2018年雅思写作范文及思路点拨：面试可不可靠?

考鸭们都知道，雅思写作话题有一个历史题库。本文就为大家梳理历年雅思写作真题范文:Interview is the basic form of selecting procedure for most large companies. Some people think it is unreliable. There are some other better methods. Do you agree or disagree?——2015年12月3日政府类雅思写作真题

雅思写作题目讲解

题目属于商业类，探讨的是公司选择人才途径这一话题。面试是否可靠?是否存在其他的更为可靠的人才选择方式?首先需要说明的是，每一种人才选择方式都有其相应的存在意义，故而也有各自的长处与短处。答题者答题时需要确定自己的立场点，再从相应的一方面出发，紧扣观点，举出说服力较强的几点理由。如为什么面试可靠性强，你可以提出：面试能让面试官更直接的观察应聘者，面试考察的是一个人的临场发挥能力，而不是一个人已经准备好的所谓标准性答案等。为什么面试不可靠?你可以指出目前一些公司存在“走后门”现象，或者这一选择人才的途径不如考试等形式来的透明化，全凭面试官的一时印象等等。

雅思写作参考范文

It has been a wide-spreading method for many large companies to select potential employees through interviews. Nevertheless, the reliability of this means is among some people’s consideration and they suggest there exist other superior ways in completing the process of selection.

对于许多大公司来说，通过面试来挑选潜在雇员，这是一种广泛传播的方法。然而，这一方法的可靠性在一些人的考虑之中，他们认为在完成选择的过程中还有其他更好的方法。

From my point of view, interviews are a comparatively reliable means to select talents and should still be regarded as a main method for companies. First of all, unlike some other selection methods, for instance, taking written exams, interviews produces instant and mutual communication between interviewers and interviewees which not only allows interviewers to know better about the interviewees’ responding competence but also their true personal abilities since the answers could not be prepared in advance and there are not the so-called “standard answers”.

从我的观点来看，面试是一种比较可靠的选择人才的方式，而且仍然应该被视为公司的主要方法。首先,不像其他的选择方法,例如,采取笔试、面试产生即时和相互之间的沟通面试官和面试者,不仅让面试官更好的了解受访者的反应能力也是他们的真实个人能力由于答案不能提前做好准备,没有所谓的“标准答案”。

Additionally, interviews enable interviewers to meet interviewees in person. It is quite important because interviewers can use this opportunity to observe interviewees from a more comprehensive way including their appearance, manners, etc, especially for some positions which need employers to communicate with other people for instance teachers and those who work in the PR section.

此外，面试还能让面试官亲自与面试者见面。这是非常重要的，因为面试官可以利用这个机会从更全面的角度来观察面试者，包括他们的外表、举止等等，特别是对于一些需要雇主和其他人交流的职位，比如教师和在公关部门工作的人。

Moreover, interviews make it possible for interviewers to ask further questions which make the whole selection process more personal-oriented and flexible. Undoubtedly, people may give various answers towards the same question, with the means of interviews, interviewers can bring forward different further down questions and dig in as much as they want so as to better test the interviewees’ problem-solving competence.

此外，面试还可以让面试官提出更多的问题，从而使整个面试过程更加个性化，更加灵活。毫无疑问，人们可能会对同一个问题给出不同的答案，通过面试的方式，面试官可以提出不同的问题，并尽可能多地挖掘，以便更好地测试面试者的问题解决能力。

Based on the several aspects discussed above, the reliability of interviews is comparatively high and should be carried on in the process of selecting employees.

基于以上讨论的几个方面，访谈的可靠性比较高，在选择员工的过程中应进行。

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