填空题

There are many arguments for and against the interview as a selection procedure. The main argument against it is that it results in a wholly (26) decision. As often as not, employers do not choose the best candidate, they choose the candidate who makes a good first impression on them. Some employers, of course, (27) this argument by saying that they have become so (28) in interviewing staff that they are able to make a sound (29) of each candidate’s likely performance.
The main argument in favor of the interview is that an employer is concerned not only with a candidate’s ability, but with the (30) of his or her personality for the particular work situation. Many employers, for example, will overlook occasional (31) from their secretary provided she has a pleasant personality.
It is perhaps true to say, therefore, that the real purpose of an interview is not to assess the assessable (32) of each candidate but to make a guess at the more (33) things, such as personality, character and social ability. Unfortunately, both for the employers and applicants for jobs, there are many people of great ability who simply do not interview well. Candidates who interview badly (34) be at either end of the spectrum of human behavior. They are either very shy or over-confident. They show either (35) enthusiasm or an excess of it. They either talk too little or never stop talking. They are either over-polite or rudely abrupt.