Application Form

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?

General questions

• 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.