Why Job Applications Are Not DeadFeb 08, 2022
Are job applications still relevant?
In the digital age, many small business owners consider job applications a thing of the past and rely on job board submissions or resumes instead.
However, doing away with job applications can negatively impact your business, and today we explore why.
Read on to learn the importance of job applications and the benefits of using them as an employer.
4 Reasons You Need an Employment Application
As a small business owner, you may be wondering why you should bother creating a standardized job application for potential candidates at all. Why shouldn't a resume or submission through a job board or be enough?
Well, let’s find out!
Collecting consistent information for every candidate
Unlike resumes and job board applications, standardized job applications allow you to make accurate comparisons between candidates.
When you have the same information in the same place for every individual, it's easier to determine which candidate is the best fit for the job.
Attestation is the short statement at the bottom of job applications in which the candidate agrees that all the information they have provided is accurate and truthful.
Most attestations explicitly state that the candidate can be terminated if they falsified the application.
Not having an attestation could become problematic for your business in the future since you're not ensuring that the information provided by candidates is truthful.
During the application process, most companies ask for a voluntary self-identification. This is a set of questions about the candidate's status regarding disability and accommodations.
While it may be true that you aren't required to collect that information, it's a great way to make sure that your hiring practices are non-discriminatory.
Tracking candidate data
Imagine you get a resume from a candidate, and you try to get in touch with them but then find out that their phone or email address has changed.
Tracking candidate data through applications can help you avoid this by confirming up-to-date information.
A lack of candidate data will also make reaching your diversity goals much more difficult. Do you imagine going back and asking the 800 candidates who applied last year to self-identify their race, ethnicity, gender, and veteran status?
It's one thing to have the data and not need to use it. But it's another one to require that data and not have it.
Once you have that information, you can analyze it and ensure your employment practices are equitable.
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