【正文】 58. What makes the train really extraordinary? A. That it looks the same as trains from the past. B. That it is powered by traintop PV panels. C. That it runs along specially designed tracks. D. That it is a heritage rail restoration project. 59. Which of the following statement is TRUE? A. A 30kimowatt solar array is fixed on the top of the train. B. The train runs at the speed of 77 kilometers per hour. C. The storage building is more than a shelter for the train. D. It takes a long time to charge the train each time. 60. From the last paragraph, we can infer that . A. the Byron Bay Rail Company has made a big profit with the train B. the Byron Bay Rail Company offers free rides with the train C. the train plays a key role in the rapid growth of the North Beach area D. it used to be very inconvenient for someone to drive to the beach C Advances in artificial intelligence and the use of big data are changing the way many large panies recruit (招募 ) entry level and junior management positions. These days, graduates? CVs may well have to impress an algorithm (算法 ) rather than an (human resources) manager. While algorithms supposedly treat each application equally, experts are divided about whether socalled roborecruitment promises an end to human prejudice in the selection process —or whether it may in fact add to it. “AI systems are not all equal,” says Loren Larsen, chief technology officer for HireVue, which has developed an automated video interview analysis system. “I think you have to look at the science team behind the work,” says Mr Larsen. The problem, experts say, is that to find the best candidates an algorithm has first to be told what “good” looks like in any given anization. Even if it is not given criteria that seem discriminatory, a powerful machinelearning system will quickly be able to copy the characteristics of existing workers. If an anization has favoured white male graduates from wellknown universities, the algorithm will learn to select more of the same. The growing dependence on automation to judge suitability for everything from a loan to a job worries Yuriy Brun, an associate professor specializing in software engineering. “It takes a lot of the time for a pany to put out software but it doesn?t know if it is discriminatory” he says. Prof Brun explains that, considering the use of big data, algorithms will unavoidably learn to discriminate. Many of those working with roborecruiters are more optimistic. Kate Glazebrook, the leader and cofounder of Applied, a hiring platform, says her task is to encourage hiring manager to move away from such indicators of quality as schools or universities and move to more evidencebased methods. When candidates plete tests online, Applied hides their names and shows the tests the candidates have pleted, question by question, to human assessors. Every stage of the process has been designed to remove prejudice. With the same aim, Unilever decided in 2021 to switch to a more automated process for its graduatelevel entry programme. Unilever worked with HireVue, Amberjack, which provides and advises on automated recruitment processes, and Pymetrics, another high volume recruitment pany, which developed a gamebased test in which candidates are scored on their ability to take risks and learn from mistakes, as well as on emotional intelligence. Unilever says the process has increased the ethnic diversity of its listed candidates and has been more successful at selecting candidates who will eventually be hired. “The things that we can do right now are impressive, but not as impressive as we?re going to be able to do next year or the year after,” says Mr Larsen. Still, roborecruiters must be regularly tested in case prejudice has occurred without anyone realizing it, says Frida Polli, the leader and cofounder of Pymetrics. “The majority of algorithmic tools are most likely causing prejudice to continue existing. The good ones should be examined.” 61. What?s the purpose of adopting automated recruitment processes according to the passage? A. For the sake of fairness. B. For the purpose of cutting down costs. C. To relieve the pressure of staff. D. To favor graduates from wellknown universities. 62. The automated process Unilever adopted in 2021 for its graduatelevel entry programme A. was found to have prejudice B. was copied by many other panies C. scored the candidates on their ethnic backgrounds D. turned out to be less or not racially discriminatory 63. According to Mr Larsen, roborecruitment . A. is good enough for wide use now B. is not suitable for practical use now C. will do better and better in the near future D. will pletely replace HR staff within two years 64. Frida Polli stresses in the last paragraph that algorithmic tools . A. need routine checks B. will unavoidably have prejudice C. are mostly good and effective D. must be bined with human staff D There are two basic modes of judgement: criticism and praise. The former consists of identifying a subiect?s flaws。 Everything is made。 based on B. consisted of。 10. Where does the man e from? A. India. B. Thailand. C. Britain. 11. What does the man often do? A. He goes swimming. B. He visits friends. C. He does the gardening. 12. How does the man usually spend his holiday? A. By travelling around. B. By visiting relatives. C. By staying at home. 聽第 9 段材料，回答第 13 至 16 題。每段對(duì)話或獨(dú)白讀兩遍。每段對(duì)話僅讀一遍。 第 I 卷（三部分，共 85 分） 第一部分：聽力 （共兩節(jié)，滿分 20 分） 第一節(jié)（共 5 小題；每小題 1 分，滿分 5 分） 聽下面 5段對(duì)話。 1. What?s the weather probably like now? A. Cloudy. B. Rainy. C. Sunny. 2. How will the speakers tour the city? A. On foot. B. By car. C. By bus. 3. When did the plane leave? A. At 11:35. B. At 11:50. C. At 12:05. 4. Whe