Why questions on job application forms make hiring easier
Pre-empt the basics with on-point questions in your next job app form.
These questions can:
- Create a super-focused applicant pool based on skills and experience
- Spot deal-breakers
- Identify high-quality candidates
Top tip: You can also use assignments during the hiring process to check in for certain qualities and their on-the-job skills.
These tests won’t represent a full picture, but you can combine these with pre-employment assessments to get a full view.
Job application form questions
Questions on general employment
- Are you looking for full-time employment, part-time or either?
- What’s your availability? Can you work [these dates]?
- When’s the earliest you can start work?
- How much notice do you need to give your current employer?
- What are your salary expectations?
- Are you eligible to work in [this country]?
- Would you consider relocating? If so, what’s your availability?
- What’s your set up for remote working?
- Are you available/willing to travel?
- Are you willing to take a drug test as part of this hiring process?
- Are you willing to undergo a background check?
Questions on candidate skill and qualifications
- Do you have experience using [this] software for [this] reason?
- Which software have you used that’s relevant to this role.
- What level would you say your ability to speak/write [this] language is?
- Do you have a valid driver’s licence?
- Tell us about a favorite project of yours relevant to this role.
- Can you provide a sample of your work?
Cultural fit questions
- What drew you to this role?
- What excites you about our company?
- Does this position fit in with your long-term goals?
- Where did you hear about this job?
- Please send us the deets of 2-3 referees.
How to ace your application form questions
- Stick to the basics: These qs are just to give you an idea of candidate fit—you can dig down properly later.
- Hold onto ‘maybes’: Even if your candidate doesn’t exactly match your requirements, keep them as a ‘maybe’. For example if their salary expectations are only slightly higher than what the role offers, they might still be interested.
- Focus on necessity: If you definitely need a particular certificate for this role, ask if they have it. Otherwise, don’t bother.
Candidates to avoid
- They don’t have the basics: If there are things this role can’t do without, avoid candidates who can’t deliver.
- Mismatched salary expectations:You can negotiate with candidates whose salary expectations are slightly higher than you’re offering, but if it’s too high, drop them now to avoid wasted time.
- Inflexible candidates: If the role involves shift work but the candidate isn’t flexible, it won’t be a fit.
- They skip questions: Avoid candidates who skip questions on their application form—they’re either not interested in the role or they don’t know their stuff.