Interviews form the basic selecting criterion for most large companies. However, some people think that interview is not a reliable method of choosing whom to employ and there are other better methods. To what extent do you agree or disagree?

In the world of competitive recruitment

test

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tests

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,

interview

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the interview

an interview

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is a very popular way

for

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of

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filtering

candidates

at many large companies and institutions. An effective and well-arranged

interview

can help the recruiter

to

Verb problem

apply

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judge the

candidate

properly and

saves

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save

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a lot of time.

However

, in my

opinion

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opinion,

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interview

solely

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alone

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can’t be a robust selection criterion

especially

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, especially

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for giant companies for several reasons.

Interview

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Interviews

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can not be a transparent method of hiring

employee

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employees

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.

Firstly

,

interview

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interviews

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sometimes

become

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becomes

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a biased and

premediated

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premeditated

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way

for

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of

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selecting

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a candidate

the candidate

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candidate

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candidates

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.

And

Correct word choice

This

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this

becomes very true for companies and cultures where

particularly

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apply

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corruption is

very

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particularly

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common and open secret. In developing countries like Bangladesh where corruption is so high that every sector

hire

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hires

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employees who may not be fit for the post but have

political

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a political

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affiliation or offer

bribe

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a bribe

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to the recruiter. As a result, competitive and skilled

candidates

can not contend for those posts.

This

in return destroys the motivation of serious

candidates

and future

generation

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generations

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.

Secondly

, even if we can ensure that there is no corruption and subjectivity,

interview

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an interview

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alone can not measure one’s

potentiality

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potential

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for any job.

For instance

: if a tech giant company arrange an

interview

as their basic criterion and filter on the basis of their performance, they may

loose

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lose

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out some potential

candidate

who may be really good at

particular

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the particular

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skills

they are looking for. If the company is looking for

data

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a data

the data

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scientist, they should arrange a session where they can measure the

skills

of programming, data visualization,

statistics

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and statistics

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. These types of essential

job specific

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job-specific

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skills

can not be assessed in a

face to face

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face-to-face

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interview

.

However

,

interview

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interviews

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can be effective if they are arranged in the final stage for additional screening on the basis of attitude, personality,

interpersonal

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and interpersonal

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soft

skills

. But

this

can not be the basic and only stage to measure the

caliber

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calibre

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of any

candidate

. In conclusion,

interview

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the interview

an interview

show examples

can never be a reliable procedure for screening out potential

candidates

for a post.

Instead

, written and

job specific skill based

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job-specific skill-based

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exam

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exams

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can be conducted to select the right

candidate

for any post.