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interview vs other methods for hiring. To what extend do you agree or disagree

interview vs other methods for hiring. xD6rg

recruiting new employees can be a long and painful process. some employers conduct interviews to select new workers. I disagree with the given statement, which says that interview is not a reliable method, and another methods are better. I believe that interview is a reliable methods, but there are many other methods which are equally good, and the choice is on the recruiters as to which method they find suitable for their need. There are many reasons why interview is preferred by some employers for hiring new employees. Firstly by the interview the recruiters can get an idea about the personality and social skills of the potential employees. In interviews, there is face-to-face interaction and the candidates have to answers impromt questions, from which personality traits can be judged. Also, by asking some case study type questions, employees can judge traits like ability to handle pressure, confidence and ability to think outside the box. However, there are many other selection methods with varied adavantages. one of other common methods is written test. This method is preferred when the focus in on judging the theoretical knowledge of the person. Another conversational selection basis is group discussion. This method is good where a major job requirement of the company is conversational skills for instance sales jobs. Group discussion can determine the convincing power of an individual. last bit not the least, there can be combination of the three methods like written tests, followed by group discussion and finally interviews. This method is the most thorough of all the methods checking everything from personality traits to knowledge and also communication ability. It is evident that different methods have different advantages and the best method cannot be singled out. it depends upon the situation. for example, interviews assess a person's individual traits better whereas written tests are more about knowledge and expertise in an area. There are shortcomings of every method too for example there is a chance of personal bias in interview. The combination of methods can take too long to select a candidate and may be too expensive to conduct for small companies. To conclude, hiring methods depends upon the job and company requirement. in some situations, conducting interviews is more apt, whereas in some situations the other methods may be more advantageous.

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recruiting
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employees
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some
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interviews
 to select new workers. I disagree with the This phrase/word (depending on the context) can be potentially replaced with :accorded
given
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interview
 is not a reliable You use this word too often, consider replacing it withstylepracticeformhabitprocessrule
method
, and another You use this word too often, consider replacing it withstylepracticeformhabitprocessrule
methods
 are better. I believe that You use this word too often, consider replacing it withconferenceaccountpress conferencedialoguehearingconversation
interview
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methods
, This phrase/word is too simple and can be replaced with:on the contrary
but
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many
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other
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methods
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good
, and the choice is on the recruiters as to which You use this word too often, consider replacing it withstylepracticeformhabitprocessrule
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many
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interview
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 by This phrase/word is too simple and can be replaced with:a number of
some
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employees
. Firstly
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interview
 the recruiters can This phrase/word (depending on the context) can be potentially replaced with :acquire
get
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idea
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skills
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employees
. In You use this word too often, consider replacing it withconferenceaccountpress conferencedialoguehearingconversation
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traits
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some
 case study type questions, You use this word too often, consider replacing it withmemberlaborerclerkworkeragentrepresentative
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traits
 like ability to handle pressure, confidence and ability to This phrase/word (depending on the context) can be potentially replaced with :reckonassumebelieveconsider
think
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However
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many
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methods
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This phrase/word (depending on the context) can be potentially replaced with :evaluate
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is preferred
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 where a major job requirement of the This phrase/word (depending on the context) can be potentially replaced with :enterprisecorporation
company
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for instance
 sales jobs. Group discussion can determine the convincing power of an individual. This sentence does not start with an uppercase letterLast
last
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methods
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tests
, followed by group discussion and finally
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interviews
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 checking everything from personality You use this word too often, consider replacing it withtrickhabitattributequirkcharacterfeature
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 to knowledge and also
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methods
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it
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interviews
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traits
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tests
 are more about knowledge and expertise in an area. There are shortcomings of every You use this word too often, consider replacing it withstylepracticeformhabitprocessrule
method
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 there is a chance of personal bias in You use this word too often, consider replacing it withconferenceaccountpress conferencedialoguehearingconversation
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. The combination of You use this word too often, consider replacing it withstylepracticeformhabitprocessrule
methods
 can take too long to select a candidate and may be too expensive to conduct for This phrase/word is too simple and can be replaced with:tiny
small
This phrase/word (depending on the context) can be potentially replaced with :enterprisescorporations
companies
. To conclude
, hiring You use this word too often, consider replacing it withstylepracticeformhabitprocessrule
methods
 depends upon the job and This phrase/word (depending on the context) can be potentially replaced with :enterprisecorporation
company
 requirement. This sentence does not start with an uppercase letterIn
in
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some
 situations, conducting You use this word too often, consider replacing it withconferenceaccountpress conferencedialoguehearingconversation
interviews
 is more apt, whereas in This phrase/word is too simple and can be replaced with:a number of
some
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other
You use this word too often, consider replacing it withstylepracticeformhabitprocessrule
methods
 may be more advantageous. 