In today’s competitive job market, interviews have become the most popular method for companies to evaluate potential employees. However, some people argue that interviews are not a reliable way of selecting candidates, and there are other more effective methods to choose whom to employ. In this essay, I will discuss both sides of the argument and provide my opinion.
On the one hand, interviews have many advantages as a selecting criterion. Firstly, interviews allow employers to assess the candidate’s communication and interpersonal skills, which are essential in most jobs. Secondly, interviews provide the opportunity for employers to learn more about the candidate’s background, qualifications, and work experience. Finally, interviews can help employers to evaluate the candidate’s motivation and enthusiasm for the job.
On the other hand, interviews can be unreliable because they do not always provide an accurate picture of the candidate’s abilities or potential for success in the job. Many people may feel nervous or anxious during an interview, which can cause them to underperform. Additionally, some candidates may have excellent interview skills, but their actual job performance may not meet the expectations set during the interview. Therefore, relying solely on interviews to select employees can be risky and potentially result in a poor hire.
In my opinion, while interviews are an essential part of the selection process, they should not be the only criterion used to select employees. There are several other methods that can complement or even replace interviews. For instance, aptitude tests, skills assessments, and work samples can provide a more accurate evaluation of a candidate’s ability to perform the job. Furthermore, reference checks and background checks can provide insight into the candidate’s work history and reputation.
In conclusion, while interviews have many advantages as a selecting criterion, they can also be unreliable in assessing a candidate’s potential for success in the job. Therefore, it is important for companies to use a variety of methods to evaluate candidates to make informed hiring decisions.
- Competitive (adj.): involving or determined by competition.
- Evaluate (v.): to judge or calculate the quality, importance, amount, or value of something.
- Interpersonal (adj.): relating to relationships or communication between people.
- Enthusiasm (n.): intense and eager enjoyment, interest, or approval.
- Unreliable (adj.): not able to be trusted or depended on.
- Potential (n.): the possibility of something happening or developing into something more in the future.
- Complement (v.): to add to something in a way that enhances or improves it.
- Aptitude (n.): a natural ability to do something well, especially one that can be developed through training.
- Assessment (n.): the evaluation or estimation of the nature, quality, or ability of someone or something.
- Reputation (n.): the beliefs or opinions that are generally held about someone or something.
- However: used to introduce a statement that contrasts with or seems to contradict something that has been said previously.
- On the one hand…on the other hand: used to introduce two contrasting points of view.
- Firstly, secondly, finally: used to introduce a list of points or ideas.
- Additionally: used to add another point or idea to what has been said.
- Therefore: used to introduce a conclusion or logical consequence.