Revamp Your Job Application Form: A Fresh Approach

Job application forms can be like a minefield for employers, full of potential risks. It might be high time for you to take a closer look at your company’s job application form and consider making some changes. These forms are used for all prospective candidates applying for positions within your organization. This article delves into the do's and don'ts when it comes to crafting an employment application form.

Understanding Job Applications and Discrimination

There are certain groups of people in the U.S. who are legally protected against discrimination in employment. It is imperative that you do not discriminate against individuals based on factors such as race, color, religion, sex, national origin, age, disability, genetic information, military service, criminal record, or citizenship status. This includes asking questions on the job application form that may unintentionally impact these protected classes.

Identifying Two Types of Discrimination

Equal employment opportunity laws, particularly Title VII of the Civil Rights Act of 1964, distinguish between two types of discrimination: disparate treatment and disparate impact. Disparate treatment involves intentional discrimination, where applicants are treated differently based on certain characteristics. On the other hand, disparate impact pertains to actions that may seem neutral but unintentionally exclude individuals based on their protected status. It's crucial to understand the implications of the questions asked on a job application form and how they may affect different groups of applicants.

Questions to Avoid on a Job Application

There are certain questions that should never appear on a job application form, such as those related to race, ethnicity, gender, age, native language, citizenship, disabilities, religion, arrests and convictions, credit records, and social security numbers. These questions can potentially lead to discriminatory practices or disparate impacts on certain groups of applicants.

Questions You Can Include

While there are topics to steer clear of, you can ask candidates about their availability for overtime or specific shifts, skills and qualifications relevant to the job, educational background if pertinent, work history including job duties and reasons for leaving, and current contact information for communication purposes. It's important to focus on job-related criteria that are essential for assessing a candidate's qualifications.

Final Steps: Applicant Signature and Verification

As with any job application, it's crucial to include a section at the end where applicants affirm the accuracy of the information provided and consent to any necessary testing or background checks. This ensures transparency and compliance with legal requirements. Seek guidance from legal counsel to ensure this section is legally sound and protective of both parties.

In Conclusion

Take the time to review and refine your company’s job application form to ensure it aligns with non-discriminatory practices. Evaluate whether the information requested is truly essential for the job and consider the potential impacts on different applicant groups. Remember, the goal is to create a fair and inclusive hiring process that attracts diverse talent to your organization.