It often happens that a number of applicants with almost the same 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 for and against the interview as a way of selection. The main argument against it is that it results in a wholly subjective decision. As often as not, employers do not choose the best candidate. They choose the candidate 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 good assessment of each candidate’s likely performance. The main argument in favor of the interview is that an employer is concerned not only with a candidate’s ability, but with his or her suitable personality for the particular work situation. Many employers, for example, will overlook occasional mistakes from their secretary if she has a pleasant personality.
It is perhaps true to say, therefore, that the real purpose of an interview is not to assess the assessable aspects of each candidate but to make a guess at the things that are hard to measure, such as personality, character and social ability. Unfortunately, both for the employers and applicants for jobs, 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. Candidates who interview well tend to be quietly confident, but never boastful（自夸的）, direct and straightforward in their questions and answers; cheerful and friendly, but never over-familiar; and sincerely enthusiastic and optimistic. Candidates who interview badly tend to be either very shy or over-confident. They either talk too little or never stop talking. They are either over polite or a bit rude.
People argue over the interview mainly because they have   .

A．different purposes in the interview

B．different experiences in interviews

C．different standards of selection

D．different ways of selection

The underlined word “subjective” means “based on one’s     rather than facts” ．

A．personality

B．character

C．opinion

D．ability

The purpose of the last paragraph is to indicate     

A．a link between success in interview and personality

B．connections between work abilities and personality

C．differences in interview experience

D．differences in personal behavior

What is the author’s attitude towards the interview?

A．He thinks it is a good way of selection

B．He doesn’t quite agree with it

C．He is neither for nor against it

D．It is not clear

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