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      Imagine that you're looking at your company-issued smartphone and you notice an e-mail from
Linkedin: "These companies are looking for candidates like you!” You aren't necessarily searching
for a job, but you're always open to opportunities, so out of curiosity, you click on the link. A few
minutes later your boss appears at your desk. "We've noticed that you're spending more time on
Linkedin lately, so I want to talk with you about your career and whether you're happy here,” she
says. Uh-oh.
      It's an awkward scene. Attrition(损耗) has always been expensive for companies, but in many
industries the cost of losing good workers is rising, owing to tight labor markets. Thus companies are
intensifying(增强) their efforts to predict which workers are at high risk of leaving so that managers
can try to stop them. Tactics(策略) range from electronic monitor to sophisticated(复杂的) analyses
of employees' social media lives.
    Some of this work may be a reason to let employees to quit. In general, people leave their
jobs because they don't like their boss, don't see opportunities for promotion or growth, or are offered
 a higher pay; these reasons have held steady for years.
    New research conducted by CEB, a Washington-based technology company, looks not just at
why workers quit but also at when. "We've learned that what really affects people is their sense of
how they're doing compared with other people in their peer group, or with where they thought they
would be at a certain point in life," says Brian Kropp, who heads CEB's HR practice. ';We've learned
to focus on moments that allow people to make these comparisons."
    Technology also provides clues about which star employees might be eyeing the exit. Companies
can tell whether employees usmg work computers or phones are spending time on (or even just
 opening e-mails from) career websites, and research shows that more firms are paying attention to
these things. Large companies have also begun tracking badge swipes(浏览痕迹）employees' use of
 an ID to enter and exit the building or the parking garage-to identify patterns that suggest a worker
may be interviewing for a job.
  32. From the first paragraph, we can infer Linkedln is
    A. an e-mail    B.a job from the Internet
    C.a professional social network    D.a world-famous company
  33. What's the main idea of the second paragraph?
    A. The cost o losing good workers is rising.
    B. Companies are stricter with workers than before.
    C. Finding new jobs has been a trend for most workers.
    D. Measures have been taken to find the potential workers who want to quit.
  34. According to the research by CEB, which of the following might be the most probable reason
  for workers to quit their jobs?
    A. They don't like their bosses.    B. Workers are always doing comparisons.
    C. Not seeing opportunities for promotion.    D. To find a higher-paid job.
  35. What is the author's purpose in writing the text?
    A. To make a review on a phenomenon.    B. To tell us the leader's concerns.
    C. To show a new trend in the job market.    D. To stress the role of new technologies.
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