Interviews form the basic selection criteria for most large companies. However, some poeple think that interviews is not a reliable mthod of choosing whom to employ and there are other better methods. To what extent do you agree or disagree?

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interviews

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remain the most common method of selecting employees in large companies.

While

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interviews

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can provide useful insights into a candidate’s communication skills and personality, I agree that they are not always the most reliable method of recruitment and should be complemented by other approaches.

Interviews

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are useful because they allow employers to assess qualities that are not evident on paper.

For example

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, body language, confidence, and verbal communication are often revealed more clearly in person.

In addition

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,

interviews

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provide candidates with the chance to ask questions, which can demonstrate their motivation and interest in the role.

However

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,

interviews

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also

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have significant limitations.

Firstly

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, they often test performance under pressure rather than actual ability to do the job. A candidate who is skilled and competent may perform poorly in an interview

due to

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nerves,

while

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a confident but less capable applicant may impress recruiters.

Secondly

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,

interviews

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are sometimes subjective, as decisions may be influenced by appearance, accent, or personality rather than merit.

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, a short interview rarely provides enough evidence of a person’s teamwork, technical skills, or problem-solving ability. Better alternatives include practical assessments, group tasks, or probation periods.

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, companies in the technology sector often require candidates to complete coding challenges, which test real-world skills more accurately than conversation alone. Psychometric tests can

also

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help evaluate personality traits and suitability for the company culture. In conclusion,

while

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interviews

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should not be abandoned altogether, relying on them alone is not reliable. A combination of

interviews

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and other assessment methods offers a fairer and more accurate approach to recruitment.