Interviews form the basic selecting procedure for most large companies. However, some people think a Most large companies recruit their employees by an interview’s procedure, while other people believe that there are other better ways of selection. In my opinion, I agree that only by an interview is not a dependable method of selecting people. For one thing, a face-to-face interview enables employers to get more understanding about their interviewees, but this time-limited recruiting procedure makes it hard to get deeply more details in candidates’ personalities. It’s more and more important for large companies to find new staff who meet both the job requirement and the company’s culture. If new employees find out that they are hard to fit in the company’s culture, they will have difficulties in performing better in their companies. Besides, the interview-based recruiting process shows the lacks of understanding about candidates’ ability to get well along with their team members in the future. Therefore, some companies turn to ask current team members to have a deep interaction or discussion with the potential candidates to find out whether they are accepted by the current colleagues or not. This additional process allows the companies to have more ideas about the positions of the candidates and keeps the harmony of the companies. In conclusion, I believe that selecting new staff only by an interview is not a reliable way in terms of its time limitation and the lacks of considering opinions from the current employees.