Employers Sometimes Ask People Applying For Jobs For Personal Information IELTS Writing Task 2

Despite the fact that it is deemed casual, people frequently ask for personal information to better understand the personalities of potential employees. However, doing so violates some privacy rights that workers shouldn't have been allowed to breach. In order to get a better understanding of the psychology of the candidates they select, very few businesses ask employees about their personal lives. Recruiting upbeat, like-minded people aids in preventing conflicts. And it also cultivates fruitful relationships in an environment where everyone gets along and there is a welcoming atmosphere at work. Apple, for instance, is a prime illustration of this; they employ people who are upbeat and who once had hope. If they inquire about your personal life, only then do they come out. On the other hand, some individuals think that these questions are pointless. Since they don't assist them, they come to a conclusion about whether or not they are selecting a candidate who is qualified for the position. This seems to be the major justification offered by those who believe that asking such questions is a waste of time. As an illustration, Human organisations from the EU have noted that more than 13% of problematic managers abuse this kind of information after they are hired. In conclusion, inquiries made by the HR department during the hiring process can result in a divided decision. Especially when it comes to learning about an applicant's interests and interpersonal relationships. Although having happy employees gives them a lift, it also makes the employees feel as though their privacy has been violated.

So on the other hand, some employees may feel uncomfortable sharing so much of their personal details with their hirer. At the same time, it may create some biases or prejudices against the potential employee. For instance, a particular candidate may have great skills and qualifications that are perfectly suited for the job. But since they may have a few personal background details, such as a history of drug abuse. The employer may feel some hindrances to hire them and ultimately end up hiring someone who is not as well fitted for that job. At the same time, some companies may have more than thousands of employees working under them.
Storing so much personal information about each of the employees in the organisation may lead to a lot of useless wastage of storage space for the company. This may also be a big danger to the privacy of the employees of the organisation. As it becomes rather easy for the wrong people to get their hands on the personal information of the employees and utilise it for their own benefits. And there is a constant risk of their private details getting exposed to the wrong people may make the employees feel uncomfortable and uneasy at their workplace. So I believe that as long as the information is relevant and necessary for the firm to have, employers may ask for a few personal details of their employees. But they must make sure that these personal details are safe with them.

The very first point that comes to mind is way too many personal details. I believe that a job interview should always stay at a professional level, and the candidate should not have to reveal personal details about themselves. Especially the details that are irrelevant to the job position that I am applying for. This helps in keeping the relationship of employer and employee quite effective as well as formal enough to ensure comfort of the employees. For instance, if the interviewer wants to know whether I have reliable transport, a simple yes or no should do. I should not have to give a history of all the vehicles that I have possessed to date. At times a candidate may share a few personal details trying to appear more personable and likeable to the interviewer. But according to my beliefs, it only makes the process heftier and the candidate might end up telling extra details that strikes the wrong note of the employer. While it is possible for the candidates during an interview to answer every question asked with clarity and honesty. Too much detailed personal information neither should be asked by the interviewer or said by the employees. At the same time, a few personal details, such as the marital status of the employee may work in creating biases and a base of discrimination against the employee. For instance, if a candidate has a toddler at their home and mentions it, the employer may think that they might not be fit for the job.