Sample job application word. Job Seeker Application Form: Important Legal Aspects

Recently, more and more materials have appeared on the technique of conducting interviews. But, for some reason, information about additional techniques that allow conducting interviews (and, accordingly, assessing the professional and personal qualities of the applicant) with the greatest efficiency is not too often found.

Sooner or later, the personnel officer has to deal with the preparation of questionnaires to solve various personnel issues, and first of all, for the selection of personnel.

What are these documents, how to develop and execute them correctly, read this article.

Starting to develop a questionnaire, it is necessary to define a goal, that is, to determine what kind of assistance its use should provide in work - whether you want to formally comply with the requirements of personnel records management, or do you need an additional tool for the most complete assessment of the qualities of the applicant. Without doubting your interest in a competent and high-quality selection of personnel, we will proceed from the second assumption and try to think over what information we need and with the help of what questions we can get it.

To do this, we will find out what additional opportunities open up for interested employees when using a well-designed questionnaire?

1. For the HR inspector usability is important; completeness of information collected in one source; elimination of duplication of information in various documents. If any question arises, there is no need to "raise" all the documents of the personal file. If desired, the questionnaire can be developed in such a way that it contains all the information that may be needed when registering a new employee. In this case, it serves as a kind of reference material, providing an opportunity not to "bury yourself in papers" once again.

2. For the head and HR manager the questionnaire is a source of additional information about the applicant, and therefore, the basis for a more adequate assessment. As you know, when working on the closure of individual positions, a large number of interviews are conducted. The glance seems to be "blurred" and, often, it is very difficult to remember why one applicant is better than another. This is where the questionnaire comes in.

3. For the applicant the questionnaire offered for filling is a kind of "first acquaintance" with the company. After analyzing its content, an attentive candidate can draw some conclusions about the corporate culture, requirements and characteristics of the firm's work.

Currently, most job seekers come to interviews with detailed resumes and all kinds of additions to them. In this case, it depends only on the internal corporate rules whether you offer a person to fill out a questionnaire.

Often, a formally prepared questionnaire does not add any information and is not a very good copy of the resume. It is in this case that a form with several "applications" is convenient. If the applicant came with a carefully written resume, then filling out the questionnaire may well be omitted, offering to fill out only applications that collect "highly professional" information.

Thus, the following set of documents remains in the hands of the HR manager:

1. Summary.

2. Application form to the resume (a special form that carries additional information and changes depending on the position or profession).

3. Personnel questionnaire (the form that applicants fill out when applying for a job). I suggest filling out the same form for those people who come for an interview without a resume.

Ideally, the questionnaire should contain questions that allow you to evaluate the applicant in terms of compliance with the personal specification (that is, describe what qualities a person must have in order to successfully complete the assigned work). Naturally, it makes no sense to create a questionnaire for each position. In the literature on HR administration and personnel management, it is very often recommended to create, for example, three forms of the questionnaire: for workers and junior service personnel; for specialists and technical executors; for leaders. Having developed a fairly large number of different kinds of questionnaires, I came to the conclusion that it is much more convenient to use one common form for all categories of workers, but with several "applications", which were already mentioned above. It is the latter that can change depending on the position or profession, and therefore, provide the necessary information about the professionalism of the applicant.

Having decided on the goals and having dealt with the technical solution for the design of the questionnaire, we turn to its content - questions.

I. General information

It can be obtained through questions about the legal (name, place of residence, etc.) and social status of a potential employee, his living conditions, ways of contact with him (phone number, pager, address, e-mail, etc.).

Here it is necessary to very clearly distinguish between "convenient" and "inconvenient" questions, and also not to forget about the boundaries of permitted interference in personal life. For example, in the questionnaire of one fairly large company, the applicant was asked to answer: "Who owns the apartment in which you live?", "How many rooms are in your apartment?" In my opinion, it is not very correct, and these questions definitely cause apprehension among applicants.

You can get general information about your potential employee by asking him the following questions:

• Full Name.
• If you changed the last name, first name or patronymic, then indicate them, as well as when, where and for what reason they were changed.
• Date of Birth.
• Place of Birth.
• Permanent registration address.
• Residence address.
• Living conditions (separate (communal) apartment; one / on (with relatives), etc.).
• Contact information: tel. (home, contact), e-mail.
• Citizenship (if changed, please indicate when and for what reason).
• Family status.
• Children (number, age).
• Your close relatives (wife, husband, father, mother, brothers, sisters).
• Surname, name, year and place of birth of relatives, home address, place of work, position.
• Have you been abroad, where, when and for what purpose?
• Do you or your wife (husband) have relatives permanently residing abroad (fill in information about them)?
• Attitude to military duty and military rank (record military service with an indication of the position).
• The presence of a criminal record. Have you and your close relatives been prosecuted? If yes, then when and under what article of the Criminal Code of the Russian Federation?

II. Information about the prospects of work in the company

Correctly selected questions will allow you to initially voice the goals, motives, professional aspirations of the candidate. Comparing the information of this and the previous section, it is possible to predict the prospects of an employee's work in the company, to determine the adequacy of the applicant's assessment of himself, his desires and ambitions. Here you will be helped by questions of the following plan:

• What position are you applying for?
• Motives and incentives that prompted you to take part in the competition for a vacant position at our company.
• In what areas of work would you like to realize your potential at our enterprise?
• How long did it take you to get to our office?
• How much time are you willing to spend on the road to work?
• Are you working in this time?
• How long does it take for you to start working in a new place?
• What kind of work schedule will suit you? Do you have the opportunity to work evenings and weekends?
• What is your attitude to possible business trips?
• Can you work hard?
• Why should we hire you?
• If you have already received other job offers, what did not suit you in them? (if you are working now, what does not suit you at the moment?)
• How do you represent your position in our company in a year?
• What is the average monthly income you are applying for?
• Your material expectations for a trial period and from a permanent job.
• Anyone who works well and conscientiously, in addition to his salary, also receives additional remuneration, an increased salary, a new position, etc. What would you personally prefer?
• Rank the characteristics below based on your preference (1 is most important, 10 is least important):

Good team

Company prestige

Decent salary

Flexible working hours

Self-realization opportunity

Growth prospects

Closeness to home

Stability of work

Solving complex problems

Getting new skills

• What parameters are important for you when choosing a place of work?
• What goals do you set for yourself:
• - in professional activities;
• - in other areas.
• Military duty. Situation with conscription.

By the way, the last question is very pertinent in this section. If you have an applicant in front of you - a fourth-year student of a higher educational institution and the end of the deferral is not far off, then the prospect of joint activities is predicted quite easily.

III. Education information

"Education" is one of the standard sections of the questionnaire. A careful analysis of its content allows you to find out many interesting nuances about the candidate. You can find out on what basis the applicant chose educational institutions, how he managed to pay for expensive education. It is sometimes useful to analyze data on the ratio of time actually worked and time spent on training. Quite often there are applicants who have spent most of their lives at seminars - courses, trainings or other "long-term" training. Most often, the initially laid down "knowledge base" remains a theoretical ballast, and its "carriers" are not always able to work fruitfully for the good of the company.

You can find out about the level of education of the candidate and how he achieved it by asking the following questions:

• Education. When and what educational institutions did you graduate, numbers of diplomas?
• Form of study. Diploma specialty. Diploma qualification.
• What topic of the diploma was defended (only the title of the diploma, without disclosing its main aspects)?
• Academic degree, academic title, when awarded, details of documents confirming the assignment of an academic degree, title.
• Additional education (courses, seminars, trainings, etc.). Indicate the date, name of the institution, direction or topic.
• What foreign languages ​​and languages ​​of the peoples of the Russian Federation do you speak and to what extent (read and can explain yourself, speak fluently, etc.)?

IV. Work experience information

It is on the basis of the data in this section that conclusions about the applicant are drawn: how often he changes his place of work; for what reason leaves the company; Does it fundamentally change the scope of efforts; how responsibilities change at each next job; how easily communicates information about past jobs, phone numbers and names of former managers.

To a personnel officer, even with minimal experience, observing the process of filling out the items in this section, many psychological characteristics of the applicant become clear. In addition, even during the initial analysis of the questionnaire, conclusions can be drawn about the career development of this applicant. As you know, only 10% of managers can be successful and effective at the same time. The bulk is divided into two categories - a person either climbs the career steps, moving from one position to another (vertical career option), or builds up professional potential, studying the chosen profession deeper and deeper (horizontal career option). Having evaluated this nuance, you can easily compare with what your company can offer to the applicant.

To do this, ask the applicant to describe, in reverse chronological order, his career in the following areas:

• Work period.
• The name of the company.
• Scope of the company.
• Position or profession.
• Schedule.
• Responsibilities performed.
• Major achievements during the period of work in the company.
• The level (size) of wages.
• Reason for dismissal.
• Location of the company.
• FULL NAME. the head.
• Contact number.
• The number of employees in the firm.

V. Skills information

Skills questions are another very revealing group. The extent to which a person describes his professional skills will tell you how much he is "scattered" in his aspirations.

But you can look at the answers in another way. Multidimensional professional experience is often found among people who have worked in small companies, where the range of responsibilities was rather "vague". A former employee of a large structure with a rigid hierarchy, on the contrary, will have excellent knowledge and skills of a narrow focus.

Analyzing the answers to the questions in this section should also provide you with information that allows you to separate theoreticians who are happy to paint their abstract knowledge from practitioners. To do this, ask about:

• Computer skills (for example: "Indicate the type of program (operating systems, text editors, spreadsheets, databases, specialized programs), its name and the degree of your proficiency in it (" experienced user "," basic functions "," familiar with the principles of work "," Studying ").
• Skills in working with office equipment (for example: "Indicate the degree of your knowledge of office equipment (" experienced user "," basic functions "," familiar with the principles of work ") for the following types: computer, fax, copier, scanner, fax modem, etc.) ...
• Availability of a driver's license, category, driving experience.
• Availability of a personal car.

In addition, the answers to the questions will tell about the professional skills of the applicant:

• What are you most proud of in your life?
• What are your highest professional successes in life?
• What skills and knowledge of yours, in your opinion, will be most useful to our company?
• Describe what you can do better than others.
• Describe your management experience.
• What exactly were organizational abilities manifested in?
• Subordination diagram (draw a functional diagram for the last two places of work).
• List your greatest strengths as a professional.
• List three situations in which you lacked professional skills.

Space for professional testing results can be allocated directly in this section, or at the end of the form.

In the personnel and other specialized literature, there is enough advice on how to prepare recommendations and applicants study it no less carefully than personnel officers. Most likely, you should expect a folder with prepared letters of recommendation certified by the most impressive emblems and signatures from a "professional applicant" who has studied more than one manual on employment and personnel selection. But it doesn't matter if the applicant is not “recommended” as it should - you can always call the company where he previously worked (by the way, in my practice, there was not a single case when the company's management refused to provide a recommendation). To do this, you need to find out who you can contact and who, in the candidate's opinion, will be able to objectively answer your questions. The fact that a person indicates his potential referrals (he does not yet know what you will ask and what they will answer you) can be regarded as the ability to “peacefully” part with his former colleagues and maintain business relations even after dismissal.

To do this, read the answers to the following questions:

• Which of your former colleagues and managers can give you an oral recommendation or letter of recommendation?
• Address, telephone number of the organization and the official.
• Which employee of our company can give you a recommendation?

Vii. Health information

This section of the questionnaire is one of the most "controversial". Of course, the employer would like to know how unproblematic in terms of health a person will start working for him. With truthful answers to all these questions, there is a good enough chance of never getting a job. But, receiving distorted information is fraught with consequences for the employer. Thoughtlessly hiring an employee without finding out the degree of his disability often turns into trouble on the part of the labor inspectorate. In the event of a disputable situation, the state inspector may not limit himself to just a warning. Therefore, it is necessary to formulate the questions in the questionnaire correctly enough so that the legislation is not violated, and there is a clear confirmation that the applicant was asked whether he needs to create special working conditions.

You can find out “safely” about the state of health by asking the respondent the following questions:

• Give your own assessment of your health status.
• During the last calendar year, how many working days did you miss due to temporary incapacity for work?
• Do you have any close relatives with chronic illnesses that require out of work care?
• Are there any dependent, elderly and chronically ill people in your family?
• If there is a need for long-term childcare, do you have any close relatives who can replace you in this situation?
• Would you like special working conditions to be created for you in connection with the state of health and justify why?
• Bad habits (drinking alcohol, smoking, etc.).

You can rest assured that they will gladly provide you with truthful information about your addiction to nicotine. For information about more sophisticated "bad habits", most likely, you have to cheat a little. So, for example, to clarify the attitude towards alcoholic beverages, one can offer all positive answers and observe the response of the respondent to the absence of an answer "I do not use". A personnel officer with twenty years of experience, while selecting builders for her company, kindly, “maternally” asked: “What about vodka? Are you indulging? " According to her assurances, true lovers of the “green serpent” made honest eyes and swore: “What are you? I don't use at all. If only on big holidays! "

VIII. Information about hobbies, hobbies

In the questionnaires of most companies, one or two lines are allocated to receive it. “Your hobby” - this question sounds like this. Imagine yourself as a job seeker. Most likely, the answer will be "sports, reading" and these words will not say anything about the spiritual, non-professional world of a person. Clarify the question. Set a few additional conditions, and the respondent will either open up, talking about his favorite pastime, or you will immediately realize that he has nothing to tell. In one of the companies where I had to go for an interview several years ago, I was surprised by the question of the HR manager: “Tell me something about your life. About anything, just so that it does not concern work. " Modern business requires more than just the ability to work - the ability to have a good rest is also highly valued. Spend a little time figuring out the applicant's hobbies and it will be easier for him to accept the corporate culture of your company, or not at all.

To do this, we include the following questions in the questionnaire:

• How do you relax most often?
• Check what interests you the most:

Exhibitions

Trips

• Share your impressions of the last performance you saw, a movie, a book you read, etc.

IX. Self-esteem information

Some companies include psychological tests in their questionnaires. Without going into the details of such testing, let us pay attention to the fact that a couple of questions about the character will provide additional information for thought. But do not abuse it - there are not too many "easy-to-use" test methods, and often, having attended several interviews, applicants already perfectly reflect the stereotyped "psychological blows".

Answers to the following questions can give a general idea of ​​a person's self-esteem:

• When you are asked "Which one are you?", What are the first words that come to mind (write 3 - 4 definitions of which one are you)?
• List 5 of your positive qualities.
• Indicate what 3 negative qualities are inherent in you.
• What qualities of your character would you like to get rid of?

For the results of psychological testing, you can provide a place right in this section, or it can be at the end of the questionnaire.

X. "Marketing Information"

Answers to questions can provide such information:

• Where did you get the information about the open vacancy?
• Do you think there are people among your acquaintances who might be interested in working in our company? Indicate the name, contact phone number, the proposed field of activity.

These questions fall under the "tricky" category. Firstly, the answers to them help to adjust the budget for the search and attraction of personnel, and secondly, if they are thoroughly worked out, they may well lay the foundation for the emergence of new strong applicants in the company.

XI. Information about interviewing and hiring

This section is completed by the employee who "interviewed" the applicant. If the interview is structured in several stages, it is very convenient to mark their passage in the following plate:

It will serve as a small reminder and hint to the head of the company about the success of the applicant during the interview rounds.

Undoubtedly, such a huge array of information as a database of questionnaires and resumes of potential candidates requires rather careful handling. Hundreds of leaflets indicating names, addresses, phone numbers, income level and convenient time to call - can play a good service for people who are not too scrupulous in matters of "interpersonal relations." The respondent may well feel a certain degree of insecurity and a desire to refuse to fill in individual items of the questionnaire. It is up to you and professional psychologists to judge what the refusal to fill in individual columns signals (about "low controllability", conflicts, etc.).

Such care in verbal expression is also necessary when drawing up a questionnaire. Despite the fact that, in addition to personnel practice, the questionnaire survey is widely used in sociology, psychology and other sciences, one should not forget that the results obtained on its basis, describing the behavior, opinions and attitudes of the respondents, require confirmation by other methods - only then the conclusions based on the obtained information can be considered reliable and reliable.

Line width is also a factor in readability - 50-55 characters are ideal.

The font size is determined based on the margins of the document form (in accordance with GOST R 6.30-97 "Unified system of organizational and administrative documentation. Requirements for paperwork" they must be at least 20 mm - left, 10 mm - right, 15 mm - top and 20 mm - bottom). Typically, the font size is 11 or 12 pt.

Direct questions should be preceded by a heading. It is typed either in uppercase (QUESTIONNAIRE) or in lowercase (Questionnaire). In the upper left corner of the first page, according to established practice, they indicate the place where the photograph is inserted (as a rule, 4 x 6 cm in size).

For answers to questions, you need to provide lines, other graphic indicators of the place of marking (for example, squares to indicate the selected answer).

After the questions of the questionnaire, a place should be indicated for affixing:

- dates of filling out the questionnaire;

Today, in nine cases out of ten, an applicant for a vacant position in a particular company will be asked to fill out a special questionnaire. It doesn't matter if you're good at resume writing, a five-page survey with tricky questions and seemingly incomprehensible spreadsheets can leave you feeling discouraged.

It is especially unpleasant if you do not have time to think, and the finished result must be presented immediately. This is absolutely no reason to be upset! After reading this post, you will learn how to correctly fill out a job application so that you are chosen from a variety of candidates.

Application form as the face of the applicant

If you applied for a job more than ten years ago, and suddenly you needed to find a new job now, then you will be surprised by the new rules for hiring employees.

Of course, when it comes to a small business or family business, a formal interview will suffice. But if we talk about a large company, especially with a share of foreign capital, then in addition to the interview, you will also have to fill out a questionnaire of four or five sheets, draw drawings, and you never know what else to do. Don't be scared! A correctly completed form will favorably distinguish you from other applicants for a vacant position. Read the tips below and find out how to correctly fill out a job application form, we will just break it down point by point. Immediately after reading this post, you will know how to do it so that they are interested in your candidacy.

What is a job candidate profile

The questionnaire is a properly structured questionnaire, designed in such a way that you can provide information about yourself, your work experience and skills in the most detailed way. How to fill out a job application in such a way as to appear in the most favorable light in front of the interviewer? It is not difficult at all, but there are some "pitfalls" that you can not only get around beautifully, but also answer tricky questions so as to create the most correct impression about yourself. The application form for a job is very similar to a resume, but it presents a more extensive version of it.

What questions does the questionnaire contain?

What does a standard job application form look like? The form of the document differs from enterprise to enterprise, so you will not be able to find a ready-made example of the questionnaire. However, get ready to provide information on such questions: your name, residence address, passport data, citizenship, marital status, children, education, criminal record. The data must be valid and truthful, without syntax errors. By the way, about literacy.

It happens that among several, in principle, identical questionnaires, the interviewer selects only one, and the reason may be exclusively literacy, the absence of syntactic and lexical errors. Be careful when answering questions, do not rush. If you do not know how a particular word is spelled, then it is better to replace it with a synonym. We will analyze the following points of the questionnaire in more detail.

Desired vacancy

The job application form necessarily contains this question. Most often, you come for an interview in order to get one desired specific place, and this is understandable. However, it is not bad if you list two or four possible vacancies. If you think what this says about your promiscuity or uncertainty, you are wrong. On the contrary, you will show yourself as a person who is not afraid to expand your own horizons of opportunities and take on even an unfamiliar business. It is clear that vacancies should be in the same field of activity.

The last three to five jobs, the reason for dismissal

How to fill out a job application correctly, marking this item? First of all, we note that in this part of the questionnaire you need to indicate the full name of the organization where you worked earlier, the dates of admission and dismissal, the position held, the reason for dismissal. This is one of the most slippery points in the questionnaire.

Why? For example, if you worked as a consultant in a clothing store or as a promoter during your university studies, and you want to take the position of an HR manager in a serious company, would the employer consider your previous work experience too frivolous? Or if you didn't work officially, is it worth mentioning it? What is the “good” reason for dismissal for the interviewer?

So, in order. What work experience is considered “worthy” to be mentioned? Of course, it is best if your previous work experience is directly related to the desired position in the new company. But if, for example, you worked as a waiter or promoter, then this is also very useful for your development as a person. Is it possible to lie by inventing a private company where you could have worked earlier in a profession that is profitable for you? Theoretically, it is possible, however, the deception will be revealed afterwards, since then on the spot you will not be able to demonstrate skills. Is it worth starting work in a new place with a lie?

How to fill out a job application if you worked unofficially? We fill in as in the case of official employment, while making a note that the work was without registration. This will not be superfluous, especially if the acquired work experience seems to be very useful to you.

What reasons are considered the most valid, explaining the reasons for dismissal from the previous job? Take into account the following examples: “Searching for more comfortable working conditions”, “Desire for career growth and personal development”, “The remoteness of the place of work from your home”, “The unstable position of the company”.

Your strengths and weaknesses

How to fill out a job application correctly by answering these questions? It is clear that you can praise yourself for an infinitely long time, and as for weaknesses, I just want to point out that they do not exist. But this option will not suit the employer. The best example of a job application form should contain concise and succinct descriptions of you as a person.

What about the virtues? Take on board such words - punctuality, responsibility, sociability, adaptability, the ability to quickly respond to difficult situations, stress resistance. Do not paint entire essays on the topic of what a good person and specialist you are, it is better to demonstrate this in a personal interview.

How to deal with disadvantages

A good example of a questionnaire can be cited in which the candidate indicates his weaknesses, but does it skillfully. For example, you can indicate that when working on large projects, you forget about the little things. Agree that this is not serious enough to be a disadvantage. Here's another version of the downsides in your character, which is not too serious - "I'm too fond of work, forgetting about my personal life." You can indicate that you like to eat or adore sweets (if you do not get a job as a model, then such a flaw will not seem serious to the manager), that you are fond of soap operas or shopping (again, this is a quite permissible little weakness).

Your priorities

Many versions of the questionnaire contain such a task - put the list of work-related concepts in the priority value for yourself. Most often, you are offered the following options - career growth, salary, good relationships with colleagues, interesting work, friendship with a manager, distance from home. How can you answer this question in such a way that you are considered a person worthy to fill the vacant position? Many people answer, trying to predict what will most satisfy the employer, choosing interesting work or friendship with the boss as the most important points. However, this is a mistake. The interviewer is an experienced person, and he has seen a lot of questionnaires in his life. Therefore, with regard to this particular survey, the best strategy here is honesty.

So, what do you need this job for? Because of the salary, isn't it? For the most part, we work for money. So feel free to put your salary in the first place for you. Otherwise, when passing a personal interview, you may be asked whether an interesting job is really more important for you than a salary, and you are ready to work with passion, but for a penny? Also rank the other items in order of importance for you.

Learning to draw

Most often, such a task is the final part of the questionnaire and can be embarrassing with its frivolity. You need to portray two people - one in the sun, the other in the rain. And how, one wonders, does this help an employer determine what kind of person you are? It's very simple! Sometimes a drawing, a figurative reflection of character, can say much more about a person than a carefully filled out job application form. A sample filled by someone you can use as an example, but not a drawing. So, what do you need to portray to show yourself as the person the company needs?

Size and location. The more your little people are, the more courageous and decisive you are. If people are small, they will be placed somewhere modestly in a corner, then this is how you see yourself in this life - small and inconspicuous.

Face. You do not need to be an artist, while drawing, let everything be schematic, but a smile from ear to ear with your character will tell you that you are an optimist in life.

Sun and rain. It is easy to guess that weather changes are a figurative image of you in different situations. Sunny weather means that everything is good, and rain is an image of bad weather, change or stress. As you portray a man in the rain, so you will behave in difficult times. The gloomy character will tell the interviewer that you can both unstuck and give up in front of life's circumstances.

A cheerful man with an umbrella testifies that you are not afraid of problems and are ready to meet them fully armed.

And finally

A candidate's questionnaire is a document that can say a lot about you and be a weighty addition to the interview. Take it seriously, do not rush, make no mistakes, try to provide truthful information. Fill out the answers to all questions without missing anything.

The questionnaire refers to the first stage of meeting the head of the institution with a potential employee. The second stage of acquaintance can be attributed to the interview. The answers displayed in the questionnaire will show for an intelligent leader how to carry out an interview and whether it is worth doing.

The heads of most institutions, when selecting an employee, often offer applicants for a vacancy to draw up a questionnaire before the interview. This form, drawn up when applying for an institution, identifies in potential employees the qualities required to determine the direction of its activities. Having received the questionnaire, the manager will immediately be able to understand whether a candidate is suitable for a vacancy and whether it is worth talking to him in the future.

As a rule, the employer does not inform about the questionnaire in advance, therefore, in addition to the resume, it does not interfere with the conversation to grab all the documents that will be able to assist in answering the questions in the form.

Firstly, you cannot refuse to fill out! Some job applicants believe that it is not necessary to write a questionnaire, since they have a resume. However, the application form must be written and a resume must be attached to it. This will be an additional plus for applying for a job. If the questionnaire is not needed, the applicant will be warned about it. This document
must be filled in in legible handwriting, avoiding mistakes, because this document will create the first impression of the employee. If the handwriting is illegible, no one will read the questionnaire, it will simply be thrown away, which is unlikely to facilitate employment.

Tips for correct filling:

The document is written by hand... Before filling it out, you need to carefully read the questions to which you will have to give answers. It is necessary to fill out the questionnaire without blots and mistakes. Sometimes the questions asked at the beginning and at the end of a document are similar. This is done on purpose to avoid distorting the information provided by a potential employee.

You need to answer all the questions posed... You can not leave blank columns. It is better to answer “no”, “not available” to questions that have nothing to do with a potential employee, otherwise the management may think that the candidate has ignored the question, as a result of which an opinion may be formed about “non-performance” and “conflict” of the applicant.

If you intend to work in the leading staff, you need to clarify with the manager about the possibility of referring to the resume in some columns so as not to duplicate the displayed answers. In such cases, you can make the postscript “ see summary“.

Structure

The document, as a rule, consists of the following points:

• Full name - in full.
• Day, month and year of birth.
• Registration address and actual place of residence (passport data).
• Family composition, presence of children.
• Citizenship.
• Education.
• The vacancy for which the future employee applies.
• Speciality.
• Seniority and last place of work.
• The desired amount of remuneration.
• Availability of skills and abilities (language skills, knowledge of a computer, is there a driver's license, etc.).
• Assessment of merits.

Having written down the questionnaire, the applicant must prepare for a conversation with the manager, since the questionnaire is only half of the guarantee of a job at the enterprise.

Any manager wants to hire a confident employee who knows how to work and communicate with team members. The applicant for a job wishes a positive result of the conversation and successful answers to questions.

The main rule for a positive course of the conversation when applying for a company is the applicant's self-confidence. Another important point is the correct answers to questions when talking with a leader.

Let's first consider how to behave when talking with a manager:

• Questions are required to be answered clearly.
• Try to answer the question within 2 minutes, no more.
• You cannot answer in a low voice.
• If the applicant is not sure about the interpretation of any term, it is better to remain silent.
• It is not advisable to pronounce abstruse words when answering.
• You don't need to ask again often.
• It is not advisable to pronounce unflattering phrases when communicating.
• You only need to look at your partner.
• You can't answer questions too briefly.
• It is not advisable to interrupt the interlocutor.
• When answering questions, it is advisable to express your personal opinion and remember about a smile, which always has a positive effect.

Positive answers when talking with a manager, which are performed confidently and benevolently, are a guarantee of success.

How not to answer?

• First, you can never answer "yes" or "no". The interlocutor may get the impression that the applicant is illiterate and does not know how to form his thoughts.
• Secondly, when asked about previous work, you need to answer the truth, as this can be verified. You can embellish only when talking about your advantages and keep silent about the shortcomings. However, everything should be in moderation.
• You cannot answer with a doubt in your voice, as the manager may doubt the knowledge of the interlocutor and ask additional questions.
• The questions must be answered with the truth, not Julia. It should always be remembered that the best answers are confident and truthful answers.

For a successful conversation, you need to prepare for it ahead of time.

What can you tell about yourself?

This is the most frequently asked question. Therefore, you must first prepare for the answer. It is not required to provide a biography from the date of birth. It is necessary to emphasize your merits, to speak clearly and in a business-like manner, without listing the circumstances that do not apply to work. It is imperative to talk about education and work experience, about the responsibilities at the previous enterprise, emphasizing the facts that will provide the applicant with the desired vacancy.

Where did you work before?

This question does not need to be answered in a negative style. You cannot talk about conflict situations among the team and with the bosses. In this case, the manager will think that the applicant for the vacancy is a conflict person who does not know how to get along with employees. There is no need to refer to the low salary, because there will be an opinion that the applicant pursues only material interests. It is better to refer to the reason for leaving your previous job, the desire to increase your potential, or the inconvenient location of your home in relation to the company, inappropriate work schedule, etc. At the same time, the candidate must definitely note that he was sorry to leave his previous job, since he worked there for a long time, but there were no career prospects there.

What are your positive and negative qualities?

Noting the positive qualities, it is advisable to indicate those that will be needed for the vacancy for which the applicant is applying. For example, “... By nature I am sociable, responsible, decent, accurate and benevolent ...».

An example of filling out a questionnaire when applying for a job

The questionnaire when applying to an institution refers to a form that provides a manager with the opportunity to assess the qualifications of an applicant for a position. In addition to the questionnaire, for a more complete assessment of the applicant's qualities, an interview is performed.

The purpose of the questionnaire is not only to determine the qualities of the applicant, but also to collect information about him that will be needed in the future to open a personal file on him. Each institution can independently develop questions that a potential employee is obliged to answer.

What are the main sections included in the job application form?

General information about a potential employee.

The following guides are displayed here:

• The remoteness of the applicant's housing from the institution. With a great distance from work, the chances of a contender for a device are reduced.
• Contact phone number for quick clarification of the questions that have arisen.
• The composition of the family, by which it is possible to determine the level of responsibility of the candidate and the need for a stable income.

This section displays the candidate's education: main, additional and technical. Based on this information, you can find out the qualifications of the candidate. The more types of training, advanced training and other training courses an applicant has taken, the more chances he has of getting a job.

Thanks to this section, the special skills and abilities of the potential employee are assessed. It determines the level of qualifications of the applicant and the ability to perform the assigned job duties.

This part of the questionnaire analyzes the presence of work experience of the future employee and his motivation, expressed in the interest in increasing salaries, developing up the career ladder, etc.

Additional information about the future employee

It displays additional information about the applicant, what he plans to accomplish in the institution and what, in his opinion, the enterprise has advantages.

• (* .doc)
• (* .doc)

The number of documents that the applicant prepares for the position often includes a questionnaire - a short questionnaire containing biographical information about the applicant and answering questions about his level of professionalism. How to fill out a job application form so that the employer makes an objective opinion about the future employee of his organization? Let's consider this issue in this article.

The request of the head or HR manager to fill out the application form for employment should not cause negative emotions in the applicant, since the documents on professional education compiled by him personally and may not contain information regarding the specifics of work in a particular organization.

Filling out the questionnaire can be requested in two cases: before the interview and studying the applicant's documentation in order to get a more complete picture of the person's personal and business qualities, and directly during the employment, when the question of acceptance has already been resolved, and the personnel department needs to issue a personal employee case.

The first option assumes the most complete and detailed answers to the questionnaire and is a significant addition to the previously presented resume and other documents. The second option allows formal filling out of the questionnaire - the information from it will be used by personnel officers only as an information sheet, supplementing the package of documents in the personal file.

As a rule, a job application does not have a uniform form adopted by law. Depending on the direction of the enterprise's activities, it may have questions regarding the personality traits of the applicant, professional skills and work experience, career plans and opportunities to influence the qualitative improvement of the organization's activities.

If you fill out the items of the questionnaire honestly, deliberately, with a share of creativity, objectively assessing the level of your professionalism, you can hope that the answers to the questions of the questionnaire will become a decisive factor in obtaining the desired position.

How to fill out a job application correctly

It is usually offered to answer the questions of the questionnaire immediately before the interview, therefore, the applicant will be required to be attentive, focused, sincere and the ability to correctly present information about himself. It seems that fill out a questionnaire when applying for a job, it is not difficult - only the most inattentive can make a mistake in providing personal data, information about education and work experience.

However, some of the items on the questionnaire can cause difficulties, especially those related to professional achievements and personality traits required for successful performance of work duties. You should not rush to answer questions, you should think about each item, and when filling out biographical information (for example, about education and previous jobs) it will be useful to check the documents.

A standard questionnaire supplementing the applicant's documentation contains questions about:

• surname, name, patronymic;
• date and place of birth;
• place of residence;
• passport data;
• citizenship;
• attitude to military service;
• marital status;
• information about the next of kin;
• education;
• courses taken;
• received awards;
• hobbies and hobbies;
• personal characteristics indicating a professional level.

The document is filled in by hand, in a clear handwriting, without errors and corrections. Before starting work on the questionnaire, it is advisable to read all the questions and think over the answers to them: this will help to avoid repetitions and mistakes.

In some cases, the employer asks to answer questions about criminal records, available additional sources of income, provide additional recommendations from previous jobs and photos. All this will make it possible to assess both the professionalism and the personal qualities of the applicant.

Qualitatively and competently filling out the questionnaire will help sample of filling out a questionnaire when applying for a job.

How to answer "tricky" questionnaire questions

In addition to standard questions in the questionnaire, there may be some, answering which the applicant will have to prove himself as a professional who has the desire and ability to benefit the organization in which he plans to work.

When filling out the items "What professional skills can improve the work of our company?", "Do you consider yourself a leader?", "What is your role in conflict situations?" it is advisable to answer truthfully, without belittling or exaggerating your capabilities, correctly assessing the ability to interact with colleagues.

The employer can also inquire about the health status of the applicant for the position, his bad habits, the ability to organize his free time. Of course, chronic diseases cannot be hidden, and they should not affect the performance of the applicant, if they do not relate to specific professional skills.

It is also advisable not to lie about bad habits, because all of them will come to light almost from the very beginning of work. Questions about hobbies and preferential pastimes on weekends will help a potential employer know how easy it is for you to embrace the culture and integrate into the team.

Filling out a questionnaire when applying for a job should be taken seriously, because competent and truthful answers can influence a positive decision about getting a promising position.

To obtain information about the applicant who came for the interview, you can use the questionnaire, which you are invited to fill out before the interview. The correct choice of a new employee depends on how competently the application form is drawn up.

As a rule, the applicant has a resume with him (see →). Usually, personal data in many respects repeat the resume, nevertheless, the questionnaire has company standards and requests the information the company needs from the person. Usually, each applicant for a vacant position is invited to fill out a questionnaire.

Depending on the position, the content of the questionnaire may vary. Applicants for managerial positions requiring high qualifications are usually offered to fill out more complex questionnaires with many questions that will help to understand the level of knowledge, skills of a person, his personality traits, and help to reveal the potential of the applicant. In this article, we propose to download for free two samples of an applicant's questionnaire when applying for a job - a short standard version and an extended, more detailed one.

We also offer to download samples of the following documents for the applicant: letter of recommendation from the previous employer →; cover letter to resume →

How to fill out an application form for admission

Let's consider in more detail what needs to be included in the applicant's questionnaire:

Filling out the general information of the applicant

It is necessary to fill in the following information: full name, passport details, contact details, information about the place of residence - standard personal data;

Filling in education information

In the education section - it is proposed to provide information on all types of educational institutions in which the applicant studied (universities, professional, courses, etc.);

Filling Job Seekers and Jobseeker Experience

In the career section - it is proposed to indicate the last three places of work with an indication of the place of work, position, duties and reasons for dismissal;

In the section of professional and personal qualities - it is over this part of the questionnaire that you should carefully think over, at first it is proposed to give the knowledge that the applicant has, what skills and abilities he received in the process of training and work in other organizations, it is also suggested to indicate your personal character traits - good offer to fill in both positive and negative character traits.

An extended questionnaire, in addition to standard fields for indicating professional and personal qualities, may also include additional questions, tests that will help assess a person's abilities and potential. An example of such questions can be found in the sample extended questionnaire by downloading it from the link below.

Usually, in the questionnaire, questions are asked about plans for the future, about the desired salary and about the desired position, the person's ambitions are checked, how purposeful, persistent he is, whether he has leadership and organizational skills - all these points are clarified through special questions. In the questionnaire, you can ask additional questions to the applicant about the goals of working in the company.