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Band 7

Interviews are the basic selecting criteria for most companies. However, some people think interviews are not a reliable method and there are better methods. Do you agree or disagree?

#interviews #criteria #companies #people #method #methods
While
 the vast majority of employers tend to benefit from talking and asking some designed
questions
 with job seekers,I agree with those who argued that there are many credible ways to evaluate employees
instead
 of interviews. In many factories, there are a variety of forms that include special
questions
 about personality, experience,and identification like name. When someone seeks a job, he has to sit in front of the manager or employers and answer those
questions
.Supporters of
this
 way of recruiting
people
 say that it is an essential way to understand how a man is talented or experienced. Since
questions
 are completely based on
people
's CVs and depend on answers,
people
 will be accepted or not.
On the other hand
, many
people
 are stressed or painfully shy in face-to-face speaking and they may not be able to perform their abilities well.
Nevertheless
, they might lose their opportunity for occupation.
In addition
, speaking about one issue is far harder than doing it,
due to
 the fact that when
people
 do a repetitive action, It becomes a routine and it turns into easy work. In my idea,
people
 should not be judged just by some cliche
questions
.
People
 deserve to have a chance to show their talents in person. In conclusion, asking different
questions
 from job seekers at the beginning is said to be one essential approach to selecting them as an employer.
However
, In my opinion, because of some personalities like being shy or stressed, employers ought to use another form of evaluation.
Submitted by Maral.qanbarii1992 on

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task achievement
Consider elaborating on the specific alternatives to interviews you mentioned. This would strengthen your argument by providing clearer, more concrete examples.
coherence cohesion
Work on linking sentences and paragraphs more fluidly. This will help your ideas flow naturally and make the essay easier to read.
task achievement
Try to use a wider range of vocabulary and grammatical structures to demonstrate higher proficiency in English.
logical structure
Your introduction provides a clear position on the topic, making it easy for the reader to understand your stance.
introduction conclusion present
The conclusion effectively summarizes your main points and restates your opinion in a concise manner.
supported main points
You address the potential drawbacks of interviews, such as stress and shyness, providing a balanced perspective.

Fully explain your ideas

To get an excellent score in the IELTS Task 2 writing section, one of the easiest and most effective tips is structuring your writing in the most solid format. A great argument essay structure may be divided to four paragraphs, in which comprises of four sentences (excluding the conclusion paragraph, which comprises of three sentences).

For we to consider an essay structure a great one, it should be looking like this:

  • Paragraph 1 - Introduction
    • Sentence 1 - Background statement
    • Sentence 2 - Detailed background statement
    • Sentence 3 - Thesis
    • Sentence 4 - Outline sentence
  • Paragraph 2 - First supporting paragraph
    • Sentence 1 - Topic sentence
    • Sentence 2 - Example
    • Sentence 3 - Discussion
    • Sentence 4 - Conclusion
  • Paragraph 3 - Second supporting paragraph
    • Sentence 1 - Topic sentence
    • Sentence 2 - Example
    • Sentence 3 - Discussion
    • Sentence 4 - Conclusion
  • Paragraph 4 - Conclusion
    • Sentence 1 - Summary
    • Sentence 2 - Restatement of thesis
    • Sentence 3 - Prediction or recommendation

Our recommended essay structure above comprises of fifteen (15) sentences, which will make your essay approximately 250 to 275 words.

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Topic Vocabulary:
  • Selection criteria
  • Candidate assessment
  • Communication skills
  • Problem-solving abilities
  • Situational questions
  • Nervousness
  • Bias/Subjectivity
  • Unconscious biases
  • Practical tests
  • Assessment centers
  • Psychological tests
  • Aptitude tests
  • Work samples
  • Comprehensive measure
  • Suitability for the role
  • Balanced assessment
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