Nowadays more and more foreign ente

Nowadays more and more foreign enterprises and companies are no longer relying on interviews for employment．Years of studying interviewing have made clear that it is not a very objective process．Personnel officers often hire the person they like best, or even the one they think most physically attractive．Looking good is no guarantee of doing the job well, however．Uglies or those who are aesthetically(审美地)challenged, lose heart．
To get a more objective view, many companies are also using psychological tests to hire both for relatively routine jobs and for positions at senior levels of management．It is impossible to say how many employers use tests, but estimates of test sales in the UK for 1993 were over 1 million．
The basic reason employers use tests is clear: tests claim to be scientific and objective．A large body of research has shown that interviews by themselves are not very reliable as a method of selection．People’s judgements are often very subjective: whether they like the look of someone counts for more than almost anything else．But reliable and valid tests can offer rapid and more objective information about a would-be employee．If a candidate talks well in an interview but his test results suggest that he is a careless person who cannot concentrate, an employer is likely to think twice about hiring him．
Taking a serious test for a job is rather different from taking a game-like test．You can spend just a little in answering questions of that kind of test, and you deny the answers and say they are not accurate．But you cannot go to a serious test without enough preparation since you can not afford to be denied and removed again and again．

結果 (中文) 1:

如今越来越多的外国企业和公司都不再依靠 employment.Years 学习面试的面试已清楚它是不是很客观的 process.Personnel 的人员经常雇用的人，他们最喜欢的或甚至是他们认为最身体 attractive.Looking 好是没有保证的做好这份工作，however.Uglies 或那些美学 （审美地） 挑战失去信心。要获得更客观的看法，很多公司也使用心理测验聘请既为相对日常工作并报名高级级别的职位是不可能说多少个雇主使用测试，但测试销售在英国 1993 年估计有超过 100 万。基本雇主使用测试的原因很清楚︰ 测试自称是科学和 objective.A 大量的研究表明，通过自己的采访不是非常可靠的因为 selection.People 的判决方法往往是十分主观的东西︰ 是否他们喜欢的人的神情计数超过几乎任何里可靠和有效的测试可以提供快速和更客观的信息，对潜在的 employee.If 候选人谈好在一次采访，但他的测试结果表明，他是一个粗心的人，不能集中注意力，雇主是有可能两次想雇佣他。以严峻的考验，为一份工作是相当不同于以类似游戏 test.You 可以只花一点点钱在回答问题的那种考验，和你否定的答案，说他们不是你不能去严峻的考验，没有足够的准备，因为你不能否认，亦再次删除的 accurate.But。

結果 (中文) 3:

现在越来越多的外国企业和公司不再依靠面试就业。学习采访年已明确表示，这不是一个很客观的过程。人员经常雇用的人他们最喜欢的，甚至他们认为最有吸引力的一个。但是没有保证做好这份工作，希望好的。丑或那些美观（审美地）挑战，失去信心。为了获得一个更客观的观点，许多公司也在使用心理测试来雇佣相对常规的工作和在高级管理层的职位。这是不可能说有多少雇主使用测试，但在英国的测试销售估计超过100万人。雇主使用试验是明确的基本原因：测试要求是科学的、客观的。大量研究表明，采访本身并不是很可靠的一种选择。人们的判断往往是非常主观的：他们是否喜欢一个人数看超过几乎任何东西。但可靠有效的测试可以提供快速和更多的准员工客观信息。如果一个候选人的谈判以及在采访中但他的试验结果表明他是个粗心的人，无法集中精力，雇主可能会考虑雇用他。以一个工作认真的测试是以游戏测试而不同。你可以在回答这类试题只花了一点点，你拒绝回答，说他们是不准确的。但你不能去一个严峻的考验，因为你没有足够的准备，不可否认，除去一次又一次。