Interviews form the basic selection criteria for most large companies. However, some people think that

Interviews form the basic selection criteria for most large companies. However, some people think that the interview is not a reliable method of choosing whom to employ and that there are other better methods. To what extent do you agree or disagree? hay nhất giúp bạn có thêm tài liệu tham khảo để viết bài luận bằng Tiếng Anh hay hơn.

Interviews form the basic selection criteria for most large companies. However, some people think that

Interviews form the basic selection criteria for most large companies. However, some people think that - mẫu 1

Experts believe that interview is the primary aspect by which a worker should get a chance to work in a company. However, few are against this perspective and think that there are also other ways of selecting an employee. I agree with the former view to some extent.

To begin with, the phrase "first impression is the last impression" comes to my mind now, because this is what interviews are all about. Also, there are multifarious reasons why a recruiter suggests an interview to be the most preferable among all other alternatives. Firstly, qualities like confidence, potential level, communication skills, temperament, and group leading are tested, which are mandatory for working in a multi-pound company. Secondly, interviewers can ask straightforward questions about some particular professions and their expectations. Thirdly, there is less scope for hiding personality traits as one has to answer impromptu questions.

Contrarily, there are various methods that can be considered to appoint an individual for a different position in the company. Firstly, a written test is applied by many companies in which multiple-choice questions would be given for testing their knowledge, understanding ability, reasoning and logical skills. Secondly, in assessment headquarters, teamwork, as well as expertise-based skills, would be examined. Hence, there are some other ways that are better than the one-to-one interview.

In conclusion, it might be incessant that hiring a suitable candidate for the position is a grueling responsibility and has to be a blend of Interviews, discussions, references check, and some written tests.

Interviews form the basic selection criteria for most large companies. However, some people think that - mẫu 2

In this modern world, almost all multinational companies prefer one-to-one Interviews for the recruitment of an employee. Many people opine that this is a convenient method whilst others disagree with it. From my perception, taking interviews is genuinely pertinent because in terms a better opportunity to check an individual's technical acquaintance and confidence along with the way of speaking.

To start with, a company receives many applications for the advertised job requirement position. Therefore, in order to thin out the herd, organizations organize these face-to-face discussions so as to reckon the interviewees. Furthermore, this way the recruiter will also be able to access the technical capability of the claimant and his expectations. Additionally, the disposition of the applicant can be evaluated along with his communication level. This all can be tested by face-to-face conversation. However, the candidate too can get the experience of this examination and can boost his confidence if trying to give another.

Undeniably, interviews are the best way of choosing an employee. But, if the interview is for an important place, then it has to be set up merely and should be well executed. Additionally, it requires a meticulous perception of the firm's expectations. I think it's not a piece of cake. If it is for small purposes then it will be fruitful, or else alternative methods will be taken into account.

In a nutshell, I strongly recommend that interviews are imperative from a firm’s viewpoint for obtaining something fruitful for their reputed foundation as they are going to pay a handsome salary.

Interviews form the basic selection criteria for most large companies. However, some people think that - mẫu 3

Many companies prefer Interviews as their satisfaction method for the basic selection of employees. But many people believe that this is not the correct option for hiring as there are other ways too. Well, I believe that though the interview process is the best solution it has some disadvantages too. I will justify my point of view in this essay.

To begin with, advocates for supporting this interview method believe that in this contemporary era, where there is competition among people for equality and diversity, a universal strategy for drafting can be the key to the booking business. Secondly, the HR of that particular company should not prepare different question templates for every candidate. However, it makes the procedure uncomplicated and faster. Furthermore, a conference is a better way for future employees by which they make themselves comfortable and answerable to some common questions before person-to-person communication and it will help them to be relaxed also during the actual test.

On the other hand, there are a few drawbacks to this method. Firstly, the personal qualities of an applicant cannot be taken into consideration. Secondly, the worst part is that it is monotonous. Many people answer the same day after day either because it is mentioned in their theoretical books, or they think if they will not play safely then they have to try for others.

To sum up, maybe an interview is the best solution but if the company wants something really fruitful then recruiting should be done in a personalized way. Each one of us has something unique, and if a company expects something creative then this has to be taken into consideration.

Interviews form the basic selection criteria for most large companies. However, some people think that - mẫu 4

Many people are of the opinion that interviews are the best for selection. While others are of the opinion that interviews are not the best method for assessment of skills. Most companies schedule interviews to assess the employee that they will be hiring. Recruiting new employees is of course a long and tedious process. I believe that it is the right way to assess the candidates and to understand them better. Some people are, however, of the opposing view. Different companies have different policies. Some believe that interviews might not be a reliable method to access the candidates. Some companies also hold a written test, followed by group discussions and then a technical interview. Group discussions also serve the best purpose. Interviews enable one to get the perspective of the candidate on different things. Also, confidence and other skills are seen. Nowadays, emotional intelligence is given much importance. The emotional intelligence can be seen through interviews. Also, it offers one the chance to have a face-to-face conversation. Usually, companies assess the candidates on their subject knowledge, communication and interpersonal skills by conducting several rounds. Companies that hire new employees undoubtedly want the best of the candidates, which is why a thorough critiquing of the person is required. I honestly believe that interviews are a reliable method as compared to written tests or group discussions. While interviewing the interviewer can test his knowledge and communication skills simultaneously. A few companies interview two to three candidates at the same time instead of a one-on-one interview. Interviews can tell a lot about the candidate, and they can make an informed decision on the spot. It also removes the unnecessary hassles of conducting written tests which adds up to the hiring process. The interviewer can also assess the candidate’s conduct via interviews; thus, they are the most efficient and reliable methods to hire candidates.

Interviews form the basic selection criteria for most large companies. However, some people think that - mẫu 5

Hiring and assessing new hires is undoubtedly a tedious task. I believe companies that have a long hiring process are nothing but a waste of time. A candidate’s knowledge, conduct, communication and other skills can easily be assessed via an interview, instead of assessing them via 2-3 rounds. Long hiring process adds to the complexity of the hiring process and also puts the candidates under a lot of pressure. Considering that the success of a company is majorly dependent on the skills and efforts of the employees. Being interviewed is an essential factor in getting hired for a job in a renowned organization.

During a comprehensive interview, an employer gains a firsthand impression of their future employee. Interviews help the interviewer to assess the candidates on a personal level. Their communication skills and conduct are also critiqued via the same. Moreover, I believe a candidate’s subject knowledge can be analyzed in a better way via interviews. It also helps interviewees to understand how a candidate might behave under pressure. Interviews also help verify the information that candidates have mentioned in their applications. Thus, it helps them make an informed and quick decision. In this way, employers can avoid hiring the wrong candidate. Every job requires a candidate to possess certain skills. For example, government jobs require candidates to have more theoretical knowledge of the subject which is assessed by written tests. The interview that follows is either a formality on the company’s behalf or to analyze a candidate’s communication skills. It doesn’t have relevance if it is a field job that requires the candidates to have advanced knowledge on the subject. Unless it is a job that requires both experience and skills, for instance, an interview will suffice. Thus, I prefer interviews as the most cost-effective, and efficient method of hiring.

Interviews form the basic selection criteria for most large companies. However, some people think that - mẫu 6

According to some people, interviews are best for selection. While many do not consider interviews as an effective medium for selection. People are divided on whether companies must interview candidates while hiring new employees. Some people agree to this fact while others disagree. I myself believe that interviews are the most reliable form to understand a candidate. Every company has certain requirements and skills that they are looking for in candidates. For example, a marketing company would require candidates to have exemplary interpersonal, communication and leadership skills. A field job would require candidates to have more theoretical knowledge or experience in the field. I believe while hiring in a marketing company interviews as the entire job role is based on the candidates communicating with the clients. A field engineer or a technician requires knowledge of the equipment thus, they can be assessed via a written test. In such cases interviews alone might not help in critiquing the candidates. Interviews offer face-to-face conversations. It also gives the exact information about the candidate. Also, one can check their abilities and skills. Confidence is an important factor which is determined by interviews. Also, according to psychologists, interviews increase one’s communication skills. The candidate tries their best to impress the employers. Emotional intelligence as well as IQ can be determined by interviews. Thus, there are major roles that require a candidate to pass the written as well as interview rounds. While there are others that need to be scrutinized to such an extent. The hiring process should be decided based on the respective job description. Companies shouldn’t standardize a fixed hiring process, instead cut-short the hiring process to hire the best candidate. For me, interviews are the best form of hiring candidates. It gives the interviewer a thorough understanding of the candidates.

Interviews form the basic selection criteria for most large companies. However, some people think that - mẫu 7

Recruiting new employees can be a long and painful process. The success of any business or organization depends on the quality of its staff. Some employers conduct interviews to select new workers. I agree with the given statement which says that there are various other approaches. This essay intends to analyze methods of hiring new employees.

Undoubtedly, an interview is an important method of recruitment. If the selection has to be done merely in an interview, then the interview has to be well executed. It requires a detailed understanding of the organizational needs as well as a careful grasp of the prospective employees’ responses. It is not an easy task. If the recruitment is a small scale and only a few employees are needed, it can prove fruitful otherwise alternative methods to hire have to be taken into account.

There are many other methods which can be employed to hire new personnel. These hiring methods are a combination of several step-by-step tests. Initially, job vacancies are advertised, after which the recruiters select resumes, which meet the basic requirements for that particular job position. Then the written test is conducted to judge the skills and knowledge of the person. This is followed by group discussions and some other skill tests. Then the shortlisted candidates are interviewed. After this, background checks and reference checks are done of those shortlisted after the interview. It is important to check the credit record and criminal record. The reference checks are done to ascertain the authenticity of what is written in the resume. Finally, the selected candidates are sent for a health check to rule out any communicable diseases.

Analyzing the above-mentioned methods, it can be seen that no single method is perfect. Each job has its own requirements. Some jobs require qualifications, and some require experience. Big companies have a department devoted to human resources, which takes care of the hiring issues, but for small businesses finding the right employees at the right times can be an especially time-consuming and frustrating struggle. External recruitment agencies can be assigned the task of searching for suitable candidates for jobs, but it may be very expensive. However, I believe that spending on the recruitment of new employees can prove to be a good investment, as good employees can breathe new life into your business.

To sum up, it can be reiterated that finding suitable employees is an arduous task and has to be a combination of written tests, group discussions, interviews, and reference checks.

Interviews form the basic selection criteria for most large companies. However, some people think that - mẫu 8

How credible interviewing is as a method of recruitment is a question posed by many people. Some have gone as far as claiming it to be ineffective and substitutable by other methods. Although this claim is defendable in certain ways, there are also several arguments against it.

To start with, I acknowledge that interviewing has its own limitations. Conventional interviewing may prove less flexible under certain circumstances. Requiring recruiters and candidates to arrange a physical appointment, this method may not work in unexpected conditions such as epidemics, unfavourable weather or geographic distances, hence heavy reliance upon it may cause the business a loss of opportunities to reach qualified candidates. Besides, recruiters may also fail to evaluate candidates’ competence thoroughly. This is especially the case for phone and online interviews, where recruiters cannot fully control whether candidates use aiding tools.

However, interviewing is still employed by a great many businesses thanks to its merits. Interviews help assess candidates’ suitability more directly and on a larger number of aspects like their understanding of the company and the position applied for, working manners and attitudes, presentation skills, etc., compared with product-based methods. In fact, it is not by chance that such global companies as Google and Apple, or our national airline, Vietnam Airlines, have never removed interviewing from their recruitment procedures. Rather than eliminating interviewing as an unreliable way, recruiters should use it in combination with other methods. For instance, while interviewing could serve as a preliminary round to narrow down the list of prospects, authentic-task-based tests can help assess their professional skills.

In conclusion, although the credibility of interviewing is sometimes undermined by its rigidity and inadequacy, this method has continued to be widely used due to its interactiveness and directness.

Interviews form the basic selection criteria for most large companies. However, some people think that - mẫu 9

Recruiting new employees for the firm is a long and tedious process. However, a company’s success depends on the quality of its employees, which is why firms place a greater emphasis on interview rounds throughout the hiring process. Few people believe that an interview is not the only way to determine whether or not someone is qualified for a job. In my opinion, interviewing is the most reliable technique for recruiting an employee in a firm. In the following paragraphs, I shall explain my point of view in detail.

Primarily, companies prefer interviews because it allows them to get to know employees face-to-face and allow the interviewee to ask straightforward questions about their particular professions. Interviews also aid in understanding the interviewee’s personality and degree of confidence. It also aids companies in determining whether the information they have included in their resume is true or forged.

Besides that, there are several additional reasons why interviews are a good technique for selecting applicants. This technique enables companies to quickly assess the work’s capability and make an informed selection decision. Also, owing to unexpected circumstances, some applicants may not be able to perform their best in the exam while having a strong understanding of their area. The interview, on the other hand, allows them to convey their knowledge, confidence, and abilities.

Some people believe that interviews are unreliable techniques for evaluating an individual’s talents and that other approaches, such as recruiting tests, should be used. But interviews allow employers to assess the interviewee’s professional abilities and their whole personality and conduct.

To summarise, there are a variety of ways to evaluate a candidate’s profile. Yet interviews have proven to be the most successful method of assessing a candidate’s skills and talents.

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