit internal applicants or advertise the vacancy outside the company. (34) applicants are easy to recruit by memo, e-mail, or newsletter. Furthermore, they are easy to assess and know the company well. (35) , they rarely bring fresh ideas to a position. More- over, a rejected internal candidate might become unhappy and leave the company.Recruiting outside the company means either advertising the vacancy directly or (36) an employment agency. If the company decides to advertise the vacancy directly, it has to decide where to place the (37) . Traditionally this has meant newspapers and professional journals but now the Intemet is also very popular. The decision normally depends on the vacancy. Companies advertise blue-collar or clerical jobs in local news- papers and senior management (38) in national papers or professional journals, (39) the Intemet is one of the best ways of advertising IT vacancies or recruiting abroad. However, with the Internet is a risk (40) receiving unsuitable applications from all over the world. 36（）
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Directions:For each blank in the following passage, choose the best answer from the choices given below. Mark your answer on the Answer Sheet by drawing with a pencil a short bar across the corresponding letter in the brackets.Recruiting(招募) the right candidate to fill a vacancy can be a difficult and costly task. (31) the wrong person could be an expensive mistake which could cause personal problems for the whole department. And, as every HR(Human Resource) manager knows, it is much more difficult to get rid of someone than it is to (32) them. The HR manager’s first decision is (33) to recruit internal applicants or advertise the vacancy outside the company. (34) applicants are easy to recruit by memo, e-mail, or newsletter. Furthermore, they are easy to assess and know the company well. (35) , they rarely bring fresh ideas to a position. More- over, a rejected internal candidate might become unhappy and leave the company.Recruiting outside the company means either advertising the vacancy directly or (36) an employment agency. If the company decides to advertise the vacancy directly, it has to decide where to place the (37) . Traditionally this has meant newspapers and professional journals but now the Intemet is also very popular. The decision normally depends on the vacancy. Companies advertise blue-collar or clerical jobs in local news- papers and senior management (38) in national papers or professional journals, (39) the Intemet is one of the best ways of advertising IT vacancies or recruiting abroad. However, with the Internet is a risk (40) receiving unsuitable applications from all over the world. 39（）
Directions:For each blank in the following passage, choose the best answer from the choices given below. Mark your answer on the Answer Sheet by drawing with a pencil a short bar across the corresponding letter in the brackets.Recruiting(招募) the right candidate to fill a vacancy can be a difficult and costly task. (31) the wrong person could be an expensive mistake which could cause personal problems for the whole department. And, as every HR(Human Resource) manager knows, it is much more difficult to get rid of someone than it is to (32) them. The HR manager’s first decision is (33) to recruit internal applicants or advertise the vacancy outside the company. (34) applicants are easy to recruit by memo, e-mail, or newsletter. Furthermore, they are easy to assess and know the company well. (35) , they rarely bring fresh ideas to a position. More- over, a rejected internal candidate might become unhappy and leave the company.Recruiting outside the company means either advertising the vacancy directly or (36) an employment agency. If the company decides to advertise the vacancy directly, it has to decide where to place the (37) . Traditionally this has meant newspapers and professional journals but now the Intemet is also very popular. The decision normally depends on the vacancy. Companies advertise blue-collar or clerical jobs in local news- papers and senior management (38) in national papers or professional journals, (39) the Intemet is one of the best ways of advertising IT vacancies or recruiting abroad. However, with the Internet is a risk (40) receiving unsuitable applications from all over the world. 38（）
Today business cards are distributed with abandon by working people of all social classes, illustrating not only the ubiquity of commercial interests but also the fluidity of the world of trade. Whether one is buttonholing potential clients for a carpentry service, announcing one’s latest academic appointment, or "networking" with fellow executives, it is permissible to advertise one’s talents and availability by an outstretched hand and the statement "Here’s my card." As Robert Louis Stevenson once observed, everybody makes his living by selling something. Business cards facilitate this endeavor. It has not always been this way. The cards that we use today for commercial purposes are a vulgarization of the nineteenth-century social calling cards, an artifact with a quite different purpose. In the Gilded Age, possessing a calling card indicated not that you were interested in forming business relationships, but that your money was so old that you had no need to make a living. For the calling-card class, life was a continual round of social visits, and the protocol (礼 仪) governing these visits was inextricably linked to the proper use of cards. Pick up any etiquette manual predating World War Ⅰ, and you will find whole chapters devoted to such questions as whether a single gentleman may leave a card for a lady; when a lady must, and must not, turn down the edges of a card; and whether an unmarried girl of between fourteen and seventeen may carry more than six or less than thirteen cards in her purse in months beginning with a "J". The calling card system was especially cherished by those who made no distinction between manners and mere form, and its preciousness was well defined by Mrs. John Sherwood. Her 1887 manual called the card "the field mark and device" of civilization. The business version of the calling card came in around the turn of the century, when the formerly well defined borders between the commercial and the personal realms were used widely, society mavens (专家) considered it unforgivable to fuse the two realms. Emily Post’s contemporary (当代) Lilian Eichler called it very poor taste to use business cards for social purposes, and as late as 1967 Amy Vanderbilt counseled that the merchant’s marker "may never double for social purposes.\ According to the author, people distribute their business cards in order to
Today business cards are distributed with abandon by working people of all social classes, illustrating not only the ubiquity of commercial interests but also the fluidity of the world of trade. Whether one is buttonholing potential clients for a carpentry service, announcing one’s latest academic appointment, or "networking" with fellow executives, it is permissible to advertise one’s talents and availability by an outstretched hand and the statement "Here’s my card." As Robert Louis Stevenson once observed, everybody makes his living by selling something. Business cards facilitate this endeavor. It has not always been this way. The cards that we use today for commercial purposes are a vulgarization of the nineteenth-century social calling cards, an artifact with a quite different purpose. In the Gilded Age, possessing a calling card indicated not that you were interested in forming business relationships, but that your money was so old that you had no need to make a living. For the calling-card class, life was a continual round of social visits, and the protocol (礼 仪) governing these visits was inextricably linked to the proper use of cards. Pick up any etiquette manual predating World War Ⅰ, and you will find whole chapters devoted to such questions as whether a single gentleman may leave a card for a lady; when a lady must, and must not, turn down the edges of a card; and whether an unmarried girl of between fourteen and seventeen may carry more than six or less than thirteen cards in her purse in months beginning with a "J". The calling card system was especially cherished by those who made no distinction between manners and mere form, and its preciousness was well defined by Mrs. John Sherwood. Her 1887 manual called the card "the field mark and device" of civilization. The business version of the calling card came in around the turn of the century, when the formerly well defined borders between the commercial and the personal realms were used widely, society mavens (专家) considered it unforgivable to fuse the two realms. Emily Post’s contemporary (当代) Lilian Eichler called it very poor taste to use business cards for social purposes, and as late as 1967 Amy Vanderbilt counseled that the merchant’s marker "may never double for social purposes.\ Judging from the passage, the author’s attitude toward today’s use of business cards is
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