WHAT TO LOOK FOR IN AN APPLICATION by Dawn Pombayo
We look at potentially hundreds of applications every year, but do we really know what to look for? A few simple tips can go a long way in identifying the character of an applicant. The first that thing that should jump out at you is the neatness, or lack thereof, on an application – especially if you are using the old “paper and pen” method. If an application is not legible, the applicant may be trying to mislead or confuse you, especially if the illegibleness makes it impossible to verify the information provided. In addition to legibility, accuracy is the next thing to look for although, I am not sure that if we were ranking the importance of that I would keep this as #2. The application should contain information that is complete and accurate. Full names and address, contacts and phone number should be listed in the appropriate chronological order along with salary information. If there is any information missing, background checks or reference checks may be next to impossible. Lastly, did the applicant fill out the application in front of you? If they did not, you may not be able to verify if they had assistance in filling out this application.
There are several red flags that you should be aware of when looking at, the first of which is gaps in employment. It is your responsibility to make sure that the applicant can explain satisfactorily any gaps in employment and that their explanations are verifiable. Another issue that many employers should look out for is job jumping, or the frequent changing of jobs….although with the generational diversity that we as a nation are now facing, this may not be as important. Some may argue that we as employers are responsible for keeping our employees beyond the 3 year hump…which of course is an article for another day. If employees are missing information such as a supervisor name, this could be an indicator of an attempt to hide a poor or unsafe work history. Applicants should be listing not only the name of the previous employers but their direct supervisors, as well.
The most important thing that I can tell you is to NOT write on the application or resume. Make all of your notations and markings on a separate interview forms. If you ever need to bring those documents to court, do not jeopardize the use of what could be a potentially fraudulent document by writing on it and deeming it inadmissible.
All of your applications should have an expiration date. For example, “This application is valid for thirty days from the application date unless renewed in person or in writing.” If you do not carry this statement on your application, then you may be called upon to identify why you did not call this applicant in for an interview six months later. All applications need to be kept on file for a minimum period of one year if not hired.
Lastly, don’t forget that if part of your pre-hire process is to conduct background checks, drug testing or anything else that you have the appropriate release forms fill out. It is very easy to forget to have the applicant sign off of the Employment Policies And Release Form, Consent To Release Information Forms, confidential Reference Inquiry Form, Request for Written References of 3rd party specific Background Checks/Drug Testing Releases.
To learn more about effective pre-hire processes, please contact Pomaybo, Inc. 412-963-6311. This article courtesy of Pomaybo, Inc. www.pomaybo.com.
