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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 withinstructionwordknowledgeintelligenceadvicematerial
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:due to the factin light of the fact thatowing to the fact that
because
 seeking You use this word too often, consider replacing it withsecretintimatespecialparticular
personal
You use this word too often, consider replacing it withinstructionwordknowledgeintelligenceadvicematerial
information
 from a potential You use this word too often, consider replacing it withapplicantcompetitornomineecontendercontestantaspirant
candidate
 can to biased Possible spelling mistake. 'behaviour' is British English.behavior
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 :enterprisecorporation
company
 to gather prospective You use this word too often, consider replacing it withmemberlaborerclerkworkeragentrepresentative
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 :reckonassumebelieveconsider
think
 of is that, not This phrase/word (depending on the context) can be potentially replaced with :exclusively
only
 the employer can gauge whether the particular You use this word too often, consider replacing it withtaskappointmentofficebusinesscareerassignment
job
 seeker is Use "the" with the superlative.the
a
 best- fit to the desired profile, This phrase/word is too simple and can be replaced with:on the contrary
but
also
 it will This phrase/word (depending on the context) can be potentially replaced with :assistassistance
help
 them to retain the You use this word too often, consider replacing it withmemberlaborerclerkworkeragentrepresentative
employees
 if You use this word too often, consider replacing it withapplicantcompetitornomineecontendercontestantaspirant
candidates
are provided
 with the You use this word too often, consider replacing it withtaskappointmentofficebusinesscareerassignment
job
 roles, they are interested
 in. For example
, a You use this word too often, consider replacing it withtaskappointmentofficebusinesscareerassignment
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.behavior
behaviour
 towards concerned employees.

Having said that, I strongly
 opine that requesting You use this word too often, consider replacing it withsecretintimatespecialparticular
personal
 data during hiring periods could lead to prejudice Possible spelling mistake found.biasesbadnessbasenessbignessbrashness
biasness
 which can result in losing a qualified You use this word too often, consider replacing it withapplicantcompetitornomineecontendercontestantaspirant
candidate
. In other words
, such discriminatory practices can result in You use this word too often, consider replacing it withmemberlaborerclerkworkeragentrepresentative
employee
 dissatisfaction once they are onboarded
. As per my corporate experience, You use this word too often, consider replacing it withmemberlaborerclerkworkeragentrepresentative
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 :proficiencies
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 withinstructionwordknowledgeintelligenceadvicematerial
information
 brings the This phrase/word (depending on the context) can be potentially replaced with :hazarddanger
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,
Hence
 it is evident that, asking for You use this word too often, consider replacing it withsecretintimatespecialparticular
personal
This phrase/word (depending on the context) can be potentially replaced with :particulars
details
 during recruiting new You use this word too often, consider replacing it withtaskappointmentofficebusinesscareerassignment
job
 seekers is not a This phrase/word (depending on the context) can be potentially replaced with :beneficialproduct
good
 practice.

Having considered the range of argument, I firmly
 believe, though This phrase/word (depending on the context) can be potentially replaced with :in some instances
sometimes
You use this word too often, consider replacing it withsecretintimatespecialparticular
personal
You use this word too often, consider replacing it withinstructionwordknowledgeintelligenceadvicematerial
information
 may This phrase/word (depending on the context) can be potentially replaced with :assistassistance
help
 recruiters in scrutinizing the best You use this word too often, consider replacing it withapplicantcompetitornomineecontendercontestantaspirant
candidate
 for a You use this word too often, consider replacing it withtaskappointmentofficebusinesscareerassignment
job
 role, however
, such practices give rise to discriminatory Possible spelling mistake. 'behaviour' is British English.behavior
behaviour
 and issues of privacy leakage, resulting in the unhealthy This phrase/word (depending on the context) can be potentially replaced with :enterprisecorporation
company
 work environment