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Application During Interview? Yes or No?
Recruiting & Staffing
Application During Interview? Yes or No?
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What is the general rule of thumb in terms of whether a company should require an applicant to fill out an application on the day of an interview? I am trying to implement this policy at my company an
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Forums » Topic Forums » Recruiting & Staffing » Application During Interview? Yes or No?
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Application During Interview? Yes or No?
posted at 7/10/2007 3:52 AM EDT
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Posts: 3
First: 7/10/2007 Last: 7/11/2007 |
What is the general rule of thumb in terms of whether a company should require an applicant to fill out an application on the day of an interview? I am trying to implement this policy at my company and I am running into a lot of resistance (right now we are not maintaining any records when a candidate comes in to interview). Is there are requirement for this? What are the pros and cons of implementing and not implementing?
Thanks for your help! |
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Application During Interview? Yes or No?
posted at 7/10/2007 4:25 AM EDT
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Posts: 228
First: 11/1/2006 Last: 1/20/2010 |
IMO you'd want to have a completed application in order to ask the applicant about his/her employment history, gaps, reasons for leaving previous employers, etc. If you are just going by a resume you are probably not getting the full story on the applicant. As for not recording when you've conducted an interview -- if you are an employer who is required to prepare an annual AAP - then yes, one of the reports in an AAP is the applicant log summary. |
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Application During Interview? Yes or No?
posted at 7/10/2007 4:55 AM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
AAP is an affirmative action plan; EEOC-1 is the annual report. They're very different.
If you are a government contractor with contracts worth more than $50,000 then you are subject to affirmative action requirements. |
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Application During Interview? Yes or No?
posted at 7/10/2007 7:01 AM EDT
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Posts: 237
First: 7/10/2007 Last: 8/31/2011 |
My $0.02: I cant fathom beginning an interview without an application. Generally youre going to require specific information that may be not on the resume. (compensation, reason for leaving last job etc) Most applications usually have verbiage advising the applicant that an adverse action may be taken if it is discovered that they lied on their qualifications for the position. In fact most companies Ive worked for would not interview a candidate who refused to sign the application. Although the EEO data is usually recorded separately from the application, once an applicant expresses and interest in a position then the EEO considers them to be a candidate so its good to collect this info first as well. |
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Application During Interview? Yes or No?
posted at 8/23/2007 3:56 AM EDT
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Posts: 3
First: 8/23/2007 Last: 4/6/2011 |
Have you prepared interview questions to ask of all applicants for the same job and documented their answers? If not, you are setting yourself up for a potential discrimination claim. This process shows a fair and equitable decision making process to determine the most qualified. |
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Application During Interview? Yes or No?
posted at 8/23/2007 4:42 AM EDT
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Posts: 1
First: 8/23/2007 Last: 8/23/2007 |
From a recruiting/marketing/image standpoint, I defintely WOULD NOT have a candidate fill out an application at the beginning of the process. It sends the signal that you are a bureaucratic organization more interested in process than substance. Take the time to evaluate the candidate and convince him/her what a great place it is to work there, then they will be happy to spend the time to fill out an application. You can keep track of who interviewed when without an application. I can see why you are getting pushback. |
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Application During Interview? Yes or No?
posted at 8/23/2007 4:57 AM EDT
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Posts: 228
First: 11/1/2006 Last: 1/20/2010 |
I respectfully disagree with ndfuller. One way or another, certain signed approvals must be obtained in order to conduct any necessary background checks. If an applicant has an issue with an organization's processes -- well, that would send up a red flag for me. I'd question whether this candidate would be a good fit for us. |
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Application During Interview? Yes or No?
posted at 8/23/2007 5:11 AM EDT
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
Mr Fuller's answer is apparently made with little to no knowledge of employment law and selection processes. I would advise any reader to discount it.
Applications and standardized procedures are crucial to the success and legal defensibility of any organizations hiring practices. To think otherwise is to ignore over 40 years of employment law and employment law related actions. While certainly a modicum of flexibility should be maintained as well as a caution about being so rigid as to lose any organizational agility, to suggest that having an application or process labels you a "...bureaucratic organization more interested in process than substance." is irresponsible as well as naive. You can in fact have both process and substance without being bureaucratic. That is why results producing HR processes are in fact developed and managed by HR professionals. Ineffective ones are generally not. |
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