It is quite interesting to suspect a recruiter’s focus or preference on the interviewer’s ability. Some view highly on the interviewer’s education background, others consider experience as the crucial element to evaluate the applicants’ potential. Undoubtedly, experience on a large portion do represent an applicant’s capability and the potential to take on challenging jobs. However, this is not always true. An applicant with relatively more experience does not always perform better than a person with less experience. Moreover, there are other abilities that should be taken into consideration in terms of recruiting.
To start with, the employer should already designate the measure of a certain position. Whether a minimum length of working experience is required for the job. If the position is a cook or driver, of course, an experienced cook would be more skillful than a fresh-hand. Since the longer time a person sits in this position, usually the more skillful he will become. However, if the employer is looking for a waitress, then probably a girl with 5 years’ experience will not have much advantage over a young pretty girl with only 5 months’ experience. Since what matters in a waitress’ performance is how she would cater her customer. I would say a fresh face with amiable smile and soft voice would complete over an old waitress in this area. So, to determine whether a person could perform well in a position, the length of his or her experience could not simply say everything. But the category of the job would count tremendously.
In addition, a recruiter should consider the applicants’ ability in a well-rounded manner. Experience is only one component to assess his ability, albeit many other abilities cannot be ignored. Motivation, long-term career plan, creativity, personal characteristics etc. also compose the different aspects that recruiters should take into account. If the employer makes a decision only considering applicants with more experience without figuring out his passion or his long-term career plan, there might be high risk that this applicant would not stay long in his position. Such is considered a waste of recourse for the company.
Finally, we do recognize individuals with more experience generally. What’s more important is to evaluate what exact experience have they encountered. Are these experiences valuable to the position on recruit currently? Do they have any relevance or does his previous experience help to prove his potential in a good performance in this position? Seems not all applicants with more experience fall into these criteria. Let us say a company need an assistance in customer service department, whereas one of the applicant used to be a warehouse keeper with 5 years’ experience and another being the secretary of CEO for only 3 years. Would a wise employer ignore the potential in a secretary and choose a warehouse-keeper without any background in and out offices and business?
In summary, to hire an appropriate candidate for a job, an employer must consider aspects mentioned above and evaluate the individual in a well-rounded manner. Applicants with more experience do attract our eyes, while in choosing a suitable person for a certain vacancy, one must carefully examine his experiences and how his experiences match with the vacancy.
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Grammar and spelling errors:
Line 3, column 71, Rule ID: IN_A_X_MANNER[1]
Message: Consider replacing "in a well-rounded manner" with adverb for "well-rounded"; eg, "in a hasty manner" with "hastily".
...d consider the applicants' ability in a well-rounded manner. Experience is only one component to as...
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Line 5, column 135, Rule ID: IN_A_X_MANNER[1]
Message: Consider replacing "in a well-rounded manner" with adverb for "well-rounded"; eg, "in a hasty manner" with "hastily".
...ioned above and evaluate the individual in a well-rounded manner. Applicants with more experience do att...
^^^^^^^^^^^^^^^^^^^^^^^^
Transition Words or Phrases used:
also, but, finally, however, if, look, moreover, so, then, well, whereas, while, in addition, in summary, of course, to start with
Attributes: Values AverageValues Percentages(Values/AverageValues)% => Comments
Performance on Part of Speech:
To be verbs : 17.0 19.5258426966 87% => OK
Auxiliary verbs: 20.0 12.4196629213 161% => OK
Conjunction : 14.0 14.8657303371 94% => OK
Relative clauses : 3.0 11.3162921348 27% => More relative clauses wanted.
Pronoun: 30.0 33.0505617978 91% => OK
Preposition: 66.0 58.6224719101 113% => OK
Nominalization: 33.0 12.9106741573 256% => Less nominalizations (nouns with a suffix like: tion ment ence ance) wanted.
Performance on vocabulary words:
No of characters: 2859.0 2235.4752809 128% => OK
No of words: 532.0 442.535393258 120% => OK
Chars per words: 5.37406015038 5.05705443957 106% => OK
Fourth root words length: 4.80261649409 4.55969084622 105% => OK
Word Length SD: 3.29040964128 2.79657885939 118% => OK
Unique words: 270.0 215.323595506 125% => OK
Unique words percentage: 0.507518796992 0.4932671777 103% => OK
syllable_count: 916.2 704.065955056 130% => OK
avg_syllables_per_word: 1.7 1.59117977528 107% => OK
A sentence (or a clause, phrase) starts by:
Pronoun: 4.0 6.24550561798 64% => OK
Article: 6.0 4.99550561798 120% => OK
Subordination: 6.0 3.10617977528 193% => OK
Conjunction: 1.0 1.77640449438 56% => OK
Preposition: 8.0 4.38483146067 182% => OK
Performance on sentences:
How many sentences: 30.0 20.2370786517 148% => OK
Sentence length: 17.0 23.0359550562 74% => The Avg. Sentence Length is relatively short.
Sentence length SD: 48.5765032363 60.3974514979 80% => OK
Chars per sentence: 95.3 118.986275619 80% => OK
Words per sentence: 17.7333333333 23.4991977007 75% => OK
Discourse Markers: 4.33333333333 5.21951772744 83% => OK
Paragraphs: 5.0 4.97078651685 101% => OK
Language errors: 2.0 7.80617977528 26% => OK
Sentences with positive sentiment : 17.0 10.2758426966 165% => OK
Sentences with negative sentiment : 3.0 5.13820224719 58% => More negative sentences wanted.
Sentences with neutral sentiment: 10.0 4.83258426966 207% => Less facts, knowledge or examples wanted.
What are sentences with positive/Negative/neutral sentiment?
Coherence and Cohesion:
Essay topic to essay body coherence: 0.295851492792 0.243740707755 121% => OK
Sentence topic coherence: 0.0813676793163 0.0831039109588 98% => OK
Sentence topic coherence SD: 0.0693292374079 0.0758088955206 91% => OK
Paragraph topic coherence: 0.186341626188 0.150359130593 124% => OK
Paragraph topic coherence SD: 0.0285667402532 0.0667264976115 43% => Paragraphs are similar to each other. Some content may get duplicated or it is not exactly right on the topic.
Essay readability:
automated_readability_index: 12.7 14.1392134831 90% => Automated_readability_index is low.
flesch_reading_ease: 45.76 48.8420337079 94% => OK
smog_index: 8.8 7.92365168539 111% => OK
flesch_kincaid_grade: 11.1 12.1743820225 91% => OK
coleman_liau_index: 13.57 12.1639044944 112% => OK
dale_chall_readability_score: 8.52 8.38706741573 102% => OK
difficult_words: 136.0 100.480337079 135% => OK
linsear_write_formula: 8.0 11.8971910112 67% => OK
gunning_fog: 8.8 11.2143820225 78% => OK
text_standard: 9.0 11.7820224719 76% => OK
What are above readability scores?
---------------------
Rates: 58.33 out of 100
Scores by essay e-grader: 3.5 Out of 6
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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.