雅思寫作大作文高分范文：面試是可靠的招聘方法嗎？

　　題目：

　　Most employers do job interviews before offering a position to a person. Do you think this is the best way to do it, or are there better alternatives? What is the best method of choosing employees in your opinion?

　　面試是可靠的招聘方法嗎?

　　范文：

　　Selecting the right candidates for the jobs offered is not an easy task, and it often requires extensive work such as data collection, screenings, scrutiny and interviewing before actually employing the employees. The interview is the most effective and fast way of finding the suitable candidates according to the nature of a job. Some other methods such as comprehensive written test, practical test and different scenarios could also help in this regard. I believe that interview is most successful and widely used technique to select the appropriate employees.

　　為所提供的工作選擇合適的候選人并不是一件容易的事情，在實際雇傭這些員工之前，通常需要進行大量的工作，比如數(shù)據(jù)收集、篩選、審查和面試。面試是根據(jù)工作性質(zhì)找到合適人選的最有效、最快的方式。其他的一些方法，如綜合筆試，實際測試和不同的場景也可以在這方面有所幫助。我認(rèn)為面試是選擇合適員工最成功和最廣泛使用的方式。

　　There is no doubt that interview plays a pivotal role in the recruitment process and has become a mandatory constituent of candidate selection process. Normally, interviews help employers to judge the expertise and knowledge of different candidates about the subject. Some other traits such as confidence, personality, intelligence and communication skills could only be evaluated through the interview. In addition, this is the most convenient and rapid way that could exercise without spending huge expenses and time.

　　毫無疑問，面試在招聘過程中扮演著關(guān)鍵的角色，已經(jīng)成為候選人選拔過程中的強制性組成部分。通常情況下，面試可以幫助雇主判斷不同候選人在這個問題上的專業(yè)知識。其他一些特質(zhì)如自信、個性、智力和溝通技巧只能通過面試來評估。此外，這是最方便和快速的方式，不花費巨大的費用和時間。

　　However, sometimes candidates are unable to perform and express according to their strengths due to shyness and lack of confidence. By this way, employers fail to hire potential and knowledgeable persons. Other methods of choosing employees also significantly help at this time. Written test, practical demonstration of skills and making strategies in given situation are exceptional ways of knowing their strengths and weaknesses and are extensively used in institutions such as education, agriculture and army.

　　然而，由于害羞和缺乏自信，有時候選人無法表現(xiàn)和表達(dá)他們的優(yōu)勢。這樣，雇主就不能雇傭有潛力和有知識的人。其他的選擇員工的方法在這個時候也有很大的幫助。筆試、技能展示和情景策略制定是了解他們的長處和短處的特殊方法，廣泛應(yīng)用于教育、農(nóng)業(yè)和軍隊等機構(gòu)。

　　To sum up, I would like to say that the interview is commonly exercised in contemporary societies because of its effectiveness and higher success rate in selecting the right employees. Other ways of choosing employee are also helpful but demand more costs and time for their setup.

　　綜上所述，我想說的是，面試在當(dāng)代社會中是很普遍的，因為它的有效性和在選擇合適員工的成功率更高。其他的選擇員工的方法也很有幫助，但需要更多的成本和時間來建立他們。