IT IS TRUE THAT MANY COMPANIES ASK FOR SOME PERSONAL DATA REGARDING LEISURELY ACTIVITES, LIKE-DISLIKE AND EVEN MARIETAL STATUS OF CANDIDATES DURING THE PROCESS OF RECRUITMENT. ALTHOUGH FEW INDIVIDUALS CONSIDER THIS AS UNNECESSARY AND UNETHICAL, REMAING BELIEVE THESE INFORMATIONS ARE CRUCIAL AND MUST REQUIRED; ALSO, I FIRMLY ADVOCATE THE LATTER NOTION.
FOCUSSING ON THE NEGATIVE OPINIONS BY THE PEOPLE, THERE ARE A VARIETY OF CAUSES WHY THESE PERSONS ARE RELUCTANT TO DISCLOSE THEIR PERSONAL DETAILS. ONE OF THE KEY-REASONS IS THE FEAR OF BREACH IN PRIVACY. RESEARCH SUGGEST THAT MANY COMPANIES VULNERABLE TO CYBER ATTACK AS WELL AS THEY SELL CANDIDATES’ DATA DELIBERATELY. IN ADDITION TO THIS, ANOTHER FACTOR IS THE PREJUDICE MINDSET OF EMPLOYERS, MANY TIMES APPLICANTS GET JUDGE DUE TO THEIR HABITS, PERSONAL INCLINATIONS AND FOR MARRIED LIFE. FOR INSTANCE, EMPLYOERS AVOID TO HIRE A MARRIED LADY DUE TO THERE ARE CHANCES THAT SHE MIGHT TAKE A LONG MATERNITY LEAVE EVENTUALLY AVAILING SALARIES WITHOUT REALLY DOING ANY ACTIVE WORK.
ON THE OTHER HAND, THERE IS A MINDSET AMONG PEOPLE THAT CONSIDER THIS PRACTICE OF COLLECTING PERSONAL DATA IS APRROPRIATE AND BENEFICIARY. FIRSTLY, RECRUITED PEOPLE GOING TO BE AN INTEGRAL PART OF A COMPANY. THEREFORE, GATHERING ESSENTIAL PRILIMINARY DATA WILL ULTIMATELY HELP AN EMPLOYER TO ALLOT SUITABLE WORK TO A EMPLOYEE. TO EXEMPLIFY THIS, RECRUITER CAN GIVE A ROLE OF TEAM LEADER TO A CANDIDATE BY EVALUATING HIS/HER EXCELLANCE TO LEAD A TEAM IN PAST SPORT HOBBY PROFILE. BESIDES THIS, BY KNOWING MARIETAL STATUS AN EMPLOYER CAN SHOW SOME FLEXIBILITIES, WHEN IT COME TO GIVE LEAVES TO A PERSON DUE TO FAMILY PROBLEMS.
IN CONCLUSION, HOWEVER THERE ARE FEW DEMARITS SUCH AS PRIVACY AT RISK, I PERSONALLY SUPPORT THE VIEW OF ACQUIRING PERSONAL DATA IS ESSENTIAL AS IT CAN POTENTIALLY PROVIDE NOT ONLY A BETTER WORK ENVIRONMENT BUT ALSO FLEXIBILITY AT CONVENIENCE.