Recruitment hints and tips

Designing and using application forms

CVs or application forms?

Application forms are increasingly popular with employers because they are generic and allow easier comparison between applicants. However, this uniformity can disadvantage people who may well be excellent candidates but do not have standard educational qualifications or who have gaps in their work experience. While some disabled people may have had less formal education and spent time out of work for rehabilitation, they may well have other experience and skills, to bring to the workplace.

Employers should also consider the impact standard application forms can have on others from diverse backgrounds, including people who were educated outside the UK or speak English as a second language.

If you do use application forms:

• Avoid making application and registration forms overly long and complicated this makes it difficult for all users to apply and may particularly disadvantage those disabled people who take longer to fill out forms.
• Ensure every question is relevant to the position. Mark clearly which information is mandatory and which optional
• Allow space for the applicant to give details of experience they have gained outside the workplace
• Use simple straightforward language to help those with cognitive impairments or learning difficulties, as well as those who have English as a second language
• Ensure the applicant can see what the application form involves before they begin and what information they will need to be able to provide. Give an estimate of how long the form will take to complete.
• The applicant should be able to print off the form to help them to prepare their answers and be able to save the form and return to it later
• Applicants should have the option to return the form in a different format if this is easier for them, e.g. paper format or on tape. This is both best practice, and in the UK, a requirement under the DDA.

If you use standard application forms that request information which may not be relevant to a specific position, ensure this information does not influence any decision to offer an interview or employment. In addition, state on the form that it is a standard form and make it clear you will only take into account those questions which are relevant to the particular position.