[单项选择]

Employee Selection Techniques That Are Too Good to Be True

Selecting future employees is one of the most important and difficult processes for (21) human resource managers are responsible. The time-honored approach of interviewing, investigating an applicant’s experience and education, and talking with references, although time-consuming, may still be the best method. (22) interviewing today is a minefield of legal do’s and don’ts. You may ask an applicant about (23) convictions but not about arrests. You may ask about medical background but not about race and (24) And, (25) if you hire a person who then hurts a customer, you can be sued for not having known about his or her prior arrest record. Faced with such difficulties, many companies buy quick-and-easy solutions to the selection (26) Many of these solutions are, in fact, too good to be true.
Take the 1980s, for example, Polygraph—lie de

男，16岁，发热4天伴纳差2天急诊。检查：血压114/70mmHg，左脚趾甲沟部红肿破溃。血白细胞计数为20×10⁹/L，中性粒细胞为89%。

Clinical depression is a serious ailment, but almost everyone gets mildly depressed from time to time. Randolph Nesse, a psychologist and researcher in evolutionary medicine at the University of Michigan, likens the relationship between mild and clinical depression to the one between normal and chronic pain. (46)He sees both pain and low mood as warning mechanisms and thinks that, just as understanding chronic pain means first understanding normal pain, so understanding clinical depression means understanding mild depression.
Dr. Nesse’s hypothesis is that, as pain stops you doing damaging physical things, so low mood stops you doing damaging mental ones — in particular, pursuing unreachable goals. Pursuing such goals is a waste of energy and resources. (47)Therefore, he argues, there is likely to be an evolved mechanism that identifies certain goals as unattainable and inhibits their pursuit — and he believes that low mood is at least part of