Job interviews involve various interviewing dimensions to choose among the prospective candidates. While some believe that interviews should not involve asking personal details of the interviewees, I believe that such information proves to be of great help in hiring the most appropriate applicant.
Those who advocate that the private details of people should not be asked at the interviews might argue that such information becomes the basis of bias in hiring of the employees. Selecting employees considering their race, family and gender is an accepted dilemma. For instance, that is the reason that some countries have imposed legislations on the hiring of employees on the basis of caste, creed, social group or sexual category. Education, experience and the relevant professional skills are accepted as the ultimate requirements to appoint the most suitable candidate for a vacancy.
Contrary to this, in my opinion, asking personal information from the interviewees aids in the selection process. To illustrate, a person who loves to paint as a hobby will be suitable for the post of creative graphic designer. Similarly, a married woman with children will not be suitable for a task demanding travelling or long working hours. A manager might miss out a better candidate for a particular position, if questions related to the private details of the interviewee are totally avoided.
In conclusion, the people who do not favour asking personal facts in employment interviews might consider it to be a reason of prejudice in the employee selection. However, in my opinion the benefits overshadows the risks involved. In addition to the formal profile, details about a person’s marital status, past times and interests allows the interviewer to better match a candidate to a particular job description.
Job
interviews
involve various interviewing dimensions to choose among the prospective
candidates
. While
some
believe that
interviews
should not involve asking personal
details
of the interviewees, I believe that such information proves to be of great
help
in hiring the most appropriate applicant.
Those who advocate that the private
details
of
people
should not
be asked
at the
interviews
might argue that such information becomes the basis of bias in hiring of the
employees
. Selecting
employees
considering their race, family and gender is an
accepted
dilemma.
For instance
,
that is
the reason that
some
countries have imposed
legislations on
the hiring of
employees
on the basis of caste, creed, social group or sexual category. Education, experience and the relevant professional
skills
are
accepted
as the ultimate requirements to appoint the most suitable
candidate
for a vacancy.
Contrary to this, in my opinion, asking personal information from the interviewees aids in the selection process. To illustrate, a person who
loves
to paint as a hobby will be suitable for the post of creative graphic designer.
Similarly
, a married woman with children will not be suitable for a task demanding travelling or long working hours. A manager might miss out a better
candidate
for a particular position, if questions related to the private
details
of the interviewee are
totally
avoided.
In conclusion
, the
people
who do not
favour
asking personal facts in employment
interviews
might consider it to be a reason of prejudice in the
employee
selection.
However
, in my opinion the benefits overshadows the
risks
involved.
In addition
to the formal profile,
details
about a person’s marital status, past times and interests
allows
the interviewer to better match a
candidate
to a particular job description.