雅思大作文7分范文：招聘面试是没用的

　　雅思大作文7分范文：招聘面试是没用的，本文我们继续为大家分享雅思写作高分素材，希望对大家能够有所帮助！如果你需要专业的雅思写作指导，戳客服即可在线咨询，我们会为大家安排专业的课程老师，帮助大家找到适合自己的雅思课程！

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　　Though employed as an important approach in the process of recruitment, the interview is nowadays frowned upon by many as unreliable in evaluating the overall quality of applicants, whereas there are more effective methods. From my perspective, it is simple-minded to venerate other measures over the interview without scrutinizing all contributing factors.

　　Indeed, it is easy to understand why the perception has crept into the thinking of many people. From their perspective, a few minutes of communication is far from enough for employers to fully recognize the background of the candidate – whether it be their expertise or other features like the sense of cooperation and team spirit. Plausible though the logic seems, the protagonists of this are oblivious to the fact that the final job offer does not descend solely from the interview. Quite the contrary, to hunt for an appropriate candidate for a position is a momentous decision that is subject to a repertoire of scrutiny, from the evaluation of applicants’ educational background to the investigation of their former working experience. In this respect, it does not make sense to attribute the credibility of recruitment to interview.

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　　Also, a stronger argument against the opinion in the topic is the so-called ‘better selection methods’: which approach can be deemed more effective in evaluating job applicants is an amorphous notion that varies by the discrete requirement of different positions. For some scientific research-based work, it does make sense that the academic performance or the research achievements of candidates are more persuasive than a brief talk of 20 minutes interview. But for positions like customer service or sales representative, which emphasize more on appearance and interpersonal skills, it is the face-to-face communication that wins the heart of employers.

　　From what has been discussed, it looks to me that it is irrational to deny the justification of an interview without considering the practical demand of recruitment in the real business world.

　　相关词汇和语法结构

　　Evaluate  评估

　　Candidate  候选人

　　Expertise  专业技能

　　Momentous  重要的

　　A repertoire of  一整套的

　　Scrutiny  仔细审查

　　Credibility  可靠性

　　Amorphous  无常态的

　　Persuasive  有说服力的

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