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Many people think that interviews are not the best way to assess the suitability of a candidate for a position.To what extent do you agree or disagree?

#people #interviews #suitability #candidate #position
Generally,office interviews are the best part to analyse the aspirant and learn about him.
However
,there are some people who don't approve of the following idea and believe that there are other factors that can help employees assess whether the contender can be hired or not for the particular position.I suppose,there are other several ways to know better about
a
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an
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 aspirant, including the interview as well. On the one hand, as it is vividly seen for all of us , job interviews play a key role in hiring any employee. Because the majority of the interviewers can know a lot about an applicant on the
first
 day of their meeting. The
first
 day leaves a great impression ( whether it is positive or negative) on both sides.
For example
, if an interviewee is late for an interview we can conclude that
this
 employee is not quite responsible and won't show satisfactory results later as well.
Moreover
, during the
,
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apply
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interview an interviewer carefully checks all the details and small items of a person and can tell many things about him/her.
On the other hand
, according to another group of ,
people
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,people
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 there are some other ways that can help us judge an employee. Many bosses usually use a wide variety of methods and one of them is, giving a worker tougher pressure. They tend to pressurise their employees by ordering them multiple tasks and by
this
 they find whether they can get rid of that moment wisely or not.
Additionally
, observations during work time can
also
 be handy in cases where we should decide on
a
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an
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 applicant whether he is suitable in a labour market or not. Our discussions above show that
,
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apply
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 there are certain factors excluding interviews that can help us find out better about an applicant in a
profession
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professional
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 market.
Submitted by sunnygorantla3 on

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  • to give a clear example
  • such as
  • namely
  • to illustrate
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Topic Vocabulary:
  • subjective
  • objective
  • competency
  • task-based evaluation
  • interpersonal skills
  • cultural fit
  • portfolio review
  • bias
  • intimidating
  • comprehensive assessment
  • predictive analytics
  • industry-specific
  • suitability
  • candidate assessment
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