De Cohen thinks that children are the masters of negotiation. Their goals are totally selfish. They understand the decision-making process within families perfectly. If Mum refuses their request , they will troop along to Dad and pressure him. If al else fails, they will try the grandparents, using some emotional blackmail. They can also be very single-minded and have an inexhaustible supply of energy for the cause they are pursuing. So there are lesson to be learned from watching and listening to children.
　　A put people at ease
　　B remain detached
　　C be competitive
　　D impress rivals　

　16 Many people say “no” to a suggestion in the beginning to
　　A convince the other party of their point of view
　　B show they are not really interested
　　C indicate they wish to take the easy option
　　D protect their company’s situation
　　17 Dr Cohen says that when you are trying to negotiate you should
　　A adapt your style to the people you are talking to
　　B make the other side feel superior to you
　　C dress in a way to make you feel comfortable.
　　D try to make the other side like you
　　18 According to Dr Cohen, understanding the other person will help you to
　　A gain their friendship
　　B speed up the negotiations
　　C plan your next move.
　　D convince them of your point of view
　　19 Deals sometimes fail because
　　A negotiations have gone on too long
　　B the companies operate in different ways
　　C one party risks more than the other.
　　D the lawyers work too slowly
　　20 Dr Cohen mentions children’s negotiation techniques to show that you should
　　A be prepared to try every route
　　B try not to make people feel guilty
　　C be careful not to exhaust yourself
　　D control the decision-making process.
　　PART FOUR
　　Questions 21 -30
　　Read the article below about the methods some companies are now using for recruitment.
　　Choose the correct word to fill each gap from (A, B, C or D) on the opposite page.
　　For each question 21-30,mark one letter (A, B, C or D) on your Answer Sheet.
　　There is an example at the beginning, (0)
　　The Scientific Approach to Recruitment
　　When it (0) to selecting candidates through interview, more often than not the decision is made within the first five minutes of a meeting. Yet employers like to (21) themselves that they are being exceptionally thorough in their selection processes. In today’s competitive market place, the (22) of staff in many organizations is fundamental to the company’s success and, as a result , recruiters use all means at their disposal to (23) the best in the field.
　　One method in particular that has (24) in popularity is testing , either psychometric testing, which attempts to define psychological characteristics , or ability￡aptitude testing (25) an organization with an extra way of establishing a candidate’s suitability for a role. It (26) companies to add value by identifying key elements of a position and then testing candidates to ascertain their ability against those identified elements.
　　The employment of psychometric or ability testing as one (27) of the recruitment process may have some merit, but in reality there is no real (28), scientific or otherwise, of the potential future performance of any individual. The answer to this problem is experience in interview techniques and strong definition of the elements of each position to be (29) as the whole recruitment process is based on few real certainties, the instinctive decisions that many employers make, based on a CT and the first five minutes of a meeting, are probably no less valid than any other tool employed in the (30) of recruitment