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?

Undoubtedly, every employee has to go through the
process
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of a job
interview
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before the corporation
advanced
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advances
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them to the actual position in the company.
Therefore
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, should we consider
this
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way as a prior
approach
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or
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, or
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there are
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are there
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other possibilities to think about?
This
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essay will examine both the prospect of
this
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phenomenon,
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also
Rephrase
as well as
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my view on the best
approach
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to
this
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complication.
To begin
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with, every company or startups have a basic foundation of providing employment, whether through
Correct article usage
an employee
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employee
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employee's
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overall
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profile or taking various skill
test
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tests
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.
However
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,
this
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process
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also
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, also
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known as the
interview
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, is based on individual resume profiles, their combinations of skills and so on. Which
acknowledge
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acknowledged
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by higher authorities by taking one-on-one interviews,
while
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mapping the interviewer’s
overall
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capabilities.
In addition
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, these necessary steps ought to be taken for granting permission, either the attendee has a matched profile or
this
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individual has lied on their resume.
Due to
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this
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, top
multi
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multi-national
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corporations are taking
this
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specific test before offering any liabilities to the person.
As a result
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,
this
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step should have to consider a vital
approach
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to
this
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perspective.
On the other hand
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, the government still to
this
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day have a different
approach
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in providing jobs to the community members. As
if
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apply
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we talk about alternate methods,
skill-based
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a skill-based
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testing system, which includes writing, reading, and physical training.
For instance
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, many governments use
this
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system to hire employees, because of the special quota in war, police or
such
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require more force on physical training rather than a personal
interview
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process
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.
For example
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, physical and common basic knowledge question exams would be preferable
for not only
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not only for
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providing employment chances for everyone but
also
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effective as an
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as an effective
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interview
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.
To sum up
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, looking from an
overall
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perspective, a personal
interview
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is a suitable option to hire employees,
whereas
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physical exams or general knowledge tests are distinguished for other job fields. In my opinion, a job
interview
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will be an effortless
process
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and effective at the same
, yet
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time, yet
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it will
also
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portray
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the
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personality of the interviewer.

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task response
Plan your essay. Say your view in the intro, give two clear reasons in the body, and repeat your view in the end.
coherence
Make one clear idea per paragraph. Use simple links to show how ideas fit in the order you write them.
coherence
Use linking words to move from one idea to the next, for example: also, but, however, therefore.
task response
Give real, easy to see examples for each point. Connect the example to the idea.
coherence
The essay shows a clear intro and a closing.
task response
It tries to answer the question and gives a view.
task response
There are some good ideas that can be built on.
Support ideas with relevant, specific examples

Examples make your writing easier to understand by illustrating points more effectively.

Examples, if used properly, not only help you get higher marks for ‘Task Response’ but also for ‘Coherence’.

When giving examples it is best to put them after your main idea or topic sentence. They can be used in the middle of supporting sentences or they can be used to start a new sentence. There is no rule for where exactly to give examples in essays, logically they would come after your main idea/topic sentence or just after a supporting sentence.

Linking words for giving examples:

  • for example
  • for instance
  • to illustrate this
  • to give a clear example
  • such as
  • namely
  • to illustrate
  • take, for example
Topic Vocabulary:
  • job interview
  • candidates
  • employers
  • communication skills
  • confidence
  • cultural fit
  • application materials
  • subjective
  • bias
  • skills assessments
  • practical tests
  • work trials
  • panel interviews
  • collective evaluation
  • technology
  • video interviews
  • AI-based screening
  • soft skills
  • reference checks
  • balanced approach
  • qualifications
  • character
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