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 these views and give your own opinion.

In today's job application

process

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, it has become common for

employers

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to request personal

information

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from candidates,

such

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as their hobbies, interests, and marital status.

While

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some individuals argue that

this

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information

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holds relevance and usefulness, others, including myself, believe that it adds little value to both employees and

employers

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. Supporters of providing personal

information

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argue that certain data are necessary for the human resource department to tailor employee benefits effectively.

For instance

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, in some countries, married individuals with children are entitled to additional days off compared to their single counterparts.

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, many companies offer wellness programs designed to enhance employee well-being. By considering employees' interests and hobbies, organizations can allocate them to suitable programs.

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, one's hobbies and interests can sometimes provide insights into their work attitude and behaviour, aiding in the assessment of their compatibility with the company's culture.

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, there are more critical factors that should be prioritized during the hiring

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. The applicant's relevant experience and academic

qualifications

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are paramount in determining their potential performance in the new role. Candidates with the necessary

qualifications

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are more likely to adapt well to the new work environment and effectively tackle the challenges associated with the position.

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,

employers

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can minimize costs related to retraining and rehiring.

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, requesting marital status during the interview stage can be detrimental to potential candidates, as some

employers

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discriminate against married individuals, assuming that single employees can dedicate more time to their work.

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, soliciting

such

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personal

information

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before confirming employment can be perceived as an unethical practice.

To conclude

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,

while

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information

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such

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as experience and

qualifications

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remain relevant and crucial for the employment

process

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, other personal data holds limited usefulness and should only be requested once the candidate is hired, primarily for the provision of HR benefits. By focusing on the essential aspects of an applicant's

qualifications

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and experience,

employers

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can ensure a fair and objective selection

process

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while

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avoiding potential biases