Post on 19-Aug-2014
description
The Ultimate Guide
Employment Applications
Help you to get a better sense of the functional and behavioral competencies of job candidates.
Employment Applications
Employment Applications
And also to protect your business from costly hiring mistakes.
Help you to get a better sense of the functional and behavioral competencies of job candidates.
to which you should adhere to keep your business out of legal trouble.
There are
practices
this handy little guide to find out precisely what your company’s employment application should and should not include.
Use
right questionsThe right questions are those that lead you to the candidate who is the best fit for your organization and who has the greatest chance of success in the open position.
Ask the
beginningIn the
you want to avoid questions that may reveal that an applicant is a member of a protected class.
Protected classesare those that have historically had to battle discrimination.
Protected classesare those that have historically had to battle discrimination. That includes questions about religion, age, race disabilities, medical history, gender, sexual orientation, marital status, and national origin.
Also AVOID questions that would reveal an applicant’s financial status, social affiliations and the existence of an arrest record.
at some other areas commonly addressed on job applications and see the new rules of engagement for employment applications.
So, let’s take a
look
Maiden NameName and
Yes, you definitely want to have an applicant’s full name.
Maiden Name
It is unnecessary, however, to request a woman’s maiden name. Avoid asking women for their maiden names or whether they should be call Miss, Ms. or Mrs.
Yes, you definitely want to have an applicant’s full name.
Name and
Yes. Grab contact information for the applicant’s primary address only.
Address and
contact information
Do not ask if the person resides there or if it’s a mailing address. Do not ask question whether the applicant rents or owns.
contact informationYes. Grab contact information for the applicant’s primary address only.
Address and
No. The focus of any question on military service should really be about the skill set acquired by a former member of the armed forces.
Military Service
That means questions about the circumstances surrounding his or her discharge are unnecessary and inappropriate.
Military ServiceNo. The focus of any question on military service should really be about the skill set acquired by a former member of the armed forces.
Legal. It’s perfectly fine to ask for an applicant’s social security number.
Social security number
But not at the beginning of the application process. Wait until you are down to your final few candidates to ask for more sensitive information.
Social security numberLegal. It’s perfectly fine to ask for an applicant’s social security number.
Remember: The less sensitive information you have on-hand, the better you are able to protect the people who have submitted applications to your company.
Date of birthLegal. But avoid it. Believe it or not, you may unwittingly make a judgment on an applicant’s qualifications for the job based on his or her age.
Date of birth
In truth, the best candidate for the position may be outside the range you have set.
Legal. But avoid it. Believe it or not, you may unwittingly make a judgment on an applicant’s qualifications for the job based on his or her age.
If you want to know an applicant’s educational background, ask for the name of the educational institution and the degree or credentials obtained. No date.
graduation dates.
The same goes for high school
Emergency Contact
No. This information is only relevant once a candidate has been extended and accepted an offer of employment.
It should not be requested on the initial job application.
CitizenshipNo. “Where were you born?” is no longer a valid question to ask. You may ask applicants if they are legally eligible to work in the United States.
Citizenship
Once hired, all employees are legally required to complete an I-9 Employment Eligibility Form.
No. “Where were you born?” is no longer a valid question to ask. You may ask applicants if they are legally eligible to work in the United States.
25The following questions will help you to identify traits such as communication skills, thoughtfulness, motives, and the candidate’s ability to work collaboratively. Stick to questions about performance, experience and behavior.
To Ask on an Employment App
GoodQuestions
1.What is the position for which you are applying? 2.Why are you applying for this position? 3.What about our company is most exciting to you?
6.Are you willing to travel or relocate? 7.Are you able to perform job-related tasks? 8.Have you ever been convicted of a crime?
9.Do you have a drive license? 10.Do you have any accidents or moving violations within the past two years? How many?
11.By what method of travel will you be making your commute to work? 12.What were your key professional accomplishments in this position? 13.Describe your decision-making process.
14.Provide an example of a time you worked collaboratively with a team. 15.Provide a detailed example of a time you demonstrated leadership in the face of an unexpected challenge.
16.Have you ever been asked to resign from a position as a result of a policy violation? 17.Describe your relationship with your last immediate supervisor.
18.What would your most recent supervisor have to say about you? 19.Were you laid off from your most recent position? 20.Are you waiting to be called back to work?
21.Describe yourself in one word. 22.What accomplishment are you most proud of? 23.Provide a short list of your personal strengths. They do not have to be job-related.
24.Provide a short list of your personal weaknesses. 25.Provide a one or two-sentence glimpse of your primary career goal.
Obtain just the information you need to make a decision at each stage of the hiring process.
in this age of information on-demand:
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And Finally...
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