Most employers do job interviews before offering a position to a person. Do you think this is the best way to do it, or are there better alternatives? What is the best method of choosing employees in your opinion?
Sample Response
Selecting the right candidates for the jobs offered is not an easy task, and it often requires extensive work such as data collection, screenings, scrutiny and interviewing before actually employing the employees. The interview is the most effective and fast way of finding the suitable candidates according to the nature of a job. Some other methods such as comprehensive written test, practical test and different scenarios could also help in this regard. I believe that interview is most successful and widely used technique to select the appropriate employees. There is no doubt that interview plays a pivotal role in the recruitment process and has become a mandatory constituent of candidate selection process. Normally, interviews help employers to judge the expertise and knowledge of different candidates about the subject. Some other traits such as confidence, personality, intelligence and communication skills could only be evaluated through the interview. In addition, this is the most convenient and rapid way that could exercise without spending huge expenses and time. However, sometimes candidates are unable to perform and express according to their strengths due to shyness and lack of confidence. By this way, employers fail to hire potential and knowledgeable persons. Other methods of choosing employees also significantly help at this time. Written test, practical demonstration of skills and making strategies in given situation are exceptional ways of knowing their strengths and weaknesses and are extensively used in institutions such as education, agriculture and army. To sum up, I would like to say that the interview is commonly exercised in contemporary societies because of its effectiveness and higher success rate in selecting the right employees. Other ways of choosing employee are also helpful but demand more costs and time for their setup.
IELTS Writing Correction
- 1. Use concise hiring phrase Original: candidates for the jobs offered Suggested revision: candidates for the available positions Why it matters: “Available positions” is a more natural and concise recruitment term.
- 2. Make process list parallel Original: data collection, screenings, scrutiny and interviewing Suggested revision: data collection, screening, scrutiny, and interviews Why it matters: The list requires parallel noun forms and consistent punctuation.
- 3. Remove repeated root Original: employing the employees Suggested revision: hiring them Why it matters: The revision avoids repeating “employ” and clearly refers back to the candidates.
- 4. Make superlatives parallel Original: the most effective and fast way Suggested revision: the fastest and most effective way Why it matters: Both coordinated adjectives should use parallel superlative forms.
- 5. Remove unnecessary article Original: the suitable candidates Suggested revision: suitable candidates Why it matters: The sentence refers to suitable candidates generally, so the definite article is unnecessary.
- 6. Clarify job suitability Original: according to the nature of a job Suggested revision: for a particular job Why it matters: The revision states the intended match between candidate and role directly.
- 7. Use parallel plural methods Original: comprehensive written test, practical test and different scenarios Suggested revision: comprehensive written tests, practical tests, and scenario exercises Why it matters: The general list requires consistent plural nouns and a clear name for scenario-based assessment.
- 8. Add required articles Original: interview is most successful and widely used technique Suggested revision: an interview is the most successful and widely used technique Why it matters: Both the singular subject and the superlative complement require articles.
- 9. Add indefinite article Original: that interview plays Suggested revision: that an interview plays Why it matters: The singular count noun “interview” requires an article.
- 10. Use recruitment collocation Original: a mandatory constituent of candidate selection process Suggested revision: a mandatory component of the candidate selection process Why it matters: “Component” is the natural term, and the defined process requires “the”.
- 11. Use assessment verb Original: judge the expertise and knowledge Suggested revision: assess the expertise and knowledge Why it matters: Employers “assess” professional qualities rather than “judge” them in this formal context.
- 12. Remove unnecessary determiner Original: Some other traits Suggested revision: Other traits Why it matters: “Other” alone is sufficient when adding further traits.
Suggested Rewrites
- candidates for the jobs offered candidates for the available positions
- data collection, screenings, scrutiny and interviewing data collection, screening, scrutiny, and interviews
- employing the employees hiring them
- the most effective and fast way the fastest and most effective way
- the suitable candidates suitable candidates
- according to the nature of a job for a particular job
Why this response received Band 6.0
The response gives a clear preference for interviews and considers both their strengths and limitations alongside written and practical alternatives. Its main weakness is that the alternatives are listed rather than rigorously compared, while the single-paragraph format and frequent grammatical and collocational errors reduce clarity. The highest-priority improvement is to propose a combined selection process and explain which method measures knowledge, practical ability, and interpersonal skills most reliably.
IELTS Writing Criteria Scores
Detailed feedback by IELTS writing criterion after the annotated essay.
Task Response
The questions are answered with a consistent preference and relevant discussion of interviews and alternatives, but the comparative evaluation remains fairly general.
Evaluate a structured combination of interview, written assessment, and practical task against clear criteria such as validity, fairness, cost, and speed.
Coherence and Cohesion
The ideas progress logically from interview benefits to limitations and alternatives, but the entire response is one paragraph and some transitions are mechanical.
Separate the introduction, interview evaluation, alternative methods, and conclusion into distinct, focused paragraphs.
Lexical Resource
There is sufficient recruitment-related vocabulary, though recurrent awkward collocations, inaccurate word forms, and repetition limit precision.
Use established expressions such as screen applicants, assess subject knowledge, evaluate interpersonal skills, practical skills test, and recruitment costs.
Grammatical Range and Accuracy
Both simple and complex structures are attempted, but missing articles, agreement errors, faulty passive forms, and incomplete verb patterns occur frequently.
Review article use with interview and candidate, and ensure every passive structure contains the correct form of be plus a past participle.
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IELTS Writing Task 2
Most employers do job interviews before offering a position to a person. Do you think this is the best way to do it, or are there better alternatives? What is the best method of choosing employees in your opinion?
Your response
Write the task yourself, then compare your choices with the annotated response.