觀點(diǎn)類大作文，工作類話題

　　Some people think that the interview is an unreliable way for a company to recruit new staff, and there are better selection methods. To what extent do you agree or disagree?

　　題目大意

　　有觀點(diǎn)認(rèn)為面試不可靠讓企業(yè)了解員工的方式，并且有更好的方式。同意反對(duì)?

　　思路解析

　　這是一道觀點(diǎn)類的話題，聊的是工作面試的作用，對(duì)于學(xué)生黨來說，可能有點(diǎn)沒概念。先來看審題，這道題目觀點(diǎn)由兩部分構(gòu)成，每一部分都需要明確回應(yīng)同意或反對(duì)

　　第一部分：interview is an unreliable way to recruit new staff

　　第二部分：there are better selection methods

　　下面月半鴨就帶大家一起來梳理下具體內(nèi)容。

　　首先，題目給出的觀點(diǎn)有個(gè)明確目的是“公司要去招募新員工”，那么一家公司招募新員工的手段其實(shí)非常多樣的，除了題目所提到的面試，還有簡(jiǎn)歷提交、背景調(diào)查、筆試、作品集提交等等環(huán)節(jié)，在面試不同崗位的時(shí)候，會(huì)使用的手段其實(shí)并不一樣，以及會(huì)用多重手段相結(jié)合。在了解這個(gè)點(diǎn)后，我們來具體看兩個(gè)觀點(diǎn)。

　　首先，我們不同意面試是不可靠的，雖然單單就面試來說，因?yàn)槭艿綍r(shí)間和場(chǎng)景的限制，沒法全方面了解新員工。但是，本身公司對(duì)于新員工的招聘就是采用多重方式結(jié)合，如果單單將鍋甩給面試是不合理的。而且，面試確實(shí)有其價(jià)值，可以用來評(píng)判面試者的表達(dá)能力、邏輯能力或是隨機(jī)應(yīng)變能力。因此，在合理運(yùn)用下面試是有價(jià)值的。

　　其次，是否有更好的方式是需要前提條件的，但論點(diǎn)并沒有給出分類討論，因此也是不合理的。如果新員工是從事程序員之類的崗位，筆試和作品集或許是更好的判定方式，但諸如銷售、市場(chǎng)這些需要直接與客戶打交道的，面試依然是一種必要的考察手段。

　　高分范文示例

　　Though employed as an important approach in the process of recruitment, the interview is nowadays frowned upon by many as unreliable in evaluating the overall quality of applicants, whereas there are more effective methods. From my perspective, it is simple-minded to venerate other measures over the interview without scrutinizing all contributing factors.

　　Indeed, it is easy to understand why the perception has crept into the thinking of many people. From their perspective, a few minutes of communication is far from enough for employers to fully recognize the background of the candidate – whether it be their expertise or other features like the sense of cooperation and team spirit. Plausible though the logic seems, the protagonists of this are oblivious to the fact that the final job offer does not descend solely from the interview. Quite the contrary, to hunt for an appropriate candidate for a position is a momentous decision that is subject to a repertoire of scrutiny, from the evaluation of applicants’ educational background to the investigation of their former working experience. In this respect, it does not make sense to attribute the credibility of recruitment to interview.

　　Also, a stronger argument against the opinion in the topic is the so-called ‘better selection methods’: which approach can be deemed more effective in evaluating job applicants is an amorphous notion that varies by the discrete requirement of different positions. For some scientific research-based work, it does make sense that the academic performance or the research achievements of candidates are more persuasive than a brief talk of 20 minutes interview. But for positions like customer service or sales representative, which emphasize more on appearance and interpersonal skills, it is the face-to-face communication that wins the heart of employers.

　　From what has been discussed, it looks to me that it is irrational to deny the justification of an interview without considering the practical demand of recruitment in the real business world.

　　相關(guān)詞匯和語法結(jié)構(gòu)

　　Evaluate 評(píng)估

　　Candidate 候選人

　　Expertise 專業(yè)技能

　　Momentous 重要的

　　A repertoire of 一整套的

　　Scrutiny 仔細(xì)審查

　　Credibility 可靠性

　　Amorphous 無常態(tài)的

　　Persuasive 有說服力的