Matching the Person to the Job - IELTS Listening Answers & Explanations
From Cambridge IELTS 03 Academic Listening Test 2 · Part 3 · Questions 21–30
Audio
Questions
Questions 21–24 One Choice
Choose the correct letters A-C.
Questions 25–29 Note Completion
Complete the notes below.
Write NO MORE THAN THREE WORDS for each answer.
Personality Questionnaires
- completed during 25
- used in the past by the 26 and the 27
- nowadays used by 28 of large employers
- questions about things like: working under pressure or keeping deadlines
- written by 29 who say candidates tend to be truthful
Questions 30–30 One Choice
Choose the correct letter A—C.
Answers & Explanations Summary
| # | Answer | Evidence | Explanation |
|---|---|---|---|
| Q21 | B | So, we’ve looked at various aspects of staff selection this term and I think by now you should all be beginning to see how much more there is to it than just putting applicants through a short interview or asking the ‘right’ questions | Excerpt/Transcript Explanation: The teacher says that hiring people is a big topic. It is not just about a simple talk or asking common questions; there is a lot more to the process than that. Answer Explanation: The answer means that the teacher is emphasizing how much work and care goes into picking the best people for a job. Reason For Correctness: The correct answer is B because the tutor starts the session by highlighting that picking new employees (staff selection) is a complex and significant process. The teacher explains that it is about much more than just a quick conversation or knowing which questions to ask. By saying students should see how much more there is to the process than just interviews or question techniques, the teacher is emphasizing the importance of the entire 'staff selection' field. |
| Q22 | C | But if they start work and you realise that they just don’t get along with everybody else, that say, they’ve got sharply contrasting views on how something will work well, with the best will in the world, you may be backing a loser |
Excerpt/Transcript Explanation: The transcript explains that if a new worker does not like their coworkers or has very different ideas about how to do the job, they will not be a good fit, even if they have good qualifications. Answer Explanation: The answer identifies a person who does not fit in as someone who has different opinions or ideas than the rest of the people in their working group. Reason For Correctness: The correct answer is chosen because the tutor describes a situation where an employee might have all the right skills but still fail because they do not 'get along' with the team. The tutor uses the phrase 'sharply contrasting views' to describe this, which means having opinions that are very different or opposite to others. In the context of the question, 'sharply contrasting views' is a synonym for 'disagrees with the rest of the group'. |
| Q23 | A | People have to have faith in each other’s ability to carry out the task their boss has set them. They have to trust that everyone will do their part of the job, and you can’t necessarily train people for this | Excerpt/Transcript Explanation: The transcript says that workers must have 'faith' (trust) in 'each other’s' (colleagues') 'ability' (skills) to do the tasks given by the boss. Answer Explanation: The answer means that for a team to work well, the workers must believe that their coworkers are skilled and capable of doing their work. Reason For Correctness: The correct answer is A because the tutor mentions that in a team, people need to have 'faith' in the 'ability' of their coworkers to do their jobs. Looking at the transcript, 'faith' is a synonym for 'trust', and 'each other' refers to 'colleagues'. This shows that trusting your team members' skills is a key part of working together. |
| Q24 | C | Well, in most interviews you usually ask candidates questions about their hobbies and what they like doing in their spare time that sort of thing so employers are already involved in the practice of well, doing part of the task |
Excerpt/Transcript Explanation: The transcript shows that during most interviews, employers ask questions about a person's hobbies and free time. This means they are already doing the work of trying to find out personal information about the candidate. Answer Explanation: The answer means that getting information about a person's life and character is something that happens in interviews right now. Reason For Correctness: The correct answer is correct because the tutor points out that interviewers already ask about a candidate's hobbies and what they do for fun outside of work. This shows that the process of trying to understand an applicant's personality is not a new idea, but a current practice in the hiring world. The phrase 'already involved' confirms that this is happening now. |
| Q25 | selection procedure / selection | They have to be filled out by the candidates some time during the selection procedure, often just before an interview | Excerpt/Transcript Explanation: The transcript explains that job seekers must complete these personality forms at some point while the company is choosing a new worker. Answer Explanation: The answer "selection (procedure)" means the official process of picking the best person for a job from a group of applicants. Reason For Correctness: The correct answer is "selection (procedure)" because the tutor specifically states that personality questionnaires must be filled out by the candidates during this stage. The word "selection" describes the time when an employer is choosing a new worker. The tutor mentions this happens often right before an interview. |
| Q26 | the ancient Chinese / the Chinese / ancient Chinese / Chinese / the antient Chinese / antient Chinese | Apparently they were used by the ancient Chinese for picking out clerks and civil servants, and then later they were used by the military to put people in appropriate areas of work | Excerpt/Transcript Explanation: The transcript explains that very long ago, people in China used these questionnaires to help choose people for government jobs, and later the army used them as well. Answer Explanation: The answer refers to the group of people from China a long time ago who first used these personality tests. Reason For Correctness: The correct answer is derived from the tutor's explanation of the history of personality questionnaires. The tutor notes that the practice is old and gives the 'ancient Chinese' as the first example of a group that used them in the past to select government workers (clerks and civil servants). This matches the requirement in the notes to identify which groups used the tests historically. |
| Q27 | the military / military / the army / army | Apparently they were used by the ancient Chinese for picking out clerks and civil servants, and then later they were used by the military to put people in appropriate areas of work | Excerpt/Transcript Explanation: The transcript explains that the idea of using tests to understand someone's personality is very old. It says that a long time ago, the Chinese government used them, and then after that, the military used them to decide which jobs were best for their members. Answer Explanation: The answer refers to the armed forces or soldiers who protect a country. Reason For Correctness: The correct answer is derived from the tutor’s explanation of the history of personality questionnaires. The tutor notes that these tests were used in the past to help choose the right people for certain roles. Specifically, they were used by the ancient Chinese and, later on, by the military to assign people to the right types of work. The word 'military' is a synonym for 'army'. |
| Q28 | almost two thirds / two thirds | They’ve gained a lot of ground since then and there are about 80,000 different tests available now and almost two thirds of the large employers use them | Excerpt/Transcript Explanation: The transcript says that these tests have become very popular and that nearly two-thirds of the biggest companies use them. Answer Explanation: The answer "(almost) two thirds" refers to a fraction (nearly 66%) that shows how many big companies use personality tests today. Reason For Correctness: The correct answer is "(almost) two thirds" because the tutor directly states this fraction when describing the popularity of personality questionnaires among big companies. In the notes, the phrase "large employers" matches the term used in the transcript, making this the specific information needed to complete the sentence. |
| Q29 | experts | These tests are compiled by experts and they believe that the answers can provide a few simple indicators as to roughly the type of person that you are that people will generally be truthful in that situation |
Excerpt/Transcript Explanation: The transcript says that these personality tests are made by people with special knowledge, called experts. It also says these experts believe that people will tell the truth when they answer the questions. Answer Explanation: The answer is the word "experts", and it should be in the plural form (more than one). Reason For Correctness: The correct answer is "experts" because the tutor explains that the personality tests are put together or "compiled" by specialists in that field. The tutor also mentions that these people believe applicants will be honest and "truthful" when they answer the questions. In this context, "compiled by" means the same as "written by". |
| Q30 | A | more and more employers around the world are making use of what are called ‘personality questionnaires’ to help them select new staff and . . | Excerpt/Transcript Explanation: The transcript states that many companies use a special test called a "personality questionnaire" to help them pick or choose their new workers. Answer Explanation: The answer means that the teacher is explaining one specific method (technique) used to choose the right people for a job. Reason For Correctness: The correct answer is A because the main part of the tutor's lesson is about explaining a tool called a 'personality questionnaire.' She explains how companies use this test to pick (select) employees who will fit into a team. While she mentions traditional interviews, her main goal is to describe how this specific questionnaire helps employers find the 'right' person for a role beyond just their degrees or skills. |
Transcript
TUTOR: Good morning. So, we’ve looked at various aspects of staff selection this term and I think by now you should all be beginning to see how much more there is to it than just putting applicants through a short interview or asking the ‘right’ questions. So I think you should be ready for today’s tutorial on ‘matching the person to the job’.
We’re going to talk today about the importance of choosing that all round ‘right’ person.
MURIEL: Right. So we have to put ourselves into the role of the manager or supervisor?
TUTOR: Yes. And then we’re going to imagine how different applicants would fit into the team or group they have to work with ... er ... we’ll look at some examples later.
MURIEL: It’s just theoretical at the moment...
TUTOR: Yes. The point is, you can select someone - even a friend - who has all the right qualifications ... degrees ... certificates, whatever. You can also check that they have a lot of experience .. . that they’ve done the sort of tasks that you want them to do in your office already, in a similar environment. But if they start work and you realise that they just don’t get along with everybody else, that... say, they’ve got sharply contrasting views on how something will work . .. well, with the best will in the world, you may be backing a loser.
DAVE: Wouldn’t it be just a question of company training, though?
TUTOR: Not always. Particularly in a team situation, and I think it’s important to think in terms of that type of working environment. People have to have faith in each other’s ability to carry out the task their boss has set them. They have to trust that everyone will do their part of the job, and you can’t necessarily train people for this.
DAVE: But it’s like trying to find out what someone’s personality is like in a job interview ... I mean you just can’t do that. Even if you try, you won’t find out what they’re really like until they actually start work.
TUTOR: Well, in most interviews you usually ask candidates questions about their hobbies and what they like doing in their spare time ... that sort of thing ... so employers are already involved in the practice of ... well, doing part of the task.
DAVE: But it doesn’t tell you anything. It doesn’t tell you if they’re easy-going or hate smokers or whatever.
TUTOR: Well, arguably it does give you a bit of information about an applicant’s character, but also . .. more and more employers around the world are making use of what are called ‘personality questionnaires’ to help them select new staff and . . .
MURIEL: What’s it called?
TUTOR: A Personality Questionnaire. They have to be filled out by the candidates some time during the selection procedure, often just before an interview. The idea is actually quite old. Apparently they were used by the ancient Chinese for picking out clerks and civil servants, and then later they were used by the military to put people in appropriate areas of work. They’ve gained a lot of ground since then and there are about 80,000 different tests available now and almost two thirds of the large employers use them.
MURIEL: Which makes you think that there must be something in them.
TUTOR: That’s right. They ask the sort of questions that you might expect, like do you like working under pressure or are you good at keeping deadlines.
DAVE: And what if people can see through them and just write what they think the employer wants to see?
MURIEL: Well that’s always a possibility.
DAVE: I mean, it’s human nature to lie, isn’t it?
TUTOR: Well, that’s the point. Apparently it isn’t. These tests are compiled by experts and they believe that the answers can provide a few simple indicators as to roughly the type of person that you are .. . that people will generally be truthful in that situation.
MURIEL: And then you can go some way towards finding out whether someone’s say, forward-looking ... a go-ahead type of person ... or resistant to change.
TUTOR: Yes. And there are all kinds of (fade out)