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.
Examples of job application form questions
Employment terms questions
Candidates’ skills and qualifications questions
Cultural fit questions
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:
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 licence 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
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.
Don’t forget to share:
Register for a 14 day free trial or request a demo to discover how Hirebee helps thousands of businesses like yours.
A wonderful serenity has taken possession of my entire soul, like these sweet mornings of spring which I enjoy with my whole heart.