Online Job Applications
The Important Points:
 
FAST START-UP
You can be up and running in one (1) day.
BRANDING
The fast start-up includes your Logo on each page of
your version of our standard Job App.
IT IS EASY TO PUT THE LINK ON YOUR WEBSITE
The hyperlink is easy to put on your website, and it can
carry a code to steer the Job App to the interested manager.
NO UP-FRONT MONEY
This is one of the things we do. If your company wants to
start, we would really like to provide you with our great
customer service.
CUSTOMIZATION IS LOW COST
The generic Job App is branded to you, and asks for the
Identification, Education, Employment, Reference, and
Skill Set information that you want. However, you can
request as much additional customization as desired to
have exactly the online Job App that you want.
USE OUR CLIENT INTERFACE
Included, is the use of our Client Interface to securely
store, review, and print your Job Apps --- and store your
online Interview Notes too if you want to.
OR, HAVE EACH JOB APP EMAILED TO YOU
The Job Apps can be sent to you upon completion
wherever you are.
OR, CODE THE LINK ON YOUR WEBSITE
That way, each hiring manager can directly receive
the Job Apps intended for him or her.
WE ALSO OFFER ONLINE IMAGING
Your candidates can fax their Resume, professional license,
or other work-related papers to our Imaging Server, and
the image will be stored as a companion report to their
Job App for your easy reference and retrieval.
INCREASE YOUR PRODUCTIVITY EVEN FURTHER
With all the candidate's information stored for easy retrieval,
if you want to, you can do your FCRA compliant background
checking with just a few clicks of your mouse and the cost is
very modest.
INEXPENSIVE
A 25 employee company is $ 3.25/week
A 200 employee company is $ 24.60/week
A 2,000 employee company is $ 181.30/week
PROTECT YOUR COMPANY
Below we explain how a Job App is a Legal Document that
can save your organization lots of time and money in the
future.
Additional Insight Below:
You will be amazed at the terrific capability of our online Job Application.
There is no start-up cost, and no charge to have us brand the Job App to your organization with
your logo and/or page header. We can show you some impressive branded online
Job Apps of current clients that are working wonderfully for them. While you
may not want any customization, it is quite inexpensive.
It is an easy matter to add the hyperlink of our Job App to your website ---
or, you can use it from our website. You can have a completed
Job Application emailed to you, or you can use our Client Interface with your
browser, keep your interview notes securely online if you want to, and perform
background checks if you want to, with just a few clicks of your mouse.
When a candidate uses our Job App branded to your company, they will see
a Job Application to complete that has your company name and logo.
The system parameters can also be set, if you want, such that you will get
an Auto-Alert email telling you that another candidate has just completed
his or her online Job Application.
Job Application forms are viewed by candidates as a pain at best. But for
employers, the Job Application can be your best legal defense. Our
Job Application controls which data fields you mandate must be filled-in.
Right away an applicant's approach to an online Job Application gives you
a first impression about:
 how a candidate follows instructions
their experience
their mobility
their education
their candor
their use of English
their willingness to supply information
their technical ability to use the Internet
their willingness to stretch the truth
to make themselves look good
and in general, how they expect to
approach getting a new job.
Using online Job Applications gives you additional advantages. The software
insures that all required fields are completed and very critical items
such as SSN and DOB, if you want to solicit them at the Job App stage,
are properly formatted. Further, the system totals the
employment history time and the residence history time as the entries are
made so that if you request the most recent 5 or 7 years, that is what you
will get. In addition, the system formats the printed version of the
Job Application and gives you readability and uniformity. And, you can
store your Interview Notes, at no additional charge, with the Job Application.
All job applications must be signed and dated so that they can be used
in the future as legal documents. Employers need
to approach job applications as legal documents that are not only used at
hiring time, but may be used again in the future if a problem with the
employee arises. In fact, having a good job application in the
file can save an employer lots of time and expense in the future.
Your job application should begin with all the normal formalities like full
legal name, other names or aliases, current address, phone numbers, job
applied for, availability date, salary desired, and more. Do not
let candidates merely enter "negotiable" or some other neutral phrase where
specific information is requested.
You must keep in mind that while is it legal to ask
for this information, it is often illegal to disseminate it or to use it as
decision criteria for your hiring. Sex and Race are required for example in
order to conduct criminal conviction histories in accordance with Federal law,
but of course cannot be used to discriminate in the hiring process.
Your Job Application should also require residences for the past 7-10 years
so that you know where your candidate has lived. You will need this
information for your background checking, and if the candidate ever causes you
a problem as an employee, you will likely then wish you had the residence history
of your candidate.
Your Job Application usually requires past employers for the past 7-10 years.
Insist on the information no matter how insignificant the job, so that you have a
picture of continuity, achievement, growth in responsibility, salary progression,
and industry experience. Don't let a lazy or insincere candidate write "See Resume"
in one of the blanks and assume that covers the past job history.
Your Job Application requests accurate "start" and "end" dates, supervisor's names,
phone numbers, addresses, major tasks, past compensation, and other things that you
will want to verify. Don't let the candidate bluff you out of the information.
The
way that the candidate handles this gives you a lot of insight into their laziness,
candor, and willingness and ability to recall detail. Further, every candidate knows
that this detailed information is your key to discovering hidden problems. If they
hold back, you should wonder why.
The education portion of your job application should request all the normal
information that it will take for you to verify the record. This includes
institution, city, state, degree, date awarded, and area of study. If your
company has a particular need for emphasis on education, you may also want to require
department, major advisor, and phone number. Your candidate should know this
information or have it with them if they are seriously applying for a job in a specialty
in which that kind of information is normally used for evaluation.
Finally, there are certain questions and statements that need to be in the
signed Job Application.
First, there is the question: "Have you ever been convicted of
a crime?" You want this so that you can check out any
affirmative answers, and if the answer is negative,
so that you have it as part of the signed application.
Second, there is the statement: "If it is ever shown that any
information provided above is false, I understand and
agree that having provided that false information will
be grounds for my immediate termination."
Third, you want the job application to expire if you
do not hire the person. It should contain the statement:
"I understand that this application will remain valid
and in force for the duration of my employment if I am
hired; however, it will only be valid for 60 days for
open positions that I am being considered for, after
which time period a new application must be completed."
There will be times when you will wish that you had a
timed-out Job Application.
Be sure that each candidate signs and dates the Job Application. It is also
important to say here that you need to do at least a preliminary verification
of the person's identity by asking them to produce a photo ID, usually a valid
driver's license. You should be sure that they resemble the picture on the
license, and attach a photocopy, no matter how bad a copy, to the Job Application.
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