Don’t be fooled by fancy resumes…
When scrolling through a seemingly endless supply of job applications, a catchy resume may seem like a very good sign that you’ve found the proverbial needle in the haystack. Then again, maybe not.
In their quest to put themselves in the very best light, many job seekers craft resumes that slightly accentuate the positive and downplay the negative – That’s more or less expected. Then again, some resumes are more fiction than truth, and that’s not okay.
But while job applications are the norm for entry to mid-level job postings, the higher in seniority the position is, the less likely companies are to post the job on the open market at all – often times, the job is simply offered to a select few, or even one, potential hire. And since the company goes directly to the candidate – typically through a headhunter or staffing agency – it can feel like an insult to ask them to fill out a formal job application.
Companies choose to be polite instead of protect themselves – and it can lead to serious trouble in the long run.
It’s necessary that businesses have measures in place to ensure that information provided by candidates can be vetted to avoid bad and even dangerous hires, no matter what level they come into the company with or history they have with the hiring manager.
Simply put, the job application is the only official document potential hires are required to sign stating that all information they submit is correct and truthful.
Let’s break it down:
1. Get the truth and the whole truth
The application captures the perspective employee’s legal name, alias name, address history, phone number and email address. Applicants are required to list their past job experiences, educational attainment and professional references. By signing the document, they consent to have that information used for background check purposes. Their signature is also attached to language stating that they’re aware that false, missing or misleading information is not permissible and could result in rejection or, if they were already hired, discipline up to and including termination.
2. Prevent discrimination claims
Use the resume and job application as reference documents during the interview. Find the right balance when interviewing by developing a well thought out document requiring all applicants answer uniform questions based on the position requirements and skills needed to perform the job.
For some employers, interviewing can be a minefield with serious legal consequences when asking invasive, non-job related questions to some but not all candidates.
3. Collect legal information
Since companies with more than 15 employees must comply with anti-discrimination practices, the application is ideal for collecting voluntary data. A well-crafted section will ask applicants to self-identify their race, gender, ethnicity, veteran status and disabilities in accordance with the federal Equal Opportunity Employment Commission while including language that the information will not be used to discriminate against them.
4. Perform Additional Screening
Hiring managers can cross-reference a resume, cover letter and even their website and social media with the information on the job application for a more complete picture of the candidate to verify that they meet the qualifications and ensure consistency. This helps hiring managers narrow down the talent pool more quickly and streamline the hiring process.
Now What?
First Contact HR can help tailor your company job application to align with industry standards and your company’s specific needs – not to mention keep your company in compliance with ever-changing federal, state and your local employment laws.
We’re here to conduct an audit of your current human resource practices and programs relative to your organization’s strategic plan and goals and recommend an HR strategy that supports the organization’s goals and objectives.