【接龙4】题目Interview is the basic form of selecting procedure for mostlarge companies. Some people think it is unreliable and there are some other better methods. Discuss both views and give your own opinion.

    view1: basic, for selecting personnel
    view2: unreliable, not fundamental.

    I : Interview may come under attack in recent years due to the rapid advancement of artificial intelligence with its growing role in hiring procedures, for example: vetting resumes and giving out computer-based tests as well as rating the relevant performance, but as a time-tested method for making hiring decisions it remains the fundamental way of picking most suitable employees for a company for the following reasons.

    For starters, the goal of hiring is to hand pick employees that share simiar values with as well as contribute the right package of skills and mindset to the furthering of the enterprise in question, henceforth face-to-face, or at least human-conversation-based process, a.k.a, interviews are by nature the only proper way to find out these human qualities in potential candidates. We might have technologies on our hands to bypass cumbersome repetitive paperwork such as filling out forms and screening basic information, but to know how a person thinks and works and whether the candidate has the right vibe to work with the current workers there, we can only rely on our own human eyes and ears through true interactions.

    Admittedly humans make mistakes and it is argued that even when choosing partners or coworkers, algorithm-based screenings prove less prone to big errors. Such methods could complement human procedures to reduce behavorial or psychological risks in the selection process, and therefore muscle up the reliability of traditional interviews. Having said that, we still need face-to-face interviews to hold the last line of defense after we employ the aid of such computer-run algorithms, because the metric on errorfree or not only concerns a person’s datarized attributes but cannot gauge human feelings of trust or amicability when applied to co-worker interactions. We as human beings, cannot simply reconfigure our brains or hearts to get along with an all-right-on-paper person but one we simply distrust in real life.

    As the science of human resources management progress with the information age, interviews for talent selection can also evolve to include AI- components, for example, social-media-data-informed interviews. Such an integration of new technologies and the original human core covers all bases in terms of human interaction quality as well as reliability, making interviews the most robust way to tease out from the candidate pool the best talent for the job.