【托福写作机经】2024年6月22日托福考试回忆

2024-11-13 16:58:03来源：网络

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　　2024年6月22日的托福考试已经结束，新东方在线SAT考试网为大家整理了此次考试的托福写作机经，让我们一起来回顾和分析这次的写作考查内容。

　　托福写作机经

　　综合写作

阅读	听力
主题：三种方法缓解城市的热岛效应。
1. 在屋顶上绿化-Rooftop greening	1. 虽然在屋顶上种植植物听起来是一个自然而有效的降温方法，但实际上，只有少数植物能够承受屋顶上的强风和土壤条件的限制。此外，这些植物可能并不具备理想的降温特性。
2. 铺防水砖-Using permeable pavers	2. 这种材料通过吸收雨水并在蒸发时冷却空气，但在干旱地区，透水砖的多孔结构实际上可能会吸收更多的热量，因为它们增加了光照面积，导致更多的路面材料被阳光加热。
3. 建设高密度城区 - Constructing high-density urban areas	3. 虽然人口密集的城区可能会减少对汽车的依赖，从而降低由汽车产生的热量，但高密度也意味着人体热量的集中，这可能成为一个显著的热源，与分散城市中汽车产生的热量影响相当。

学术讨论

　　Your professor is teaching a class on sociology. Write a post responding to the professor’s question.

　　In your response, you should

　　· express and support your personal opinion

　　· make a contribution to the discussion in your own words

　　An effective response will contain at least 100 words. You have ten minutes to write.

　　Doctor Achebe:Today, will be discussing a company's hiring strategies. When hiring new employees, recruiters usually review resumes to learn about candidates. However, with social media becoming popular, some companies are trying new ways to find out more about candidates. Recruiters view what candidates post on social media, like Twitter, to see their personality and skills. This helps to see if they match with the company's culture and job requirements. Do you believe that checking a

　　candidate's social media is a fair and effective way to evaluate if someone is right for the company? Why or why not?

　　Kelly: This approach is fresh and interesting, but it has its drawbacks. Some candidates are super active on social media, while others rarely share anything. So, just looking at their online profiles might not give recruiters the whole story of what they're really like.

　　Paul: I don't think this is a great idea. What people share on their personal social media might not be related to their professional abilities or work ethics. Things like photos they've posted or comments they've made don't really help recruiters judge if they're suitable for the company.

　　范文：

　　I strongly believe that screening applicants through their social media profiles is not an effective method for evaluating their suitability for a job. Social media often showcases only a curated aspect of an individual’s personality, which can lead to significant misunderstandings. For example, introverts might use platforms like TikTok and Facebook to outwardly express emotions or achievements, portraying an exaggerated persona that may mislead employers about their true character. On the other hand, many highly accomplished individuals prefer to keep a low online profile to focus on their careers without distractions. A notable example is Jack Ma, one of China’s most successful entrepreneurs, who is notoriously private about his online presence. This approach underscores how social media profiles can obscure more than they reveal, leading to potential oversights of genuinely qualified candidates. Therefore, relying solely on social media for hiring decisions can cause employers to overlook truly qualified candidates, proving it an unreliable tool for evaluating potential hires.