Application form questions

The application form has several questions on it:

Find out what might be a dealbreaker on a job application form by using these sample questions In the early stages of hiring, screen candidates.

Questions should be included in job application forms. Job applicants can be better pre-screened and more comprehensive applications can be created using application form questions.

Candidate profiles. The following purposes can be achieved with them:

A person’s skills and experience can be narrowed based on their relevance to the position, if you wish. Make sure candidates who match your criteria can be qualified by knocking out the deal-breakers (with knockout questions) 

An overview of the position. Make sure you connect with candidates who can provide you with samples of their work or explain their qualifications What their experience has to do with the role and how that relates to their experience. Generally speaking, questions are formatted in the following ways: yes-or-no, open-ended, multiple choice, and uploading. During the application process, avoid asking illegal interview questions (e.g. uploading a work sample). It can be completed on any of your hiring forms or during any stage of your hiring process.

Employment terms questions:

• Are you interested in full-time or part-time employment? 
• Would you be able to work during the following days and times during the week? If so, are you available to do so?
• Would you be able to describe your daily schedule, for example, from Tuesday to Saturday, 3 pm to 11 pm? 
• Would you be able to start working with us at the earliest possible time?
•  Is it necessary to give your employer a certain amount of notice if you’re currently employed? 
• In terms of salary expectations, what are you looking for?
• Could you please let me know if you are eligible to work in X country? 
• Do you have any interest in relocating?
• Would you be able to meet with me at a time that is convenient for you? 
• There will be a remote component to this position. 
• What resources do you have access to (for example, a computer, Internet connection and a printer)

Candidates’ skills and qualifications questions:

• Do you have experience using X software for Y purposes?
• List all software you have used that’s related to this position.
• Are you able to communicate (orally and in writing) in X language at a native level?
• Do you have a valid driver’s license?
• Mention two or three projects you have worked on that are relevant to this position.
• Can you provide a sample of your work? (e.g., link to an online portfolio or upload an attachment)

Cultural fit questions:

• Why did you apply for this position?
• Why would you like to work with our company?
• How does this position fit in with your long-term goals?

General questions:

• How did you learn about this job?
• Please list three references and their contact information.

Mini-tests that assess specific skills:

Application form questions can also provide you an opportunity to review skills for certain roles. For example, if you’re hiring:

• Editors, ask them to edit a short piece of text.
• Engineers, ask them to debug a piece of code.
• Translators, ask them to translate a paragraph.

In some cases, it may be easy to find the correct answer online or seek assistance offline, so these tests may not fully represent applicants’ abilities. Combine these mini-tests with pre-employment assessments later on in your hiring process to get a fuller view of candidate qualifications.

These tips can help you evaluate the answers provided by candidates during the job application process

Requests for information

• Use them to ask more detailed questions later.
• Application form questions are good starting points for your phone or in-person interviews. For example, ask candidates to describe their past projects in detail, or elaborate on career goals they list in the job Application.
• Determine which criteria are dealbreakers and which are negotiable. For example, instantly disqualify a candidate who doesn’t have a valid driver’s license if it’s mandatory for the role, but keep someone on your “maybe” list if their salary expectations are only slightly higher than the compensation package you offer. 
• Focus on things that matter. For example, ask whether applicants hold a specific certification only if it’s a must-have for their role (e.g. for accountants, instructors or healthcare workers.)

Applicant answers with red flags

They lack key requirements. Despite the fact that new employees can be trained through good onboarding practices, most positions require certain prerequisite skills. If you need someone to translate documents from English to Russian, disqualify candidates who are not native speakers of both languages. 

Their salary expectations are significantly higher than what you can offer. Candidates whose salary expectations are slightly higher than what you can offer may be able to negotiate with you. However, if the variation is too high, it makes sense to disqualify the candidate an applicant. 

They’re inflexible with their work schedule. Many positions in certain industries require employees to work shifts (e.g. retail). These employees must be available during weekends and holidays and may be required to cover colleagues’ shifts as needed. It may not be a good match for these positions if applicants indicate that they are inflexible regarding their working hours and days. 

They don’t respond to all questions. When candidates leave fields blank on your application form, they might not be interested in the position. Alternatively, they may not have the answers you are seeking (e.g. they lack knowledge of X software). Decide whether you will automatically disqualify them or ask for clarification based on their entire application form and resume.

The work schedule of these individuals is inflexible. Certain positions may be required in certain industries. These employees must be available during weekends and holidays (e.g., retail). You may be required to cover colleagues’ shifts during holidays. Candidates who have been selected. It may not be a good idea to hire an employee who is inflexible regarding their working hours and days. There is a good fit between these roles.

Some questions are not answered. In the event that a candidate leaves a field blank on your application

Based on their application form, they may not be interested in the position. It may not be the case if they do not possess knowledge of X software, for example. Make a decision. Based on their answers, you may automatically disqualify them or you may request clarifications. Please include a complete application form as well as their resume and cover letter.