Post by Admin on Dec 10, 2015 13:15:02 GMT
Most employers do job interviews before offering a position to a person. Do you think this is the best way to do it, or are there better alternatives? What is the best method of choosing employees in your opinion?
Traditionally, the job interview is the final step in the recruitment process which involves a number of stages. I think that it is just one tool an employer can use to select an employee, and is the best way providing it is used in conjunction with other methods.
Employers usually weed out unsuitable applicants on their CVs or application forms. Those with poor CVs or badly written applications are discounted, and those with insufficient qualifications or experience are not shortlisted for interview. However, the interview process for those selected is not foolproof. Some people become very stressed and perform badly, whereas in a workplace scenario they make excellent employees. The interview is also a two-way process, and requires interviewers to ask the right questions and make accurate judgements about a potential employee. Some may choose the wrong person because they fail to ask the right questions.
Although there is no real alternative to an interview, I think it should be just one step in choosing an employee. Some companies use psychometric testing to gauge a candidate’s personality traits and skills such as moral judgement or ethical standards. Others use role play, with a number of applicants working to solve a problem or produce a presentation, which can demonstrate leadership skills or organisational ability. It is also common for employers to offer jobs on a provisional basis, so that probationers must work through a trial period before they are confirmed in the post.
In conclusion, I think interviews are a necessary step in choosing an employee, but they should be used in conjunction with other selection methods.
[266]
Less common vocabulary
K4: applicants, ethical, gauge, scenario, traits
K5: probationer
K6: conjunction, provisional
K11: psychometric
Offlist: foolproof, shortlisted, workplace
www.ieltsexchange.com
Traditionally, the job interview is the final step in the recruitment process which involves a number of stages. I think that it is just one tool an employer can use to select an employee, and is the best way providing it is used in conjunction with other methods.
Employers usually weed out unsuitable applicants on their CVs or application forms. Those with poor CVs or badly written applications are discounted, and those with insufficient qualifications or experience are not shortlisted for interview. However, the interview process for those selected is not foolproof. Some people become very stressed and perform badly, whereas in a workplace scenario they make excellent employees. The interview is also a two-way process, and requires interviewers to ask the right questions and make accurate judgements about a potential employee. Some may choose the wrong person because they fail to ask the right questions.
Although there is no real alternative to an interview, I think it should be just one step in choosing an employee. Some companies use psychometric testing to gauge a candidate’s personality traits and skills such as moral judgement or ethical standards. Others use role play, with a number of applicants working to solve a problem or produce a presentation, which can demonstrate leadership skills or organisational ability. It is also common for employers to offer jobs on a provisional basis, so that probationers must work through a trial period before they are confirmed in the post.
In conclusion, I think interviews are a necessary step in choosing an employee, but they should be used in conjunction with other selection methods.
[266]
Less common vocabulary
K4: applicants, ethical, gauge, scenario, traits
K5: probationer
K6: conjunction, provisional
K11: psychometric
Offlist: foolproof, shortlisted, workplace
www.ieltsexchange.com