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Tailor each employment application to the specific job.
Opinions expressed by Entrepreneur contributors are their own.
What insight can you glean from a completed job application? Notmuch, because most are too general for any true insight. Theytypically collect only basic information, such as employment,education, salary history and job responsibilities.
A better way to document a person’s skills is to createapplications tailored for particular positions. The advantage ofhaving applications specifically for technical positions isobvious, but you can even benefit by getting specific with nontechpositions.
“Job-specific applications lay the basis for what the basicqualifications and job expectations are,” says Frank Connolly,a labor and employment attorney at Piper Marbury Rudnick &Wolfe’s Reston, Virginia, office. These applications alsoreveal how well potential employees fit those requirements.
It’s not difficult to create job-specific applications. Ateam effort works best; include your lawyer, the person currentlydoing the job and the supervisor overseeing the position. Assessthe needed skills, and include them as detailed questions on theapplication.
Job-specific applications may also help if you end up firing theemployee, says Connolly. “When an employee can’t performthe functions they [said] they could in writing, then you have adefense if they sue.”
Ellen Paris is a Washington, DC, writer and former Forbesmagazine staff writer.
Contact Source
- Piper Marbury Rudnick & Wolfe, frank.connolly@piperrudnick.com
What insight can you glean from a completed job application? Notmuch, because most are too general for any true insight. Theytypically collect only basic information, such as employment,education, salary history and job responsibilities.
A better way to document a person’s skills is to createapplications tailored for particular positions. The advantage ofhaving applications specifically for technical positions isobvious, but you can even benefit by getting specific with nontechpositions.
“Job-specific applications lay the basis for what the basicqualifications and job expectations are,” says Frank Connolly,a labor and employment attorney at Piper Marbury Rudnick &Wolfe’s Reston, Virginia, office. These applications alsoreveal how well potential employees fit those requirements.
It’s not difficult to create job-specific applications. Ateam effort works best; include your lawyer, the person currentlydoing the job and the supervisor overseeing the position. Assessthe needed skills, and include them as detailed questions on theapplication.
Job-specific applications may also help if you end up firing theemployee, says Connolly. “When an employee can’t performthe functions they [said] they could in writing, then you have adefense if they sue.”
Ellen Paris is a Washington, DC, writer and former Forbesmagazine staff writer.
Contact Source
- Piper Marbury Rudnick & Wolfe, frank.connolly@piperrudnick.com
