In modern society, when interviewers interview candidates, sometimes they use other sources to get information of the candidates. Which of the following do you think is a better solution?
1. Talk to the former boss of the candidate
2. Check the online profile of social media
3. One month probation to see if the candidate fits the job
Personally, I believe that talking to the former boss of the candidate is a better option to obtain the information of a candidate. My reasons are as follows.
To begin with, companies focus on acquiring knowledgeable employees, and asking former supervisors for more information of a candidate can make sure that the interviewers are skillful. To elaborate, take my father's organization as an example. My father wanted to become a journalist, and when his boss was interviewing him, he asked my father's college instructors about whether he is suitable for being a journalist. For example, he asked my father's professors whether he was able to write a news report that is both comprehensible and concise in less than an hour. As a result, his manager found out that he had the enough skill to be a journalist, and he was eventually hired. However, if his manager judged his knowledge by viewing his profiles on social media like Facebook, he could not determine whether my father is knowledgeable in journalism, since it is relatively easy to lie and brag about one's skill on these social media. Clearly, judging a candidate's skill by profiles cannot help interviewers understand whether he is suitable for his job.
In addition, companies place an emphasis on reputation, and querying the interviewer's former boss can help them procure a better reputation. To elaborate, take my brother's company as an example. Whenever my brother's company is interviewing a candidate, they always file an email and ask the candidate's former supervisors several essential questions, including "Does he always dresses properly to work?", "Is he always polite to his supervisors or subordinates?", etc. Consequently, his company can prevent hiring impolite employees. By doing so, they can prevent the rude employees from damaging the company's image. Nonetheless, if the company use one month probation to test if the candidate is suitable for the job, the candidate can definitely pretend and conceal his awful characteristic during this period. If this is the case, the company cannot tell whether the candidate is a courteous man or not. As a result, the company might accidentally hire a worker with a terrible personality.
Last but not least, interviewers care about efficiency, and talking to the former supervisors of a candidate can increase their efficiency. Take my company as an example. When I participated in the interview of the company, they required me to participate in a probation program to examine my skills and knowledge. In brief, they demanded me to assemble a computer in a single day. Moreover, they told me to write a functioning operation system kernel module, and it took me nearly a week to finish the whole program. As a result, it took them nearly two weeks to do the program. Nevertheless, had they asked my former boss about my skills, they could save a great amount of time organizing such program. Evidently, this could prevent the company from wasting too much time examining a candidate's particular knowledge.
In short, I maintain that talking to the former boss of the candidate is the best way to obtain data about the candidate. This is because companies care about efficiency, reputation, as well as employees' skills.
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Grammar and spelling errors:
Line 3, column 903, Rule ID: ONES[1]
Message: Did you mean 'one's'?
Suggestion: one's
...s relatively easy to lie and brag about ones skill on these social media. Clearly, j...
^^^^
Line 3, column 956, Rule ID: POSSESIVE_APOSTROPHE[1]
Message: Possible typo: apostrophe is missing. Did you mean 'candidates'' or 'candidate's'?
Suggestion: candidates'; candidate's
... these social media. Clearly, judging a candidates skill by profiles cannot help interview...
^^^^^^^^^^
Line 7, column 785, Rule ID: A_PLURAL[1]
Message: Don't use indefinite articles with plural words. Did you mean 'a candidate' or simply 'candidates'?
Suggestion: a candidate; candidates
...ny from wasting too much time examining a candidates particular knowledge. In short, I ma...
^^^^^^^^^^^^
Transition Words or Phrases used:
but, consequently, however, if, moreover, nevertheless, nonetheless, so, well, for example, in addition, in brief, in short, as a result, as well as, to begin with
Attributes: Values AverageValues Percentages(Values/AverageValues)% => Comments
Performance on Part of Speech:
To be verbs : 20.0 15.1003584229 132% => OK
Auxiliary verbs: 12.0 9.8082437276 122% => OK
Conjunction : 14.0 13.8261648746 101% => OK
Relative clauses : 7.0 11.0286738351 63% => More relative clauses wanted.
Pronoun: 62.0 43.0788530466 144% => Less pronouns wanted
Preposition: 57.0 52.1666666667 109% => OK
Nominalization: 9.0 8.0752688172 111% => OK
Performance on vocabulary words:
No of characters: 2743.0 1977.66487455 139% => OK
No of words: 532.0 407.700716846 130% => OK
Chars per words: 5.15601503759 4.8611393121 106% => OK
Fourth root words length: 4.80261649409 4.48103885553 107% => OK
Word Length SD: 3.13498391012 2.67179642975 117% => OK
Unique words: 251.0 212.727598566 118% => OK
Unique words percentage: 0.471804511278 0.524837075471 90% => More unique words wanted or less content wanted.
syllable_count: 882.0 618.680645161 143% => OK
avg_syllables_per_word: 1.7 1.51630824373 112% => OK
A sentence (or a clause, phrase) starts by:
Pronoun: 18.0 9.59856630824 188% => OK
Article: 3.0 3.08781362007 97% => OK
Subordination: 10.0 3.51792114695 284% => Less adverbial clause wanted.
Conjunction: 6.0 1.86738351254 321% => Less conjunction wanted as sentence beginning.
Preposition: 8.0 4.94265232975 162% => OK
Performance on sentences:
How many sentences: 27.0 20.6003584229 131% => OK
Sentence length: 19.0 20.1344086022 94% => OK
Sentence length SD: 61.5767000275 48.9658058833 126% => OK
Chars per sentence: 101.592592593 100.406767564 101% => OK
Words per sentence: 19.7037037037 20.6045352989 96% => OK
Discourse Markers: 6.03703703704 5.45110844103 111% => OK
Paragraphs: 5.0 4.53405017921 110% => OK
Language errors: 3.0 5.5376344086 54% => OK
Sentences with positive sentiment : 10.0 11.8709677419 84% => OK
Sentences with negative sentiment : 6.0 3.85842293907 156% => OK
Sentences with neutral sentiment: 11.0 4.88709677419 225% => Less facts, knowledge or examples wanted.
What are sentences with positive/Negative/neutral sentiment?
Coherence and Cohesion:
Essay topic to essay body coherence: 0.220154555104 0.236089414692 93% => OK
Sentence topic coherence: 0.0675610789954 0.076458572812 88% => OK
Sentence topic coherence SD: 0.0711577423315 0.0737576698707 96% => OK
Paragraph topic coherence: 0.152316783668 0.150856017488 101% => OK
Paragraph topic coherence SD: 0.0444838941566 0.0645574589148 69% => OK
Essay readability:
automated_readability_index: 12.7 11.7677419355 108% => OK
flesch_reading_ease: 43.73 58.1214874552 75% => OK
smog_index: 8.8 6.10430107527 144% => OK
flesch_kincaid_grade: 11.9 10.1575268817 117% => OK
coleman_liau_index: 12.65 10.9000537634 116% => OK
dale_chall_readability_score: 8.17 8.01818996416 102% => OK
difficult_words: 121.0 86.8835125448 139% => OK
linsear_write_formula: 9.0 10.002688172 90% => OK
gunning_fog: 9.6 10.0537634409 95% => OK
text_standard: 9.0 10.247311828 88% => OK
What are above readability scores?
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Rates: 73.3333333333 out of 100
Scores by essay e-grader: 22.0 Out of 30
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Note: the e-grader does NOT examine the meaning of words and ideas. VIP users will receive further evaluations by advanced module of e-grader and human graders.