Making the most from an employment application form

Does yours provide all the benefits it could?
Recruiting is arguably the most basic HR function. And the employment application form is certainly the most basic recruiting tool. Therefore, it seems logical to make sure your application form enhances the hiring process.
However, if you’re like many business owners (or HR people) with “to-do” lists that are already too long, it’s been quite awhile since you revised or even reviewed your company’s application form.
As with many employment-related matters, there are two aspects to consider – legal compliance, and potential benefits that enhance HR effectiveness and therefore organizational success.
Legal compliance
No law dictates what an employment application form must look like. But numerous laws make it illegal to use the answers to any potentially discriminatory questions.
It’s therefore risky to include such questions on an application form, since courts and administrative agencies are likely to presumé that you’ll use all the information solicited.
If discriminatory hiring activity is alleged, the burden is overwhelmingly on the employer (and it’s very difficult) to prove that non-job-related questions on an application form were truly not used to discriminate.
The best rule to follow is to include only questions that will provide job-related information.
Enhancing the effectiveness
of the hiring process
It’s a good practice to require all applicants to complete an application, even if they’ve submitted a resumé. Remember, a resumé is written to present an individual in the best possible light. A well-designed application form provides valuable information that is rarely included on a resumé: