2021年2月28日托福獨(dú)立寫作真題范文 | 如何了解應(yīng)聘者？

2021年2月28日 

托福獨(dú)立寫作

【考場題目回憶】：

Nowadays many job interviewers and employers are looking for various additional sources of information to better understand a job applicant. Which is the best way for the employers to better know the situation of a job applicant?

1. 詢問候選人前雇主；Contacting previous employers the job applicant worked for and asking for further information； 

2. 查看候選人社交媒體和資料介紹；Checking the job applicant's profile on social platforms (such as social networking websites and social media) ；

3. 實(shí)習(xí)一個(gè)月; Letting the job applicant work for the company for a short period of time(1-month) and then decide whether to hire him permanently. 

Candidates'resumes cannot provide all the information employers need. Hence, to get a thorough understanding of the candidates, job interviewers and employers may turn to social platforms or their former employers for reference checks. However, neither of the sources can offer genuine and complete information. In fact, a short period of internship is the most desirable way to better know about the potential employees. 

● Thorough adj. 徹底的，完全的

● Reference check 背景調(diào)查

● Genuine adj. 真實(shí)的

During a job interview, asking personal questions, which is justifiable, may make candidates feel uncomfortable, not to mention the fact that it may be deemed as discriminatory. Checking out candidates’ social media presence across all major platforms like Facebook or LinkedIn for answers can avoid such awkwardness, meanwhile offering a better insight into their skills and experience. However, are posts and profiles online completely truthful? The answer is surely negative. In fact, as such information may reveal the candidates’ personal traits and their past performance, the dark sides of them like police records or irritable personalities are unlikely to be revealed. The worst case is that some shining points are fabricated to trick their potential employers. If such insincere information is not detected, which is highly likely, the company hiring such candidates may eventually suffer great losses. 

● social media presence 社交媒體形象

● offer an insight into 提供了解

● personal trait 個(gè)人特質(zhì)

● fabricate v. 編造

Contacting former employers the candidates worked for is less undesirable, and there seems no reason for them to give untruthful information. Nevertheless, it is not unlikely that the information collected is incomplete. This is because former employers are not obligated to answer the reference check questions, nor should they be responsible for any inauthentic descriptions. In this case, when contacted, former employers may respond in an offhand manner, giving bits and pieces of information that is irrelevant or insignificant.

● Be obligated to 有責(zé)任xxx

● Offhand adj. 漫不經(jīng)心的，不在乎的

● Bits and pieces 零碎的

It thus follows that a short period of internship is the best way to find the best candidate for the job. After monitoring job applicants’ progress, employers can know about everything about them including their intelligence, skills, ability to cope with stress, social skills and weaknesses. More importantly, with some actual works accomplished, employers can gauge potential employees’ abilities and prepare them for future works, in case they will be eventually engaged. Not to mention, under close observation, candidates can hardly fake their performance and traits, and the information obtained is much more complete than the answers collected from previous employers. 

● Gauge v. 判斷

● Engage v. 雇用，吸引住，與… 建立密切聯(lián)系

● Fake v. 偽造

In conclusion, compared with social platforms and previous employers, an internship is the best way to know about job applicants.