Giải đề IELTS Writing task 2 thi máy BC ngày 9/8/2024

Interviews often form the basis of selection procedures in many large companies. Some think that this means is not reliable in choosing people to employ and other methods should be used. To what extent do you agree or disagree?

BC – IELTS Computer-delivered test – August 9^th 2024

While interviews have long been a cornerstone of recruitment processes in numerous large organizations, their reliability in selecting suitable candidates remains a subject of debate. While I acknowledge the limitations of interviews, I contend that they remain an indispensable tool in the hiring process when used in conjunction with other assessment methods.

Undoubtedly, interviews offer a unique opportunity to evaluate candidates’ soft skills, such as communication, interpersonal abilities, and problem-solving skills. These intangible qualities are often difficult to quantify through other means and are crucial for success in many roles. Moreover, interviews provide a platform for candidates to showcase their personality, motivations, and cultural fit within the organization. Such insights can be invaluable in determining if an individual is likely to thrive in a particular company culture.

However, it is essential to recognize the inherent subjectivity of interviews. The outcomes can be significantly influenced by factors such as the interviewer’s biases, the candidate’s performance on the day, and the overall rapport established during the conversation. Additionally, interviews may not accurately reflect an individual’s actual abilities or accomplishments. For instance, a highly skilled candidate may struggle to articulate their expertise in a face-to-face setting, leading to an unfair assessment.

To mitigate these limitations, organizations should adopt a multifaceted approach to recruitment that complements interviews with other assessment methods. For example, aptitude tests can provide objective measures of cognitive abilities and technical skills. Work samples or simulations can evaluate practical skills and problem-solving capabilities in a more realistic context. Furthermore, gathering feedback from previous employers or colleagues can offer valuable insights into a candidate’s past performance and work ethic.

In conclusion, while interviews possess certain limitations, they continue to play a vital role in the recruitment process. By recognizing the subjective nature of interviews and combining them with other assessment methods, organizations can make more informed hiring decisions. A holistic approach that considers both qualitative and quantitative data is essential to identify candidates who possess the necessary skills, experience, and cultural fit to contribute to the organization’s success.