APPLICATION FORMS
Application forms set out the information on a candidate in a standardized format.
They provide a structured basis for drawing up short lists, the interview itself and for
the subsequent actions in offering an appointment and in setting up personnel
records. An example of a form is given in Figure 27.2.
The following suggestions have been made by Pioro and Baum (2005) on how to
use application forms more effectively:
● Decide what the criteria for selection are and how these will be assessed by use of
the application form.
● Keep questions clear, relevant and non-discriminatory.
● Ask for only the bare minimum of personal details.
● Widen your pool of applicants by offering different options and guidance for
completing and viewing application forms.
● Develop a consistent and effective sifting process.
● Use a team of sifters from a range of backgrounds to represent the diversity of
your candidates.
● Review how effective you have been at the end of the process and once the
successful candidates are in their roles.
SIFTING APPLICATIONS
When the vacancy or vacancies have been advertised and a fair number of replies
received, the typical sequence of steps required to process and sift applications is as
follows:
- List the applications on a control sheet, setting out name, date the application
was received and the actions taken (reject, hold, interview, short list, offer). - Send a standard acknowledgement letter to each applicant unless an instant deci-
sion can be made to interview or reject. - The applicant may be asked to complete and return an application form to
supplement a letter or CV which may be on paper or in electronic format. This
ensures that all applicants are considered on the same basis – it can be very diffi-
cult to plough through a pile of letters, often ill-written and badly organized.
Even CVs may be difficult to sift, although their quality is likely to be higher if
the applicant has been receiving advice from an ‘outplacement’ consultant, ie one
who specializes in finding people jobs. However, to save time, trouble, expense
and irritation, many recruiters prefer to make a decision on the initial letter plus
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