2013Interview范文
2013Interview范文，免提與大家分享，請(qǐng)閱讀！
Nowadays，interview is frequently used by employers as a means to recruit prospective employees. Meanwhile, more and more people accept it as a reliable and efficient way to pick out the best for a company “- just as the old saying goes, seeing is believing. It is true that Interview benefits both the employer and employee in many cases， but ’ in my opinion t it does not always work because of its time limit, the subjectivity in dectsion-makingg and high additional expenditure it brings to job applicants.
To begin with，interview is far from being reliable because it only lasts a short time, which is often not sufficient for a job hunter to demonstrate his competence. Generally speaking, an interview ranges in time from 5 or 10 minutes to a couple of hours, and it either covers a few questions or presents interviewees with some tasks. No matter how well or how badly a candidate performs, it might not be safe to equalize the outcome with his capabilities and potentials ’ especially when the interviewer does not attach due importance to the candidates' record. Besides, owning to the time pressure, interview does not always bring out the best of the job interviewee, if not the worst. A short interview usually requires the interviewee to be quick-witted,responsive and eloquent. This demand sometimes puts so much tension on the job hunter thai he cannot fully concentrate on interview tasks and fails lo prove himself.
Moreover, interview is not always an effective way of recruitment because of the subjectivity it involves in decision making. Many interviewers are likely to build their judgment on the first impression of candidates. The first impression does count, but it is not so reliable as credentials, not so informative as direct contact with the candidale's references, not so objective as a multiple choice exam. In extreme cases, interview is open to favoritism and nepotism. Since interviewers might make their choices on the basis of their personal preferences or interests, the fairness and effectiveness of interview remain doublful.
Lastly，interview sometimes fails to recruit outstanding employees for it
causes interviewees great extra expenditure. A large number of job applicants send resumes to some companies outside or even far away from their cities. In the circumstances, an interview means considerable travel and living expenses. The cost may amount to several thousand yuan if it is an urgent interview in a remote location，and it is quite common to see a northern candidate flies all the way to a southern city for a job opportunity. Yet not every brilliant job hunter, especially the applicant fresh out of college, can afford it.
In conclusion, interview cannot always serve as an efficient means of recruitment due to its short time span, possible partiality and high costs on interviewees. Therefore, employers should not over-rely on It to test, judge and select prospective employees T and should give due weight to other forms of assessment.
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