Too many employment applications are rooted in the past and do not provide ‘‘informational windows’’ necessary to capture candidate
achievements. Employment applications are typically incestuously
passed down from one generation to the next without upgrades to reflect the changing labor market. So how do you redesign a tired form to complement a candidate’s resume and to heighten decision-making skills? The key lies in creating an application that supplements—not duplicates—the candidate’s resume and highlights issues that stimulate interviewing conversation.

Employment applications need to ask the questions that might
otherwise be overlooked: How has the candidate progressed
through the ranks and reinvented her job in light of the company’s
changing needs? What is the individual’s reason for leaving his current
company, and, more important, is joining your company the next logical move in the candidate’s career progression? How does
the candidate’s annual compensation break down in terms of base
salary versus commission or overtime? And how comfortable are
candidates at defining, in writing, the criteria they’re using in selecting another company?

Tell Me More
More stimulating conversation makes for better informational exchanges, more enjoyable interviews, and infinitely better hiring decisions. Add the following five informational windows to your
current application to help place a candidate’s duties and achievements into a clearer perspective:
Starting Position Current Position

Progression through the ranks is an admirable trait and will allow you to discuss issues regarding vertical promotions, lateral assumptions of increased responsibilities, or overseas assignments to gain certain kinds of line experience.

Company size in terms of number of employees or annual revenues

Expect senior management candidates to answer this question in terms of divisional or corporate revenues; junior-level administrative
support workers will typically respond in terms of the number of employees. Whatever the case, this information puts the candidate’s
achievements into some kind of contextual framework so that you can evaluate business environments in addition to individual
duties and achievements.

Number of Hours Worked per Week

Taken From : The Hiring and Firing Quention and Answer Book