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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
for Employment
Applications
of Engagement
New Rules
The
Ask the
right questions
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
beginning
In the
you want to avoid
questions that may
reveal that an applicant
is a member of a
protected class.
Protected classes
are those that have
historically had to battle
discrimination.
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.
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 Name
Name 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 information
Yes. 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 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.
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 number
Legal. 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 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.
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.
The same goes for
high school
graduation dates.
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.
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.
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.
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
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?
4.How many hours can you work
weekly?
5.Can you work overtime?
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:
The
rule of thumb
And Finally...
the process of
To learn how to
running your business
simplify
Thanks for watching
Click here to tweet
this presentation.
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Services
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Employment Applications - The Ultimate Guide

  • 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.
  • 10. Protected classes are those that have historically had to battle discrimination.
  • 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
  • 14. Maiden Name Name and Yes, you definitely want to have an applicant’s full name.
  • 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.
  • 25. The same goes for high school graduation dates.
  • 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?
  • 32. 4.How many hours can you work weekly? 5.Can you work overtime?
  • 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
  • 43. the process of To learn how to running your business simplify
  • 44. Thanks for watching Click here to tweet this presentation. By checking or Recommended Services Seethefullarticlehere