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。
全文翻译
[A] 研究显示，55岁以上的人中有三分之一表示，他们曾因为年龄而遭受过歧视，在他们职业生涯的某个阶段。许多40岁以上的人说，即使找到工作也可能非常困难，更不用说保住工作、领取合理工资或在工作中发展了。为了解决这个问题，让我们首先看看雇主如何克服自己的偏见，然后看看员工自己如何突出他们的价值。[B] 幸运的是，尽管这些问题经常被媒体报道，但它们正在被解决。例如，平等与人权委员会提供了法定指导，内容包括关于如何不因年龄歧视的实用建议，Aviva和The Co-Operative Bank等雇主已经签署了由商业和年龄论坛运营的"年龄友好雇主承诺"。在解决这个问题时，关键的原则是不要破坏你多年来发展的丰富经验，同时以现代、灵活的方式完成事情。
[C] 要开始在你的组织内做出变革，从理解为什么人们会受到歧视开始。通常，这归结于对老年员工将如何表现的先入为主的观念。Stephen McNair是老年就业政策方面领先的国际权威。他解释说："雇主对年长员工的主要投诉是他们是疲惫的，对新技术不感兴趣，并且对学习新技能不感兴趣。但这几乎是完全错误的——这个群体并不比其他群体更多样化。"我们对年龄的看法是陈规定型的，它们只是不正确。
[D] 同样，如果我们在任何年龄都愿意听取培训，我们可以减轻风险并最大化优势。在许多方面，雇主需要从思想转变开始：看看他们的老年员工可能带来的机会。证据表明，投资于老年员工的培训可以带来更大的投资回报，因为他们不像年轻员工那样流动性大。正是出于这个原因，连锁餐厅B&Q已经招聘了许多50岁以上的雇员，而宝马公司在其工厂管理人员中也有专门为老年员工设计的项目。
[E] 对于员工自身，挑战在于确保他们以正确的理由被雇佣，并且他们在工作中得到发展。由谁来做贡献？老年员工需要挑战雇主对他们的年龄歧视。他们需要积极主动，在申请招聘或晋升时展示他们的技能和经验。同样，他们不应该依赖雇主发现他们可以有更多贡献。在职业中保持进步的心态，而不是专注于职业管理，可以帮助鼓励这一点。
[F] 英国职业辅导协会主席Carole Pemberton建议，保持更新不应该只对雇主有利。她说保持更新是在后工作世界中保持社会联系的方式。她补充说："我们有令人难以置信的多样性一代老年人，一些有高度的技能，但其他人不是。我们确实需要关注重新培训（学习新技能）。"既然我们在进入就业之前从五岁就开始学习了，如果我们在50岁时停止学习似乎真的很奇怪。
[G] 但50岁时的培训需要适合这个群体。工作能力测试建议，当学习者超过一定年龄时，培训师需要口头解释材料，而不是仅仅提供材料让他们自己阅读。他们还建议培训师避免基于机械记忆的抽象概念或活动。如果培训师在培训前花时间解释课程背景，老年人往往会学得和年轻人一样。
[H] 最终，关键在于个人的心态。虽然一个人可以从中年晚期开始有很多新的开始，但重要的是要认识到，可能对你最有效的是你所关心的事情。你的自我越快乐，你做的就越好。给别人的信息是，你的价值观或你对社会的贡献是由你创造的。我们面临的挑战是确保我们的贡献在生命的每个阶段得到认可和尊重。
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。