雅思大作文范文：面试流程对于选拔人才的的作用

面试是许多大公司的基本选人流程。然而一些人认为面试不是一个可靠的方法来选择想雇佣的人，而且有其他更好的方法，今天聚培训小编就给大家介绍下雅思大作文范文：面试流程对于选拔人才的的作用。

　　——本题来源雅思写作真题task2 2010-10-10 题目+思路+范文

　　题目：

Interviews form the basic selecting procedure for most large companies. However some people think interviews is not a reliable means of choosing who to employ and there are some other better methods of selection. To what extent do you agree or disagree?

面试是许多大公司的基本选人流程。然而一些人认为面试不是一个可靠的方法来选择想雇佣的人，而且有其他更好的方法。在多大程度上你同意或不同意？

　　6分：

我认为面试不能充分表现出应试者的能力。

面试有好处：雇主可以很容易发现应试者是否配备了所需要的特质。

面试的坏处：面试不能全面的展现应试者的能力，许多人有才华但是不善于交际，这类人就比较不占便宜，而且雇主一般认为能言善辩的人业务能力强，这也是不公平的。

面试的坏处：面试当中会有一些不必要的采访，这对用人机制来说其实不是好事，需要改善。

总结：劳动形式多样，所以评价方式也应该是多样的，不能单纯仅凭面试判定一个人合不合适。

Since the invention of commerce and labor market, interview has been a popular practice for companies to discover qualified employees. However, an increasingly indiscriminate practice of interview prompts many to question its true efficiency and validity.As far as I am concerned, despite many apparent advantages, interview is neither adequate nor reliable in assessing candidates.

Undeniably, interview is a handy form of evaluation with many advantages. Through questioning, employers can easily find out whether an applicant is equipped with the qualities that they are specifically looking for. And for some companies,the dialogic nature of interview gives rise to its legitimacy as an equal and fair practice. Therefore, interview gradually establishes itself as the hegemonic factor determining the whole selection process.

More often than not, interview fails to be reliable or comprehensive, since it merely gives chances to candidates who are good at oral communication while blocking others who are not. Instead of having a face-to-face communication, many talented but unfortunate applicants would prefer to demonstrate their competency in a different but more innovative way. What is worse, the universal practice of interview seems to suggest that only those who can survive oral examination are capable of doing well in real business settings. Therefore, in many situations, a routine and mechanical interview is unlikely to reveal the true capacity of an interviewee.

In addition,the abuse of unnecessary interviews has blinded companies with illusions that their recruiting systemsare too good to be improved. Whereas in many cases, even the most sophisticated HR manager would be too ready to dismiss as wrong any slips of tongue that do not seem to satisfy a businesslike standard. Hence, holding regular interviews simply gives companies good reasons to have fewer qualms about improving their own mechanism of employing new members.

In contemporary society, interview would definitely be a continuing battlefield for every job-hunter to vie with each other. By questioning its reliability, I am not suggesting that interview should be totally abandoned. What I am arguing is that, when interview becomes nothing but a habitual procedure, it halts rather than helps the progress of the organizations. With workforce more educated and diverse, current employer sought to demonstrate a greater flexibility when deciding what forms of evaluation should be adopted.

6分：

为实现盈利和可持续发展，每家企业都需拓宽人才储备。这就是为何企业对于高效员工的竞争极其激烈的原因。依赖猎头公司去招募高端人才可为企业注入更多活力。

为何面试不是招聘的唯一方式，其他有效的招聘方式有哪些

1. 一种值得推荐的方式就是雇请空降兵做管理岗位。

2. 另外一种可行的方法就是通过猎头公司招募经验丰富的员工。

为何面试也是招聘的一种有效方式

1. 实际上，人力资源经理们一直都十分重视面试。

2. 通过简单的问答过程，人们可以了解求职者的个性、心态、专业知识。

【尾段】 再次亮明观点

1. 选择合适人才，我们很难定义最佳的策略，每个企业应该自己做出选择。

2. 雇请经验丰富的空降兵或者求助于猎头公司比依赖简单的工作面试更加可取。

【全文点评】

关于是否同意一种观点，一定要有侧重的鲜明立场。观点无所谓对错，只要能够自圆其说，雅思说到底考察的是作家(或者作者)谋篇布局、头脑风暴和驾驭语言的能力。本篇主题鲜明、逻辑清晰、行文顺畅、细节饱满、首尾呼应， 字里行间彰显作家文采，可为童鞋赏析之佳作。功夫在诗外，积累在点滴。勤于练笔、勤于思考，自然文思泉涌、才高自现。文无定法，原创范文只是雅思写作之一种，建议考生以每次的真题为练笔素材。

To achieve profitability or realize sustainable development, every company need to enlarge the group of talents. That is why the competition for high achievers is extremely fierce among corporations. In comparison with evaluating job candidates through job interview, hiring senior employees via friend’s recommendation or turning to head-hunting companies to recruit qualified talents will inject more vitalities into the further development of an enterprise.

【解析】

1. To achieve profitability or realize sustainable development, every company need to enlarge the group of talents. 为实现盈利和可持续发展，每家企业都需拓宽人才储备。

2. That is why the competition for high achievers is extremely fierce among corporations. 这就是为何企业对于高效员工的竞争极其激烈的原因。

3. Turning to head-hunting companies to recruit qualified talents will inject more vitalities into the further development of an enterprise. 依赖猎头公司去招募高端人才可为企业注入更多活力。

【二段】 为何面试不是招聘的唯一方式，其他有效的招聘方式有哪些

In addition to recurring talents in the job market，other means are still available. One commendable way is to hire outsiders to fill the managerial position. The glaring advantage for hiring outsiders as senior employees is that they will bring a new perspective. This greatly conduces to the diversity of ideas and allows company practices to be seen in a new light. Another feasible method is to invite experienced employees via head-hunting companies. In this way, the cost of on-the-job training can be saved, which allows a company to look for people who already have the particular expertise and skills required for the job. The company will not have to spend time and money training an fresh employees for the new job.

【解析】

1. One commendable way is to hire outsiders to fill the managerial position. 一种值得推荐的方式就是雇请空降兵做管理岗位。

2. Another feasible method is to invite experienced employees via head-hunting companies. 另外一种可行的方法就是通过猎头公司招募经验丰富的员工。

【三段】 为何面试也是招聘的一种有效方式

Indeed, I have to concede that job interview is also an effective way to select suitable employees for the corporations. Virtually, HR managers have been attaching greater importance to the job interview. Surely, it is viable to evaluate the competence and potentials of the job candidates by face-to-face communication. The job-hunters’ characters, mentalities or professional knowledge can be revealed by simple question-and-answer procedure. However, what I want to rebut is that the impression deriving from short-time interview sometimes can be misguided and thus unreliable.

【解析】

1. Virtually, HR managers have been attaching greater importance to the job interview. 实际上，人力资源经理们一直都十分重视面试。

2. The job-hunters’ characters, mentalities or professional knowledge can be revealed by simple question-and-answer procedure. 通过简单的问答过程，人们可以了解求职者的个性、心态、专业知识。

【尾段】 再次亮明观点

In a nutshell, my stand is that the best strategy of selecting the most suitable talents is hard to define, the option actually should be given to individual company. However, hiring experienced outsiders or resorting to head-hunting companies might be superior to simply relying on selecting job-seekers via job interview.

【解析】

1. The best strategy of selecting the most suitable talents is hard to define, the option actually should be given to individual company. 选择合适人才，我们很难定义最佳的策略，每个企业应该自己做出选择。

2. Hiring experienced outsiders or resorting to head-hunting companies might be superior to simply relying on selecting job-seekers via job interview. 雇请经验丰富的空降兵或者求助于猎头公司比依赖简单的工作面试更加可取。

【全文点评】

关于是否同意一种观点，一定要有侧重的鲜明立场。观点无所谓对错，只要能够自圆其说，雅思说到底考察的是作家(或者作者)谋篇布局、头脑风暴和驾驭语言的能力。本篇主题鲜明、逻辑清晰、行文顺畅、细节饱满、首尾呼应， 字里行间彰显作家文采，可为童鞋赏析之佳作。功夫在诗外，积累在点滴。勤于练笔、勤于思考，自然文思泉涌、才高自现。文无定法，原创范文只是雅思写作之一种，建议考生以每次的真题为练笔素材。

　　5.5分：

作者观点：面试是一个可靠地选择方式。

通过当场问问题，能够了解面试者的专业知识，教育背景和工作经验，还可以通过一些小测试了解面试者的性格特点等。

面试能测试出应试者的随机应变能力和言谈举止的是否合适，尤其是工作态度。

作者观点：当然，面试是一种可靠地方式，但是除了面试还可以设计一些别的采访方式，比如小组面试或者设计工作等。

New employees are the essential human resource for a company, and interviews become a paramount procedure for most large companies. Nevertheless, some people argue that interview is not reliable for employers to choose new members, and better methods should be taken.However, I am of the opinion that interviews are still considerably reliable standards to make decisions.

Enterprises can have a rather comprehensive understanding towards candidates’ background and character features. In order to recruit talents, interviewers would spend a long time on interviews generally, asking various questions to get a comprehensive understanding of candidates, in terms of professional knowledge, education background and working experience. Also, during the interviews, companies are likely to add some professional tests, like character tests, which can provide a certain reference as to character features, to decide whether interviews are capable or suitable for this position. One may argue that interviewees can do a full preparation, which may distort the truth. However, they cannot reach every aspect of a matter during the preparation, and more specific questions can be asked, via which interviewers would have a clear view of their potential.

In addition, interviews can reflect their personal abilities. Nowadays, large companies tend to add some real events in the interviews to check out interviewees’ problem-solving ability, language competence, behavior manners, and strain capability, which are closely correlated with further development of company and whether this candidate is suitable for certain position. The attitudes towards the problem and whether he or she can solve the problem properly are quite decisive for their working career.

Due to all those facts aforementioned, I consider that for enterprises, interview is a relatively direct and efficient way to select employees, though some other methods should be taken as aid, such as group interview and group work designed for the interviewees.

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