Firms sometimes request from people seeking for employments for private details. Although some people believe that such information may be necessary, other dispute this and argue that it is irrelevant. In this essay, I will discuss both these views and explain my support for the latter view.
On the one hand, those who believe that such demands is important might argue that it will enable the company to select from the pool those whom they think is best fit for the role. An organization will not want to employ people with a history of negligence. For instance, The New York Times recently reported that 90% of recruiters who demanded for confidential information from prospective job seekers were successful in recruiting the best for the position compared to those who did not. Nevertheless, if those recruited had not succeeded in the role, demanding for such details will thus be irrelevant.
On the other hand, I would argue that asking for such details is irrelevant. This is not a yardstick on how well prospective applicant will perform on the task. For example, The Sunday Times recently reported that 97% of job seekers who did not provide their personal information before they got employed performed extremely well on the role compared to those who had submitted their details. Notwithstanding, if they hand not performed better, demanding for such information would have become necessary.
In conclusion, although some people believe that requesting for private details is very essential as it enable the organization to recruit the best, I strongly believe that such request is not necessary as it has no impact on work performance.
Firms
sometimes
request from
people
seeking for employments for private
details
. Although
some
people
believe
that such
information
may be necessary, other dispute this and argue that it is irrelevant. In this essay, I will discuss both these views and
explain
my support for the latter view.
On the one hand, those
who
believe
that such demands is
important
might argue that it will enable the
company
to select from the pool those whom they
think
is best fit for the role. An organization will not want to employ
people
with a history of negligence.
For instance
, The New York Times recently reported that 90% of recruiters
who
demanded for confidential
information
from prospective job seekers were successful in recruiting the best for the position compared to those
who
did not.
Nevertheless
, if those recruited had not succeeded in the role, demanding for such
details
will
thus
be irrelevant.
On the other hand
, I would argue that asking for such
details
is irrelevant. This is not a yardstick on how well prospective applicant will perform on the task.
For example
, The Sunday Times recently reported that 97% of job seekers
who
did not provide their personal
information
before
they
got
employed performed
extremely
well on the role compared to those
who
had submitted their
details
. Notwithstanding, if they hand not performed better, demanding for such
information
would have become necessary.
In conclusion
, although
some
people
believe
that requesting for private
details
is
very
essential as it
enable
the organization to recruit the best, I
strongly
believe
that such request is not necessary as it has no impact on work performance.