有观点认为面试不可靠让企业了解员工的方式，并且有更好的方式。同意反对？

这是一道观点类的话题，聊的是工作面试的作用，对于学生党来说，可能有点没概念。先来看审题，这道题目观点由两部分构成，每一部分都需要明确回应同意或反对

部分一：interview is an unreliable way to recruit new staff

部分二：there are better selection methods  

下面月半鸭就带大家一起来梳理下具体内容。

首先，题目给出的观点有个明确目的是“公司要去招募新员工”，那么一家公司招募新员工的手段其实非常多样的，除了题目所提到的面试，还有简历提交、背景调查、笔试、作品集提交等等环节，在面试不同岗位的时候，会使用的手段其实并不一样，以及会用多重手段相结合。在了解这个点后，我们来具体看两个观点。

首先，我们不同意面试是不可靠的，虽然单单就面试来说，因为受到时间和场景的限制，没法全方面了解新员工。但是，本身公司对于新员工的招聘就是采用多重方式结合，如果单单将锅甩给面试是不合理的。而且，面试确实有其价值，可以用来评判面试者的表达能力、逻辑能力或是随机应变能力。因此，在合理运用下面试是有价值的。

其次，是否有更好的方式是需要前提条件的，但论点并没有给出分类讨论，因此也是不合理的。如果新员工是从事程序员之类的岗位，笔试和作品集或许是更好的判定方式，但诸如销售、市场这些需要直接与客户打交道的，面试依然是一种必要的考察手段。

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.

Evaluate  评估  

Candidate  候选人  

Expertise  专业技能  

Momentous  重要的

A repertoire of  一整套的

Scrutiny  仔细审查  

Credibility  可靠性  

Amorphous  无常态的

Persuasive  有说服力的