Introduction
It is often claimed that a face-to-face conversation with a candidate, which remains the main way large firms choose their staff, is a poor guide to how well that person will actually work.
While
I accept that meeting applicants in person has real value, I largely agree with Linking Words
this
view because a short interview rewards confidence rather than competence, and better tools already exist.Linking Words
Body paragraph 1
Admittedly, the case for interviews is not without merit. The most obvious point is that a manager can judge qualities that no document reveals,
such
as politeness, enthusiasm and the ability to explain ideas clearly. In Morocco, Linking Words
for instance
, the hotels of Marrakech still meet every receptionist in person, since a warm manner matters more than a certificate when guests arrive tired. A conversation Linking Words
also
lets the applicant ask questions, so both sides discover early whether they suit each other.Linking Words
Body paragraph 2
Nevertheless
, a single meeting is a weak basis for a decision that may Linking Words
last
for years. The most important reason is that interviews measure performance under pressure for thirty minutes, Linking Words
whereas
most jobs demand steady effort over months. If a shy engineer freezes when questioned, she may still write excellent software. A second limit of the same method is bias, as interviewers tend to favour people who resemble themselves, and, Linking Words
consequently
, talented candidates from different backgrounds are unfairly rejected. A bank in Casablanca, Linking Words
for example
, replaced its interviews with a half-day practical test, and the staff it hired afterwards stayed longer and made fewer errors. Linking Words
Moreover
, the same approach works beyond offices because a factory can watch a welder weld and a hospital can observe a nurse on a ward. In my view, Linking Words
therefore
, companies should use work samples, trial periods and references as the main filter, with the conversation kept only as a final check.Linking Words
Conclusion
In conclusion, meeting candidates reveals character, yet it says little about daily performance. On balance, practical tests and trial periods are far more reliable ways to choose employees.