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2015年12月3日雅思写作考试真题解析

作者:新通教育

2015-12-04 新通教育

  2015年12月3日雅思考试已经结束,新通小编第一时间为大家整理了雅思考试真题机经,供大家学习参考。这可是备考雅思的第一手宝贵资料哦,当然想了解更多更全更细更深的雅思考试机经,还请持续关注新通教育雅思频道!


  Task 1                                        
  地图题:Pentland小镇1950年与2007年之间的对比图。
  分析:
  新通教育告诉大家:这次考的又是地图题,地图题似乎成了今年冬天小作文的考查主流。考查类型依旧是历史变迁类,时态过去时,语态为被动态。
  范文:
  The diagram shows the change of a coastal town, called Pentland, from 1950 to 2007.
  In 1950, Pentland was located on the south of the sea. There was a straight main road to the sea and two diverging paths to the left and the right. At the end of left path, it was an industrial area while the right path was to a car park. The most rest area was an immense of grassland.
  57 years later, the sea was developed as a yacht marina, circled by a newly-built road. Along the right side of this road, many new apartments were built. The original industrial area was removed and replaced by a park, a swimming pool and a multi-storey car park. Meanwhile, in the right bottom corner of Pentland, this area has been a housing territory. To the opposite of these houses, there was a cinema in the south of the town, close to the main road. Meanwhile, many shops were constructed along the diverging paths.
  Overall, Pentland has been a busy commercial coastal town after 30 year’s development.

  Task 2  

  分析:
  今天的雅思考试没有出现AB卷。
  新通教育向大家介绍本次雅思考试情况:题目属于商业类,探讨的是公司选择人才途径这一话题。面试是否可靠?是否存在其他的更为可靠的人才选择方式?首先需要说明的是,每一种人才选择方式都有其相应的存在意义,故而也有各自的长处与短处。答题者答题时需要确定自己的立场点,再从相应的一方面出发,紧扣观点,举出说服力较强的几点理由。如为什么面试可靠性强,你可以提出:面试能让面试官更直接的观察应聘者,面试考察的是一个人的临场发挥能力,而不是一个人已经准备好的所谓标准性答案等。为什么面试不可靠?你可以指出目前一些公司存在“走后门”现象,或者这一选择人才的途径不如考试等形式来的透明化,全凭面试官的一时印象等等。
  范文:
  It has been a wide-spreading method for many large companies to select potential employees through interviews. Nevertheless, the reliability of this means is among some people’s consideration and they suggest there exist other superior ways in completing the process of selection.
  From my point of view, interviews are a comparatively reliable means to select talents and should still be regarded as a main method for companies. First of all, unlike some other selection methods, for instance, taking written exams, interviews produces instant and mutual communication between interviewers and interviewees which not only allows interviewers to know better about the interviewees’ responding competence but also their true personal abilities since the answers could not be prepared in advance and there are not the so-called “standard answers”.
  Additionally, interviews enable interviewers to meet interviewees in person. It is quite important because interviewers can use this opportunity to observe interviewees from a more comprehensive way including their appearance, manners, etc, especially for some positions which need employers to communicate with other people for instance teachers and those who work in the PR section.
  Moreover, interviews make it possible for interviewers to ask further questions which make the whole selection process more personal-oriented and flexible. Undoubtedly, people may give various answers towards the same question, with the means of interviews, interviewers can bring forward different further down questions and dig in as much as they want so as to better test the interviewees’ problem-solving competence.
  Based on the several aspects discussed above, the reliability of interviews is comparatively high and should be carried on in the process of selecting employees.

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