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The contentious argument that whether organizations can solicit personal information from job seekers in an employment application has sparked a heated debate among many.

The contentious argument that whether organizations can solicit personal information from job seekers in an employment application has sparked a heated debate among many. PBEE

The contentious argument that whether organizations can solicit personal information from job seekers in an employment application has sparked a heated debate among many. In this essay, I will illustrate the merits and demerits of such practice by employers and then provide my own opinion. On the one hand, there are benefits to organizations in acquiring information about a prospective employee, including his hobbies, marital status, et cetera. The primary advantage is that the multinational corporations can gauge whether an applicant is a best-fit or not for a vacancy by asking for his or her personal data. For instance, a position that requires travelling frequently to various metropolitan cities in the world will not be a good-fit for married people because of their marital commitment. In addition, an organization can increase its employee retention rate by enquiring about a potential hire’s hobbies and interests. For example, a financial analyst who is fond of latest gadgets would be excited to work for a high tech corporation rather than another applicant who despises an advanced device. On the other hand, there are some cons in employers seeking personal information from job applicants. First of all, an organization may inadvertently drive away the best qualified candidate who has privacy concerns by asking for one’s hobbies, interests, marital status, et cetera. Moreover, some employers may resort to discriminatory practices by selecting potential hires based on their personal preferences. For instance, an interviewer who despises a game of cricket may overlook an applicant whose passion is to play with a bat and ball. Having considered a range of arguments, I firmly believe that the merits of an organization seeking personal information from job candidates outweigh the drawbacks; employers can match applicants to the vacancies and increase employee retention rates.

The contentious argument that whether You use this word too often, consider replacing it withmanagementgroupinginstitutionsystem
organizations
 can solicit You use this word too often, consider replacing it withsecretintimatespecialparticular
personal
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information
 from job seekers in an employment application has sparked a heated debate among This phrase/word is too simple and can be replaced with:a plethora ofa number ofnumerous
many
. In this essay, I will illustrate the merits and demerits of such practice by You use this word too often, consider replacing it withfirmmanagementcorporationcompanyexecutiveboss
employers
 and then provide my This phrase/word (depending on the context) can be potentially replaced with :possess
own
 opinion.

On the one hand, there are benefits to You use this word too often, consider replacing it withmanagementgroupinginstitutionsystem
organizations
 in acquiring You use this word too often, consider replacing it withinstructionwordknowledgeintelligenceadvicematerial
information
 about a prospective employee, including his hobbies, marital status, Possible spelling mistake found.etcetera
et cetera
. The primary advantage is that the multinational corporations can gauge whether an You use this word too often, consider replacing it withseekeraspirantcandidateclaimant
applicant
 is a best-fit or not for a vacancy by asking for This phrase/word is too simple and can be replaced with:their
his or her
You use this word too often, consider replacing it withsecretintimatespecialparticular
personal
 data. For instance
, a position that requires travelling frequently
 to various metropolitan cities in the world will not be a This phrase/word (depending on the context) can be potentially replaced with :beneficialproduct
good
-fit for married This phrase/word (depending on the context) can be potentially replaced with :individualsnationsociety
people
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
 of their marital commitment. In addition
, an You use this word too often, consider replacing it withmanagementgroupinginstitutionsystem
organization
 can increase its employee retention rate by Possible spelling mistake. 'enquiring' is British English.inquiring
enquiring
 about a potential hire’s hobbies and interests. For example
, a financial analyst You use this word too often, consider replacing it withwhich
who
 is fond of A determiner is probably missing here: "the latest".the latest
latest
 gadgets would be excited
 to work for a high tech corporation rather
 than another You use this word too often, consider replacing it withseekeraspirantcandidateclaimant
applicant
You use this word too often, consider replacing it withwhich
who
 despises an advanced device.

On the other hand
, there are This phrase/word is too simple and can be replaced with:a number of
some
 cons in You use this word too often, consider replacing it withfirmmanagementcorporationcompanyexecutiveboss
employers
 seeking You use this word too often, consider replacing it withsecretintimatespecialparticular
personal
You use this word too often, consider replacing it withinstructionwordknowledgeintelligenceadvicematerial
information
 from job You use this word too often, consider replacing it withseekeraspirantcandidateclaimant
applicants
. This phrase is redundant. Consider using "first".First
First of all
, an You use this word too often, consider replacing it withmanagementgroupinginstitutionsystem
organization
 may inadvertently
 drive away the best qualified candidate You use this word too often, consider replacing it withwhich
who
 has privacy concerns by asking for one’s hobbies, interests, marital status, Possible spelling mistake found.etcetera
et cetera
. Moreover
, This phrase/word is too simple and can be replaced with:a number of
some
You use this word too often, consider replacing it withfirmmanagementcorporationcompanyexecutiveboss
employers
 may resort to discriminatory practices by selecting potential hires based on their You use this word too often, consider replacing it withsecretintimatespecialparticular
personal
 preferences. For instance
, an interviewer You use this word too often, consider replacing it withwhich
who
 despises a game of cricket may overlook an You use this word too often, consider replacing it withseekeraspirantcandidateclaimant
applicant
 whose passion is to play with a bat and ball.

Having considered a range of arguments, I firmly
 believe that the merits of an You use this word too often, consider replacing it withmanagementgroupinginstitutionsystem
organization
 seeking You use this word too often, consider replacing it withsecretintimatespecialparticular
personal
You use this word too often, consider replacing it withinstructionwordknowledgeintelligenceadvicematerial
information
 from job candidates outweigh the drawbacks; You use this word too often, consider replacing it withfirmmanagementcorporationcompanyexecutiveboss
employers
 can match You use this word too often, consider replacing it withseekeraspirantcandidateclaimant
applicants
 to the vacancies and increase employee retention rates. 