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PART ONE ·Look at the statements below and at the summaries of five business books on the opposite page about recruitment． ·Which book summary(A，B，C，D or E)does each statement 1-8 refer to ·For each statement 1-8，mark one letter(A，B，C，D or E)on your Answer Sheet． ·You wilI need to use some 0f these letters more than once． A． Hire With Your Head Lou Adler，president of the Power Hiring consulting and training company，provides a systematic approach for finding，interviewing and hiring the best candidate for a job．He emphasizes making an objective assessment and，to this end，he provides techniques for overcoming first impressions．The book includes charts and checklists that highlight important points．This well-organ-lzed guide to effective hiring is hig hly recommended to company owners，human resource per-sonnel and managers involved in the hiring process．Alert job seekers may also find it useful to learn what a good interview will demand． B． Hiring the Best Any manager with hiring authority knows that selecting the‘right’candidate for any position is a nervewracking task．Author Martin Yate’S basic book can help inexperienced managers hire effectively，although this useful primer on interviewing and hiring is a little wordy．Yates provides great detail about key steps，such as when to schedule a phone interview，what to ask and how to conduct an interview．He even provides numerous sample questions for each major job category，from entry level to management． C． Ask the Right Questions，Hire the Best People This book boasts of a list of questions designed to make your interviews effective in weeding out the pretenders and uncovering that dream hire．The book’s real value is in its list of interview questions，with accompanying comments on what answers you should be looking for．It seems impossible that you could read this book and not stumble over one question that makes you smile and tuck it away to spring later on some unsuspecting interviewee．This book will prove useful for human resource professionals or any manager charged with hiring． D． Hiring and Keeping the Best People This book covers a huge amount of valuable information about hiring and retaining a great workforce．If more companies followed its fivestep hiring process，not only would talented employees face greater competition for their services，companies would get better staffers and the fit of workers to their jobs would improve．The book demonstrates an awareness of the realities of diversity in the modern workplace and the expectations employees have about worklife balance. This handy guide is clear and concise，and is highly recommended to anyone involved in the hiring and retention process． E． How to Hire a Champion David Snyder，a business consultant with a psychology graduate degree from Harvard，believes that managers must be able to evaluate applicants’personality traits to hire the right people．His assertions are hard to dispute．His book is Ioaded with good advice，although the writing can get choppy and repetitive．Still，it is strongly believed Snyder provides solid，practical and useful information．When you think how hard it is to live withor discard-an incorrect hire，you’ll want to be sure you take on the right people． You may make use of the questions in the book to eliminate candidates who are not serious·
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· You will hear five short recordings．Five people are talking about work and motivation． · For each extract，there are two tasks．For Task One，choose the complaints these people had in their work from the list A-H．For Task Two，choose the motivations they expected to get from the employers frOm the list A-H． · You will hear the five recordings twice．TASK ONE-COMPLAINTS · For questions 13-17，match the extracts with the complaints．1isted A-H． · For each extract，choose the complaint stated． · Write one letter(A-H)next to the number Of the extract． · Do not use any letter more than once．There are some extra letters which you do not need to use． A．Remain indifferent to employee’s efforts B．Make changes without notification C．Focus only on diploma when recruiting D．Offer low payment to employees E．Designate heavy workload to employees F．Set up various rules and limitations G．Unable to supply the sense of stability H．Offer distressing working environment ______
· Read the following article about career development and the questions on the opposite page． · For each question 15-20，mark one letter(A，B，C or D)on your Answer Sheet for the answer you choose．How to get to the top Marketing used to be the route to the chief executive’s chair，but the world has changed．Now，says Monika Hamori．professor of human resources at Instituto de Empresa in Madrid，it is finance chiefs who are most likely to get the top job，though experience in opera-tions-running parts of the companyis also essential．CFO Magazine found in 2005 that onefifth of chief ex-ecutives in America were former chief financiaI officers，almost double the share of a decade earlier．The importance of quarterly financial reporting，and closer scrutiny since the imposition of the Sarbanesoxley corporategovernance act，have put CFOs in the limelightand given them the chance to shine． Another factor in reaching the top is whether you stay with the company you joined as a youngster．Ms．Hamori’s research looked at companies in the S&P 500 and the FTSEurofirst 300．She finds that‘lifers’get to the top in 22 years in America and 24 years in Europe：‘Hoppers’who jump between four or more companies，by contrast，take at least 26 years on average to become chief executives．Insiders get promotions that reflect their potential，because their bosses have enough information to be reasonably confident about their ability．When executives switch from one company to another，however，they tend to move less far up the hierarchy，the researchers found． The time taken to reach the top is falling．The average time from first job to chief executive fell from 28 years in 1980 to 24 in 2001．Successful executives are spending less time than they used to in each intermediate joban average of four yearsand they fill five posts on the way up．down from six．One reason for this acceleration is that company hierarchies are flatter than they used to be．Another important shift is the advent of female chief executives． 1n 2001 women accounted for 11%of bosses at leading American companies．ac-cording to the Hamori/Cappelli survey；in the early 1980s there were none． America is usually regarded as the home of raw capitalism．with youthful managers hopping from firm to firm and pushing their way to the top．But the HamorL/Cappelli study and another by Booz & Company，a consultancy，show that Europe is a more dynamic and harsher environ-menl than America or Japan for chief executives．For a start，European chief executives are younger，with an average age of 54．compared with over 56 in America．The Hamor/Cappelli study shows that 26%of American bos-ses were lifers，compared with only 18%in Europe． The Europeans also have a harder time once they get to the top.Booz ＆ Company’s annual survey of chiefexecutive succession shows that 17.6%of European bosses moved on last year．compared with 15%of Americans and 10%of Japanese．Chief executives．the survey found，last longer in America：the average tenure over the past decade was just over nine years．But in Europe the average tenure over the same period was less than seven years． Moreover．a whopping 37%of changes at the top in Europe were more or less firings，according to Booz，compared with only 27%in America and 12%in Japan．Booz puts this down to the more recent tightening of corporate governance in Europe,Another Booz finding is common to both sides of the Atlantic：looking back over recent years，board disputes and power struggles lie behind a third of chiefexecutive firings．In short，shareholder activism is making its presence felt，putting pressure on bosses to perform． Compared to America，
·Read the text below about some of America’s newspapers，which are facing extinction，unle volve． ·Choose the best sentence from the opposite page to fill each of the gaps． ·For each gap 9-14，mark one letter(A-H)on your Answer Sheet． ·Do not use any letter more than once． On the brink The New York Times was once the best example of all that was great about American newspapers．Now it symbolizes the difficult situation the whole industry is fecde with.The Grey Lady’s circulation is tumbling down another 3.9%according to the latest data from America’s Audit Bureau of Circulations (ABC)． (9) . Pick almost any American newspaper company and you can tell a similar story．The ABC reported that for the 530 biggest daily newspapers，average circulation in the past six months was 3.6%lower than in the same period a year earlier．As for Sunday papers．it was 4.6%lower．Ad revenues are plunging across the board：by 22.3%at Media General，for example．In 2007 total newspaper revenues fell to$42.2 billion． (10) . Much of this decline is being blamed on the rise of the internet，which offers free，round-the-clock coverage．What’s more，Internet has provided a new，better home for classified advertising，which was once the source of most newspapers’revenue． (11) ．The number one cause is the troublesome housing market，which contributes a large slice of classified advedising． Industry experts such as Lucas Rich Fine of Kent State University do not think that the Times is responding forcefully enough． (12) Mr.Fine also points out that although all newspapers are being affected by the internet，their ability to respond will probably depend on whether their audiences are national，metropolitan or local．The first category can afford to invest in distinctive international or business coverage，while the last can prosper by becoming’more intensely local’．But he fears that the big metropolitan newspapers may find themselves trapped in the middle． Not all is lost，however． (13) ．For instance，a number of newspapers are becoming’information and connection utilities’，through such offerings as local internet forums．The Pocono Record has renamed reporters’content managers’，since they oversee all the coverage of their beat，both in print and online，and get a bonus for higher web traffic． The hero for industry optimists is Brian Tierney，a former publicrelations executive．Last year，he led a group of investors that borrowed heavily to buy Philadelphia’s two main dailies． (14) ．He is also finding new ways to drum up advertising，such as introducing a business column sponsored by a local bank． A．Certainly，it was not something to be sniffed at，but much less than the peak of$48.7 billion in 2000． B．However，some of the fall in revenues is actual-ly due to the economic slowdown in America． C．Its advertising revenues are down，too，12.5% lower in March than a year earlier． D．He has since revived them with a vigorous marketing drive． E．Nevertheless，as a major newspaper，it still boasts a welleducated readership． F．Plenty of innovation is taking place，particularly at local papem． G．‘Now is the time to beef up its business section，’he says． H．Now it symbolizes the difficult situation the whole industry is faced with．
PART ONE ·Look at the statements below and at the summaries of five business books on the opposite page about recruitment． ·Which book summary(A，B，C，D or E)does each statement 1-8 refer to ·For each statement 1-8，mark one letter(A，B，C，D or E)on your Answer Sheet． ·You wilI need to use some 0f these letters more than once． A． Hire With Your Head Lou Adler，president of the Power Hiring consulting and training company，provides a systematic approach for finding，interviewing and hiring the best candidate for a job．He emphasizes making an objective assessment and，to this end，he provides techniques for overcoming first impressions．The book includes charts and checklists that highlight important points．This well-organ-lzed guide to effective hiring is hig hly recommended to company owners，human resource per-sonnel and managers involved in the hiring process．Alert job seekers may also find it useful to learn what a good interview will demand． B． Hiring the Best Any manager with hiring authority knows that selecting the‘right’candidate for any position is a nervewracking task．Author Martin Yate’S basic book can help inexperienced managers hire effectively，although this useful primer on interviewing and hiring is a little wordy．Yates provides great detail about key steps，such as when to schedule a phone interview，what to ask and how to conduct an interview．He even provides numerous sample questions for each major job category，from entry level to management． C． Ask the Right Questions，Hire the Best People This book boasts of a list of questions designed to make your interviews effective in weeding out the pretenders and uncovering that dream hire．The book’s real value is in its list of interview questions，with accompanying comments on what answers you should be looking for．It seems impossible that you could read this book and not stumble over one question that makes you smile and tuck it away to spring later on some unsuspecting interviewee．This book will prove useful for human resource professionals or any manager charged with hiring． D． Hiring and Keeping the Best People This book covers a huge amount of valuable information about hiring and retaining a great workforce．If more companies followed its fivestep hiring process，not only would talented employees face greater competition for their services，companies would get better staffers and the fit of workers to their jobs would improve．The book demonstrates an awareness of the realities of diversity in the modern workplace and the expectations employees have about worklife balance. This handy guide is clear and concise，and is highly recommended to anyone involved in the hiring and retention process． E． How to Hire a Champion David Snyder，a business consultant with a psychology graduate degree from Harvard，believes that managers must be able to evaluate applicants’personality traits to hire the right people．His assertions are hard to dispute．His book is Ioaded with good advice，although the writing can get choppy and repetitive．Still，it is strongly believed Snyder provides solid，practical and useful information．When you think how hard it is to live withor discard-an incorrect hire，you’ll want to be sure you take on the right people． The author of the book is a graduate from a famous university．
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