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Read the passage below and answer Questions. (From 51 to 60) Children's books may not form part of the recruitment process for most businesses, but for shoe repair and key-cutting business Timpson, the key to its hiring process is whether the prospective candidate resembles say, Mr. Happy or Miss Quick, characters in children's books. " Other than specialist roles in finance or IT, we really don't bother about CVs or qualifications and we certainly don't take much notice of the words written on an application form," Timpson says. " The only thing that matters is personality." As well as more unorthodox methods, firms are turning to AI and other forms of tech to recruit. L' Oreal has introduced virtual reality to its approach, whereby graduates don a headset, take a virtual tour of the French beauty giant's offices, and experience a virtual meeting while having their personality and judgment assessed. Byte London, a marketing technology agency, recently introduced a chatbot (a computer programme that conducts a conversation) to help find employees. Replacing the initial application process, the Facebook Messenger chatbot, named Space Gentleman, asks applicants a series of 10 questions such as: " Do you have the right to work in the UK?", "We wanted to reduce the cost of hiring candidates, improve the quality of candidates applying to Byte and make the application more enjoyable." He adds: "We 're also using it as a soft sell for the agency's personality, helping people work out if they'd be a good fit." Last year, the mini bakery store chain Bagelman ditched the CV as part of the recruitment workshop, where the company could identify people who matched the job. "We were hiring individuals who looked gread on paper with impressive qualifications, but it soon became apparent they didn't share our values. We realised that no matter the qualifications on the CV, it was the person in front of us that mattered." Now Bagelman runs workshops where candidates have to participate in various set tasks. " Candidates who stand out for us will show great customer service, the ability to think on their feet and retain information. A CV can't show us any of that and is open to interpretation." Chris Rowley, a professor at Cass Business School, says companies should be more creative with recruiting but warns that while some methods can reduce the problems with CVs and application forms, which he says have " poor reliability as predictor of job perfomance", you need to be able to justify that decisions are not based on characteristics such as gender, ethnicity or age, but on the job criteria. He advises companies use a mix of CVs, application forms, and semi-structured interviews and tests Which of the following option provides an accurate interpretation of the following statement? CVs and applications forms ____ have " poor reliability as predictor of job performance".

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