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Choosing an executive for important positions in top

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Choosing an executive for important positions in top [#permalink] New post 18 May 2004, 08:59
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Choosing an executive for important positions in top companies can be a chancey business. Many decisions are arbitrary adn dependent on personal preferences and prejudices. Appereances , color of clothes , beards, height ,can all aid or hinder a candidate's chances for success.

Additional methods for helping a 'head-hunter' to choose the correct canditdate can be psychometreic testing and handwriting ananlysis .Althought these tests cannot be taken in isolation ,they may help to highlight weaknesses and strenghts in a candidates's aptitudes. The tests include verbal and numerical critical reasonining tests, detialed personality questionaries ,and often ,addtional tests to see how candidates organize their tme and utilize thier resources.

By also using a personal interview,the company can then find the most suitable person for a job.

which of hte following statements can be derived form the above?

1. psychometric tests alone should be used to choose candidates.
2.employers choose their executives according to theri apperances.
3.psychometric tets are essential in choosing sutalbe candidates for jobs.
4. psychometric tests show up the weaknesses of candidates.
5.successful candidacy for a top job is dependent only on luck.
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shubhangi

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 [#permalink] New post 18 May 2004, 09:53
I'll go with 3 also

1,2,5 are not good.
4 P tests MAY show weaknesses as per passage
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 [#permalink] New post 18 May 2004, 10:35
4 is better than 3.

The passage says that psychometric tests are "helpful" which does not mean that they are "essential".
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 [#permalink] New post 18 May 2004, 11:04
what about "they may help to highlight weaknesses and strenghts in a candidates's aptitudes."
We cannot conclude for sure that they will determine the weaknesses of candidates

Probably 4 is better because all these methods are additional methods to evaluate a candidate.
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 [#permalink] New post 18 May 2004, 11:10
The so called present tense--in this example, it is 'show up'--is a kinda modal verb.

Additional methods for helping a 'head-hunter' to choose the correct canditdate can be psychometreic testing and handwriting ananlysis.

Psychometric testing *can* be one method that helps the head-hunter. Moreover, it is possible that the head-hunter is to choose another method!
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 [#permalink] New post 18 May 2004, 11:15
well.. i chose 4...but was wrong..
i was surprised to see the OA ..its 5..
here's explanation:
Not all employers are convinced of the validdity fo p.test.otherwise all would use these tests and this is not necessarily true. so stat. c is not evident from the text.
P test shows both weakness and strenght of the candidates thereby invalidating stat D.
it remains therefore that only stat E canb e derived fromthe test.
It may be true that candidate will perform well in a p.test and then fail in personal interview .his perosonality might clash with that of potentional employer,so his or her chance of successis not, infact governed by any single factor but trather by random selection of several factors.

Wat do u say.. is that right explanation or not?
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 [#permalink] New post 18 May 2004, 11:27
Where did you get this question from? If it is not from either official GMAT or LSAT, it is not worth pondering over it.
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 [#permalink] New post 18 May 2004, 15:03
shubhangi wrote:
Got it from barrons..


I had a lot of issues with BARRON specially the CRs. I just dont get some of their logic. But from what I have heard thru this forum, Barron might be misleading for GMAT prep. Specially CRs!
  [#permalink] 18 May 2004, 15:03
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