2. Help you to get a better
sense of the functional
and behavioral
competencies of
job candidates.
Employment
Applications
3. 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.
4. to which you should
adhere to keep your
business out of legal
trouble.
There are
practices
5. this handy little
guide to find out
precisely what your
company’s employment
application should and
should not include.
Use
8. right questions
The 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
9. beginning
In the
you want to avoid
questions that may
reveal that an applicant
is a member of a
protected class.
11. Protected classes
are 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.
12. Also AVOID
questions that
would reveal an
applicant’s
financial status,
social affiliations
and the existence
of an arrest
record.
13. 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
15. 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
16. Yes. Grab contact information
for the applicant’s primary
address only.
Address and
contact information
17. 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 information
Yes. Grab contact information
for the applicant’s primary
address only.
Address and
18. 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
19. That means questions about the
circumstances surrounding his or her
discharge are unnecessary and
inappropriate.
Military Service
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.
20. Legal. It’s perfectly fine to ask for an
applicant’s social security number.
Social security number
21. 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 number
Legal. It’s perfectly fine to ask for an
applicant’s social security number.
22. 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.
23. Date of birth
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.
24. 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.
26. 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
27. 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.
28. Citizenship
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.
29. 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.
30. 25
The 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
Good
Questions
31. 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?
33. 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?
34. 9.Do you have a drive
license?
10.Do you have any
accidents or moving
violations within the past two
years? How many?
35. 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.
36. 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.
37. 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.
38. 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?
39. 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.
40. 24.Provide a short list of your
personal weaknesses.
25.Provide a one or two-
sentence glimpse of your
primary career goal.
41. Obtain just the information you need to
make a decision at each stage of the
hiring process.
in this age of information on-demand:
The
rule of thumb