Choosing an eligible candidate for a job vacancy can be quite a challenge, especially if you are a recruiter and you and your team are overwhelmingly outnumbered by a long pile of resumes and a long line of job applicants vying for the job. Every recruiter’s main obligation is to trim down the queue, weed out the good apples from the rotten ones, and to find the best candidate as quickly as possible.
Using A Job Application Form is the perfect solution to every recruiter’s recruitment dilemma and is also one way to thoroughly screen applicants as well as filter those who are falsifying their information to make their applications appear stellar.
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An Employee Application Form is a type of form that is distributed to job applicants. The form generally requires them to provide necessary details that are considered to be relevant to their application or to the job they are applying for. Employee Application Forms need not appear spectacular. In fact, Employee Application Forms are one of the most tedious forms to fill out. However, this sort of paperwork offers more than it appears to present. Below is a list of advantages in using an Employment Application Form:
An Employee Application Form offers uniformity and is therefore more convenient for recruiters or employers to use. Because Employment Applications follow a standard format, recruiters do not need to tediously jump from one page to another, skimming through an endless sea of resumes just to find the specific piece of information that they are looking for.
Less Room for Concealment or Falsifying Information
We’re not saying that resumes generally contain false information, but the possibility of an applicant trying to conceal dark, ugly, secrets is likely. People in general tend to sweep ugly things under the rug – a tendency that also applies to resumes. Applicants will more or less try to make themselves appear stellar in their own CVs.
Using an Employee Application Form trims down the chances of applicants from concealing information or falsifying information from recruiters through the uniformity of the information being inputted into their application forms versus the ones indicated in their resume.
Provides a Quick and Easy Profile Comparison
Going back to the uniformity of Job Application Forms, Employee Application Forms do not just aid employers and recruiters to quickly run through the details of the form; these also help them make quick and easy profiling comparisons between one applicant from another.
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What to Find in an Employment Application
There is generally no fixed rule about what and what not to include in an Employment Application Form, however, here are some necessary bits of information that need to be indicated:
The initial part of a Job Application Form typically requires an applicant to provide his personal information such as his complete name, age, date of birth, address, e-mail, and contact information.
Position Applied For
After the employee has provided the necessary personal information, he is then required to indicate the position he is applying for and if he is willing to work full time or part time.
A job applicant also has to provide information about his education. In some organizations, information pertaining to an applicant’s education starts from high school up to graduate school. Some higher-level job positions will typically require candidates who have a Bachelor’s degree while other lower-level job positions are fine with applicants who do not have such.
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An applicant’s work history is considered to be the most important part of an Employee Application Form. By providing details about an applicant’s work history, the work responsibilities entailed to his previous and current work position, and the contact information of his past and current employers, recruiters will be able to connect with the applicant to validate his work background and determine if he qualifies for the job he is applying.
An applicant’s Employment Background also allows recruiters to check if an applicant fits the required number of years of experience needed for the position. Some higher-level work positions will typically require at least 4-5 years worth of experience, such as supervisory and managerial positions.
Providing details about an applicant’s work history also allows recruiters to connect with previous and current employers and ask them about the applicant’s work ethics, character, history of misconduct, etc.
Skills and Languages Spoken
Applicants are also required to indicate their special skills and abilities, preferably ones which are useful for the position they are applying for. Some employers consider bilingual abilities to be a skill. In some companies, it is important that an employee is skilled at using the computer and other basic office applications. This usually depends on the type of work position that is being applied for. For example, if an applicant is interested in becoming a graphic designer for your company, he may have to know how to use and operate Adobe Photoshop or Adobe Illustrator.
The final part of a Job Application Form is usually a list of personal references provided by the applicant. References may be former or present supervisors or employers, colleagues, or academic professors who can vouch for an applicant’s skills, character, and ability. These types of recommendation are provided in order for you to showcase your personality and people skills with the use of a third party.
Be extra picky when it comes to determining who you should pick as your Character Reference. Although the role of a Character Reference can easily be given to anyone, you have to remember that these people can help make or break your application.
Below are some tips on whom to ask for a reference:
- Choose a reference who is up-to-date. Pick someone whom you have recently interacted with and not someone whom you have last spoken to 2 or 3 years ago. By choosing someone who knows you presently, your recommendation will become more meaningful.
- Choose people who know you well and think highly of you. Do not pick a colleague whom you’ve had awkward relationships with or a supervisor whom you remember has loathed you for not being able to meet the monthly quota. Choose someone who respects you and appreciates your abilities. This will help ensure that he will share positive and objective comments about you.
- Provide diversity in your referrals. More often than not, employees will ask applicant to provide more than one character reference. If this is the case, try to select a diverse group of people. You might want to provide one referral from your recent employer, or you can opt to include a friend who has known you for a long time and can vouch for your strong points and abilities, and then pick another friend who can provide more objective details about your work orientation and career goals.
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