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? Give your opinion and include relevant examples.

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? Give your opinion and include relevant examples.

In incumbent times, recruitment is crucial for any organization; hiring the right candidate underpins long-term growth and success. Some argue that employers should prioritize personal qualities over academic qualifications and work experience. I feel that while personal traits such as integrity, adaptability, and teamwork are essential, qualifications and experience remain equally important, and therefore, a balanced approach should be adopted.

An army of individuals thinks personal traits often play a decisive role in determining how effectively an employee integrates into a workplace. For instance, highly skilled workers lacking ethos of cooperation, or discipline, may disrupt team productivity, whereas those moderately skilled but reliable, and hardworking, can contribute positively to organizational culture. Dexterity in problem-solving ability, leadership, and communication are vital in the contemporary dynamic business environment, where adaptability is often valued more than technical finesse. Moreover, employers can provide training to enhance skills, but shaping core values and attitudes often remains far cry.

Nevertheless, undeniably, although a modern enterprise needs personnel capable of working in sync with their colleagues,  completely overlooking qualifications and seasoning is unwise. Certain professions, especially medicine, law, or engineering, require technical acumen, and are irreplaceable  by mere personality. For example, doctors must possess professional qualifications, and years of practice, to treat patients safely; qualities like empathy and patience, despite being essential, cannot supersede medical knowledge. Similarly, in highly competitive industries, prior exposure bolsters efficiency, and needs minimal supervision, saving both time and resources for employers.

In conclusion,  businesses should indeed value personal qualities because they shape workplace harmony and long-term commitments. However, occupational adroitness  and experience provide the technical foundation required to negotiate specialized tasks. The most effective recruitment strategy, therefore, is one that evaluates both aspects in equal measure, ensuring that employees are competent, and culturally aligned with the organization.

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? Give your opinion and include relevant examples.

 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? Give your opinion and include relevant examples.

Several commentators profess that recruiters should prioritize personal traits while selecting personnel over educational qualifications and experience. This notion needs a critical evaluation to extend a plausible conclusion. 

Some propound that the concept of working has evolved over the years where simply academic qualification and experience do not suffice; one must interact with external and internal clients effectively, and carry the right attitude towards job responsibility. Also, it helps businesses to assess the aspirants correctly whether they are fit for the specific operations that organization is engaged in. To exemplify, for the roles of customer service representatives in the financial industry: managers tend to ask the situation-based questions and assess the attitude of jobseekers towards roles and responsibilities of customer care representatives in handling queries related to monetary matters, and determine their suitability for the job. 

Moreover, it affords employers opportunities to assess whether one can manage stress and work under pressure through background checks. For instance, the multi-national companies like HCL, AXA XL, and so on, use techniques: comprehensive evaluation, and past references of selected candidates to assess their performances in the previous engagement. It aids in presenting a clear picture about the abilities of prospective workers, in terms of performing under pressure.   

Nevertheless, the critics vehemently opine that the credentials and work experience play an equally significant role; there are several professional roles that require educational qualification: Chartered Accountants and Company Secretaries,  among others, these designations require technical dexterity, and appropriate seasoning, considered critical for resolving the difficult situations, and negotiating complex tasks efficiently.   

To recap, academic background and professional exposure, and personal traits go hand in hand, these are the basic elements that are instrumental to successful engagement of personnel in an organization. Thus, all these factors must be allocated equal weightage.   

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? Give your opinion and include relevant examples.

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? Give your opinion and include relevant examples.

 

Ielts Essay Agree or Disagree 

With maximizing outputs from workforce being prioritized, many human resource experts have started proposing focusing on  personal attitude of new personnel, instead of resorting to the conventional method of assessing the abilities of workers, based on academic performance and professional exposure. I partially agree with this new way of screening the abilities and selecting workers.

Despite many lobbying for recent changes, relying on conventional methods seem to be more viable in many occupations, where education is considered to be a critical component of ability of personnel to carry out work in their respective realms: academic feats help workers acquaint themselves with the dynamics of  the work they are supposed to do. Even if they are novices, employers do not need to train them from  the very basic level.

Moreover, being well-entrenched with experience in the domain, a worker has been functioning, matters a lot, when it comes to addressing and resolving issues specific to a trade. Many businesses perceive appointing people bereft of any practical exposure as a recipe to disaster. This can hamper not only the efficiency but also expose operations to failure; thus threatening the very existence of an organization.

However, there are certain people who strongly advocate espousing new methods of selecting members of workforce. Many a times, it has been observed that being apt in academics and well-versed with trade exposure fails to guarantee expected outcomes. Workers need to have a optimistic attitude not only towards their own work, and ability to cope up with the pressures within the ambit of the organizational framework, but also coordinate efficiently with their colleagues.

Hence, it is easy to arrive at a conclusion that an efficient workforce needs to be adequately accomplished in academics and experience, as well as having appropriate soft skills.