Question 13: a. Lucas: That might work, since the flexible shift would not interfere with my online classes. b...

NO MORE WAITING
YouthBridge Job Sprint

Struggling (1) __________ youth unemployment and unanswered applications? YouthBridge connects young applicants with employers who value potential, flexible shifts, and communication skills.

This Week’s Job Menu

· Check cafés, charities, delivery firms, and tech shops, where vacancies (2) __________ quickly this week.
· Build a profile card for candidates (3) __________ references can be checked safely.
· If you would rather (4) __________ job alerts than search alone, set your preferences and let our matcher help.
· Meet partner employers, review your CV, and learn how to (5) __________ experience in casual work.

Bring your phone, prepare one clear question, and leave with a realistic plan. YouthBridge makes your first step into (6) __________ easier.

Question 1: A. with        B. for        C. on        D. by

Question 2: A. are expected filling        B. expected to be filled        

C.  are expected to filling        D. are expected to be filled

Question 3: A. whom        B. which        C. where        D. whose

Question 4: A. receiving        B. to receive        C. receive        D. had received

Question 5: A. gain        B. collect        C. make        D. take

Question 6: A. employ        B. employment        C. employer        D. employed

SKILL-MIX STUDIO: MAKE YOUR CV MORE EMPLOYABLE

Some candidates highlight software, data tools, and academic qualifications; (7) __________ put teamwork and communication first. Strong applicants show both.

CORE CHECK: TECHNICAL SKILLS - Technical skills include coding, spreadsheets, reports, and online meeting tools. Last Monday, a career adviser said, “Employers are checking profiles today.” She reported that employers were checking profiles (8) __________.

PEOPLE CHECK: Soft skills help you communicate with colleagues, assist customers, and stay calm under pressure. They are not “nice extras”; they protect performance when a job becomes demanding.

ACTION CARD

· New employees often (9) __________ extra responsibilities during busy weeks.

· (10) __________ on-the-job training, employers look for clear emails and respectful feedback.

· A certificate may be a strong (11) __________, but it cannot replace reliability.

· Choose examples that show your (12) __________ skills across different jobs.

Question 7: A. much others        B. another        C. each other        D. many others

Question 8: A. today        B. now        C. that day        D. the next day

Question 9: A. take after        B. take over        C. take on        D. take in

Question 10: A. Consequently        B. Alongside        C. Except for        D. In addition

Question 11: A. requirement        B. reference        C. qualification        D. application

Question 12: A. role-based        B. organisational        C. task-oriented        D. transferable

Finding the Right Fit at Work

In the past, a job advertisement (18) __________ often asked mainly for an academic qualification and several years of experience. Today, many employers still care about those details, but they also want to know how a candidate communicates, solves problems, and learns during a demanding week. When a company tries to fill a vacancy, it is no longer enough for applicants simply to submit a CV and list qualifications.

This shift has opened up opportunities for people who gained experience through casual work, voluntary projects, or on-the-job training. (19) __________. As a result, some inexperienced applicants may still be invited to an interview if they can explain what they have actually done. Before the interview, shortlisted candidates are often required to prepare (20) __________, so that both sides can discuss whether the position is suitable.

The change also affects employees after they are hired. Flexible schedules can benefit workers who commute long distances or look after family members. Yet flexibility can also become unfair if expectations are unclear. Having received no clear rules about communication outside working hours, (21) __________. Therefore, responsible employers define when workers should be available and when they may stop checking messages. The best workplace policies do not simply reward the longest hours. They help employees perform duties well, learn on the job, and understand the responsibilities attached to each role. In that kind of workplace, (22) __________.

Question 18:

A. where traditional employers published vacancies

B. was published by a traditional employer

C. which was published by a traditional employer

D. publishing vacancies for a traditional employer

Question 19:

A. For employers, the central question is whether those experiences are relevant to the position

B. For candidates, every casual task becomes a qualification once it is written very professionally

C. For interviewers, academic results should replace experience when applications include references

D. For employees, voluntary work is useful only after an employer offers full-time training officially

Question 20:

A. what the listed duties suggest about the company’s future training plans

B. a short account in which their experience matches the duties listed

C. a short account explaining how their experience matches the listed duties

D. because their experience matches the duties listed in a short account

Question 21:

A. commuters may consider every schedule a flexible benefit

B. managers may treat every message as a useful regulation

C. workers may treat every message as an urgent demand

D. employers may view every worker as an overtime problem

Question 22:

A. every vacancy becomes profitable when employees accept duties without questions from employers

B. a rewarding job depends on responsibility, fairness, and shared growth rather than pressure alone

C. salary matters less because qualified candidates usually prefer casual work to promotion anyway

D. employment regulations matter only when inexperienced staff refuse to take on responsibility at work

Read the passage and mark the letter A, B, C or D on your answer sheet to indicate the best answer to each of the following questions from 23 to 30.

[Mức độ 8-9+]

The Subtle Signs of Quiet Cutting

Imagine coming to the office one morning only to find your desk has been moved to a dim corner, or your core responsibilities have been reassigned to a junior colleague without any formal explanation. You haven't been fired, yet the professional ground beneath your feet feels increasingly hollow. This is the unsettling reality of "quiet cutting," a corporate manoeuvre where employers restructure a worker's role so drastically that the position they once held effectively vanishes. Unlike the dramatic, headline-grabbing mass layoffs, this process is a slow, silent erosion of one’s professional identity, often leaving employees in a state of bewildered limbo.

At its core, quiet cutting is a clinical exercise in corporate reassignment, but for the individual, it is a deeply personal ordeal. Companies often frame these shifts as "strategic realignments" or "agility-driven updates" to streamline operations. However, beneath the polished jargon lies a cold mechanism that bypasses the emotional and financial messiness of severance packages. By stripping a role of its prestige or purpose, organisations subtly nudge employees toward the exit. It is a sophisticated game of professional chess where the pawn is moved so far from the action that it eventually chooses to leave the board entirely.

The rise of this phenomenon in digital discourse has sparked a complex debate: is the media truly raising awareness or merely exploiting professional suffering? On one hand, the viral nature of these stories provides a shared vocabulary for those who felt they were being "gaslit" by their bosses. On the other, the relentless commodification of workplace trauma by career influencers can turn a painful, private struggle into a fleeting trend for engagement. When we scroll through tales of quiet cutting, the line between genuine empathy and voyeuristic curiosity becomes dangerously thin, often reducing a person's livelihood to a cautionary tale designed to attract “likes”

Perhaps the most haunting aspect of quiet cutting is the ethical void it leaves in its wake. While some argue that internal mobility—even when forced—can lead to unexpected personal growth or a necessary career pivot, the lack of transparency often poisons the well of trust. If a workplace values its human capital, it should prioritise candid conversations over tactical silence. We must ask ourselves whether a more efficient bottom line justifies the psychological toll of making someone feel invisible. In the end, a culture that prizes silence over honesty may find that it has cut away not just redundant roles, but the very soul of its workforce.

[Adapted from https://www.forbes.com/sites/jackkelly/2023/08/30/quiet-cutting-is-the-new-layoff-trend-what-you-need-to-know/]

Question 23: Which of the following is NOT mentioned in paragraph 1 as a sign of quiet cutting?

A. The relocation of an employee's workspace to a less favourable area.

B. The transfer of primary tasks to a staff member with less experience.

C. The immediate termination of an employment contract with a notice.

D. The significant alteration of a role that leads to its practical disappearance.

Question 24: The word “clinical” in paragraph 2 is closest in meaning to __________.

A. medical and scientific        B. cold and unemotional        C. formal and careful        D. efficient and practical

Question 25: The word “bypasses” in paragraph 2 is OPPOSITE in meaning to __________.

A. analysis        B. research         C. addresses        D. explains

Question 26: According to paragraph 2, why do companies prefer quiet cutting over traditional layoffs?

A. It allows them to avoid the complexities and costs of firing workers.

B. It provides employees with better opportunities for professional growth.

C. It is a more transparent way to handle "strategic realignments."

D. It ensures that the emotional well-being of the staff is prioritised.

Question 27: Which of the following best paraphrases the underlined sentence in paragraph 3?

A. Online stories about quiet cutting can blur sincere concern and shallow curiosity, turning someone’s hardship into content for attention.

B. Social media discussions of quiet cutting usually help people respond with deeper sympathy and more thoughtful career advice.

C. Workplace influencers often describe quiet cutting in dramatic ways so that companies will be forced to change their policies immediately.

D. Repeated exposure to stories of quiet cutting makes employees less interested in career trends and more focused on private recovery.

Question 28: The word “It” in paragraph 2 refers to __________.

A. quiet cutting                B. the individual

C. corporate reassignment        D. a severance package

Question 29: Which paragraph focuses on the media debate over whether public attention to quiet cutting informs people or exploits them?

A. Paragraph 1        B. Paragraph 2        C. Paragraph 3        D. Paragraph 4

Question 30: Which paragraph presents quiet cutting as a strategic business practice that gently pushes workers toward leaving rather than removing them outright?

A. Paragraph 1        B. Paragraph 2        C. Paragraph 3        D. Paragraph 4

Read the passage and mark the letter A, B, C or D on your answer sheet to indicate the best answer to each of the following questions from 31 to 40.

[Mức độ 8-9+]

The frenzied era of “job hopping” has definitively given way to a more apprehensive strategy: “job hugging.” As the labor market cools, employees are forgoing high-risk, high-reward jumps for the perceived security of their current roles. [I] A new comprehensive report from Monster corroborates this shift, revealing that 75% of employees intend to stay put through 2027. The primary impetus is not growing loyalty, but pervasive trepidation; 48% concede that they are staying longer than they otherwise might for comfort, security, or stability. The resulting labor environment is one of “jobless growth”—characterized by low hiring and low firing—where stability is prioritised over ambition.

Career experts are adamant that the trend is not a symptom of complacency, but a pragmatic response to an unpredictable landscape. Vicki Salemi, a career expert at Monster, posits that the new loyalty is about “survival, not necessarily satisfaction,” with job security providing “a source of emotional security.” [II] The practice is ubiquitous; Monster’s data shows 85% of all workers have “job-hugged” at some point. In the survey, 55% of workers believed Gen X and Boomers were more likely to stay put than younger colleagues.

Staying put, however, does not equate to remaining stagnant. Career experts urge employees to reframe their caution as an opportunity for strategic advancement. They advise job huggers to monitor the job market passively while making the most of their current positions. Employees can capitalize on the stability by proactively acquiring new skills, building confidence, or exploring internal mobility, secondments, and new responsibilities. [III]

The “job-hugging” phenomenon creates a clear emotional tradeoff. The Monster survey found workers acutely divided: 27% report feeling “stuck” and dissatisfied, while 25% feel more secure and valued. Employers, in contrast, view the trend favorably; 48% see it positively, and 45% are neutral. [IV] They quietly appreciate the retention of institutional knowledge (22%) and, most critically, the lower turnover costs (30%) that a stable workforce provides. The key, experts advise, is for employees to manage their apprehension proactively. By building skills and clarifying their direction, workers can make a more informed and confident decision about whether to stay or move.

[Adapted from Monster, “Nearly Half of Workers Are ‘Job Hugging’ as Comfort and Security Take Priority” (16 October 2025).]

Question 31: According to paragraph 1, the increasing tendency for employees to remain in their current positions stems from __________.

A. a stagnant labor situation characterized by minimal hiring

B. the high-stakes career moves available in the prior market

C. a recent large-scale study corroborating the new shift

D. a widespread preference for comfort, security, and stability

Question 32: The word concede in paragraph 1 is closest in meaning to __________.

A. agree        B. argue        C. admit        D. reveal

Question 33: Which of the following best summarises paragraph 2?

A. Career experts view job hugging as a pragmatic choice for survival although it reflects a concerning lack of career ambition, often seen more frequently in older, established generations who have a tendency to be more risk-averse.

B. Job hugging is seen as a survival tactic, with career analysts suggesting that its higher occurrence among Gen X and Boomers results from their greater demand for financial security compared to younger, less established generations.

C. Career analysts view job hugging as a practical response to uncertainty, a common practice that offers emotional security and is perceived as more likely among older workers.

D. Career analysts describe job hugging as offering crucial emotional reassurance in uncertain times, making it the obviously preferred and logical approach for most workers, particularly experienced older employees in the workforce.

Question 34: How do career experts interpret the “job hugging” trend?

A. As a widespread practice reflecting high levels of job satisfaction.

B. As a calculated strategy driven by survival instincts in a volatile economy.

C. As a logical but ultimately unproductive response to current market fears.

D. As a risk-averse tactic limited mostly to Gen X and Boomer employees.

Question 35: The word it in paragraph 2 refers to __________.

A. the survey        B. the trend        C. the workers        D. the rate

Question 36: Which of the following best paraphrases the underlined sentence in paragraph 3?

A. Experts advise job huggers to keep an eye on the job market while making the most of their current roles.

B. Experts advise job huggers to capitalize on their existing roles as an effective method for passively observing the employment field.

C. While “job huggers” are advised to casually observe the employment landscape, they should also focus on preserving their present roles.

D. A continuous observation of the job market is recommended for “job huggers” by experts, in addition to capitalizing on their present roles.

Question 37: What financial advantage do employers gain from increased staff retention?

A. The ability to retain valuable institutional knowledge and expertise.

B. The avoidance of costs associated with recruiting and training replacements.

C. A workforce that feels generally more secure and therefore more valued.

D. A neutral perspective on the overall trend shared by almost half of managers.

Question 38: Which of the following can be inferred from the passage? 

A. Employees engaged in “job hugging” are usually rewarded with promotions because employers clearly value their loyalty during uncertain times.

B. There exists a significant disparity between the general employer perception and the prevalent employee sentiment regarding the “job hugging” trend.

C. The practice of “side stacking” is viewed by career experts as a more reliable path to financial security than attempting to switch jobs in the current market.

D. The recent economic uncertainty is causing younger generations to adopt risk-averse career strategies similar to those typical of older workers.

Question 39: Where in the passage does the following sentence best fit?

Balancing present security with preparation for eventual transitions becomes the overarching aim.

A. [I]        B. [IV]        C. [II]        D. [III]

Question 40: Which of the following best summarises the passage?

A. The rise of “job hugging” signifies a negative workforce trend where economic fear compels employees into stagnation, despite advice to upskill, resulting in staff feeling stuck while primarily benefiting employers who appreciate reduced turnover expenses and enjoy stability.

B. As employees practice “job hugging” due to uncertainty, many cultivate side hustles for security, and employers perceive this overall trend positively, viewing the diversification of income streams as a sign of initiative that also happens to lower company turnover costs.

C. The “job hugging” phenomenon, which is driven by economic apprehension among workers, is seen as overwhelmingly beneficial for employers who gain workforce stability and reduced costs, while employees are simply counseled to focus on internal growth opportunities.

D. The labor market’s pivot to “job hugging” reflects economic anxiety, a trend experts deem practical despite mixed employee feelings, and workers are advised to leverage stability for growth, enabling empowered future career moves while employers gain from lower turnover.