49. SKILL BUILDER Evaluating Job Application Forms I. Objectives A. To familiari

Question

49. SKILL BUILDER Evaluating Job Application Forms I. Objectives A. To familiarize you with the criteria for selecting questions to put on an application form. B. To give you practice in evaluating the questions on an application blank. II. Time Required to Complete: 1 hour III. Instructions: Review the application form that appears in Exhibit 2.21. This form is used by United Holy Radio Network for their administra tive and clerical employees. You should thoroughly review the legal requirements for pre-employment inquiries and other relevant intor- mation on application forms found in your text. Use the guide below to evaluate the questions that appear on the application. Prepare a short write-up summarizing your findings and make specific recom- mendations for improving the questions. Questions to Be Asked in Evaluating Appropriateness of Application Blank Items Ti+1 1. Is this question lob-related? ADE AD A 2. Will answers to this question have an adverse impact in screening out A members of protected groups (i.e., disqualify a significantly larger percentage of members of one particular group than of others)? 3. Is this question really needed to judge an applicant's qualifications and .gfo q 6-1 ·suitabilityfor the job? 4. Does the question constitute an invasion of privacy? S. Can the applicant's response to this question be verifled? Exhibit 2.21 Job Application Form UNITED HOLY RADIO NETWORK APPLICATION FOR EMPLOYMENT Middle initis) Street Address PHOTO Sute) Sex: Male Female Age: Own home: Yes No How long? Rent: Yes No How long? Phone No. (_ Marital Status: Married Divorced Never Married Widowed (cirle one) If married, indicate name of spouse Skill Builder 49 Evaluating Job Application Forms

Explanation / Answer

Job application form serves as a base for employer to make decision on hiring the suitable people to the organization. The job application form provides insight into applicant's academic or vocational education details, related work experience, willingness to work in required environment, etc. We can also assess person's legal background and medical history which in turn affect present performance of the applicant if hired. Therefore, while designing the job application form, aspects like qualification, experience, any legal or marital issues, willingness to adapt to changing environment to be considered. Also if the organization is equal opportunity employer, it is imperative ensure that questions are free from biases both applicant and employer perspective.

Let us examine the exhibit's blank questions:

1. Here, applicant's age is asked firstly. This is very much required to assure minimum age criteria according to state regulators met. Through this we can avoid hiring under-aged applicant to job and face legal consequences. Also, hiring a person aged above maximum limits to prescribed for the job is also not prudent as there may be efficiency issues (with exception of experienced applicant).

2. Question about own or rented home is usually formed to learn if applicant's settlement in particular locality and willingness to relocate if job requires so. Also question on marital status is required to assess cost to the organization in terms of providing medical benefits if any to spouse or dependent children.

3. Question about citizenship is important aspect to learn if applicant is by birth citizen of the particular country or immigrant from other, also it will assess how long service of the applicant procured if the applicant is on temporary visa.

4. Question about language is to learn how many languages applicant can speak and how fluently. This becomes imperative part as job may require communicating with non-native speakers and persons with less knowledge of native language.

5. Physical disabilities may hinder the job performance and also sometimes physical disabilities may get worse with particular job operations, so should be disclosed by applicant. This question is related assessing workability of the applicant.

6. Question about religious inclination usually required only in some organization with religious work background. If the organization is an equal opportunity employer and religious practice does not influence the work, then the question can be avoided.

7. Question about alcohol and tobacco consumption (smoke/drink) is part of social history and habits of applicant. The habits may influence physical wellness of the employee and also reduce quality of work. Also, tobacco/alcohol consumption may hinder harmony among co-workers and workplace integrity, hence this question is most preferable to assess if the applicant is sober.

8. Question about legal history like offences and arrest is to learn applicant's prior behavior and predict behavior in workplace. There must be consideration to enquire in depth in personal interview after scrutinizing the application form as there may be two possibilities; one is applicant provided details honestly about legal history and it may not hinder present employment, another possibility is applicant has concealed the information on legal history, this aspect should be verified before any employment offer given.

9. Military experience provides person self-confidence, discipline at work, and strict adherence to ethics at work. Hence, persons with military experience are preferred in some service sectors. Also, providing job for veterans of military service is compliance requirement for organization in some states.

10. Questions about educational qualification and job experiences are imperative to assess applicant's suitability to the job with regard to criteria preferred for particular job. Here, match of the applicant's qualification and experience with job responsibility criteria assessed to ensure right person in right job for maximum positive outcome.

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