2022年9月英语六级选词填空考前冲刺模拟卷及答案(第3套)

　　新东方在线英语六级频道为备考的同学们整理了2022年9月英语六级选词填空考前冲刺模拟卷及答案(第3套)，大家在做完试题后要认真对答案，找出自己做错的原因，一起来学习一下吧。

　　2022年9月英语六级选词填空考前冲刺模拟卷及答案(第3套)

　　Part III Reading Comprehension (40 minutes) Section A

　　Directions: In this section, there is a passage with ten blanks. You are required to select one word for each blank from a list of choices given in a word bank following the passage. Read the passage through carefully before making your choices. Each choice in the bank is identified by a letter. Please mark the corresponding letter for each item on Answer Sheet 2 with a single line through the centre. You may not use any of the words in the bank more than once.

　　Questions 26 to 35 are based on the following passage.

　　Heading into the new year, I find myself working with so many couples that are burned out, 26 up, and feeling that their relationship isn’t as good as it could be. They don’t like their partners as much as they used to, they’ve lost the thread of the relationship with so much else going on, and some 27 if they should still even be together.

　　I’ve been thinking and, talking to some of my colleagues about, good relationship resolutions for the new year to get you to your 28 relationship. Here I want to share with you some of my ideas.

　　Firstly, make time for each other. It’s easy to have a good time at the beginning of a relations hip, when things are new and exciting. When we get comfortable in our relationships and all of life’s 29 come in to play, that tends to fade. Continuing to play around with and have fun with your partner will keep you happier and more satisfied. Experts also recommended doing 30 things together, like volunteering. Spending time giving back can create a deeper connection and can 31 your bond with your partner.

　　Secondly, be present. Many couples talk about their relationship a lot to the point that they forget to be in it. It’s time to put your intention and efforts where it 32 most rather than waiting for them to become ‘canyons ( 峡 谷 )’ and then seek help. That work can include paying closer attention to your partner’s nonverbal cues and subtle 33 in their emotional state. This will enhance the relationship bond.

　　Lastly, argue 34 . Whether you’re single or in a relationship, try to approach conflicts from a place of curiosity rather than judging and blaming. Instead of black and white thinking and judging, making the choice to redirect stress into friendly curiosity is the quickest way to improve 35 during conflict.

　　Section B

　　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.

　　The Role of AI in Job Hunting

　　[A] There’s a new obstacle to landing a job after college: Getting approved by AI. College career centers used to prepare students for job interviews by helping them learn how to dress appropriately or write a standout cover letter. These days, they’re also trying to brace students for a totally new reality: They may be vetted (审查) for jobs in part by artificial intelligence.

　　[B] At schools such as Duke University, Purdue University, and the University of North Carolina at Charlotte, career counselors are now working to find out which companies use AI and also speaking candidly with students about what, if anything, they can do to win over the algorithms

　　(算法程序). This shift in preparations comes as more businesses interested in filling interns hips and entry-level positions that may see a great number of applicants turn to outside companies such as HireVue to help them quickly conduct vast numbers of video interviews.

　　[C] AI software defines people as male or female. That’s a problem. With HireVue, businesses can pose pre-determined questions—often recorded by a hiring manager—that candidates answer on camera through a laptop or smartphone. Increasingly, those videos are then checked by algorit hms analyzing details such as words and grammar, facial expressions and the tonality of the job applicant’s voice, trying to determine what kinds of attributes a person may have. Based on this analysis, the algorithms will conclude whether the candidate is tenacious, resilient, or good at working on a team, for instance.

　　[D] Much has been written about the potential of AI to replace human jobs in the future, but the use of services like HireVue highlights a different concern: that AI can act as a gatekeeper for the jobs of today. Companies may not be ready to give the task of selecting candidates for C-Suite (公司高管) and executive positions to algorithms, but the stakes are lower for entry-level roles and internships. That means some of today’s college students are effectively the guinea pigs for a largely unproven mechanism for evaluating applicants.

　　[E] What worries me about AI is AI can’t tell the heart of a person and the drive a person has. To make matters more complicated, there is little in the way of regulations or industry standards surrounding disclosure of technology usage—though Illinois, for example, changed that with a recently-enacted law. So interviewees may not know when (or how) AI is analyzing their interview, and when it isn’t. That creates a sense of uncertainty for those trying to guide college students and new graduates through the interview process, and for the job seekers themselves. “It’s kind of the wild, wild west right now of interviewing,” said Matthew French, assistant director for employer relations at UNC Charlotte’s university career center.

　　[F] Sarah Ali, a Duke undergraduate student, has gone through about eight HireVue interviews with various companies for jobs and internships in fields like tech and marketing. Except for the first interview, which helped her get a marketing internship, none of them led to a job. Even now, she’s unsure what role, if any, AI played in the process—a possibility she only contemplated after speaking with friends about it following the first one.

　　[G] Even though she landed the internship after that first interview, Ali said she would have done a lot of things differently had she known for sure AI was involved. She might have used key words or phrases that would be picked up by AI and also kept direct eye contact with the camera. “Once I understood the AI interview process, I definitely started thinking about it as a game and how I could optimize for certain qualities or gestures,” Ali said. Sarah Ali, a Duke Univers it y undergraduate student, said she now thinks of the AI interview process as a “game.”

　　[H] Why some companies turn to AI in interviews. HireVue may be the most well-known video interview company with nearly 800 companies as clients, including CNN, which does not use its AI features. It is used to interview about 1 million people every 90 days, according to HireVue CEO Kevin Parker.

　　[I] “We’ll interview probably a million college kids this year,” Parker said. He said the Utah-based company began using AI in 2014 as a way to help companies sort through video interviews. He won’t say how many clients use AI assessments today, beyond noting that it’s a “smaller subset” of the companies it works with. HireVue highlights several of them on its website, includ ing multiple Fortune 500 companies, such as Unilever.

　　[J] As with other companies like Yobs and Talview that offer AI-based assessments of video interviews, HireVue believes it can be helpful for ushering a massive number of people through the interview process quickly and reviewing them in a fair, consistent way.

　　[K] A mockup of a report that a company would receive after AI is used to assess a job candidate’s HireVue interview, showing how the person compared to others who were interviewed and an average recommendation for the candidate. In this example, the candidate also completed a coding task and answered multiple-choice questions.

　　[L] Parker said its algorithms consider things such as word usage, pronouns and facial expressions to determine how likely a job candidate is to possess a specific attribute a client is looking for in a

　　certain job, such as empathy or willingness to learn.

　　[M] These AI assessments are often used for filling entry-level jobs because candidates don’t have a lot of work history. The goal, according to Parker, is that the AI can act as a way to evaluate abilit ies and talent. After an AI assessment is performed on an interview—video interviews can take roughly 20 to 25 minutes—the client gets a report scoring the candidate on the attributes deemed key to the job.

　　[N] This, Parker said, gives the company offering the job an almost standardized-test-score view of the candidate, showing what they’re good at and how they stand relative to other candidates. A report can also be generated for the job candidate to give them feedback, but it’s up to the employer to share that. “We recommend that customers do it and I think it’s great feedback for the candidate, but it’s customer specific,” Parker said. It’s unclear how many companies do applicants the courtesy of taking this step.

　　[O] “We don’t know what it’s looking for”. For Meredith McCook, assistant director at the Duke career

　　center, the rise of this kind of interview—via video, and possibly with AI in the background analyzing that video—has meant some changes to how she works with students. She’s often talking to students about the new ways technology may be part of the interview process, and coaching them to practice by doing things such as turning on their laptop’s video camera and spending time talking to it. Duke offers students online video interview practice sessions, too. “With AI, we don’t know what it’s looking for,” McCook said. But in case AI is analyzing the interview, she suggests students raise their laptop to be eye level with the camera so it appears they’re maintaining eye contact, even though there isn’t a human on the other side of the lens.

　　36. Although Meredith McCook doesn’t know exactly about how AI works, she tries hard to provide students with necessary preparation for online video interviews.

　　37. According to the passage, though employers may not use AI to check out candidates for high- le ve l positions, they may adopt it for entry-level jobs.

　　38. By Kevin Parker, the AI can be employed to judge the abilities and potentials of job applicants who apply for entry-level jobs for their lack of work history.

　　39. In the eyes of Sarah Ali, by reflecting on the AI interview process, she considers it as a game which runs on some particular rules.

　　40. At such schools as Duke University, career counselors are trying their best to warn their graduates of the existence of AI in video interviews and to prepare them for coping with it.

　　41. According to Kevin Parker, it’s advisable for his customers to send the reports generated by AI to corresponding job applicants, but it depends on specific customers..

　　42. AI has its defects when assessing applicants and there is hardly any regulation to restrict it, which bewildered interviewees and worried career counselors.

　　43. Though Sarah Ali had experienced eight AI-based interviews with several employers, she hasn’t figured out whether or how AI works in the process yet.

　　44. According to Kevin Parker, his company started to use AI help companies to classify video interviews several years ago but only a small group of his clients use AI to select job applicants now.

　　45. According to Keven Parker, the AI will process the data on a job candidate’s facial expressions and word usage to determine whether he or she is equipped with qualities key to a certain position.

　　答案：

　　Section A

　　26. G 27. E 28. H 29. O 30. C

　　31. N 32. A 33. F 34. D 35. L

　　Section B

　　36. O 37. D 38. M 39. G 40. B

　　41. N 42. E 43. F 44. I 45. L

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