Section B: Information Matching

Directions: In this section, you are going to read a passage with ten statements attached to it. Each statement contains information given in one of the paragraphs. Identify the paragraph from which the information is derived. You may choose a paragraph more than once. Each paragraph is marked with a letter. Answer the questions by marking the corresponding letter on Answer Sheet 2.

Looking for a job after 45

[A] Ageism and long-term unemployment are most damaging for those in the second half of their careers. Changing careers is hard. Getting back into work after you've been laid off is even harder. Those over 45 make up the bulk of the long-term unemployed. Hiring managers admit they are reluctant to hire those over 40 or 45, arguing they probably won't be a good “fit.”

[B] But the one thing that can really make a difference? More education and training. These are the results from a new study by Generation, a nonprofit founded by former McKinsey consultants. They've just published a global survey based on over 5,000 workers and managers in seven countries.

[C] “Older midcareer workers...make up the bulk of the long-term unemployed in many countries,” analysts write. Those over 45 comprise over 40% of the long-term unemployed. If you're out of work past 45, there's nearly a two in three chance you'll be out of work for over a year. Age is indeed one of the greatest barriers.

[D] A substantial part of this is “widespread ageism.” Although managers admit that post-45 hires turn out to be just as good as younger workers, they still don't want to hire them. “Hiring managers have a strong perception bias against 45+ job candidates — they believe they have poor skills and low adaptability.”

[E] The survey results are remarkable. Hiring managers are three times as likely to rate job applicants age 35-44 as a better “fit” than those over 45. They rate the post-45 job seekers lower on all three measures — even experience — than those ages 18 to 34.

[F] Their biggest fears? Managers worry that older hires will be reluctant to try new technologies and unable to learn new skills. Besides, the majority of hiring managers are under 45 — and seem reluctant to hire people older than themselves.

[G] But here's the good news. Older workers who've actively engaged in more education and training turn this on its head. Three-quarters of hiring managers said they'd be more likely to hire an over-45 who had relevant education. Among career switchers, 74% said training helped them get their new job.

[H] “Midcareer switchers overwhelmingly say that training enabled them to shift to a new career path.” Those who are excited by training are unemployed for less time, receive more job offers, and are more satisfied.

[I] Hiring managers said training was three times more likely to get them to hire applicants over 45 than government subsidies. Training includes in-person, on-the-job, “informal learning,” and online courses — with or without certification.

[J] Just learning some new skills may have an effect on its own. There's a downside: people least interested in retraining are more likely to come from historically disadvantaged communities. Post-45 switchers with higher incomes participate in 2.5 training programs; those with lower incomes: 0.9 programs.

[K] Many years ago, a study found that employers are much more likely to hire a graduate with work experience. The person who worked in the bank is more likely ready, willing and able to be part of the team and do the job from day 1.

[L] We can rail against “ageism” all we like, but it gets us nowhere. Any and all “training,” including inexpensive and informal training, is going to help resolve worries. Thanks to the internet, online schools like Udemy offer sweet deals, and YouTube is free.

[M] Bottom line? Yes, it really can be difficult getting a new job after age 45. One of the best things we can do is to go online and learn new, relevant skills. Sadly, the people who most need help are least likely to take it — which raises a challenge for society.

36. Hiring managers believe unemployed workers over 45 lack good skills and are less adaptable.

37. Switching to a new career is difficult and getting reemployed after a layoff is even tougher.

38. People from poor neighborhoods tend to have the least interest in retraining.

39. Hiring managers who are not yet 45 years old seem unwilling to hire people their senior.

40. Some analysts find age 45+ jobless workers are most likely to be unemployed for more than a year.

41. People who had succeeded in career change after 45 told a nonprofit organization they owed a great deal to the education and training they had received.

42. Older workers who actively pursue more education and training have a good chance of being hired.

43. A new study finds that more education and training helps midcareer individuals find a new job.

44. Owing to the internet, it is now more convenient than ever to receive training in new skills.

45. People over 45 stimulated by training suffer shorter periods of unemployment, get more job offers and have greater satisfaction in them.

Answers & Explanations

36. D。解析：题干中的 lack good skills and are less adaptable（缺乏良好的技能且适应性较差）对应 [D] 段的 believe they have poor skills and low adaptability（认为他们技能差、适应性低）。lack good 对应 poor，less adaptable 对应 low adaptability。

37. A。解析：题干中的 getting reemployed after a layoff is even tougher（被解雇后重新就业更加困难）对应 [A] 段的 Getting back into work after you've been laid off is even harder（被解雇后重新工作甚至更难）。getting reemployed 对应 getting back into work，tougher 对应 harder。

38. J。解析：题干中的 People from poor neighborhoods tend to have the least interest in retraining（来自贫困街区的人往往对再培训最不感兴趣）对应 [J] 段的 people least interested in retraining are more likely to come from historically disadvantaged communities（对再培训最不感兴趣的人更可能来自历史上处于劣势的社区）。poor neighborhoods 对应 disadvantaged communities。

39. F。解析：题干中的 Hiring managers who are not yet 45 years old seem unwilling to hire people their senior（还没到45岁的招聘经理似乎不愿意雇佣比他们年长的人）对应 [F] 段的 the majority of hiring managers are under 45 — and seem reluctant to hire people older than themselves（大多数招聘经理都在45岁以下——而且似乎不愿意雇佣比自己年长的人）。not yet 45 years old 对应 under 45，unwilling 对应 reluctant，their senior 对应 older than themselves。

40. C。解析：题干中的 age 45+ jobless workers are most likely to be unemployed for more than a year（45岁以上的失业工人最有可能失业一年以上）对应 [C] 段的 If you're out of work past 45, there's nearly a two in three chance you'll be out of work for over a year（如果你过了45岁失业，你有近三分之二的机会失业超过一年）。jobless workers 对应 out of work，more than a year 对应 over a year。

41. G。解析：题干中的 People who had succeeded in career change after 45 told a nonprofit organization they owed a great deal to the education and training they had received（45岁以后成功转行的人告诉一家非营利组织，他们很大程度上归功于他们所接受的教育和培训）对应 [G] 段的 Among career switchers, 74% said training helped them get their new job（在转行者中，74%的人表示培训帮助他们获得了新工作）。succeeded in career change 对应 career switchers，owed a great deal to the education and training 对应 training helped them。

42. G。解析：题干中的 Older workers who actively pursue more education and training have a good chance of being hired（积极追求更多教育和培训的年长工人有很大的机会被雇佣）对应 [G] 段的 Older workers who've actively engaged in more education and training turn this on its head. Three-quarters of hiring managers said they'd be more likely to hire an over-45 who had relevant education（积极参与更多教育和培训的年长工人彻底改变了这一局面。四分之三的招聘经理表示，他们更有可能雇佣受过相关教育的45岁以上的人）。actively pursue 对应 actively engaged in，have a good chance 对应 more likely to hire。

43. B。解析：题干中的 A new study finds that more education and training helps midcareer individuals find a new job（一项新研究发现，更多的教育和培训有助于处于职业中期的人找到新工作）对应 [B] 段的 But the one thing that can really make a difference? More education and training. These are the results from a new study by Generation（但真正能起作用的一件事是什么？更多的教育和培训。这是一家名为Generation的非营利组织的一项新研究的结果）。

44. L。解析：题干中的 Owing to the internet, it is now more convenient than ever to receive training in new skills（多亏了互联网，现在接受新技能培训比以往任何时候都方便）对应 [L] 段的 Thanks to the internet, online schools like Udemy offer sweet deals, and YouTube is free（多亏了互联网，像Udemy这样的在线学校提供划算的交易，而且YouTube是免费的）。Owing to 对应 Thanks to，more convenient 对应 offer sweet deals and ... is free。

45. H。解析：题干中的 stimulated by training suffer shorter periods of unemployment, get more job offers and have greater satisfaction in them（受培训激发的人失业期更短，获得更多的工作机会，并对这些工作更满意）完全对应 [H] 段的 Those who are excited by training are unemployed for less time, receive more job offers, and are more satisfied（那些对培训感到兴奋的人失业时间更短，收到更多的工作机会，并且更满意）。stimulated 对应 excited，shorter periods of unemployment 对应 unemployed for less time。

核心搭配与高分句型

【核心搭配与高频短语】

• lay off：解雇，裁员（after you've been laid off）
• make up the bulk of：占...的大部分（make up the bulk of the long-term unemployed）
• out of work：失业（If you're out of work past 45）
• perception bias against：对...有认知偏见（strong perception bias against 45+ job candidates）
• turn sth. on its head：彻底改变，完全颠覆（turn this on its head）
• rail against：抱怨，责骂（We can rail against “ageism” all we like）
• get sb. nowhere：毫无进展，对某人毫无用处（but it gets us nowhere）

【亮点句型解析】

• "three times as likely to... as..." (倍数表达法)：
  "Hiring managers are three times as likely to rate job applicants age 35-44 as a better 'fit' than those over 45."
  （招聘经理认为 35-44 岁的求职者比 45 岁以上的求职者更“合适”的可能性是后者的三倍。）`A is + 倍数 + as + 形容词/副词 + as B` 是英语中非常地道和精确的比较句型，在图表作文和数据描述中是必不可少的高分结构。
• "Those who... are..., receive..., and are..." (定语从句与并列谓语)：
  "Those who are excited by training are unemployed for less time, receive more job offers, and are more satisfied."
  （那些对培训感到兴奋的人失业时间更短，收到更多的工作机会，并且更满意。）主语 `Those` 后跟了一个 `who` 引导的定语从句，随后用三个并列的谓语部分（are, receive, are）连续列举了三个积极的结果，节奏明快，说服力极强。