Scoring Applicants with a Smart Application Form
When an employment manager defines a standard structure for an employment application form, he/she has practically determined the needs of the corresponding company for that job title.
Some managers take more elaborate initiatives and define a certain system within the questions of an employment application form posted on their websites or job search networks.
There is no identical standard structure for employment application form and every company defines its own specific structure.
Having an employment application form makes it quite easy to rate applicants. If you have your special form and you have designed them professionally, you can rate applicants based on the information they have entered into your recruitment system.
Define the scoring system and categorization of applicants based on the employment application form.
For example, define what tier an applicant stands in case of giving positive or negative answers to a specific question. All questions won’t be answered by a simple yes or no. Sometimes, you ask applicants to provide more explanation. Define certain keywords and if these words are applied in an answer, the applicant will get the score for that question.
Consider a score for each question. For example, you have posed 10 questions. These questions are aside from information such as name, education and job experience; ask questions regarding the field and professional aspects of a job. Consider the total score out of 100 and define a minimum score for passing to interview stage. For example, the individuals who get a score of at least 70 will be qualified to attend the in-person interview.
Create an interesting structure for the online questionnaire form and make it easy to use for both mobile and computer users.
Don’t just read a résumé without a scoring system.
A smart form is necessary because you can handpick it using certain tools and you won’t have to go through thousands of résumés and read them all.
To do so, you better use applications, but, nevertheless, you need to use a scoring system for yourself; it means: You need to reach a level where you can cast a glance and score a résumé when you put it in front of you, whether it’s emailed, mailed, posted or faxed. If the positive marks reached a certain number, put that résumé in the list of good ones, put some other résumés in the list of mediocre ones and tag the rest as ineffective résumés.
All applicants aren’t necessarily good or bad; keep a grey or mediocre list and when you couldn’t reach a conclusion with good résumés, you can go back and review the list of medium ones.