Question

It is understandable that many of today’s college graduates view themselves as the generation that opportunity forgot.

This fall, I interviewed 85 recent graduates of various colleges to discuss their success in finding a job. Of those I interviewed---many from famous schools ---only five are in the career fields they prepared for; the rest are unemployed or in jobs that are temporary. Graduates with once-marketable degrees in accounting and computer science, for example, now compete with applicants who have five years of experience and will accept the same entry-level salary.

　 Mainly because there are too many applicants for too few jobs, employers are ignoring resumes that once commanded interviews. But in my work as a management consultant, I find that many executives also feel that recent graduates have contributed to a problem: that young people have been so pampered (縱容) by their parents and are so untested academically that they bring little value to today’s demanding workplace.

　 Some of the least judgmental, most supportive managers I know are criticizing recent graduates for poor quality in their written and oral reports, and for difficulty in drawing essential facts from masses of data. Earlier generations faced this criticism as well, but employees flooded with resumes have now become far more selective than their predecessors (前人).

　 Among all the cruel talks about unemployment, little is said about the impact on the nation’s future of a generation convinced that the workplace has little use for it. This generation must regain its confidence if they are to remain the birthplace of ideas, products and services that shape world.

The quickest way to rebuild that confidence is to form partnerships between recent graduates and the companies that will employ them.

　 Corporations, in turn, should consider investing in training and developing a generation they will eventually need. High-potential graduates for whom there isn’t an immediate opening could be hired, not as unpaid interns(實(shí)習(xí)生) but as salaried trainees given three to six months to prove their value in a series of assignments. Those who don’t seize the opportunity can quickly be dismissed. Trainees should be given guidance to help them avoid the small missteps that can damage a career before it starts.

61. Why do today’s college graduates consider themselves as being forgotten by opportunity?

A. There are fewer jobs than they expected.

B. Many of them are not employed or in steady jobs that they want.

C. They are not as confident as the previous graduates.

　 D. They don’t know how to seize opportunities.

62. What is the attitude of the employers towards so many resumes?

　 A. Careful　　 B. Favored　　 C. Positive　　 D. Ignoring.

63. Which of the following is TRUE, according to the passage?

　 A. College graduates bring no value to a demanding workplace because of their lack of experience.

　 B. The young generation can be the birthplace of ideas, products and services that shape the world.

　 C. Graduates with higher degrees are more competent than those who have rich work experience.

　 D. Most high-potential graduates can immediately bring benefit to companies.

64. What is the quickest way that recent graduates can deal with their awkward condition?

　 A. Form partnerships between recent graduates and the companies.

　 B. Act as mentors for the older generation in order to improve their abilities.

　 C. Ask their managers more questions and learn more from them.

　 D. Make every effort to get training and practice.

65. What should corporations do to help graduates in their careers?

　 A. Dismiss them if they find graduates incompetent.

　 B. Hire them as unpaid or low-paid interns.

　 C. Invest in training and develop their potential.

　 D. Persuade the older generation to tolerate their missteps.

Answer 1

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