A little secret: how to fill out a questionnaire when applying for a job. When applying for a job, almost everywhere it is required fill out a resume. A how to fill out the form correctly, while avoiding gross errors (not only spelling), we will now consider. To begin with, this questionnaire is a summary of your life status and experience in a particular field.

Therefore, many employers (or employees of the personnel department) very often, when comparing resumes (for example: the same work experience, skills, education) and selecting candidates for a particular position, pay attention to how the questionnaire is filled out.

As a result, a large percentage of people with the same skills, experience, etc. are eliminated, and the manager calls you back or says during the interview: “You don’t suit us .. and so on ...”. All why? That's right, because you filled out your resume poorly or seemed like the wrong person to the manager. So let's not make these mistakes in the future.

In the absence of any skills, a dash is put in the column.

And now: how not to behave in an interview, how best to get out of this or that situation if you don’t know the answer to it.
We examined the correctness of filling out the resume, but this is only 60% if an interview awaits us ahead.

How not to behave: stepping from foot to foot, pulling hair, blushing, staggering - when talking, acting insecure, stuttering, mumbling, twitching, talking loudly, not looking often to the side / to the floor. You don't notice it, but others do.

How to conduct a conversation with a manager: when you answer, look into his / her eyes, partially shifting your gaze, but you should not “hypnotize” him.
The manager conducting the interview is, first of all, the same person as you. But as soon as he feels insecure when talking with you, he (she) immediately begins to ask unnecessary questions. Therefore, in order not to put yourself in an awkward position, it is better to say more you than - he (she). If it so happens that you still do not know how to answer his question, then turn everything into a joke, and when he (or she) laughs at your joke for a long time, try to form an answer to the question posed earlier.

As a rule, a manager is an avid, savvy master in his field, often using the following techniques: an impromptu task for a group of applicants, a related question on your profile, etc. To do this, you need to expand your horizons of knowledge.

It is necessary to know the terms from personal qualities, this is suitable for young people, and for those who do not know either.
Sociability- establishing connections, contacts, competent communication.
Punctuality- a character trait that includes: accuracy, systematic adherence to the rules (order of task, etc.).
Responsibility- responsibility for actions and actions, as well as their consequences.
Stress resistance- a set of personal qualities that allow a person to endure significant intellectual, volitional and emotional loads (overloads) due to the characteristics of professional activity, without any particular harmful consequences for the activity, those around them and their health.
diligence- the fulfillment of a task that has a specific goal.

If you positively influenced the manager, he liked everything about you, maybe you too (of the opposite sex) or the one who will conduct the interview, then even the resume questionnaire will go by the wayside, because. it is highly likely that this person will recommend you for this position.

This article ends, and I wish you - get a job right away, and don’t dangle through interviews due to refusals.

The documents prepared by the applicant for the position often include a questionnaire - a short questionnaire containing biographical information about the applicant and answering questions about the level of his professionalism. How to fill out a job application form so that the employer makes an objective opinion about the future employee of his organization? Let's consider this issue in this article.

The request of the manager or HR manager to fill out a job application form should not cause negative emotions for the applicant, since documents on vocational education drawn up by him personally and, may not contain information related to the specifics of work in a particular organization.

Filling out the questionnaire can be requested in two cases: before the interview and studying the applicant's documentation in order to get a better idea of ​​the personal and business qualities of the person, and directly during the employment, when the issue of acceptance has already been resolved, and the personnel department needs to issue a personal employee's business.

The first option assumes the most complete and detailed answers to the questionnaire and is a significant addition to the summaries and other documents submitted earlier. The second option allows for the formal filling out of the questionnaire - the information from it will be used by personnel officers only as an information sheet that supplements the package of documents in the personal file.

As a rule, a job application does not have a single form adopted by law. Depending on the direction of the enterprise, it may contain questions regarding the personality of the applicant, professional skills and work experience, career plans and opportunities to influence the qualitative improvement of the organization.

If you fill out the items of the questionnaire honestly, deliberately, with a share of creativity, objectively assessing the level of your professionalism, you can hope that the answers to the questions of the questionnaire will become a decisive factor in obtaining the desired position.

How to fill out a job application correctly

Answering the questions of the questionnaire is usually offered immediately before the interview, so the applicant will need attentiveness, concentration, sincerity and the ability to correctly state information about himself. It seems that fill out a form when applying for a job, it is not difficult - only the most inattentive can make a mistake in providing personal data, information about education and work experience.

However, some items on the questionnaire can be problematic, especially those related to professional achievement and personality traits required to successfully perform job duties. You should not rush when answering questions, you should think about each item, and when filling out biographical information (for example, about education and previous jobs), it will be useful to check the documents.

The standard questionnaire, supplementing the documentation of applying for a job, contains questions about:

• surname, name, patronymic;
• date and place of birth;
• place of residence;
• passport details;
• citizenship;
• attitude towards military service;
• marital status;
• information about next of kin;
• education;
• completed courses;
• awards received;
• hobbies and hobbies;
• personal characteristics that testify to the professional level.

The document is filled out by hand, in clear handwriting, without errors and corrections. Before starting work on the questionnaire, it is advisable to read all the questions and consider the answers to them: this will help to avoid repetitions and blots.

In some cases, the employer asks to answer questions about a criminal record, available additional sources of income, provide additional recommendations from previous jobs and photos. All this will allow you to evaluate both the professionalism and personal qualities of the applicant.

Qualitatively and correctly draw up a questionnaire will help sample application form for employment.

How to answer tricky survey questions

In addition to standard questions, the questionnaire may contain such questions, answering which the applicant will have to prove himself as a professional who has the desire and ability to benefit the organization in which he plans to work.

When filling in the items “What professional skills of yours can improve the work of our company?”, “Do you consider yourself a leader?”, “What is your role in conflict situations?” it is desirable to answer truthfully, without diminishing or exaggerating your capabilities, correctly assessing the ability to interact with colleagues.

The employer may also ask about the health of the applicant for the position, his bad habits, the ability to organize his free time. Of course, chronic diseases cannot be hidden, and they should not affect the performance of the applicant, if they do not concern specific professional skills.

It is also advisable not to lie about bad habits, because all of them will come to light almost from the very beginning of work. Questions about hobbies and preferred pastimes on weekends will help a potential employer find out how easy it is for you to accept the corporate culture and join the team.

Filling out the questionnaire when applying for a job should be taken seriously, because competent and truthful answers can affect a positive decision on obtaining a promising position.

Admission of a person to a new place of work is carried out not only on the basis of the results of the conversation. Questioning is the first stage of acquaintance of the employer and the potential employee. The latter is asked to complete a short questionnaire. The application form for employment is issued directly at the interview. The results obtained allow the management to form a primary opinion about the skills of the future employee.

As per law

The current legislation does not provide for a specific form of this questionnaire. The questionnaire for a job interview is compiled by the employer, taking into account his preferences. The main thing is to take into account the requirements of inviolability of personal life. You can get acquainted with them in the relevant legal acts (Article 137 of the Criminal Code of the Russian Federation).

The applicant's questionnaire should not cover topics such as:

• religion;
• race;
• nationality;
• origin;
• financial position.

They may well become a stumbling block if the candidate is rejected. Referring to the articles of the Criminal (Art. 136) and Labor (Art. 64) Codes, he can go to court.

Another important nuance is compliance with the law “On Personal Data”. The application form for employment (if it is very detailed) cannot be filled out by the applicant without his written consent. More detailed information is set out in the specified legal document (clause 4, article 9).

Do you need a resume

In the process of filling out a questionnaire for obtaining a job, the applicant may come across issues that are already covered in the resume. Solution options are:

• Make a reference to the provided paper in the questionnaire, thereby unwittingly complicating the actions of the personnel officer.
• Rewrite information from resume.

The second option is not convenient for the candidate himself. However, he can use a marker to focus the recruiter's attention on more important points of the resume.

Drafting

To make it convenient for the applicant to fill out the questionnaire, its items should be grouped into categories. It is better to start the questionnaire with standard questions, and place highly specialized ones a little lower. Samples of possible questions should be further considered.

Information about the employee

This section is the simplest. It is filled out based on the following information:

• Date of birth.
• Place of stay.
• Contact details.
• Family status.
• Having offspring.
• Military duty.

Sometimes employers are interested in the presence of problems with the law.

Job Goals

Here you should place items related to the desired salary, position, etc. The attitude of the candidate to work trips is also determined at this stage.

Sometimes employers include a list of qualities or advantages in the sample questionnaire. The applicant is invited to rank it in an acceptable order. This allows management not only to get a dry answer, but to understand what the applicant is most focused on in selecting a job.

Education, work experience

The question about the diploma of the applicant is not asked by all employers. Many are interested in having experience and working skills. For example, if you want to get a job as a secretary, the applicant should indicate his skills in office equipment and computer programs. The indication by the candidate of the previous places of work allows the employer to draw a conclusion about his stability as an employee.

Additionally

In some enterprises, the sample application form for employment contains items about the health of the candidate. In order for this topic not to be equated with interference in personal life, it is necessary to correctly formulate the question. For example, to clarify with the applicant whether he needs special working conditions for medical reasons? The candidate, in turn, must also indicate the presence of a disability (if any), or other ailments. The latter are important if they involve regular treatment in a hospital setting. Hiding this kind of information will deprive the future employee of the right to benefits, etc.

You can download a sample job application form here.

Filling out the questionnaire

There is no clear answer to the question of how to correctly fill out the application form for a candidate for a position. There are a number of recommendations that a potential employee should follow. Here are their examples:

• Honesty. When filling out the questionnaire, the candidate should answer the questions as truthfully as possible. Otherwise, the employer has the right to terminate the employment agreement if he received false data. This is stated in Art. 81 of the Labor Code.
• Accuracy. Filling out the proposed questionnaire for a job is done manually, so you must first go over the text with your eyes. It is better to think in advance what to write in each answer. This will help avoid blots and typos.
• No passes. It is considered extremely impolite to ignore any item. If the text of the question is not related to the candidate, do not be afraid to indicate this (or you can put a dash).
• No need to try to invent non-existent qualities in order to seem smarter and like the management. It won't help you get hired. But adequate humor, tact and goodwill will completely play into the hands of the applicant.

To make this procedure more comfortable for the applicant, you can provide him with a sample filling. Knowing how to correctly fill out the proposed job application form, the candidate will be able to avoid typical mistakes.

Before the interview, the applicant can prepare in advance. It will be correct to learn how to fill out a questionnaire for employment.

Job seekers are often perplexed: why do you need to fill out a job application form if the employer has already been provided with a resume for review? And sometimes you may come across the opinion that a written questionnaire for employment is useless, because it can be replaced by an interview. No, he can not. Neither a resume nor an interview is a full-fledged replacement for a job interview.

Every employer knows that in the resume the candidate tries to present himself in the best light and may not indicate information that is unfavorable for him (for example, temporary jobs, the presence of small children). Moreover, the main purpose of the resume is to receive an invitation to an interview.

The questionnaire is the first stage of direct acquaintance of the employer and the future employee. The interview is the second stage.

Below will be given samples of the applicant's questionnaire when applying for a job and a sample of filling out a questionnaire when applying for a job. From them it will become clear that the employer with the help of a questionnaire can get:

• general information that determines the legitimacy and expediency of further interaction with a candidate for a vacant position;
• an adequate initial assessment of his professional qualities, necessary for making a decision on admission.

For the applicant, this document is no less important, as it may contain questions that are not answered in the resume. And besides, the potential employee himself learns a lot about future employment.

In this regard, the sample questionnaire of a job candidate is a more objective document. The application form for a job seeker contains a list of mandatory items that allow you to assess the candidate, his professional level and personal qualities more deeply. Looking through the information specified in the questionnaire, employers pay attention even to such seemingly trifles as:

• the level of literacy of the applicant;
• accuracy of filling;
• the amount of time spent filling out the form;
• the completeness of the data provided;
• mindfulness, etc.

It will not work to evade answering an uncomfortable question without answering it in the questionnaire - the employer will ask it anyway. So it's better to be honest.

The emotionality and mood with which the candidate comes to the interview are also evaluated.

Thus, a sample questionnaire for employment reveals the socio-psychological characteristics of the applicant, which simplifies the selection.

Who is required to apply?

According to the Decree of the Government of the Russian Federation No. 667-r dated May 26, 2005, the questionnaire must be filled out without fail by citizens wishing to take part in competitions for filling places:

• state civil service;
• municipal service.

In all other cases, the questionnaire is not included in the number of documents required for employment ( Art. 65 of the Labor Code of the Russian Federation).

But many businesses develop their own sample job interview questionnaire and use it to evaluate a candidate.

All information about the applicant, which is indicated in it, is confidential information and is not subject to public disclosure ( Art. 86 of the Labor Code of the Russian Federation). If confidentiality is violated, the employer may be held criminally liable.

What questions does a sample application form for a job contain?

The application form for employment contains from 10 to 30 items, the answers to which the employer wants to receive from the candidate. The questionnaire can also be completed electronically.

The application form for employment, a sample of which we have posted below, may contain the following items:

• FULL NAME. job applicant;
• Date and place of birth;
• citizenship;
• address of actual residence and place of permanent registration;
• telephone, e-mail address;
• passport data;
• education (including additional and courses);
• the presence of a medical book;
• information about labor activity for a certain period of time: (place and period of work, position, duties, wages);
• professional skills and abilities;
• marital status and information about close relatives;
• hobby;
• strengths and weaknesses of character;
• wishes for working conditions and wages;
• possession of a driver's license;
• level of knowledge of foreign languages ​​and PC;
• the presence of chronic diseases;
• references from former employers.

The employer must understand that in order for the questionnaire to be as informative as possible, the questions contained in it must sound clear and concise. They must also imply an exact answer.

Enterprises that require the completion of a detailed questionnaire for the device (for example, banking structures) should take care in advance to document the voluntary nature of the provision of personal data, for which the written consent of the candidate is required, in accordance with article 9, paragraph 4.

How to write a good questionnaire

We offer some practical compilation tips. It is very convenient when questions are grouped by topic. This will facilitate the work of both - the interviewer and the interviewee.

We propose to divide the questionnaire into two parts: general questions - in one part, highly specialized - in the second. Such a division facilitates the use of a single form of the questionnaire for a large enterprise, since its first part will be the same for candidates for vacancies in any workshop or department of the enterprise.

General issues

In the first part, the standard paragraphs usually come first:

• Date of Birth;
• residential address;
• Contact Information;
• Family status;
• children;
• attitude to military duty;
• having a criminal record.

Education

• educational institutions where he studied (with years, qualifications awarded and diploma numbers, which can be checked if necessary);
• advanced training courses passed by him, attended seminars, master classes and conferences;
• degree of knowledge of foreign languages.

If the last point is important directly for the position held, we recommend that you check your real language proficiency at the interview, since the candidate's self-assessment of his language skills often does not correspond to the real state of affairs.

Employment goals

Questions can then be asked to understand the job seeker's goals for future employment. We propose to include questions that will reveal the motives and goals of the applicant. Examples of such questions:

• what position he would like to occupy now;
• whether he wants to make a career;
• whether there is a desire and (or) the ability to work overtime and on weekends;
• how the candidate relates to business trips.

A great way to understand the personality of an applicant is through preference lists. Suggest, for example, to rank the list of benefits that the candidate would like to have in this workplace in order of importance:

• good team;
• decent salary;
• growth prospects;
• upgrading or obtaining qualifications;
• proximity to home;
• flexible schedule.

By ranking such a list, a potential employee will reveal his preferences and thereby reveal himself. It makes sense to offer to add your version to the ranked list.

Candidate Health

Whether it is necessary to ask questions about the health of a potential employee, each employer decides for himself. This is a rather tricky question. In fact, such questions may amount to an invasion of privacy.

However, important enough information that will affect the obligations of the employer in relation to the employee (providing benefits, etc.) are disabilities and chronic diseases that require regular inpatient treatment.

We offer the following rather tactful formulations:

“Do you need special working conditions due to your health?”

“Do you need extra days off to care for a relative?”

But it must be remembered that the refusal to provide a job to a person with health limitations (if these restrictions do not affect his ability to perform the assigned work) may be a reason to go to court.

Personal qualities

And, finally, an even more painful point in the first part of the questionnaire - personal qualities. These questions cause not only a negative reaction of the respondent, but are also extremely ineffective, since a person rarely can and wants to adequately assess their strengths and weaknesses, especially when applying for a job. We can suggest using the list ranking again, however, this method is also rather inefficient. It is better to use the oral interview method.

Experience and skills

Having finished with the first, general, part, we turn to the second, highly specialized, which we recommend starting with obtaining information about work experience. The structure of this section should serve two purposes:

1. Give the employer the necessary information about the job skills of the candidate. To do this, the profession, by whom he worked, the positions held, the list of duties performed must be indicated.
2. Get an idea of ​​the candidate's communication skills and mental stability. To do this, they ask about the reasons for changing jobs and ask the candidate to name one or two former employees who can give a description and recommendations.

To obtain relevant information about job skills, a highly specialized questionnaire is required. When filling in a driver's vacancy, they are interested in the category and time of obtaining a license, driving experience. If a programmer is questioned, they ask questions about the knowledge of certain programming languages, specific software products created by this applicant. This section should be compiled by the immediate supervisor of the future employee, because it is he who knows exactly what skills the future employee will need in a new place. This is a very important item in the questionnaire. No matter how sociable and stable the candidate is, if he does not have the necessary labor skills, he is unlikely to cope with the proposed functionality.

What an applicant should not write in a job application form

Despite the fact that at the moment there are no legally approved forms for the questionnaire, the law does not allow the employer to include in it whatever they want.

How long should the questionnaire be?

Sufficient, but not excessive. We also recommend that you ask questions tactfully so as not to scare away potential employees, and to minimize the number of personal questions. It makes sense to ask only what is directly related to the future position and suggests the possibility of a reliable answer.

Recall that the law obliges a candidate for a vacant position to be honest in providing personal data, giving the employer the right to terminate the employment contract if false documents are used ().

How to make sure the form is filled out correctly

First of all, you need to check the answers to all the questions posed. The next step is to verify the data provided with the data of the passport, diploma and other documents. The third step may be to verify the authenticity of the data and documents provided.

Sample application form for employment

In this section, we have placed a sample of the applicant's questionnaire when applying for a job.

What happens to the questionnaire after completion? Information about all candidates is entered into the enterprise database (if the person agrees to the processing of personal data). When a new vacancy appears, a candidate who has not passed the selection may be remembered and invited again for an interview. It is possible that the second attempt will be successful. If the employment has taken place, the questionnaire is filed together with other documents in the employee's personal file.

The one who processes the admission documents has access to personal data, and, therefore, must be warned about confidentiality (Federal Law of the Russian Federation No. 152 “On Personal Data”, Article 6, paragraph 3). According to the law, the responsibility to the state for the actions of the operator lies with the head of the enterprise.

Getting a job has not been easy lately: the requirements of employers for potential employees are constantly growing, and each subsequent step of the applicant is usually associated with filling out new and new documents. Sometimes one interview is not enough; quite often, a person seeking official employment needs to bring with him. And this is not to mention the medical examination, numerous references and briefings. In different institutions, everything is different, but always tiring.

However, the first two stages of the device are always the same: this and, if it is of interest to the head or the personnel department specialist, filling out the questionnaire. And here difficulties often arise: a candidate who has done a good job with the first document may not be able to master the second one: misunderstand one of the questions or deliberately indicate incorrect information about himself. How to cope with filling out a questionnaire when applying for a job will be described below.

Why is a job application required?

The questionnaire when applying for a job, despite a common misconception, is not one of the mandatory documents: the need to fill it out by the applicant and further processing by the personnel department is determined by the employer; he also examines the document in some cases.

Important: for employment in budgetary institutions and departments, filling out the questionnaire in most cases is an indispensable condition for considering the candidate's candidacy. In this case, the state acts as the employer - it sets the rules. Commercial organizations and individual entrepreneurs can use questionnaires of any sample when hiring - from the simplest to multi-page ones - or completely abandon them, being content with a simple interview and the documents and certificates provided by the future employee.

The structure and individual items of the questionnaire can vary greatly even within the organization, depending on what position the applicant is applying for. It is clear that there will be significantly fewer requirements (and, therefore, questions) for a janitor, a handyman or a manager than for a department head or a person responsible for the life and health of other employees. It is also equally obvious that joining an organization whose activities involve state secrets is more difficult than getting a job as a grocery store clerk.

Features of filling out a questionnaire for employment

There are common points in any questionnaires, regardless of the template set by the head. These include:

1. Surname, name and patronymic of the candidate. Despite the accepted naming order, it is recommended that specialists compiling or correcting the form of a document leave room for national prefixes, endings and other parts of the person’s full name in order to avoid confusion or listing an employee under the wrong letter in the future. It should also be noted that for the same national-cultural or other reasons, the “Patronymic” field is not mandatory: a dash in it cannot be the basis for refusing to consider the questionnaire. It is also recommended to leave applicants as much space as possible to enter data: it is important to remember that handwritten letters usually take up more space than typed ones.

Advice: the candidate should try to fill in all the fields of the questionnaire as legibly as possible when applying for a job. This will make the task of the human resources officer easier and, as a result, increase the chances of success: no one will want to mess with an unreadable document, and it will probably just be left without consideration. The applicant may ask (in case of an error or blot) not one, but two forms; it is also necessary, before proceeding with the case, to familiarize yourself in detail with the sample of the completed questionnaire and even ask for a copy of it in your hands if you intend to deal with the document at home.

1. The position for which the person is applying. Recently, this item has increasingly been placed at the beginning of the questionnaire, putting it before the full name. The advantages of this approach are obvious: an employee of the personnel department, and in the future - an archive, where personal files of employees with sewn questionnaires should be handed over over time, will not have to look for a long time who exactly the person wants to be (or was). This is especially useful if the position is not listed on the cover of the case, a practice that is extremely rare. It must be remembered that it is possible to make changes to an already filed questionnaire only if necessary and in accordance with applicable regulations. For example, if, after getting a job in the first specialty, a person moved (within the organization) to another position, this is not a basis for correcting the first questionnaire. Depending on the requirements of the employer, two options are possible: either the employee fills out a new questionnaire, which is also filed in the file, or simply a transfer order is issued, one of which, as you might guess, should be in the personal file.

Advice: although a specialist in the personnel department is unlikely to confuse the position indicated by the applicant, it is necessary to accurately indicate it on the application form when applying for a job. For greater confidence, this column, like the rest, the candidate can fill in block letters, easier to understand. At the same time, one should not forget about the alternation of uppercase and lowercase characters: a continuous row of capital letters is difficult to read and does not make it possible to distinguish the name of the institution from the general term. For example, in the same city, the structures “City Hospital No. 1” and “LLC City Hospital” can coexist - and without alternating lowercase and uppercase letters, it is difficult to understand in which of them the applicant previously worked.

1. Date of Birth. In most cases, the applicant can indicate it in a way that is more convenient: using Arabic numerals alone (05/28/1963), using Roman numeration for the month (Van 28, 1963) or writing the month in letters (May 28, 1963). If an employee of the personnel department indicates the need for any one option, or such requirements are spelled out in the application form itself when applying for a job, you should adhere to them. In turn, the specialists developing the document must foresee each of the options in advance and leave enough space for the applicant to enter the required data.

Important: when filling out a job application form within the Russian Federation, you should follow the accepted order of writing dates: first the day, then the month, and at the end of the year. All values ​​are separated by a dot; the use of a slash (diagonal dash) is not recommended. Also, do not use other formats that complicate the work of a HR specialist: year-month-day or year-day-month. The latter option is likely to mislead the specialist and may cause errors in subsequent documents related to employment. If the applicant is not sure how exactly to write the date, he can always ask for a sample of the completed application form and check with it.

1. Citizenship. Another obligatory point: the answer to this question will allow the employer or his representative to understand in what direction legal relations with the candidate and subsequently the employee should be built. If the applicant is a citizen of Russia, it is enough for him to indicate in the appropriate column (or line) of the application form when applying for a job "Russian Federation" or "Russia". According to the current Constitution of the country, both names are equivalent and can be freely used as synonyms. In this case, the personnel department specialist does not have the right to force the applicant to change one inscription to another; however, if there was such a request, the candidate may well meet the future colleague halfway and use the necessary word or phrase.
2. Place of Birth. When filling out this field of the application form when applying for a job, you need to focus on the size of the line: the longer it is, the more detailed information the employer is waiting for from the applicant. If the column is small, it is enough to indicate only the city, town, village or other settlement in accordance with the passport. If there is a lot of space, you can enter all the information: index, country, region (region, territory, autonomous region, republic), district, and so on.

Advice: the applicant needs to try to ensure that the entered data exactly matches the information from the passport - otherwise, later, when checking the questionnaire, questions may arise from the company's own security service. If a city or other locality has been renamed or incorporated into another territorial entity, all the same, when applying for a job, it is necessary to enter its former name in the application form.

1. Place of residence and (or) registration. A good trend recently has been the division of this item into two separate ones: this way you can get as much useful information about the applicant as possible. However, if the column in the form is still the same, the candidate, before filling out the questionnaire, may ask the HR specialist what information is required to be indicated in it, and act in accordance with his advice. Another option is to ask for a sample of a ready-made application for employment: perhaps the employer means that a person will enter two addresses at once in one field.

Advice: if the applicant is registered in one place, but lives without registration in another, it is enough to indicate the address of registration. The employer needs to provide only official information - the future employee may well keep everything else to himself. If the addresses of registration and residence are the same, in the second field you can put a dash, an identity sign (the letter Z crossed out twice horizontally) or re-enter the previously specified information.

1. Contact details. This column, depending on the requirements of the employer and the availability of free space, may contain the following subparagraphs:
   • home (city) telephone;
   • mobile phone;
   • work phone;
   • E-mail address;
   • Skype account and so on.

Important: the absence of a landline or mobile phone of a candidate for the position cannot be a reason for refusing to consider his application. If necessary, the employer will always be able to contact him in an official way - by mail (for this, the current address is indicated). However, if it is vital for the organization that the applicant has the opportunity to use cellular communications, the HR specialist will always find a reason for refusal. The same applies to other information, so it is better to get acquainted with the specifics of the functioning of the company even before not wasting time on filling out the questionnaire leading to nothing.

1. Passport data. The most controversial (and yet usually obligatory) item of the questionnaire. On the one hand, the applicant has every right not to tell anyone the series and number of his passport; on the other hand, as mentioned earlier, the employer will certainly have grounds for refusing an applicant who does not want to share information. In such a situation, it remains only to go to court - but in Russian realities this is unlikely to give the desired result.

Advice: the applicant, even having indicated his personal data in the application form, must remember that the employer does not have the right to disclose them and transfer them to third parties. In this case, there will be much more grounds for filing a claim, and the court decision is not in favor of an unscrupulous employer.

1. Family status. It is surprising why this item is still among the mandatory ones; it is unlikely that it represents at least some value for the enterprise. Nevertheless, while the outdated practice is in effect, the applicant needs to enter something in the appropriate column of the application form. There is no need to specify the details: the standard markings “married/married” or “single/single/single” will suffice. More information will be redundant and will hardly help when applying for a job.
2. Consent to the processing of personal data and verification of the accuracy of the entered information. Here, the applicant is not required to write anything: his signature below automatically means that he gives permission for the specified actions.

Important: the candidate (or employee) has the right to withdraw his consent to the processing of personal information at any time. To do this, you need to contact a specialist in the personnel department of an enterprise or institution and act in accordance with his recommendations. Formally, such a refusal should not affect the position of the employee in the team; in fact, it is impossible to predict the further development of events: all options are possible - from maintaining the current status to the need to re-initiate legal proceedings.

1. Date and signature of the applicant. In most cases, the date can be set to any one lying in the interval from filling out the questionnaire to its acceptance by an employee of the personnel department. Nevertheless, it is better to consult with him in advance on this issue as well - otherwise the candidate will have to correct the previously entered information, and in some cases, completely rewrite the document. There are usually no problems with the signature: it must be clear and correspond to the model in the passport. Most often, the applicant must also provide a transcript of the signature: his last name and initials.

Important: filling out such items of the questionnaire when applying for a job is not particularly difficult, however, due to the large amount of information, it requires special care. It must be remembered: in the completed form, ideally, there should be no blots and corrections. The information provided, of course, must be true - this is an indispensable condition for successful employment. It is better to write less, leaving part of your biography outside the document, than to deprive you of the chance to get a job through your own negligence.

The required items on the questionnaire are:

1. Information about relatives. Depending on the position of the employer, the applicant may need to list only immediate relatives (father, mother, siblings, spouse and children) or distant ones. The requirements are usually given in the questionnaire itself; if nothing is indicated there, the candidate can ask the HR specialist or ask for a sample of the completed document.

Important: it is necessary to indicate not only blood relatives, but also those who are classified as such by virtue of the law: adoptive parents, adopted children, and so on - it all depends on the family circumstances of the applicant.

1. Attitude towards military service. For women, except in special cases, this item is not mandatory. Men, on the other hand, need to indicate their status in accordance with the entry in the military ID and rank.
2. Education and previous jobs. In these paragraphs (usually they are presented in the form of tables), you need to enter in reverse chronological order (from the last to the first) the names of the educational institutions in which the applicant studied and graduated, the years of admission and graduation, the specialty received and, if desired, special marks (“ Diploma with honors, etc.). The same applies to places of work: the candidate will need to list the full names of organizations and firms in which he was officially employed, the start and end dates of work, his job responsibilities and sometimes achievements in the workplace.

Important: although this is not expressly provided, the applicant can also indicate, with an appropriate note, places of part-time work and informal employment - but only if he believes that the information will be of interest to the employer, that is, it directly relates to the job responsibilities that the employee will have in a new place . Otherwise, it is better to limit yourself to official data, without disclosing your entire biography to the personnel department specialist.

1. Skills and personal qualities. As just mentioned, it is best to provide only information that is directly related to the case: the employer is unlikely to be interested in learning about the success of the applicant in winter fishing or baking muffins - unless, of course, he gets a job in a bakery or sports (fishing) store. Here it would be useful to mention the presence of a driver's license, indicating their category: sometimes this can be a significant plus for the candidate.
2. Desired salary level. Sometimes the clause is divided into two sub-clauses - before the trial period and after. Theoretically, the applicant can enter any amount in these fields, but it is better to focus on averages: the employer may consider himself unsuitable for an excessively demanding employee.
3. Other items. There can be many of them, depending on the working conditions (for example, the presence of a criminal record) and the imagination of the manager or specialist who compiled the questionnaire (in particular, hobbies and hobbies), so it makes little sense to discuss all the options. incomprehensible points should be discussed with an employee of the personnel department, and if he does not have time, the candidate may ask for a sample of the completed form.

Important: Please read the form carefully before submitting it. If errors or inaccuracies are found, it is necessary to contact a specialist in the personnel department: he can either advise correcting them directly in the document, or issue a new form that needs to be filled out again more accurately.

Questionnaire for employment - form

It is useful for both the applicant and the personnel department to familiarize themselves with the sample application form when applying for a job: this will allow the former to roughly imagine what awaits him in the near future, and the latter to draw new ideas or correct shortcomings in current documentation.

Application form for a job seeker - sample

Often, it is not enough for a candidate to simply skim through the application form: for many, visual information is more useful (a fully completed document, on the basis of which the applicant will be able to enter his data into an empty application form - of course, without copying those given in the “standard”).

Summing up

Employment is an important and long stage in the life of an adult. So that it does not take too long, it is recommended to follow the recommendations above and the advice of an employee of the personnel department.

The applicant, no matter what position he applies for, must fill out the questionnaire form as carefully as possible: it is better to spend a little time and hand over the document to a specialist the first time than to make adjustments in the future or completely rewrite the questionnaire.