The first step in the selection process is to get job applicants to fill out an application and/or send in their résumé. Then we do preliminary screening that may include a quick background check, testing, and initial interviewing to narrow down the applicants to the best matches, or fit, for the job.

As part of the selection process, the recruited candidates are typically asked to complete an application to provide biographical data. We need data to aid in selecting the best person for the job.
Organizations may use different application forms for different jobs. For professional jobs, a résumé may replace the application form. However, even in cases where résumés are appropriate, many companies today will request that the applicant also fill out an application.

The application gives the company information on the applicant in a standard form. This makes it easier to quickly scan and evaluate different applicants. applications almost always have some legal language or “disclosures” that must be agreed to by the applicant.

This information will generally include language to inform the applicant of an “employmentatwill” clause, allow the company to conduct background and reference checks with the applicant’s permission, tell the applicant that the company will conduct some mandatory tests prior to final employment (e.g., drug testing), and inform the applicant that any false information provided will be grounds for immediate termination of any relationship between the company and the applicant. Résumés won’t have such language, so the organization will generally require that the application be completed in order to efficiently cover these items.