Events & Promotions
|
|
GMAT Club Daily Prep
Thank you for using the timer - this advanced tool can estimate your performance and suggest more practice questions. We have subscribed you to Daily Prep Questions via email.
Customized
for You
Track
Your Progress
Practice
Pays
Not interested in getting valuable practice questions and articles delivered to your email? No problem, unsubscribe here.
Apr 2912:30 AM EDT
-01:30 AM EDT
Learn how Kamakshi achieved a GMAT 675 with an impressive 96th %ile in Data Insights. Discover the unique methods and exam strategies that helped her excel in DI along with other sections for a balanced and high score.
Apr 2808:00 AM PDT
-11:00 AM PDT
Whether you are just beginning your MBA journey or fine-tuning your path to a 700+ score, GMAT Day is designed to give you a competitive edge.
Apr 3001:30 AM EDT
-02:30 AM EDT
At one point, she believed GMAT wasn’t for her. After scoring 595, self-doubt crept in and she questioned her potential. But instead of quitting, she made the right strategic changes. The result? A remarkable comeback to 695. Check out how Saakshi did it.
May 0111:00 AM PDT
-12:00 PM PDT
Free- full-length test + 15 concept videos + 150+ short videos + study plan!
May 0306:30 AM PDT
-08:30 AM PDT
Verbal trouble on GMAT? Fix it NOW! Join Sunita Singhvi for a focused webinar on actionable strategies to boost your Verbal score and take your performance to the next level.
02 Jun 2023, 15:13
Kudos
Bookmarks
E
Be sure to select an answer first to save it in the Error Log before revealing the correct answer (OA)!
Difficulty:
95%
(hard)
Question Stats:
40% (02:04) correct
60%
(02:18)
wrong
based on 161
sessions
History
Date
Time
Result
Not Attempted Yet
A well-known investment-banking firm often recruits on the campuses of prestigious universities across the country, hiring many brilliantly achieved white graduates for positions at its headquarters in New York City. This same firm also makes it a point to recruit black graduates from smaller universities across the country with similar achievements, although these candidates are almost always sent to a less important office in Maryland. However, the principle of social equality rules out using race and university prestige as relevant consideration in the placing of prospective candidates.
The statements above, if true, best support which of the following conclusions?
(A) The investment banking firm employs the principle of social equality in only a few cases of recruitment.
(B) The proportion of blacks and whites at each respective office should be the same.
(C) In some cases, the principle of social equality can be overridden by other principles.
(D) The principle of social equality does not allow for sending new recruits to a less important office than the headquarters.
(E) In many cases, the firm’s sending of new white recruits to its New York City headquarters violates the principle of social equality.
The statements above, if true, best support which of the following conclusions?
(A) The investment banking firm employs the principle of social equality in only a few cases of recruitment.
(B) The proportion of blacks and whites at each respective office should be the same.
(C) In some cases, the principle of social equality can be overridden by other principles.
(D) The principle of social equality does not allow for sending new recruits to a less important office than the headquarters.
(E) In many cases, the firm’s sending of new white recruits to its New York City headquarters violates the principle of social equality.
02 Jun 2023, 15:13
Kudos
Bookmarks
Best answer: (E)
Identify the conclusion and the premise(s):
Premise: A well-known investment banking firm often recruits on the campuses of prestigious universities across the country, hiring many brilliantly achieved white graduates for positions at its headquarters in New York City. This same firm also makes it a point to recruit black graduates from smaller universities across the country with similar achievements, although these candidates are almost always sent to a less important office in Maryland.
Premise: The principle of social equality rules out using race and university prestige as relevant consideration in the placing of prospective candidates.
Explanations:
Identify question type and give some tips:
Be careful to stay in scope as you look for the conclusion to draw. In particular, keep in mind that we are considering specifically “white candidates from prestigious universities with stellar achievement records” and “black candidates from smaller universities with stellar achievement records,” not simply “whites” and “blacks” or even “Ivy Leaguers” and “state-schoolers.” It further seems to have been established that locational preference is not a factor (they recruit from across the country).
Scan each answer choice eliminating progressively each “wrong” answer to finish with the “best” answer:
(A) is incorrect; if such a principle were employed “in only a few cases” then it would seem that it was not employed at all. (B) is not necessarily true; remember, we are speaking of those candidates with similar achievement records. If the offices serve different functions and a larger proportion of either blacks or whites is better qualified for one of the other functions, it would be fair to send them to a different office. Nothing suggests the principle could be overruled; (C) is wrong. (D) seems to imply that every new recruit deserves to go to the headquarters, which may not be the case—it is only true that race and class should not count.
Identify the conclusion and the premise(s):
Premise: A well-known investment banking firm often recruits on the campuses of prestigious universities across the country, hiring many brilliantly achieved white graduates for positions at its headquarters in New York City. This same firm also makes it a point to recruit black graduates from smaller universities across the country with similar achievements, although these candidates are almost always sent to a less important office in Maryland.
Premise: The principle of social equality rules out using race and university prestige as relevant consideration in the placing of prospective candidates.
Explanations:
Identify question type and give some tips:
Be careful to stay in scope as you look for the conclusion to draw. In particular, keep in mind that we are considering specifically “white candidates from prestigious universities with stellar achievement records” and “black candidates from smaller universities with stellar achievement records,” not simply “whites” and “blacks” or even “Ivy Leaguers” and “state-schoolers.” It further seems to have been established that locational preference is not a factor (they recruit from across the country).
Scan each answer choice eliminating progressively each “wrong” answer to finish with the “best” answer:
(A) is incorrect; if such a principle were employed “in only a few cases” then it would seem that it was not employed at all. (B) is not necessarily true; remember, we are speaking of those candidates with similar achievement records. If the offices serve different functions and a larger proportion of either blacks or whites is better qualified for one of the other functions, it would be fair to send them to a different office. Nothing suggests the principle could be overruled; (C) is wrong. (D) seems to imply that every new recruit deserves to go to the headquarters, which may not be the case—it is only true that race and class should not count.
26 Jan 2025, 06:38
Kudos
Bookmarks
I think the tag on this question needs to be changed from strengthen to inference DrHuber
