Employers sometimes ask people applying for jobs for 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 own opnion

These days, interviewers ask different questions from interviewees for their assessment; but what type of questions should be asked?. Some

employers

suggest that candidates should be asked about their leisure

activities

, their likes or their marital status; critics,

however

, criticize that

this

information is not so useful. I personally agree with the latter school of thought and in what follows , I am going to discuss both views before reaching a reasonable conclusion.

Firstly

,

employers

should consider the academic qualification and experience of the job applicants in the related field because

this

can help the

employers

to fully assess the

candidate

, whether he is suitable for the position or not. For ,that they could develop some scenario-based questions. ,

Otherwise

Add a comma

,Otherwise

show examples

there is no use to hire a

candidate

with insufficient knowledge.

for instance

, recent statistical data shows that by

this

criteria most the

employers

get their desired employees

Secondly

,

employers

can

also

consider the practical

skills

of the candidates as it is one of the crucial

skills

to be considered. Active listeners , good communicators and empathetic workers play a significant role in the company's progress.

Such

employees can interactively lead a project, resolve conflicts and could build stronger and more open relations not only with their co-workers but

also

with the company's business partners, stakeholders and contractors. Research in

this

area was conducted by oxford university, and it suggests that employees with social

skills

could perform better in the workplace Turning to another side of the argument, it is often believed that marital status or recreational

activities

could be useful information.

For instance

, by knowing about the interests or free time

activities

, the personality and behaviour of the

candidate

can be assessed.

Moreover

. the marital status could help the interviewers to decide whether they can consider the

candidate

to transfer to another remote branch of the company or not . Because it is often seen that married candidates might feel reluctant with transferring, as they have some family-related personal reasons. All things considered, I personally believed that the merits of considering social

skills

, educational background and work experience have more positive outcomes, and should be considered more than applicants' spare-time

activities

or interests