Application Form

Geetika,

I agree that, like most other best practices in HR, there is no one size fits all answer to this. As a current job-seeker, I can tell you I do get very annoyed to have produced a quality CV and letter only to be asked for the same information on an application! I do not, however, mind being asked criminal history, citizenship/visa status etc as the answers to those can often change the recruitment process in your particular circumstance.

We also use an application form to ensure permission is granted to check references and work sample requests are properly handled.

I've just read this thread with interest and wonder what other companies are experiencing 12 months on?

We are finding that application forms can be a barrier to younger applicants who you have to chase multiple times to get them to interview, let alone complete a form! However we like the application form as it requires the candidate to sign off to confirm that information they have written is "complete and correct and that any false, incomplete or misleading statements may lead to my dismissal" which has proved helpful in flushing out inaccuracies or shall we say more "creative" elements on cvs received!

A few weeks ago I sent an application form to a candidate who had applied to us direct and he rang to explain his difficulties in completing the section as to whether he had any unspent convictions. He explained that he had an unspent conviction for an unfortunate accidental arson offence some years ago but when we did further research it transpired that he was sentenced to two years for "arson being wreckless as for whether life was endangered" whilst diagnosed as an alcoholic with long term mental health issues who had deliberately set fire to his flat causing the entire block to be evacuated and an elderly neighbour being taken to hospital. As a small SME we did not feel we could continue with this applicant for this particular vacancy but none of this would have come to light without the application form.

I would be interested to know whether other HR departments have found ways to capture this information prior to an offer being made without it appearing to be a barrier. We don't have the budget to implement an online solution with tick boxes which people seem to be more comfortable with (albeit perhaps without reading the questions in full/realising their importance!)

I work in a sector where application forms are pretty much mandatory because of safer recruitment checks, on the basis that it's much harder to be creative about gaps and omissions if you're filling in a standard form. We also require a full employment history since leaving school, needing far more detail than an average CV would be structured to provide.

In your situation however, you could combine a CV/covering letter application with a downloadable form that you also require with specific questions around unspent convictions or references. You could also send it as part of the email acknowledging receipt of an application.

I work in a sector where application forms are pretty much mandatory because of safer recruitment checks, on the basis that it's much harder to be creative about gaps and omissions if you're filling in a standard form. We also require a full employment history since leaving school, needing far more detail than an average CV would be structured to provide.

In your situation however, you could combine a CV/covering letter application with a downloadable form that you also require with specific questions around unspent convictions or references. You could also send it as part of the email acknowledging receipt of an application.

Thank you Nina, I'll look into this