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Employers sometimes ask people applying for jobs for personal information may be relevant and useful. Others disagree Discuss both views and give you opinion

Employers sometimes ask people applying for jobs for personal information may be relevant and useful. Others disagree Discuss both views and give you opinion xm5eb
It has been a matter of debate whether hiring organizations should solicit an individual’s information such as their marital status, how they spend their leisure time etcetera. This essay will illustrate both views and my strong belief that in such development consequences overwhelm the benefits because seeking personal information from a potential candidate can to biased behaviour during his employment. On the one hand, a question that intrigues me, how it is appropriate for a company to gather prospective employee’s data pertaining to their hobbies, marital status etc? The one reason, I could think of is that, not only the employer can gauge whether the particular job seeker is a best- fit to the desired profile, but also it will help them to retain the employees if candidates are provided with the job roles, they are interested in. For example, a job position requiring the incumbent to travel frequently across various countries, will not be suitable for a married person due to his family commitments. Though such conditions may give an extra edge to the employer, this can result in privacy breaches and biased behaviour towards concerned employees. Having said that, I strongly opine that requesting personal data during hiring periods could lead to prejudice biasness which can result in losing a qualified candidate. In other words, such discriminatory practices can result in employee dissatisfaction once they are onboarded. As per my corporate experience, employees who are singles or bachelors are handed over plentiful opportunities to showcase their skills than those who have family commitments. Such treatment gives rises to frustration among peers. On top of it, collating private information brings the risk of privacy breaches, ultimately paving the path for the conflicting environments at the workplace. Hence it is evident that, asking for personal details during recruiting new job seekers is not a good practice. Having considered the range of argument, I firmly believe, though sometimes personal information may help recruiters in scrutinizing the best candidate for a job role, however, such practices give rise to discriminatory behaviour and issues of privacy leakage, resulting in the unhealthy company work environment
It has been a matter of debate whether hiring organizations should solicit an individual’s
You use this word too often, consider replacing it with
information
such as their marital status, how they spend their leisure time etcetera. This essay will illustrate both views and my strong belief that in such development consequences overwhelm the benefits
This phrase/word is too simple and can be replaced with:
because
seeking
You use this word too often, consider replacing it with
personal
You use this word too often, consider replacing it with
information
from a potential
You use this word too often, consider replacing it with
candidate
can to biased
Possible spelling mistake. 'behaviour' is British English.
behaviour
during his employment.

On the one hand, a question that intrigues me, how it is appropriate for a
This phrase/word (depending on the context) can be potentially replaced with :
company
to gather prospective
You use this word too often, consider replacing it with
employee’s
data pertaining to their hobbies, marital status etc? The one reason, I could
This phrase/word (depending on the context) can be potentially replaced with :
think
of is that, not
This phrase/word (depending on the context) can be potentially replaced with :
only
the employer can gauge whether the particular
You use this word too often, consider replacing it with
job
seeker is
Use "the" with the superlative.
a
best- fit to the desired profile,
This phrase/word is too simple and can be replaced with:
but
also
it will
This phrase/word (depending on the context) can be potentially replaced with :
help
them to retain the
You use this word too often, consider replacing it with
employees
if
You use this word too often, consider replacing it with
candidates
are provided
with the
You use this word too often, consider replacing it with
job
roles, they
are interested
in.
For example
, a
You use this word too often, consider replacing it with
job
position requiring the incumbent to travel
frequently
across various countries, will not be suitable for a married person due to his family commitments. Though such conditions may give an extra edge to the employer, this can result in privacy breaches and biased
Possible spelling mistake. 'behaviour' is British English.
behaviour
towards concerned employees.

Having said that, I
strongly
opine that requesting
You use this word too often, consider replacing it with
personal
data during hiring periods could lead to prejudice
Possible spelling mistake found.
biasness
which can result in losing a qualified
You use this word too often, consider replacing it with
candidate
.
In other words
, such discriminatory practices can result in
You use this word too often, consider replacing it with
employee
dissatisfaction once they
are onboarded
. As per my corporate experience,
You use this word too often, consider replacing it with
employees
who are singles or bachelors
are handed
over plentiful opportunities to showcase their
This phrase/word (depending on the context) can be potentially replaced with :
skills
than those who have family commitments. Such treatment gives rises to frustration among peers. On top of it, collating private
You use this word too often, consider replacing it with
information
brings the
This phrase/word (depending on the context) can be potentially replaced with :
risk
of privacy breaches,
ultimately
paving the path for the conflicting environments at the workplace.
Did you forget a comma after a conjunctive/linking adverb?
Hence
it is evident that, asking for
You use this word too often, consider replacing it with
personal
This phrase/word (depending on the context) can be potentially replaced with :
details
during recruiting new
You use this word too often, consider replacing it with
job
seekers is not a
This phrase/word (depending on the context) can be potentially replaced with :
good
practice.

Having considered the range of argument, I
firmly
believe, though
This phrase/word (depending on the context) can be potentially replaced with :
sometimes
You use this word too often, consider replacing it with
personal
You use this word too often, consider replacing it with
information
may
This phrase/word (depending on the context) can be potentially replaced with :
help
recruiters in scrutinizing the best
You use this word too often, consider replacing it with
candidate
for a
You use this word too often, consider replacing it with
job
role,
however
, such practices give rise to discriminatory
Possible spelling mistake. 'behaviour' is British English.
behaviour
and issues of privacy leakage, resulting in the unhealthy
This phrase/word (depending on the context) can be potentially replaced with :
company
work environment
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IELTS essay Employers sometimes ask people applying for jobs for personal information may be relevant and useful. Others disagree Discuss both views and give you opinion

Essay
  American English
4 paragraphs
350 words
8
Overall Band Score
Coherence and Cohesion: 8.0
  • Structure your answers in logical paragraphs
  • ?
    One main idea per paragraph
  • Include an introduction and conclusion
  • Support main points with an explanation and then an example
  • Use cohesive linking words accurately and appropriately
  • Vary your linking phrases using synonyms
Lexical Resource: 8.0
  • Try to vary your vocabulary using accurate synonyms
  • Use less common question specific words that accurately convey meaning
  • Check your work for spelling and word formation mistakes
Grammatical Range: 8.0
  • Use a variety of complex and simple sentences
  • Check your writing for errors
Task Achievement: 8.0
  • Answer all parts of the question
  • ?
    Present relevant ideas
  • Fully explain these ideas
  • Support ideas with relevant, specific examples
Labels Descriptions
  • ?
    Currently is not available
  • Meet the criteria
  • Doesn't meet the criteria
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