Выбор эссе на английском языке на одну из предложенных тем на ваше усмотрение

All applicants want to show how their experience and knowledge fit this role, but for many positions it is often difficult to find a person whose experience exactly matches all the requirements. Therefore, employers are wary of such candidates .
Researchers have identified a number of problems that reduce the effectiveness of interviews as a tool for selecting personnel. The basis of these problems is emotional and psychological. For example, there is a tendency to make a decision on a candidate based on a first impression, without taking into account what was said in the rest of the interview. Another problem is the tendency to evaluate the candidate in comparison with the person interviewed immediately before. If the previous interlocutor looked especially bad, then the next mediocre candidate would look good or even very good. Interviewers also have a tendency to evaluate more favorably those candidates whose appearance, social status and manners are more like their own.
Studies have shown that structured interviews with standardized and recorded questions and answers increase the accuracy of this method. However, the interview should focus on those issues that are specific to this job.
Thus, an ideal job interview involves a number of rules for both the employer and the employee. Following these techniques will make the interview as effective as possible for both parties.
Conclusion

Job interview is a meeting with a potential employer or his representative when applying for a job. The purpose of the interview is to meet firsthand, to understand how the employer and the applicant are suitable for each other, as well as to discuss the details of cooperation. At the interview the employer asks questions regarding the applicant's education, his experience, acquired skills and knowledge. There are also possible personal questions: goals, aspirations in life, what the applicant wants to achieve, what are his plans.
In large companies, interviews can take place on several levels: with a recruiter, with a security service, with a psychologist, with a department head, with senior management.
Interviews can occur one-on-one or immediately with a group of applicants; An applicant or group can be interviewed simultaneously by several people. A group interview provides a more objective and fair assessment of candidates, although it creates psychologically difficult situations.
In general, interviews allow to evaluate intelligence, professionalism, erudition, ingenuity, etc. And yet, for subjective reasons, interviewing is not a very reliable way to select personnel, since, as already mentioned, most decisions are made on the basis of personal likes or dislikes, rather than objective criteria.
Used sources

Velikanov VV, Zolotareva MG Interview as a method of personnel selection // Young Scientist. - 2017. - №10. - P. 207-209.
Citizen GG Personnel: problems of managing the recruitment and hiring of specialists at the enterprise // New science: experience, traditions. Innovation. -2016. - № 6 (89). - P. 91-93.
Orlova MA Foreign experience in the assessment and selection of personnel, or how to get to work in foreign digging // Young Scientist. - 2014. - № 12. T.1. - P. 170-174.

Orlova MA Foreign experience in the assessment and selection of personnel, or how to get to work in foreign digging // Young Scientist. - 2014. - № 12. T.1. - P. 172.
Citizen GG Personnel: problems of managing the recruitment and hiring of specialists at the enterprise // New science: experience, traditions. Innovation. -2016. - № 6 (89). - P. 92.
Velikanov VV, Zolotareva MG Interview as a method of personnel selection // Young Scientist. - 2017. - №10. - P. 208.









10




4