The contentious argument that whether organizations can solicit personal
from job seekers in an employment application has sparked a heated debate among many. In
essay, I will illustrate the merits and demerits of
practice by employers and
provide my own opinion.
On the one hand, there are benefits to organizations in acquiring
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.
, a position that requires
frequently to various metropolitan cities in the world will not be a good-fit for married people because of their marital commitment.
, an organization can increase its employee retention rate by enquiring about a potential hire_s
, 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.
, there are some cons in employers seeking personal
from job applicants.
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.
, some employers may resort to discriminatory practices by selecting potential hires based on their personal preferences.
, 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
from job candidates outweigh the drawbacks; employers can match applicants to the vacancies and increase employee retention rates.
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