2021年11月28日托福独立写作回忆和解析含范文

　　2021年11月28日托福写作回忆和解析含范文   本文由环球教育宁波学校陈如成老师整理提供，更多托福备考干货，请关注环球教育，在线咨询网站客服老师预约托福试听课

　　独立写作

　　话题分类就业求职类

　　考题回忆旧题重复：三选一题型

　　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. contacting previous employers the job applicant worked for and asking for further information.

　　2. checking the job applicant's profile on social platform (such as social networking websites and social media)

　　3. letting the job applicant work for the company for a short period of time(1-month) and then considering whether to use the applicant permanently or not.

　　解题思路对于三选一题型最简单的布局的方式就是明确选择一个考生内容和思路储备最多的选项，从而可以构建三个类似如下布局：

　　主体段1：A>B

　　主体段2：A>C

　　主体段3：（让步段）：B和C的可取+B和C的不可取之处

　　或；

　　主体段1： B的弊端

　　主体段2： C的弊端

　　主体段3： A的优势

　　或其他

　　参考范文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.

　　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.

　　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.

　　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.

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

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