By Lane V. Erickson, Attorney
Many of my clients who either already have an existing business or who are about to create one ask me questions about job applications for employees. Most people are familiar with job applications because most people have filled one out themselves in order to obtain a job from an employer. However, many people never consider what goes into a job application or what makes a job application good. If you are an employer, here are three things you should know about using a job application when hiring employees.
1. WHO SHOULD USE A JOB APPLICATION?
To put it bluntly, smart employers always use an employment application that is filled out by every candidate for every job. This provides the employer with an opportunity to gather consistent data about all of the prospective employees for a particular job. The reason this helps is that it’s fairly common that the format for resumes and cover letters changes from person-to-person. However, the employer is in control of the employment application which allows the employer to collect consistent data in a uniform format from every applicant that can be analyzed and reviewed by the employer.
2. WHAT FORM SHOULD AN EMPLOYMENT APPLICATION BE IN?
Employment applications can be on paper or can be in an electronic format. With the convenience of technology, more and more employers have online employment applications which make the collection of job applicant data efficient. However, there is nothing wrong with using a written (paper) job application. Small employers probably can’t justify the costs of creating a custom online job application. On the other hand, large employers probably don’t want to deal with loose paper applications for hundreds or thousands of job applicants. Employers should use the form that works best for its operation. The more important issue is the data that is collected through the job application.
3. WHAT INFORMATION SHOULD BE COLLECTED BY A JOB APPLICATION?
Job application forms are as varied as the employers are. There is no one perfect or right form for every employer to use because each job is unique. However, there are several common and basic items of data that every job application should contain.
At a minimum, a job application should obtain information from the applicant to demonstrate that the applicant is legally permitted to be employed. Additionally, an application should require the applicant to provide information regarding relevant skills, education, and experience (previous employment or volunteer work) that are applicable to the job the application is being used for. The application itself is also commonly used as a minor test of the applicant’s literacy, penmanship, and communication skills. Employers often use the way an applicant fills out the job application to screen applicants. For instance, a careless job applicant might disqualify themselves with a poorly filled-out job application or the inability to properly read and follow the job application instructions.
The job application may also require the applicant to disclose any criminal record. Additionally, the job application should collect information sufficient to enable the employer to conduct an appropriate background check. For a business that employs workers on a part-time basis, the application may inquire as to the applicant’s specific times and days of availability, and preferences in this regard. It is important to note, however, that an employer may be prohibited from asking applicants about characteristics that are not relevant to the job, such as their political view, age, family status or sexual orientation.
If you have any questions about using a job application in your business to hire employees we are ready to help you. Call us toll free at 877-232-6101 or 208-232-6101 for a consultation with Lane Erickson and the Racine Olson team of Employment Law attorneys in Idaho. You can also email Lane Erickson directly at lve@racinelaw.net. We will answer your Idaho Employment Law questions and will help you solve your Idaho Employment Law problems.
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