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ー[ While the in-person interview is
not going away, many human resources
departments have come lO rely on
Yideoconferencing for candidate screening.
Using video has reduced the amount of
unproductive communication between job
seekers and employers、and Doth paries
aDpreciate the ability 0 more easily schedule
an interview.
Finding a videoconferencins vendorcan
be a challeneing process、especially for
smaller companies. 一[2] 一. Philipa
Renwick、human resOurces director at Inama
Clothing Manufaclurers、recommends that
all companies think broadly about their
needs. For example、Ms. Renwick asks、“Are
there on-site meetings happening nOw (hat
164. What is the main topic of the article?.
(A) Easier ways to set up a
videoconference
(B) Factors to consider when choosing
(C) Avideo series offering advice to job
seekers
(D) Improving processes in an
information-technology department
miht be conducted at lest as emeciively
through a videoconference7" A further
consideration、 accordins to Ms Renwick、js
that businesses often use the same
technolosy to engage in activities like
employee raining. 一3] 一
Ms. Renwick cautions that potential
Yendors should be asked how any proposed
systems will be customized wilhout creating
unreasOnable cOsts Or straining infOrmation-
technolosy sa 一[4] 一. Some companies
may only need basic video capabilities、
while others may seek mone advanced
functions、 such as builin analytic software
that allows managers (0 score and rank Video
interviewees in the momemt
166. According to the article, what can
interviewers do with advanced video
functions?
(A) View instructional materials
(B) Post video files
(C) Monitor training programs
(D) Rate job candidates
167.
In which of the positions marked [1]. [2], [に
