Buy an essay: Business Ethics, Informational Privacy

The recruitment process often involves questions, which employers should not ask. In this regard, I can refer to my personal experience. When I was interviewed, before my employment in the company I am currently working in, I was asked several questions about my past experience. Basically, my new employees were interested in my professional experience but, what was more, they were also interested in reasons why I decided to change my workplace and how I worked in other companies. I believe that my new employers should not ask me such questions because they refer to my work in other companies and this information should not be available to third parties. In fact, these relations concern me and my employer solely. Nevertheless, in the course of the interview my new employers asked me these questions.
In actuality, such practices are widely-spread but they are quite questionable from the ethical point of view. In fact, employers should not look for information which refers to other companies and their relationships with their employees. The revelation of this information may be harmful for companies concerned because their internal policies and human resource management is their internal affair, while other companies should not interfere into this process or receive detailed information about it.
In this regard, employers should develop a code of conduct, which regulates their recruitment and employment procedures because, normally, companies prefer to keep their original management strategies in secret. The revelation of internal policies of other companies in relation to their human resource management can affect consistently their competitive position because they may use some innovative approaches to human resource management to gain a competitive advantage over their rivals. In such a situation, obtaining information from applicants is an effective way to uncover innovative approaches of rivals to human resource management.
Obviously, this strategy is unethical and may be viewed as interference into the private of information, which concerns employees and former employers solely. At the same time, employers do need to have some general information about potential applicants and their past experience. This is actually why questions about their past experienced are asked. However, employers should focus on genera questions about the experience of work of their potential employees in other companies. For instance, they should ask questions about the place, time, and position a potential employee hold in other companies. In such a way, employers will not force employees to uncover private information and information concerning their former employers.
Thus, taking into account all above mentioned, it is important to place emphasis on the fact that employers should not ask questions about former employers of applicants, if they lead to the revelation of private information concerning the applicant and his or her former employers solely. This information should not be uncovered because new employers should focus on the qualification and experience of employees but not on policies and strategies used by their potential rivals.

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