填空 操作提示：通过题目中的下拉选项框选择恰当的词语补全填空。 When it comes to selecting candidates through interview, more often than not the decision is made with the first five munutes of a meeting. Yet employers like to {suggest; convince; advise} themselves that they are being exceptionally thorough in their selection processes. In today's marketplace, the {worth; credit; quality} of staff is fundamental to the company's success and, as a result, recruiters use all means at their disposal to secure the best in the field. One method in particular that has risen in popularity is testing, either psychometric testing(心理测试), which attempts to define psychological characteristics, or aptitude testing. The idea is that those testing provide an organization with an extra way of establishing a candidate's suitability for a role. The employment of psychometric or ability testing as one {component ; member; share} of the recruitment process may have some merits, but in reality there is simply no real {extent; measure; amount} . The answer to this problem is experience in interview techniques and a strong definition of the elements of each position to be filled. The instinctive decision that many employers make, based on a CV and the first five minutes of a meeting, are perhaps no less valid than any other tool employed in the {business; topic; point} of recruitment.