单项选择题

The jewellery designer
He was young and completely unknown, but Paul Waterhouse believed in himselF.He'd heard that there was going to be a large exhibition for jewellery designers and he asked the organisers whether he could show some of his work. 'I was only 21,' he says, 'and they agreed, if I could show a complete collection.' So he went to the bank, borrowed £1,500 for materials, and began to work on new designs. 'The exhibition was fantastiC.Although everyone else was much more experienced than I was, my designs were still praiseD.'
He decided to transfer his business to Canada and began to experiment with new materials: all sorts of stones from around the world, some totally new to him. 'As most of them weren't precious, it changed the way I approached design. It was great! I was able to produce much larger pieces of modern jewellery,' he says. 'Then I was asked by an advertising agency to design a wedding ring for a TV advert. The agency liked what I'd done, but their client, a car manufacturer, wanted something a little more traditional. I was happy to make changes and that work gave me a lot of free publicity.'
At the start of his career, Paul felt confident.
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B.Wrong
C.Doesn't say

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A.Right
B.Wrong
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单项选择题
INTERVIEWSPeople applying for jobs normally send in a copy of their CV. This should be used as a basis for questions from the interviewer.Interviewers find it useful to ask candidates about the way they behaved in difficult situations in the past, for example with an angry customer or colleaguE.These questions allow applicants to explain how they acted in a real-life situation and, consequently, give clues as to how they would act again in similar situations. Candidates are likely to tell the truth as speaking from memory leaves little time to invent what happeneD.On the other hand questions which ask candidates to imagine how they would behave in a situation which they have probably never met are of little or no valuE.This is because they only provide answers about how candidates would hope to behave, and this might not match the actions they would actually takE.In any interview candidates must be treated fairly, with questions asked in the same manner and with no candidate's interview lasting considerably longer than any other's. Candidates should always be given the opportunity to ask questions throughout the interview.Jan Godley, head of Human Resources at Aspley Supermarkets says: 'A company needs staff not only who have the right qualifications and experience, but also who are happy to fit in with the company's way of doing things. Our managers have to accept the idea that everyone working here is a colleague (managers are always known by their first names), and that spending time actually in the store with colleagues and customers, rather than in their offices, is part of the joB.For management posts, we organise pre-interview group exercises to measure team-working and leadership skills, sometimes along with activities to assess personal qualities.In all our interviews we pay attention to body languagE.It is natural for candidates to show signs of being nervous at an interview but most relax after a few minutes and become more confident. However, if the nervousness continues until the end of the interview, especially when difficult questions are asked, we would begin to have doubts about that candidatE.Like all employers, we want to take on staff who are at ease with colleagues and customers so it is important to watch the way candidates behave, as well as listen to what they have to say.'According to the article, why are questions about a candidate's past behaviour useful?A.They prove the candidate will act appropriately in different circumstances.B.They show the candidate can remember details of the situation.C.They demonstrate how the candidate might act in the futurE.
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