It is a prevalent pattern to ask job seekers some personal questions such as their marital status and nationalities during interview. Despite the supporters of this implementation, I believe that it is usually irrelevant and mostly unfair for many candidates.
On the one hand, some personal info might be useful to gauge. For instance, hobbies can be good for soft skill assessment which can play a key role in recruiting. These soft skills let recruiters foresee the potential of prospective employees. As an example, people who like playing in team sports such as volleyball mostly tend to work as a team, and these people can boost their team’s performance.
On the other hand, most of the personal intelligence, such as candidates’ age, gender, and ethnicity are not related to profession descriptions. This type of information mostly generates biases of people who are seeking for a position, and this information results in unfair selections. There are many concrete evidence of that kind of selections generate a disadvantage on some groups like women and immigrants. The University of Toronto, which demonstrated that personal knowledge is real obstructions for job seekers, and especially, candidates’ nationalities and genders play a key role in the hiring process. The study illustrated that candidates who are male and have a Caucasian name have more chances to be hired.
In conclusion, the drawbacks that arise from enquiring personal questions overweight its benefits. In my opinion, employers should focus on solid outcomes like education experience in lieu of personal information.
It is a prevalent pattern to ask job seekers
some
personal
questions such as their marital status and nationalities during interview. Despite the supporters of this implementation, I believe that it is
usually
irrelevant and
mostly
unfair for
many
candidates.
On the one hand,
some
personal
info might be useful to gauge.
For instance
, hobbies can be
good
for soft
skill
assessment which can play a key role in recruiting. These soft
skills
let
recruiters foresee the potential of prospective employees. As an example,
people
who like playing in team sports such as volleyball
mostly
tend to work as a team, and these
people
can boost their team’s performance.
On the other hand
, most of the
personal
intelligence, such as candidates’ age, gender, and ethnicity are not related to profession descriptions. This type of information
mostly
generates biases of
people
who are seeking for a position, and this information results in unfair selections. There are
many concrete evidence
of that kind of selections generate a disadvantage on
some
groups like women and immigrants. The University of Toronto, which demonstrated that
personal
knowledge is real obstructions for job seekers, and
especially
, candidates’ nationalities and genders play a key role in the hiring process. The study illustrated that candidates who are male and have a Caucasian name have more chances to
be hired
.
In conclusion
, the drawbacks that arise from
enquiring
personal
questions overweight its benefits. In my opinion, employers should focus on solid outcomes like education experience in lieu of
personal
information.