人力资源3级英语阅读理解.docVIP

3级新阅读理解 （一） Many promotable candidates are originally hired through college recruiting. This is therefore an important source of management trainees, as well as of professional and technical employees. There are two main problems with on-campus recruiting. First, it is relatively expensive and time-consuming for the recruiters. Schedules must be set well in advance, company brochures printed, records of interviews kept and much recruiting time spent on campus. Second, recruiters themselves are sometimes ineffective, or worse. Some recruiters are unprepared, show little interesting the candidate, and act superior. Many recruiters also don’t effectively screen their student candidates. For example, students’ physical attractiveness often outweighs other more valid traits and skills. Some recruiters also tend to assign females to ‘female-type’ jobs and male to ‘male-type- jobs. Such findings underscore the need to train recruiters before sending them to the campus. You have two goals as a campus recruiter. Your main function is screening, which means determining whether a candidate is worthy of further consideration. Exactly which traits you look for will depend on your specific recruiting needs. Traits to assess include motivation, communication skills, education, appearance, and attitude. While your main function is to find and screen good candidates, your other aim is to attract them to your firm. A sincere and informal attitude, respect for the applicant as an individual, and prompt follow-up letters can help you to sell the employer to the interviewee College recruiting is an important source of the following people except ( ) management trainees management trainers professional employees technical employees 2. Which of the following isn’t the weakness of college recruiting? ( ) A. It is relatively expensive B. It is relatively time-consuming C. It is sometimes ineffective D. Its main function is screening 3. According to the passage, goals of a campus recr