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Making a Job Application
A standardized job application can help you easily sort applicants and decide who you may want to interview for open positions at your company. You don't have to reinvent the wheel to create one. Using our Job Application template, you can create a usable application within minutes.
We crafted our Job Applications to not include questions that may be illegal to ask in your state. For example, in most areas, you cannot ask about personal relationships and in states like California you cannot ask about salary history. If you don't know your local hiring laws, you can ask a lawyer to review your application to ensure it is compliant.
If you know what you are looking for in a candidate, you should be able to easily make a Job Application (aka Employment Application). Our applications can be made, saved and shared online. You can also print copies if you want to hand them out in-person.
Information you can include in your Job Applications using our forms:
Basic contact information: For your company, applicant, emergency contracts and references. The application includes spaces for social security and driver's license numbers; however, you may choose to ask for that information further into the hiring process.
Work availability: What hours they are available to work, when they can start and if they are willing to work overtime. Also asks about eligibility and accommodations.
Skills and education: You can list the skills required or they can list their own skills. It includes spaces for high school, training and university credits.
Employment history: Asks for basic job information as well as duties and reason for leaving. For the most part, this application is intended for entry-level or hourly employees. Most companies looking for mid-career or C-level employees are going to ask for more detailed information along with an online portfolio, cover letter and resume.
To attract the kind of applicants you want, you'll need to start with an excellent job description. In most cases, job descriptions are posted online so you need to carefully think about what kind of search terms you may need to include. At the minimum most include: job title, job duties, expected skills and qualifications, salary and benefits, and company information.
To help protect your brand and company culture when creating your job description, try to avoid:
Vagueness or Slang
Try to use precise plain language in your job titles and descriptions. Some might be offended or put off by job titles like "UX Design Guru" and job seekers will get better results using search tools if you use more precise terms. Try simply, "User Experience (UX) Designer" instead and then follow that with a simple to understand job description.
Unconscious bias or discrimination
You may accidentally include gender slanted words such as salesman, busboy or front desk girl. Instead try to use terms such as looking for someone to join our sales team, bus person or front desk team member. Using this type of language can help you avoid discrimination issues.
Negativity and aggressiveness
Even if you have had bad experiences in the past, try to avoid negative language such as "MUST HAVE ABILITY TO TRAVEL OR YOU WILL NOT BE CONSIDERED." These types of statements are aggressive and put people off almost instantly. Instead just ask them what percentage of their time they are willing to travel.
When you are finished check your job description using a grammar checker and ask another person (human resource specialist if you have one) to read it before you post it. Typos and improper word usage could detract qualified candidates from your company.
Local laws vary, but there are a few things you most likely are not allowed to or should not ask in a job interview. If you are not sure, check with an attorney or your HR department. You'll want to keep your questions directly related to the job and whether the candidate is a suitable fit.
You cannot, except in special circumstances, ask about:
Employment laws change often, but for the most part, they are designed to protect employees and applicants from discrimination. If you keep your questions targeted to the job specifically, you should be okay. If you have any hesitation about your interview process, it is wise to talk to a lawyer.
Background checks are not usually free, so you'll want to wait until you have a list of candidates you want to extend a job offer to. Many companies run both criminal background and credit checks. While becoming increasingly less common, some also require drug tests. You'll want to tell the candidates what kind of checks you are running and make sure you get their consent. You'll want to refer to your local hiring laws to make sure you do not discriminate against a protected class.
As you are investigating a candidate, they are most likely investigating your company, too. They may even be looking at your customer reviews. Online company review sites collect anonymous information from employees and former employees about your company. If you are getting low scores and negative comments, you'll need to work on finding ways to keep your employees more satisfied such as by cultivating better management communications, raising salaries and offering room for advancement, or improving company culture. It is a little bit more difficult to hide inside employee information about your company these days, so you may as well address it.
Last reviewed or updated 11/05/2022