Employers sometimes ask people applying for jobs for personal information, such as their personal information

Employers sometimes ask people applying for jobs for personal information, such as their personal information, such as their hobbies and interests, and whether they are married or single. Some people say that this information may be relevant and useful. Others disagree. Discuss both views and give your opinion hay nhất giúp bạn có thêm tài liệu tham khảo để viết bài luận bằng Tiếng Anh hay hơn.

Employers sometimes ask people applying for jobs for personal information, such as their personal information

Đề bài: Employers sometimes ask people applying for jobs for personal information, such as their personal information, such as their hobbies and interests, and whether they are married or single. Some people say that this information may be relevant and useful. Others disagree. Discuss both views and give your opinion

Employers sometimes ask people applying for jobs for personal information, such as their personal information - mẫu 1

Nowadays finding appropriate job vacancies to apply for is really hard. Some employers ask candidates for their personal information such as their relations, hobbies, and interests. Some people agree that this kind of information is necessary, and the other side believes that asking for this information is against human privacy. I somehow agree with the former one.

Some employers try to find personal information such as hobbies and interests from the candidate in different ways. Based on their policy and company’s roles they should know the usual personal information about their employees. For instance, the usual questions in every job offering session such as marriage, the number of children, and their family nationality are the most important questions in every job offering session. As an illustration, if a company knows how many families with their children are related to their monthly payment. They can help them more. So based on the cons of personal information, it is necessary for employers to know their employees more.

On the other side of the outlook of the proponents of asking for personal information in job offering sessions, there are so many proponents who believe that asking questions such as personal hobbies is against human rights and personal privacy. For example, personal information such as religion which is not relevant to the job is not necessary. Also asking these kinds of questions does not make sense. Based on the proponent approach, employers must take into account all employees have their human rights and should be respected.

In conclusion, based on opponents' and proponents' views, it is necessary to come up with a role for all employers to ask for some usual information which is important for their companies.

Employers sometimes ask people applying for jobs for personal information, such as their personal information - mẫu 2

Submitting job applications and following through with subsequent interviews are essential to landing a job, especially in the competitive society we are in. Occasionally, companies tend to inquire about a candidate’s private information. I personally find it appropriate to do so as it could be advantageous to both parties. However, the following essay will explore different opinions regarding this enquiry.

Many individuals claim that there are advantages to companies getting to know their workers on a personal note. For example, knowing an employee’s family status, such as having a spouse and kids, may enable an employer to offer incentives, such as a family health insurance plan, in order to attract the desired candidate. In addition, they may organize team bonding events focusing on their employee's fields of interest or hobbies. Undoubtedly, I agree with this. Extra incentives would improve an employee's overall satisfaction with their job.

Others, however, might argue that this is an invasion of privacy. Some individuals could be uncomfortable with sharing sensitive information with their boss. This may be due to several reasons, such as a fear of judgment from their respective company. For example, individuals with complicated family situations tend to be weary that an employer would assume that they would not be efficient at their assigned roles. Reservations about sharing private details of one's life are understandable; therefore, companies should handle sensitive information with care and without judgment.

To conclude, the above essay discussed how enquiring about a worker’s personal data could be advantageous to the said worker, such as being offered additional incentives. Furthermore, opposing views, including reservations regarding mixing work and personal life together, were also explored. Nevertheless, I find disclosing private details to be a positive development.

Employers sometimes ask people applying for jobs for personal information, such as their personal information - mẫu 3

People have contradictory views about whether companies should ask job seekers for their private information. While asking for that is sometimes sensitive, I believe it is necessary for both interviewers and interviewees.

On the one hand, it is accepted that a recruiter asking for private details has some negative effects. Firstly, many people like to keep their personal information secret, just simply because they do not feel comfortable giving it out, and they do not like catching others’ attention. Secondly, some inside stories are so delicate that candidates are reluctant to mention them in their curriculum vitae. Finally, providing that may be the main reason that a candidate loses their work opportunities. For example, some employers still discriminate against job seekers from LGBT groups, and they often eliminate those CVs from their candidate pool.

On the other hand, personal information is essential for some reasons. It helps employers find the right person for their jobs, as some positions require specific interests and hobbies, and this can save time for both recruiters and applicants at the very first stage of job seeking. For example, if you want to apply for the position of sales manager but you state in your CV that you have car sickness, you will not be an ideal person for that post. In addition, work-life balance is one of the most important things for employee retention, and thus the more detailed records the more easily the employers allocate the responsibilities to the employees. I used to work in the HR department, and I found a CV with detailed personal news impressive.

In conclusion, I would argue that the advantages of providing personal details when submitting a CV do outweigh the disadvantages.

Employers sometimes ask people applying for jobs for personal information, such as their personal information - mẫu 4

At certain times while applying for a job, people are asked to give details on private information like their marital status, hobbies, and things that interest them. The importance of requesting details such as this is often argued about, while some feel it is relevant, others feel otherwise. However, I feel that it is not useful, they should rather focus on the skills and level of education of an applicant.

To begin with, personal information about a job seeker is usually required by companies for data-keeping purposes. It might prove useful when collecting data to know which gender searches for a job more. In addition, such information is required when a job institution wants to be a part of their employee's life. For example, A friend of mine who works at the Federal Medical Centre Owerri receives birthday messages and allowances on her birthday from her company.

On the other hand, a company should focus more on the skills of individuals. The ability to do the work is what should really matter because that is what would contribute to the growth of any organization. Additionally, they should also check if the person has the required educational background and job experience to support the position he/she is aiming at. To illustrate further, to work in a bank, one should possess experience in banking or sales and have an academic background in either accounting, banking and finance or Economics.

In summary, it is required that applicants sometimes submit their personal details such as hobbies. However, I strongly feel that those are irrelevant, companies should focus more on traits that will improve the financial and social standing of their organization.

Employers sometimes ask people applying for jobs for personal information, such as their personal information - mẫu 5

People have to pass the interview stage to become accepted as employees in a company. This stage is important because employers have to know more about their staff before employing them. Interviewers have their own different ways to know the participants better, for example questioning them, asking them to solve problems, discussing one topic, etc. The controversy of this stage is that sometimes the interviewer asks for the person's detailed information. For instance, folks often ask the same question: "Is that info relevant to their tasks in the future?"

To answer this question, we have to see it from the employer's perspective first. Firstly, the board has the right to know more about the employee, such as hometown and marital status data. This right is not about how they judge you that status would affect your task in the future, but it is solely about the salary issues. However, a single person will cost less than a married person, because married people have additional bonuses, such as a wife and child bonus, additional health insurance, etc. In big companies that require you to work onsite, they usually pay for your tickets back to your hometown.

Secondly, hobbies and interests’ information are sometimes required to know more about your enjoyment. Employees are not robots; they likely have time when they feel bored. When it comes, employers have to know more about how you tackle that boring feeling, it can be sleeping, reading comics, watching movies, playing games, etc. In addition, the boss needs to know this information material to decide whether you are suited for the company's environment or not. If you get the task to communicate with clients frequently, some companies have several criteria that must match to make the tasks possible by yourself.

To conclude these discussions, employees probably don't see this statement from the employer's point of view, so they feel that information is too much for the hiring committee. But, in my opinion, as employees and executives, we have to believe that our recruiters use our personal information in the right ways. That means they will give the credential information to the right positions only.

Employers sometimes ask people applying for jobs for personal information, such as their personal information - mẫu 6

In spite of the fact that requesting for an employee's confidential details can be an infringement of rights, it is also very crucial to get these details from job seekers. However, I will be extensively discussing both sides as well as giving my own views with relevant examples.

Firstly, there are people who believe that asking for their secret affairs before giving them a job should be erased because it means taking advantage of their lack of a job. For instance, a lady who has decided to keep her marital status a secret might frown at the opinion that the employer wants to use her unemployment status as a means of getting into her private life. This is going to be very discouraging. Again, they are of the opinion that confidentiality should be paramount because an individual's personal life should be respected. For example, just yesterday, a woman was lamenting on social media about how someone broadcasted her social life. She reported that it was only an employer that knew about that and insisted that the organization was careless.

Conversely, it could help in ascertaining if individuals meet the company's requirements, hence, if they can be taken for a job or not. Let's take, for instance, a production company that needs a person's full attention and would not employ anyone who is married due to the fact that marriage might pose a big distraction. In this case, getting full information would be a great step to achieve this aim. Next, some organizations would want to allocate their workers to a department that fits their capability. For example, if someone likes to care for children, he or she can be sent to a children’s ward to work. This can enable one to perform any task with excitement and produce excellent results. Finally, being married might cause a big drawback to a place of production when a female worker becomes pregnant or constantly requesting maternity leave. Consequently, there might be no available worker to temporarily fit into the position. This could lead to a breach of task.

In summary, I think that asking for private details such as people's likes and relationship status is mandatory as it would help in the growth of an organization.

Employers sometimes ask people applying for jobs for personal information, such as their personal information - mẫu 7

Interviewers sometimes ask personal questions like their daily routine, interest and marital status. A group of people believe it is crucial information and others think the opposite. I will discuss both views and will give my opinion.

Some masses believe that this statement is true because it helps employers to decide the best suitable position, time and team for a particular employee. In other words, personal information reveals a brief personality, which further helps companies in making the best decision for both. For example, A critical job like social services does not prefer to hire one who does not have an interest in working for others.

On the other hand, who believes that personal information is not relevant to ask during job interviews because work and personal experience are enough to finalise a decision? To elaborate, a candidate's achievements and past jobs are the best inquiries to ask during the hiring process. As we know, A company seeks the best worker and it could be only possible by personal talents, which they could utilise for their own growth. For instance, an entertainment-based job like acting, and looks for talented people, who are not interested in their personal lives.

In conclusion, I would say, it is not best to ask about any hobbies, likings and marital status as jobs are significant for people and personal information and activities are for the purpose of leisure time at home. There should be the same criteria for every job and only approved questions should be asked, it should be monitored under supervision, so no rules be broken.

Employers sometimes ask people applying for jobs for personal information, such as their personal information - mẫu 8

Some are of the opinion that candidates who apply to a certain job position should render their personal information, including their hobbies, interests and marriage, to recruiting companies while other advocators possess the opposite trend. In the following paragraphs, I will cover the views by analyzing both sides with relevant demonstrations and portray my own viewpoint.

To commence with, it can be commonly seen that numerous employers require job seekers to demonstrate their personal preference or even their marital status. It might serve as a way of seeking individuals who fascinate the same things to work effectively in a team and exert themselves to attain the overall goals. For those who have utterly different tastes, it would be tough sometimes to achieve perfect teamwork which plays an integral role in the development of any enterprise. For instance, a newly established company about Gaming with numerous staff who are keen on playing games has a tendency to select candidates who considerably own similar preferences.

On the other hand, it is largely believed that individual information is deemed to be not relevant and useful. The more significant factors which are encouraged to portray include working experience and academic certifications. These features have created opportunities for recruiters to gain general judgement about people applying for jobs and consider whether they can work efficiently and boost the company's productivity. For example, when an English Teaching centre recruits full-time English teachers, employers plainly pay attention to applicants' experiences and relevant certifications, such as IELTS or TOEIC.

In conclusion, I strongly believe that employers would rather place great emphasis on analyzing the working experience and academic certifications to employ potential employees than focusing on the personal information of job seekers.

Employers sometimes ask people applying for jobs for personal information, such as their personal information - mẫu 9

Personal information such as what people do in their free time or whether they are in a relationship or not. Sometimes asked by employers which caused an argument about this trend, some masses believe that it should not be asked, and some folks disagree. If it does not provide discrimination, I agree with the statement. In other words, I believe that could help find how one fits into a job position.

First of all, why employers might ask about the hobbies and interests of applicants? I would like to mention that sometimes there are lots of applicants which have all the job requirements, thus employers have to select the best one among them, using personal information. For instance, when a construction company wants to employ some simple workers without any special skills, they should know about their hobbies like which of them do some sports because being robust can be one of the factors which will affect the workers' performance.

Moreover, employers might ask about marital status which could have logical reasons. For example, In Iran male teachers who are single are not allowed to teach in female high schools. Thus, a school principal who wants to add a new male member to his staff team has to ask about it. However, famous manufacturers asking about being single or married is prohibited and they have just paid attention to the individual's qualification for the position.

In conclusion, it is clear that sometimes employers ask about personal backgrounds. While I emphasize that asking these kinds of questions must have logical reasons, to some extent I agree with the statement because it can lead to finding the right person.

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