While recruiting a new employee, the employer should pay more attention to their personal qualities, rather than qualifications and experience.
To what extent do you agree or disagree?
While recruiting a new employee, the employer should pay more attention to their personal qualities, rather than <wdautohl-customtag style="font-weight:bold;color:red;font-size:inherit;display:inline;" id="wdautohl_id_3" class="wdautohl_cXVhbGlmaWNhdGlvbg__">qualifications</wdautohl-customtag> and experience. To what extent do you agree or disagree? Give your opinion and include relevant examples.
Recent decades have witnessed a <wdautohl-customtag style="font-weight:bold;color:red;font-size:inherit;display:inline;" id="wdautohl_id_4" class="wdautohl_YnVyZ2Vvbg__">burgeoning</wdautohl-customtag> growth of numerous industries; therefore, recruiting the right person for the position is crucial to the development of enterprises. But how do we determine if a person is the best fit? Advocates of conventional recruitment methods <wdautohl-customtag style="font-weight:bold;color:red;font-size:inherit;display:inline;" id="wdautohl_id_5" class="wdautohl_b3BpbmU_">opine</wdautohl-customtag> that this candidate must have sufficient experience and <wdautohl-customtag style="font-weight:bold;color:red;font-size:inherit;display:inline;" id="wdautohl_id_6" class="wdautohl_cXVhbGlmaWNhdGlvbg__">qualifications</wdautohl-customtag> needed for that job. Nevertheless, some people argue that candidates’ personal qualities cannot be ignored. In my view, both components are of equal importance.
To begin with, the conventional approach of checking potential workers’ <wdautohl-customtag style="font-weight:bold;color:red;font-size:inherit;display:inline;" id="wdautohl_id_7" class="wdautohl_cXVhbGlmaWNhdGlvbg__">qualifications</wdautohl-customtag> via their resumes, LinkedIn profiles, issued <wdautohl-customtag style="font-weight:bold;color:red;font-size:inherit;display:inline;" id="wdautohl_id_8" class="wdautohl_cXVhbGlmaWNhdGlvbg__">qualifications</wdautohl-customtag> and certifications from <wdautohl-customtag style="font-weight:bold;color:red;font-size:inherit;display:inline;" id="wdautohl_id_9" class="wdautohl_YXV0aG9yaXpl">authorized</wdautohl-customtag> organizations is vital. Whenever we submit a job application, we are always required to attach a CV while a <wdautohl-customtag style="font-weight:bold;color:blue;font-size:inherit;display:inline;" id="wdautohl_id_10" class="wdautohl_Y292ZXIgbGV0dGVy">cover letter</wdautohl-customtag> is optional. Without a decent <wdautohl-customtag style="font-weight:bold;color:red;font-size:inherit;display:inline;" id="wdautohl_id_11" class="wdautohl_cXVhbGlmaWNhdGlvbg__">qualification</wdautohl-customtag>, even if that candidate’s characteristics are suitable, the enterprise will need to carry out lots of skill training eventually.
On the other hand, occasionally during an interview, some HR officers ignore the significance of assessing how candidates’ individual qualities can fit in the company. Employers should assess not only candidates’ <wdautohl-customtag style="font-weight:bold;color:red;font-size:inherit;display:inline;" id="wdautohl_id_12" class="wdautohl_cXVhbGlmaWNhdGlvbg__">qualifications</wdautohl-customtag> but also their enabling skills, ethics and value propositions. The more an employee’s personal qualities fit in a company’s culture and values, the more <wdautohl-customtag style="font-weight:bold;color:blue;font-size:inherit;display:inline;" id="wdautohl_id_13" class="wdautohl_aGUgb3Igc2hl">he or she</wdautohl-customtag> is motivated to contribute to that company’s vision. KPMG is a great example of evaluating candidates’ <wdautohl-customtag style="font-weight:bold;color:red;font-size:inherit;display:inline;" id="wdautohl_id_14" class="wdautohl_cXVhbGlmaWNhdGlvbg__">qualifications</wdautohl-customtag> and skills by utilizing a game-based assessment process, followed by a video interview. This methodology enables a comprehensive assessment and is embraced by many companies nowadays.
To summarise, employers should assess both personal characteristics and formal <wdautohl-customtag style="font-weight:bold;color:red;font-size:inherit;display:inline;" id="wdautohl_id_15" class="wdautohl_cXVhbGlmaWNhdGlvbg__">qualifications</wdautohl-customtag> when recruiting people as each of these elements has its vital contribution to make in talent-seeking enterprises.
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Transition Words or Phrases used:
also, but, if, nevertheless, so, therefore, while, in my view, to begin with, on the other hand
Attributes: Values AverageValues Percentages(Values/AverageValues)% => Comments
Performance on Part of Speech:
To be verbs : 11.0 13.1623246493 84% => OK
Auxiliary verbs: 8.0 7.85571142285 102% => OK
Conjunction : 13.0 10.4138276553 125% => OK
Relative clauses : 6.0 7.30460921844 82% => OK
Pronoun: 20.0 24.0651302605 83% => OK
Preposition: 32.0 41.998997996 76% => OK
Nominalization: 12.0 8.3376753507 144% => OK
Performance on vocabulary words:
No of characters: 4369.0 1615.20841683 270% => Less number of characters wanted.
No of words: 348.0 315.596192385 110% => OK
Chars per words: 12.5545977011 5.12529762239 245% => Less chars per word wanted.
Fourth root words length: 4.31911543099 4.20363070211 103% => OK
Word Length SD: 19.2229057815 2.80592935109 685% => Word_Length_SD is high.
Unique words: 215.0 176.041082164 122% => OK
Unique words percentage: 0.617816091954 0.561755894193 110% => OK
syllable_count: 1120.5 506.74238477 221% => syllable counts are too long.
avg_syllables_per_word: 3.2 1.60771543086 199% => OK
A sentence (or a clause, phrase) starts by:
Pronoun: 2.0 5.43587174349 37% => OK
Article: 5.0 2.52805611222 198% => OK
Subordination: 3.0 2.10420841683 143% => OK
Conjunction: 1.0 0.809619238477 124% => OK
Preposition: 6.0 4.76152304609 126% => OK
Performance on sentences:
How many sentences: 17.0 16.0721442886 106% => OK
Sentence length: 20.0 20.2975951904 99% => OK
Sentence length SD: 198.139006114 49.4020404114 401% => The lengths of sentences changed so frequently.
Chars per sentence: 257.0 106.682146367 241% => Less chars_per_sentence wanted.
Words per sentence: 20.4705882353 20.7667163134 99% => OK
Discourse Markers: 5.58823529412 7.06120827912 79% => OK
Paragraphs: 5.0 4.38176352705 114% => OK
Language errors: 0.0 5.01903807615 0% => OK
Sentences with positive sentiment : 10.0 8.67935871743 115% => OK
Sentences with negative sentiment : 3.0 3.9879759519 75% => OK
Sentences with neutral sentiment: 4.0 3.4128256513 117% => OK
What are sentences with positive/Negative/neutral sentiment?
Coherence and Cohesion:
Essay topic to essay body coherence: 0.0569141897598 0.244688304435 23% => The similarity between the topic and the content is low.
Sentence topic coherence: 0.0556865991707 0.084324248473 66% => OK
Sentence topic coherence SD: 0.0991460427182 0.0667982634062 148% => OK
Paragraph topic coherence: 0.0916889738506 0.151304729494 61% => OK
Paragraph topic coherence SD: 0.121551180247 0.056905535591 214% => More connections among paragraphs wanted.
Essay readability:
automated_readability_index: 47.9 13.0946893788 366% => Automated_readability_index is high.
flesch_reading_ease: -84.18 50.2224549098 -168% => Flesch_reading_ease is low.
smog_index: 15.9 7.44779559118 213% => Smog_index is high.
flesch_kincaid_grade: 30.0 11.3001002004 265% => Flesch kincaid grade is high.
coleman_liau_index: 55.51 12.4159519038 447% => Coleman_liau_index is high.
dale_chall_readability_score: 10.48 8.58950901804 122% => OK
difficult_words: 129.0 78.4519038076 164% => OK
linsear_write_formula: 11.5 9.78957915832 117% => OK
gunning_fog: 10.0 10.1190380762 99% => OK
text_standard: 10.0 10.7795591182 93% => OK
What are above readability scores?
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Rates: 89.8876404494 out of 100
Scores by essay e-grader: 8.0 Out of 9
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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.