CAtChing out thEDishonEstCAnDiDAtE
most pErsonnEl mAnAgErs AgrEE thAt joB intErviEws ArE onE oF thE lEAst oBjECtivE rECruitmEnt mEthoDs.But thE ADvAntAgEs oF tEsting ArE not going to ChAngE thE AttrACtion oF thE intErviEw to EmployErs. thE AppEAl oF thE intErviEw hAs EvErything to Do with thE (19) FACtor. most pEoplE BEliEvE thEy ArE A (20) juDgE oF ChArACtEr AnD trust thEir instinCtivE FEElings. wE might usE somE kinD oF tEst to AiD thE (21) proCEss, But wE usuAlly piCk A CAnDiDAtE who intErviEws will, hAs gooD (22) AnD An imprEssivE work rECor
D、
But (23) thE CAnDiDAtE liEs or is lEss thAn ComplEtEly honEst ’this CAn BE A sErious proBlEm For EmployErs’, (24) AlAnConrAD,ChiEFExECutivE At optimus rECruitmEnt. ’thE most DiFFiCult liArs to FinD out thosE who (25) hAlF-truths rAthEr thAn ComplEtE liEs.’ rEsEArCh (26) thAt up to 75 pEr CEnt oF CurriCulum vitAEs ArE DEliBErAtEly inACCurAtE. thE most Common prACtiCE is (27)
intErviEwErs shoulD thErEForE ConCEntrAtE on ArEAs oF (28) suCh As gAps BEtwEEn pErioDs oF EmploymEnt AnD joB (29) thAt sEEm strAngE. ’FoCusing on thEsE ArEAs will ForCE CAnDiDAtEs to tEll thE truth or BEComE inCrEAsingly (30) this is usuAlly whEn pEoplE signAl thEir (31) By thEir BoDy lAnguAgE. swEAt on thE uppEr lip, FAlsE smilEs AnD nErvous hAnD movEmEnts All (32) DisComFort.’
ConrAD DoEs not suggEst An AggrEssivE poliCE-stylE intErviEw tEChniquE, But insists thAt (33) inspECtion oF A CurriCulum vitAE is ABsolutEly EssEntiAl. only By Asking thE right quEstions CAn you ConFirm thE suitABility oF thE CAnDiDAtE or put prEssurE on thosE who ArE BEing lEss thAn ComplEtEly honEst.
A．Emotion
B．FEEling
C．humAn
D、pErson