“Interviews are unreliable” Agree/ Disagree Essay

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Try the question and read the different Band 7 sample essays!

Question: Interviews form the basic selecting criteria for most large companies. However, some people think that the interview is not a reliable method of choosing whom to employ. To what extent do you agree or disagree?

Band 7 Sample 1:

In today’s world, interviews are still one of the main ways to choose new employees, although some modern methods are also becoming popular. I believe that interviews are usually a reliable and effective way to select candidates, even though they have a few limits in some situations.

One main reason interviews are useful is that they help employers understand a person in more depth. By talking face to face or online, interviewers can ask about a candidate’s experience and skills, and also learn about their personality. These qualities are very important for teamwork and communication. For example, in sales jobs, companies often look for people who are confident and outgoing, and these traits are easy to notice during an interview. Therefore, when interviews are well planned, they give a good overall picture of whether someone is suitable for a position.

However, interviews are not always perfect. Many companies use the same fixed questions, so they might miss some of the candidate’s real abilities. This is especially true in jobs that need technical or creative skills, where practical work shows more than talking. For example, a programmer’s real talent can be seen better through coding tests or a portfolio rather than only in an interview. In these cases, using extra assessments can give a fairer and more complete view of a person’s skills.

In conclusion, interviews are still one of the best ways to understand a candidate’s character and general suitability. Yet combining them with other tests or demonstrations can make the hiring process more accurate and fair.

🔹 Introduction

In today’s world, interviews are still one of the main ways to choose new employees, although some modern methods are also becoming popular. I believe that interviews are usually a reliable and effective way to select candidates, even though they have a few limits in some situations.

✅ Analysis:

  • Addresses both sides: Mentions interviews as the “main way” and acknowledges “modern methods becoming popular.”
  • Clear opinion: “I believe that interviews are usually reliable…”
  • Good thesis balance: Recognises limitations — indicates a balanced argument to come.
    🎯 Strength: Clear position, relevant to the question, sets up the essay’s scope precisely.
    → Band 8 level opening.

🔹 Body Paragraph 1 — Interviews as effective

One main reason interviews are useful is that they help employers understand a person in more depth. By talking face to face or online, interviewers can ask about a candidate’s experience and skills, and also learn about their personality. … Therefore, when interviews are well planned, they give a good overall picture of whether someone is suitable for a position.

✅ Analysis:

  • Main idea: Interviews help employers assess personality and suitability.
  • Development: Explains why (face-to-face, personality, teamwork), how (communication), and gives a specific example (sales jobs).
  • Relevance: Entirely focused on “why interviews are useful.”
    🎯 Strength: Fully developed with explanation and an example.
    → Band 8+ paragraph for idea development.

🔹 Body Paragraph 2 — Limitations of interviews / alternative methods

However, interviews are not always perfect. Many companies use the same fixed questions… For example, a programmer’s real talent can be seen better through coding tests or a portfolio rather than only in an interview.

✅ Analysis:

  • Main idea: Interviews may fail to show real ability.
  • Development: Explains the problem (standardised questions) and supports it with an example (programmer/coding test).
  • Balance: Directly addresses the “other methods” part of the task by suggesting “extra assessments.”
    🎯 Strength: Balanced and relevant argument.
    → Band 8 Task Response for clear coverage and support.

🔹 Conclusion

In conclusion, interviews are still one of the best ways to understand a candidate’s character and general suitability. Yet combining them with other tests or demonstrations can make the hiring process more accurate and fair.

✅ Analysis:

  • Restates opinion clearly: Interviews are valuable but best combined with other methods.
  • Consistent position: Same stance as introduction — no contradiction.
  • Task completion: Fully answers the question’s final part (“give your opinion”).
    → Band 8 conclusion — concise, relevant, consistent.

🔹 Introduction

In today’s world, interviews are still one of the main ways to choose new employees, although some modern methods are also becoming popular. I believe that interviews are usually a reliable and effective way to select candidates, even though they have a few limits in some situations.

✅ Strengths:

  • reliable, effective, select candidates, modern methods — appropriate and natural collocations.
  • in today’s world is natural but slightly overused in IELTS essays (minor).
    ⚙️ Improvement options:
  • “choose new employees” → more natural: recruit staff, hire new personnel, appoint employees
  • “have a few limits” → more idiomatic: have some limitations or have certain drawbacks

🎯 Band 7.5–8 start: good control, just slightly simple in a few collocations.

🔹 Body Paragraph 1

One main reason interviews are useful is that they help employers understand a person in more depth. By talking face to face or online, interviewers can ask about a candidate’s experience and skills, and also learn about their personality. These qualities are very important for teamwork and communication. For example, in sales jobs, companies often look for people who are confident and outgoing, and these traits are easy to notice during an interview. Therefore, when interviews are well planned, they give a good overall picture of whether someone is suitable for a position.

✅ Strengths:

  • Accurate and topic-specific: candidate, employers, experience and skills, teamwork and communication, confident and outgoing, overall picture, suitable for a position.
  • Excellent lexical precision — all words convey exactly the intended meaning.
    ⚙️ Improvements (to reach Band 9):
  • Add more academic collocations:
    → interviews are useful → interviews are a valuable recruitment tool
    → learn about their personality → gain insight into their interpersonal attributes
    → good overall picture → comprehensive impression or holistic assessment

🎯 Band 8.0: varied, accurate, and natural, with a few opportunities for more advanced phrasing.

🔹 Body Paragraph 2

However, interviews are not always perfect. Many companies use the same fixed questions, so they might miss some of the candidate’s real abilities. This is especially true in jobs that need technical or creative skills, where practical work shows more than talking. For example, a programmer’s real talent can be seen better through coding tests or a portfolio rather than only in an interview. In these cases, using extra assessments can give a fairer and more complete view of a person’s skills.

✅ Strengths:

  • Good range of precise terms: fixed questions, technical or creative skills, practical work, coding tests, portfolio, fairer and more complete view.
  • Clear topic-specific vocabulary (recruitment/skills assessment context).
    ⚙️ Possible upgrades:
  • real abilities → core competencies or practical capabilities
  • extra assessments → supplementary evaluation methods
  • fairer and more complete view → a more equitable and comprehensive assessment

🎯 Band 8.0–8.5: excellent control and collocation; mostly natural, though some expressions are slightly general.

🔹 Conclusion

In conclusion, interviews are still one of the best ways to understand a candidate’s character and general suitability. Yet combining them with other tests or demonstrations can make the hiring process more accurate and fair.

✅ Strengths:

  • Strong, accurate collocations: a candidate’s character, general suitability, the hiring process, accurate and fair.
    ⚙️ Minor upgrade options:
  • other tests or demonstrations → complementary assessments or performance-based evaluations
  • make the hiring process more accurate and fair → enhance the objectivity and validity of the recruitment process.

🎯 Band 8.0–8.5: natural, precise, and appropriately formal.

🔹 Introduction

In today’s world, interviews are still one of the main ways to choose new employees, although some modern methods are also becoming popular.

  • Complex feature: Concessive clause — “although some modern methods are also becoming popular”
    → shows contrast between traditional and modern approaches.
    ✅ Type: Concessive clause
    ✅ Band range: 7+ (because it joins ideas logically with subordination)

I believe that interviews are usually a reliable and effective way to select candidates, even though they have a few limits in some situations.

  • Complex feature 1: Nominal clause — “I believe that interviews are…”
    → embeds a clause as the object of the verb believe.
  • Complex feature 2: Concessive clause — “even though they have a few limits…”
    → again shows contrast.
    ✅ Band range: 7+ (mixes subordination and embedding)

🔹 Body Paragraph 1

One main reason interviews are useful is that they help employers understand a person in more depth.

  • Complex feature: Nominal clause — “that they help employers understand…”
    → introduces a reason clause with that.
    ✅ Band range: 6.5–7 (clear cause/effect structure)

By talking face to face or online, interviewers can ask about a candidate’s experience and skills, and also learn about their personality.

  • Complex feature: Participle clause — “By talking face to face or online…”
    → expresses method concisely instead of “When they talk face to face…”.
    ✅ Band range: 7–8 (advanced conciseness and variety)

These qualities are very important for teamwork and communication.

  • Simple clause (useful for clarity — balance with complex forms).

For example, in sales jobs, companies often look for people who are confident and outgoing, and these traits are easy to notice during an interview.

  • Complex feature 1: Relative clause — “who are confident and outgoing”
    → adds defining information about “people”.
  • Complex feature 2: Coordination (and these traits are easy to notice…) adds flow and cohesion.
    ✅ Band range: 7+

Therefore, when interviews are well planned, they give a good overall picture of whether someone is suitable for a position.

  • Complex feature 1: Adverbial clause of condition/time — “when interviews are well planned”
  • Complex feature 2: Nominal clause — “whether someone is suitable…”
    ✅ Band range: 8 (two layers of subordination — elegant complexity)

🔹 Body Paragraph 2

However, interviews are not always perfect.

  • Simple but clear — good for balance.

Many companies use the same fixed questions, so they might miss some of the candidate’s real abilities.

  • Complex feature: Result clause — “so they might miss…”
    → shows cause–effect relationship.
    ✅ Band range: 6.5–7

This is especially true in jobs that need technical or creative skills, where practical work shows more than talking.

  • Complex feature 1: Relative clause (defining) — “that need technical or creative skills”
  • Complex feature 2: Non-defining relative clause (with ‘where’) — “where practical work shows more than talking.”
    ✅ Band range: 7–8 (good layering of relative clauses)

For example, a programmer’s real talent can be seen better through coding tests or a portfolio rather than only in an interview.

  • Complex feature: Passive voice — “can be seen”
    ✅ Band range: 7 (formal academic tone)

In these cases, using extra assessments can give a fairer and more complete view of a person’s skills.

  • Complex feature: Gerund phrase as subject — “using extra assessments”
    ✅ Band range: 7+

🔹 Conclusion

In conclusion, interviews are still one of the best ways to understand a candidate’s character and general suitability.

  • Clear main clause; no subordination but appropriate for a conclusion.

Yet combining them with other tests or demonstrations can make the hiring process more accurate and fair.

  • Complex feature: Participle clause as subject — “combining them with other tests…”
    ✅ Band range: 7–8 (varied structure and cohesion)

🔹 1. Logical Organisation and Progression

✅ Strengths:

  • The essay follows a clear, logical four-paragraph structure:
    Introduction → Advantages → Disadvantages → Conclusion.
  • Ideas progress naturally:
    • Introduces the topic and position clearly
    • Develops one side fully
    • Then presents the counterpoint
    • Finally returns to the main stance
  • Strong internal logic — each paragraph flows into the next with appropriate transitions (However, Therefore, In conclusion).

⚙️ Improvement for Band 9:

  • While logical, the transitions are a bit formulaic (e.g. “For example”, “Therefore”, “However”, “In conclusion”).
    → Band 9 essays use a slightly subtler flow (e.g. This advantage, however, is not without its drawbacks; Despite these strengths, there remain some limitations).

🎯 Score for organisation: Band 8.0 — clear, well-sequenced, but not “effortlessly natural”.

🔹 2. Cohesive Devices (Linkers and Connectors)

✅ Effective use:

  • Additive / Listing:
    and also, for example, and these traits…
  • Contrastive:
    although, even though, however, yet
  • Result / Cause:
    so they might miss, therefore
  • Time / Condition:
    when interviews are well planned
  • Referencing / Substitution:
    they, these, this, such traits — accurate referencing helps avoid repetition.

⚙️ Possible refinement:

  • Some connectors are slightly repetitive or predictable (For example used twice; Therefore could be replaced by As a result or Consequently).
  • A few transitions could be smoother:
    • Between paragraphs:
      However, interviews are not always perfect → could be more cohesive if linked back explicitly to previous ideas:
      Despite these advantages, interviews also have limitations.

🎯 Score for cohesive devices: Band 8.0 — accurate and natural, but slightly mechanical in places.

🔹 3. Paragraphing

✅ Strengths:

  • Each paragraph has a clear central idea introduced by a strong topic sentence:
    • One main reason interviews are useful is that…
    • However, interviews are not always perfect.
  • Logical paragraph division: no idea overlap or confusion.
  • Conclusion clearly signals closure and summarises position.

⚙️ Small improvement:

  • Could enhance paragraph-level cohesion by using a bridging phrase at the start of the second body paragraph (e.g., While interviews offer several advantages, they are not without weaknesses.)

🎯 Score for paragraphing: Band 8.5 — clear, balanced, and well-structured.

🔹 4. Referencing and Substitution (Avoiding Repetition)

✅ Strengths:

  • Good use of pronouns: they, these, this, such traits to avoid repeating interviews and candidates.
  • No ambiguity in reference.
  • Lexical substitution is varied: employees / candidates / applicants / person (although “applicants” isn’t used, could be).

⚙️ Possible enhancement:

  • Occasional repetition of interview(s) (appears over 10 times).
    → Could substitute with selection method, recruitment interview, hiring discussion, or assessment process.
    This would add lexical cohesion and variety.

🎯 Score for referencing/substitution: Band 8.0

🔹 5. Overall Coherence and Flow

The essay:

  • Progresses logically from point to point.
  • Uses transitions effectively.
  • Maintains a consistent point of view and argument direction (no contradictions).
  • Feels easy to follow — a key sign of high coherence.

🎯 Overall flow: Smooth, clear, academic tone.
→ Band 8.0–8.5 for Coherence & Cohesion.

Band 7 Sample 2:

Interviews are one of the most common ways companies choose new employees. Some people think they are not a reliable method of selection, but I disagree. I believe interviews are usually a good way to find the right person for a job, although they have some limits.

When done properly, interviews can help employers identify a suitable candidate. By asking questions about a person’s experience, opinions, and reactions to certain situations, the interviewer can learn how they think and behave. For example, if a teacher is asked how they would teach different age groups or difficult subjects, their answers can show their teaching style, attitude, and communication skills. In this way, interviews give a clear picture of both a person’s ability and character, which are both important for the job.

However, interviews cannot always show everything about a candidate. Some jobs require people to demonstrate their skills in practice. For instance, athletes or builders must show how they perform their tasks, because watching them work reveals their real abilities and attitude. In addition, interviewers themselves can make mistakes. Human resources staff might be tired, unmotivated, or simply not pay enough attention, which means they could miss important qualities in a candidate.

In conclusion, although interviews are not perfect and do not show every skill, they are still one of the best ways to select employees. Using interviews together with other assessments, such as practical tests, can make the hiring process fairer and more effective.

🔹 Introduction

In today’s world, interviews are still one of the main ways to choose new employees, although some modern methods are also becoming popular. I believe that interviews are usually a reliable and effective way to select candidates, even though they have a few limits in some situations.

✅ Strengths:

  • reliable, effective, select candidates, modern methods — appropriate and natural collocations.
  • in today’s world is natural but slightly overused in IELTS essays (minor).
    ⚙️ Improvement options:
  • “choose new employees” → more natural: recruit staff, hire new personnel, appoint employees
  • “have a few limits” → more idiomatic: have some limitations or have certain drawbacks

🎯 Band 7.5–8 start: good control, just slightly simple in a few collocations.

🔹 Body Paragraph 1

One main reason interviews are useful is that they help employers understand a person in more depth. By talking face to face or online, interviewers can ask about a candidate’s experience and skills, and also learn about their personality. These qualities are very important for teamwork and communication. For example, in sales jobs, companies often look for people who are confident and outgoing, and these traits are easy to notice during an interview. Therefore, when interviews are well planned, they give a good overall picture of whether someone is suitable for a position.

✅ Strengths:

  • Accurate and topic-specific: candidate, employers, experience and skills, teamwork and communication, confident and outgoing, overall picture, suitable for a position.
  • Excellent lexical precision — all words convey exactly the intended meaning.
    ⚙️ Improvements (to reach Band 9):
  • Add more academic collocations:
    → interviews are useful → interviews are a valuable recruitment tool
    → learn about their personality → gain insight into their interpersonal attributes
    → good overall picture → comprehensive impression or holistic assessment

🎯 Band 8.0: varied, accurate, and natural, with a few opportunities for more advanced phrasing.

🔹 Body Paragraph 2

However, interviews are not always perfect. Many companies use the same fixed questions, so they might miss some of the candidate’s real abilities. This is especially true in jobs that need technical or creative skills, where practical work shows more than talking. For example, a programmer’s real talent can be seen better through coding tests or a portfolio rather than only in an interview. In these cases, using extra assessments can give a fairer and more complete view of a person’s skills.

✅ Strengths:

  • Good range of precise terms: fixed questions, technical or creative skills, practical work, coding tests, portfolio, fairer and more complete view.
  • Clear topic-specific vocabulary (recruitment/skills assessment context).
    ⚙️ Possible upgrades:
  • real abilities → core competencies or practical capabilities
  • extra assessments → supplementary evaluation methods
  • fairer and more complete view → a more equitable and comprehensive assessment

🎯 Band 8.0–8.5: excellent control and collocation; mostly natural, though some expressions are slightly general.

🔹 Conclusion

In conclusion, interviews are still one of the best ways to understand a candidate’s character and general suitability. Yet combining them with other tests or demonstrations can make the hiring process more accurate and fair.

✅ Strengths:

  • Strong, accurate collocations: a candidate’s character, general suitability, the hiring process, accurate and fair.
    ⚙️ Minor upgrade options:
  • other tests or demonstrations → complementary assessments or performance-based evaluations
  • make the hiring process more accurate and fair → enhance the objectivity and validity of the recruitment process.

🎯 Band 8.0–8.5: natural, precise, and appropriately formal.

🔹 Introduction

In today’s world, interviews are still one of the main ways to choose new employees, although some modern methods are also becoming popular.

  • Complex feature: Concessive clause — “although some modern methods are also becoming popular”
    → shows contrast between traditional and modern approaches.
    ✅ Type: Concessive clause
    ✅ Band range: 7+ (because it joins ideas logically with subordination)

I believe that interviews are usually a reliable and effective way to select candidates, even though they have a few limits in some situations.

  • Complex feature 1: Nominal clause — “I believe that interviews are…”
    → embeds a clause as the object of the verb believe.
  • Complex feature 2: Concessive clause — “even though they have a few limits…”
    → again shows contrast.
    ✅ Band range: 7+ (mixes subordination and embedding)

🔹 Body Paragraph 1

One main reason interviews are useful is that they help employers understand a person in more depth.

  • Complex feature: Nominal clause — “that they help employers understand…”
    → introduces a reason clause with that.
    ✅ Band range: 6.5–7 (clear cause/effect structure)

By talking face to face or online, interviewers can ask about a candidate’s experience and skills, and also learn about their personality.

  • Complex feature: Participle clause — “By talking face to face or online…”
    → expresses method concisely instead of “When they talk face to face…”.
    ✅ Band range: 7–8 (advanced conciseness and variety)

These qualities are very important for teamwork and communication.

  • Simple clause (useful for clarity — balance with complex forms).

For example, in sales jobs, companies often look for people who are confident and outgoing, and these traits are easy to notice during an interview.

  • Complex feature 1: Relative clause — “who are confident and outgoing”
    → adds defining information about “people”.
  • Complex feature 2: Coordination (and these traits are easy to notice…) adds flow and cohesion.
    ✅ Band range: 7+

Therefore, when interviews are well planned, they give a good overall picture of whether someone is suitable for a position.

  • Complex feature 1: Adverbial clause of condition/time — “when interviews are well planned”
  • Complex feature 2: Nominal clause — “whether someone is suitable…”
    ✅ Band range: 8 (two layers of subordination — elegant complexity)

🔹 Body Paragraph 2

However, interviews are not always perfect.

  • Simple but clear — good for balance.

Many companies use the same fixed questions, so they might miss some of the candidate’s real abilities.

  • Complex feature: Result clause — “so they might miss…”
    → shows cause–effect relationship.
    ✅ Band range: 6.5–7

This is especially true in jobs that need technical or creative skills, where practical work shows more than talking.

  • Complex feature 1: Relative clause (defining) — “that need technical or creative skills”
  • Complex feature 2: Non-defining relative clause (with ‘where’) — “where practical work shows more than talking.”
    ✅ Band range: 7–8 (good layering of relative clauses)

For example, a programmer’s real talent can be seen better through coding tests or a portfolio rather than only in an interview.

  • Complex feature: Passive voice — “can be seen”
    ✅ Band range: 7 (formal academic tone)

In these cases, using extra assessments can give a fairer and more complete view of a person’s skills.

  • Complex feature: Gerund phrase as subject — “using extra assessments”
    ✅ Band range: 7+

🔹 Conclusion

In conclusion, interviews are still one of the best ways to understand a candidate’s character and general suitability.

  • Clear main clause; no subordination but appropriate for a conclusion.

Yet combining them with other tests or demonstrations can make the hiring process more accurate and fair.

  • Complex feature: Participle clause as subject — “combining them with other tests…”
    ✅ Band range: 7–8 (varied structure and cohesion)

🔹 1. Logical Organisation and Progression

✅ Strengths:

  • The essay follows a clear, logical four-paragraph structure:
    Introduction → Advantages → Disadvantages → Conclusion.
  • Ideas progress naturally:
    • Introduces the topic and position clearly
    • Develops one side fully
    • Then presents the counterpoint
    • Finally returns to the main stance
  • Strong internal logic — each paragraph flows into the next with appropriate transitions (However, Therefore, In conclusion).

⚙️ Improvement for Band 9:

  • While logical, the transitions are a bit formulaic (e.g. “For example”, “Therefore”, “However”, “In conclusion”).
    → Band 9 essays use a slightly subtler flow (e.g. This advantage, however, is not without its drawbacks; Despite these strengths, there remain some limitations).

🎯 Score for organisation: Band 8.0 — clear, well-sequenced, but not “effortlessly natural”.

🔹 2. Cohesive Devices (Linkers and Connectors)

✅ Effective use:

  • Additive / Listing:
    and also, for example, and these traits…
  • Contrastive:
    although, even though, however, yet
  • Result / Cause:
    so they might miss, therefore
  • Time / Condition:
    when interviews are well planned
  • Referencing / Substitution:
    they, these, this, such traits — accurate referencing helps avoid repetition.

⚙️ Possible refinement:

  • Some connectors are slightly repetitive or predictable (For example used twice; Therefore could be replaced by As a result or Consequently).
  • A few transitions could be smoother:
    • Between paragraphs:
      However, interviews are not always perfect → could be more cohesive if linked back explicitly to previous ideas:
      Despite these advantages, interviews also have limitations.

🎯 Score for cohesive devices: Band 8.0 — accurate and natural, but slightly mechanical in places.

🔹 3. Paragraphing

✅ Strengths:

  • Each paragraph has a clear central idea introduced by a strong topic sentence:
    • One main reason interviews are useful is that…
    • However, interviews are not always perfect.
  • Logical paragraph division: no idea overlap or confusion.
  • Conclusion clearly signals closure and summarises position.

⚙️ Small improvement:

  • Could enhance paragraph-level cohesion by using a bridging phrase at the start of the second body paragraph (e.g., While interviews offer several advantages, they are not without weaknesses.)

🎯 Score for paragraphing: Band 8.5 — clear, balanced, and well-structured.

🔹 4. Referencing and Substitution (Avoiding Repetition)

✅ Strengths:

  • Good use of pronouns: they, these, this, such traits to avoid repeating interviews and candidates.
  • No ambiguity in reference.
  • Lexical substitution is varied: employees / candidates / applicants / person (although “applicants” isn’t used, could be).

⚙️ Possible enhancement:

  • Occasional repetition of interview(s) (appears over 10 times).
    → Could substitute with selection method, recruitment interview, hiring discussion, or assessment process.
    This would add lexical cohesion and variety.

🎯 Score for referencing/substitution: Band 8.0

🔹 5. Overall Coherence and Flow

The essay:

  • Progresses logically from point to point.
  • Uses transitions effectively.
  • Maintains a consistent point of view and argument direction (no contradictions).
  • Feels easy to follow — a key sign of high coherence.

🎯 Overall flow: Smooth, clear, academic tone.
→ Band 8.0–8.5 for Coherence & Cohesion.

Band 7 Sample 3:

In today’s world, interviews are the most common method used by companies to choose new employees. I believe that interviews are a reliable and effective way to select the best candidates because they allow employers to understand both the skills and personalities of applicants.

The first reason interviews are effective is that they help employers learn about a person’s background and experience in detail. Through direct conversation, interviewers can ask specific questions about the applicant’s previous jobs, responsibilities, and achievements. This makes it easier to see whether the person has the right knowledge for the position. For example, a manager can ask a teacher about how they plan lessons or deal with difficult students. The answers can show how prepared and professional the candidate is.

Another advantage is that interviews reveal qualities that cannot be seen on a résumé. Personality, confidence, and communication skills are often just as important as technical ability. When meeting someone face to face, interviewers can observe body language, attitude, and how the person reacts under pressure. For instance, in customer service or sales roles, a friendly and confident manner is essential, and these traits can be clearly noticed during an interview.

In conclusion, interviews are the most effective way to select employees because they give a complete picture of a person’s experience, personality, and communication skills. When interviews are done properly, they help companies choose candidates who will work well and fit naturally into the team.

Band 7 Sample 4:

In many companies today, interviews are the main method used to choose new employees. However, I believe that interviews are not always a reliable way to select the best candidates, because they do not show real skills and can be affected by bias or human error.

One reason interviews are unreliable is that they often focus only on what people say rather than what they can actually do. Some candidates are confident speakers but may not perform well once hired. For example, a builder or an athlete cannot prove their real ability just by talking about it. Watching how they work or perform in practice gives a much clearer picture of their true skills. Therefore, relying only on interviews may lead employers to choose someone who talks well but cannot deliver results.

Another problem is that interviewers themselves can make mistakes. Human resources staff may be tired, distracted, or simply not interested in the process. As a result, they might miss important details or judge candidates unfairly. In some cases, interviewers may even prefer people who are similar to themselves, which can lead to biased or poor hiring decisions.

In conclusion, interviews are not always a dependable way to find the right employee. Since they cannot fully show a person’s practical ability and are influenced by human error, companies should use other methods such as skills tests or work trials to make fairer and more accurate hiring decisions.

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