I needed to hire a new salesperson, and one resume stood __51___ like a sore thumb. The applicant, Ari, was a math major and
built robots ___52____ his spare time, clearly not the right skill set for sales. But my boss thought Ari looked interesting, so I called
him in for an interview. Sure enough, he bombed it. I reported back to my president that although Ari seemed like a nice guy,
__53_____ the 45-minute interview, he didn’t make any eye contact. It was obvious that he lacked the social skills to build
relationships __54____ clients. I knew I was in trouble when my president started laughing. “Who cares about eye contact? This is a
phone sales job.” We invited Ari back for a second round. Instead of interviewing him, a colleague recommended a different approach,
which made it clear that he would be a star. I hired Ari, and he ended up being the best salesperson __55___ my team. I walked away
with a completely new way of evaluating talent. Ever since, I’ve been working with organizations on rethinking their selection and
hiring processes.
【題組】53. (A) during (B) on (C) at (D) since
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