题目内容：

    It often happens that a number of applicants with almost identical qualifications and experience all apply for the same position. In their educational background, special skills and work experience, there is little, if anything, to choose between half a dozen candidates. How then does the employer make a choice? Usually on the basis of an interview.

There are many arguments about the interview as a selection procedure. One argument is that it gives rise to a wholly subjective decision. As often as not, employers do not choose the best candidate, but the one who makes a good first impression on them. Some employers, of course, reply to this argument by saying that they have become so experienced in interviewing staff that they are able to make a sound assessment of each candidate’s likely performance. Unfortunately, both for the employers and applicants, there are many people of great ability who simply do not interview well. There are also, of course, people who interview extremely well, but are later found to be very unsatisfactory employees.

Those in favour of the interview insist that the well-structured procedure is valid in assessing a candidate’s ability, an essential guarantee for the future job. They also argue that an employer is concerned not only with a candidate’s ability, but with the suitability of his or her personality for the particular work situation. Many employers, for example, will overlook occasional inefficiencies from their secretary so long as she has a pleasant personality. Perhaps the real purpose of an interview is not to assess the assessable aspects of each candidate but to make a guess at the more intangible things, such as personality and social ability.

Today, interview is still a common section of the entire selection procedure, though different employers have different standards for competence. Generally speaking, candidates who interview well tend to be quietly confident, but never boastful; direct and straight-forward in their questions and answers; cheerful and friendly, but never over-familiar; and sincerely enthusiastic and optimistic. Candidates who interview badly tend to be at either end of the spectrum of human behaviour. They are either very shy or over-confident. They show either a lack of enthusiasm or an excess of it. They either talk too little or never stop talking. They are either over-polite or rudely abrupt.

1.According to the passage, which of the following statements is TRUE?

A.Employers are experienced in assessing the interviewees’ performance.

B.Interview is not always recognized as a sensible way to choose employees.

C.The interview helps the employers to pick the desired employees.

D.The remarkable candidates often distinguish themselves in an interview.

2.Which may not be considered in an interview?

A.Personality B.Communication skills

C.Background D.Capability

3.What is the author’s attitude towards the interview as a selection procedure?

A.Supportive B.Negative

C.Objective D.Unconcerned

4.The last paragraph indicates _________________.

A.a link between success in interview and character

B.connections between work abilities and character

C.differences in interview experience

D.differences in personal behaviour