Bài mẫu IELTS Writing Task 2 - Giải đề thi thật

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SAMPLE ANSWER AND VOCABULARY HIGHLIGHT

(262 words)

Although interviews are widely used by large organizations to recruit employees, many argue that they fail to accurately assess candidates’ potential. Despite concerns about their objectivity and ability to evaluate specific skills, I believe interviews, when well-structured, provide significant benefits that outweigh their drawbacks.

A major criticism of interviews is their vulnerability to bias and limited accuracy in evaluating true abilities. Recruiters may make snap judgments based on education or first impressions, which can unfairly influence decisions. This subjectivity increases the chance of hiring unsuitable candidates. Moreover, traditional interviews often depend on rehearsed answers, making it hard to distinguish between genuinely skilled candidates and those skilled at self-presentation. As a result, capable individuals may be overlooked due to nerves or unconventional responses.

However, these challenges can be mitigated through more strategic interview techniques. Specifically, scenario-based or behavioral questions help reveal how candidates handle real-life challenges, offering insight into their thinking and problem-solving. For example, instead of asking generic questions, interviewers might present a case study or a work-related challenge for the candidate to resolve. This method is particularly effective in assessing technical roles, such as engineers or IT professionals. Additionally, qualities like professionalism, adaptability, and long-term commitment can be evaluated through reference checks or by observing a candidate’s behavior during the hiring process. Therefore, companies are able to make more informed hiring decisions.

In conclusion, while interviews have limitations, they remain a crucial part of the recruitment process. With thoughtful design and supplementary assessments, they can provide a clearer picture of both technical skills and interpersonal qualities, leading to better recruitment outcomes.

assess = evaluate (V): đánh giá

objectivity (N): sự khách quan

bias (N): sự thiên vị

snap judgments (N phrase): những phán xét vội vàng

subjectivity (N): sự chủ quan

distinguish (V): phân biệt

overlook (V): bỏ qua

unconventional (ADJ): không theo lối thông thường, khác thường

scenario-based (ADJ): liên quan đến tình huống

behavioral question : câu hỏi hành vi

generic question: câu hỏi chung chung

adaptability (N): khả năng thích nghi

reference checks (N phrase): kiểm tra lý lịch

supplementary (ADJ): bổ sung

interpersonal (ADJ): kỹ năng giao tiếp

outcome (N): kết quả

 

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Xem thêm:

Bài mẫu IELTS Writing Task 2 - Giải đề thi thật (Dạng: Causes and Solutions)

Bài mẫu IELTS Writing Task 2 - Giải đề thi thật (Dạng: Two-part Question)

Bài mẫu IELTS Writing Task 2 - Giải đề thi thật (Dạng: Discuss both views)

Bài mẫu IELTS Writing Task 1 - Giải đề thi thậ t (Dạng: Man-made process)

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