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Some people think that interviews is not a reliable method of choosing whom to employ and there are some other better methods.To what extent do you agree or disagree

Some people think that interviews is not a reliable method of choosing whom to employ and there are some other better methods. n6p0K

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 other methods are better. I believe that interview. is a reliable method, but there are many other methods which are equaly 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 answer impromptu 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 advantages. 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 conventional 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 but not the least, there can be combination of the all 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 interviews. 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 method 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.

Recruiting new You use this word too often, consider replacing it withmemberlaborerclerkworkeragentrepresentative
employees
 can be a long and painful process. This phrase/word is too simple and can be replaced with:a number of
Some
 employers conduct You use this word too often, consider replacing it withconferenceaccountpress conferencedialoguehearingconversation
interviews
 to select new workers. I disagree with the This phrase/word (depending on the context) can be potentially replaced with :accorded
given
 statement, which says that You use this word too often, consider replacing it withconferenceaccountpress conferencedialoguehearingconversation
interview
 is not a reliable You use this word too often, consider replacing it withstylepracticeformhabitprocessrule
method
, and You use this word too often, consider replacing it withnewalternativemore
other
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methods
 are better. I believe that You use this word too often, consider replacing it withconferenceaccountpress conferencedialoguehearingconversation
interview
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is
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method
, This phrase/word is too simple and can be replaced with:on the contrary
but
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methods
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, and the choice is on the recruiters as to which You use this word too often, consider replacing it withstylepracticeformhabitprocessrule
method
 they find suitable for their need.

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many
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some
 employers for hiring new You use this word too often, consider replacing it withmemberlaborerclerkworkeragentrepresentative
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. 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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, there is face-to-face interaction and the candidates This phrase/word is too simple and can be replaced with:ought to
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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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 can judge You use this word too often, consider replacing it withtrickhabitattributequirkcharacterfeature
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 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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methods
 with varied advantages. One of You use this word too often, consider replacing it withnewalternativemore
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 where a major job requirement of the This phrase/word (depending on the context) can be potentially replaced with :enterprisecorporation
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 sales jobs. Group discussion can determine the convincing power of an individual. Last This phrase/word is too simple and can be replaced with:on the contrary
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, followed by group discussion and finally
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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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 assess a person's individual You use this word too often, consider replacing it withtrickhabitattributequirkcharacterfeature
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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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 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
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. To conclude
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 is more apt, whereas in This phrase/word is too simple and can be replaced with:a number of
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