Many companies have a holistic way of selecting employees. Some of them do ask for personal information like marital status or other interests like hobbies. Many people believe that collecting
this
data can be useful for the company, Linking Words
while
many others find Linking Words
this
process irrelevant. In Linking Words
this
essay, we will discuss both these views in the following paragraphs.
On one hand, many institutions use candidates’ personal information to identify well-rounded employees. Linking Words
Although
Linking Words
,
there may be many job seekers who meet the technical requirements, companies Punctuation problem
apply
also
assess whether the candidates can adapt to the company’s culture.Linking Words
Additionally
, an applicant’s marital status may indicate long-term commitment to a job, particularly in roles that require relocation or extended travel. In Linking Words
this
view, personal details contribute to better hiring decisions and a stronger workplace culture.
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On the other hand
, many people believe that personal questions are unnecessary and even discriminatory. Marital status or unrelated hobbies have Linking Words
a
little to do with an individual's ability to perform job-related tasks. In some cases, employers may take biased decisions to favour some candidates in the selection process. Correct article usage
apply
For instance
,they might hire unmarried employees who can work for long hours. Linking Words
Therefore
, critics argue that hiring should be based purely on skills and experience.
In conclusion, Linking Words
although
personal information may help employers to evaluate the applicants better, it can Linking Words
also
lead to biased and irrelevant judgments. I believeLinking Words
,
a fair recruitment process should typically focus on professional merit, and personal questions should only be asked when directly relevant to the job role.Punctuation problem
apply