Questionnaire- This is a questionnaire developed by the organization, with the help of which the employer forms a list of candidates for an interview.
The size of the form and the list of questions are not regulated by any legislative acts. The only requirement from the state is not to include in the document issues that violate privacy.
The Labor Code does not oblige the employer to conduct a questionnaire before the interview, the procedure is the company's own recruiters' initiative.
Important! The Company is obliged by law on personal data to ensure the confidentiality of the results of the survey.
Why is she needed?
First of all, the questionnaire is necessary for the preliminary "screening out" of unsuitable applicants for the company.
Imagine the situation: You are a recruiter and you need to choose the best from 60 applicants. Each interview takes about 40 minutes, as a result, you will spend a whole week on all candidates! Application of the questionnaire procedure would save up to 50% of your time.
Currently, organizations invite applicants to answer questions on the company's website or fill out a form in the office. During the agreed period, the employer examines the data of the document and decides whether to invite the applicant to the meeting or not.
In addition, the questionnaire contains information that you did not indicate in your resume. Based on the data received, the HR manager outlines for himself your professional and personal portrait, determines the degree of correspondence between the candidacy and the open vacancy.
Indicate reliable information when filling out in order to avoid conflict with the employer during further employment.
What should be contained in the applicant's application form when applying for a job: sample
HR specialists have long developed a general survey plan, which can be supplemented by management, depending on the specifics of the company.
The Job Interview Questionnaire, a sample available below, usually contains the following main sections:
- full name, age, address, phone number and other contact details;
- marital status, children, data on close relatives;
- preferred position in the company;
- education and professional skills;
- general experience;
- three previous jobs and reasons for leaving;
- persons who can recommend you as a good specialist and their contacts;
- data on advanced training or additional training courses;
- expected salary level;
- knowledge of foreign languages, level;
- computer skills, what programs and at what level;
- bad habits;
- driver's license and driving experience;
- willingness to travel and relocate;
- personal qualities;
- What are your expectations of working for the company in 3-5 years?
- Additional Information.
The form can be supplemented with questions about height, size of clothes and shoes, if the position requires a uniform. Sometimes a photo is required to be attached to the form.
This template is the same as the application form for a job interview!
Before filling out the document, the applicant must sign a consent to the processing of his personal data!
Filling out an interview questionnaire: how to do it correctly and competently?
How to fill out the application form at the interview? Of course, you will fill it out personally, no one can answer the questions for you. The document is filled in with a regular pen or in printed form, if you leave the questionnaire on the site.
When filling out, do not make grammatical errors and corrections, try to answer the question in detail.
Be sure to include your personal and professional strengths. Some employers include tricky points about your negative qualities in the questionnaire.
Do not rush to immediately write that you chat a lot or work slowly. Use the negative-to-positive translation technique.
For example: you work slowly - carefully study the problem and calculate all the solutions, talk a lot - easily find a common language with others, are sociable.
The job interview questionnaire, the form of which you can download from the link above, is a good practice before a personal meeting with a recruiter. Usually at the interview, the questions duplicate the data of the questionnaire, so it will be easier for you to prepare for the contact, and forewarned is forearmed.
A nket when applying for a job - This is one of the stages of the interview when applying for a vacant position.
All the goals for which the questionnaires are oriented are divided into several types: evaluation of events, clarification of personal values and guidelines, statistics, timing studies.
The questionnaire that is filled out when applying for a job belongs to all of the above items, since it should provide the employer with the most complete information about the personality of the employee.
Main types
In general, questionnaires follow us everywhere: in the hospital, when applying for a loan at any bank or store, when finding a job. It is a kind of self-presentation of a person.
Each profile is divided according to certain characteristics. Questionnaires for hiring can be characterized as follows:
- Often, such questionnaires belong to the semi-closed type, since almost all of them have such columns that you need to fill out yourself, as well as those where you need to choose one of the proposed options.
- The method of communication is distributing, as they are given to a certain person to determine the specific knowledge, skills and abilities required for work.
- Individuality - each questionnaire reveals the characteristics of a particular person. Such a questionnaire cannot be mass-distributed or published anywhere. Almost every company has its own form, which differs from other organizations.
The employer is interested not only in the working skills that apply to the vacant position, but also in the additional skills and abilities of the candidate.
Structure
Usually the questionnaire has 35-45 questions. Approximately 40 minutes are given to complete.
In this case, you need to have basic documents: a passport, certificates, documents on education and other additional ones. In order for the employer to be able to apply for a job, exactly the same documents will be required.
The first block of the questionnaire contains individual data - full name, address of registration and residence, passport and contact details, and so on.
Advice: the first block must be filled out more than carefully and accurately. All information you enter must be true and up-to-date. Here it is unnecessary to make mistakes and write what is not required of you, do not characterize yourself by who you are not.
The second block concerns professional skills and abilities, mainly related to the position for which candidates are being admitted. The third block usually contains information about experience and previous jobs.
Almost always in the questionnaire there is a question regarding the reason for leaving the previous workplace. Also, the employer may ask for references from a past job in free form.
Note: before specifying a contact person who can give recommendations, check with him whether he will do this. Ask if you can write down his contact details for communication.
The last block of the questionnaire contains additional information about hobbies, hobbies, interests, and so on, that is, questions related to the personal candidate. There may also be questions regarding the desired salary and work schedule. This block should be filled in as objectively as possible.
The questionnaire is usually completed by hand with a blue pen. Be sure to read all the questions before filling out and only then proceed to fill out. Sometimes the points of the questionnaire can be repeated.
This is no coincidence. The employer thus checks how truthful the information is indicated by the applicant for work. Therefore, be extremely careful.
All items must be completed. If a negative answer is expected, then it is imperative to write down “no” or “I don’t have”. Ignoring questions will characterize you as a non-performing or disloyal person.
Points that are also worth paying attention to:
- methodicalness (it is needed when working with documents or some kind of devices. If there are tables in the questionnaire, then you need to enter the answers strictly in the columns, without going beyond them);
- attentiveness (it is determined by such questions in which it is necessary to arrange the numbers in order of importance);
- punctuality (here special attention is paid to dates, for example, filling out a questionnaire, dismissal from a previous job. If there are no such records, then the person is characterized as non-punctual, since for any employee the time factor should be of great importance);
- conflict (experienced employers will be able to determine the degree of conflict of a particular person on questions requiring a “yes” or “no” answer. People who write the answer “no” and at the same time press harder on the paper are more conflict);
- criticality and categoricalness (this is also determined by the degree of pressure on the pen, as well as by the size of the “ticks” that are asked to be put on one or another answer option. The candidate is more categorical and confident when the pressure is stronger and the size of the ticks is larger);
- managerial or executive position (the performer answers the questions of the questionnaire more clearly, gives more detailed answers. The manager does exactly the opposite);
- IQ level and degree of learning ability (this item is analyzed through compound questions);
- the level of culture (it is determined by spelling errors, punctuation, thoughts. Written speech can say a lot, it can be much more difficult to write than to say orally).
Little tricks when filling
As it turned out, with the help of some psychological techniques, you can learn a lot about a person.
Typically, the employer passes the completed questionnaire to certain specialists, who, in turn, analyze the applicant's answers. Very often some situations are given and the candidate must describe how he would get out of it.
There are no definite answers to such questions, each situation is individual and everyone can get out of it in their own way. This allows employers and psychologists to get a complete picture when choosing a particular employee.
Sample Fill
Each enterprise has its own questionnaire, but any organization has a standard list of questions. Among them:
- Full Name;
- Date and place of birth;
- citizenship;
- Contact details;
- passport details;
- education;
- attitude to military duties (for men);
- work history;
- skills and abilities related to the profession;
- additional skills and abilities;
- marital status and additional information about the family;
- hobbies and interests.
These are the most basic questions, but sometimes employers require the applicant to attach additional documents confirming the absence of a criminal record or answers to additional questions, for example, the desired salary level, character traits, and so on.
More detailed questionnaires are offered when applying for a job in large networks, for example, Pyaterochka, Magnit, Sberbank, and so on. Such large networks usually have online questionnaires.
Example
Here are answers to standard questions that most entrepreneurs offer.
| FULL NAME. | Ivanova Elena Sergeevna |
| Date of Birth | 02.12.1973 |
| Citizenship | Russian Federation |
| Registered address | Volgograd, st. Nevelskoy Division, house 36, apartment 121 |
| Actual residence address | Same |
| Passport data | Series 0000, number 000000, issued March 15, 2010 |
| Family status | Married |
| Having children | Daughter and son |
| Close relatives | Husband - Ivanov Petr Andreevich, mother - Grabovskaya Lidia Petrovna, father - Grabovskoy Ivan Pavlovich. |
| Education | Higher. Pedagogical University. M.V. Lomonosov |
| Speciality | Information Technology |
| experience | Total experience 12 years |
| Last job | Shop "Magnet" - engineer. Reason for leaving: downsizing |
| Additional education (if any) | Courses under the program "1C Enterprise" |
| PC user | Confident |
| Foreign languages and degree of knowledge | English and German fluent |
| Driver's license | Not available |
| Personal qualities | Responsibility, punctuality, sociability, diligence, ability to self-develop. |
| Bad habits | I do not have |
If you have blank fields, the employer will still ask about the reason why you left them blank. It happens that the employer issues ready-made samples of completed questionnaires that you need to focus on. The questionnaire is essentially a door that needs to be opened in order to get to the workplace.
Therefore, it is better to spend more time and more truthfully, correctly and competently fill it out. The form can be downloaded. Sometimes the questionnaire is asked to be filled out not only when applying for a vacant position, but also when replacing. All questions in the questionnaire are simple and understandable and relate only to a specific case.
How to fill out a job application correctly, what you need to write there, see the instructions in the following video:
An employment application form or applicant's application form is a document provided to a person, usually by recruitment agencies, for filling out. Do not confuse a job application form with a resume. A resume is your business card, your professional portrait, which you make yourself. The questionnaire is a form consisting of 4-6 pages with questions of interest to the employer or recruitment agency. The number and specifics of questions depend on the position for which the candidate is applying. As a rule, this resume questionnaire for employment is filled out during the first stage of the interview.
Unlike your self-written resume, a questionnaire is the most objective source of data about you. Since the questions presented and your answers to them will allow the recruiter to assess your professional skills in more detail.
The HR specialist evaluates not only your answers in the questionnaire, but also how much time you spent filling it out. Since this questionnaire is filled out by hand, the specialist can assess your level of literacy and accuracy. Also, the HR specialist monitors the mood with which you came to the meeting. Thus, taking into account all the parameters presented, the recruiter receives objective information about the candidate.
Fill out the application form for employment, you must carefully not skipping a single question. Of course, if you find it difficult to answer something or the question seems incorrect to you, you can not answer it. However, it is highly likely that during the meeting you will definitely be asked this question.
When scheduling an appointment with an HR specialist, it is important to be able to prepare so that certain questions do not take you by surprise. We suggest that you familiarize yourself with the questions from the standard resume questionnaire:
General information - which includes full name, citizenship, etc.
Possible questions about criminal records, loans, health conditions, etc.
Education
experience
Other organizational issues are also possible:
1. Are you ready for business trips?
2. How do you feel about overtime work?
3. Describe your strengths and weaknesses.
4. What benefits will the company get if it hires a candidate?
5. Where does the candidate see himself in 5 years?
In addition to standard questions, you may be asked to indicate your hobby, favorite book and music in the questionnaire. As a rule, there are no wrong or right answers to these questions. Therefore, it is worth answering truthfully, because if desired, a potential employer will still find out the truth. The main thing you should pay attention to is the literacy of the filling, the consistency of the data provided, especially those related to work experience and education.
When preparing for an interview, prepare your documents or copies of your passport, diploma, TIN, SNILS, work book and marriage certificate. And most importantly, take a good mood and a smile with you.
Also for you, we have collected detailed samples of questionnaires for resumes, which you can download on our website for free.
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| Application form for a manager Download |
Short questionnaire for the applicant Download |
An example of a questionnaire when hiring employees to work in government bodies |
During the preliminary interview, one of the most important selection tools is a questionnaire. It helps to get to know the applicant better.
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How to correctly compose an applicant's questionnaire when applying for a job in 2019? The employment questionnaire allows the employer to form an initial opinion about the candidate.
But for this you need to choose the right questions. How to write a job applicant's questionnaire in 2019?
Important Aspects
Large companies conduct surveys of candidates according to their own rules, dictated by the specifics of their direct activities.
At the same time, the applicant is rarely informed about the upcoming survey. The emphasis is on surprise, it is believed that in this case the applicant's answers will be more honest.
Labor legislation does not contain special standards that would regulate the content of such a questionnaire.
The information depends entirely on the goals of the employer. At the same time, there are some generally accepted and mandatory columns.
One of the requirements of the employer becomes handwritten filling.
Based on the information obtained from the questionnaire, the employer gets an idea about the applicant's work experience and his personal characteristics.
Basic concepts
The job applicant's questionnaire is a questionnaire that contains questions of interest to the employer. As a rule, such a questionnaire is compiled by the personnel service.
A single sample of the questionnaire is not provided, and cannot be, since the specifics of the activity are of primary importance in this case.
Each organization develops a questionnaire for the applicant, based on its own needs, including the information that is really necessary.
For example, someone collects information, on the basis of which a personal file of an employee is subsequently created. For others, it is more important to find out through the questionnaire whether the applicant has the qualities necessary for the job.
An applicant's questionnaire is an indispensable tool for a recruiter, since even the most detailed one may not display the necessary information.
Typically, the applicant's questionnaire consists of several blocks. The very first contains standard information:
- Full Name;
- Date and place of birth;
- citizenship;
- address of registration and registration, contact details;
- passport data;
- educational level;
- previous positions, work experience;
- Family status;
- hobbies.
This block is present in almost all job application forms, since it allows you to collect factual data about the applicant.
But the further content is determined based on the needs of the employer. Depending on what is more important to get in the end, questions are drawn up.
If a company wants to hire a highly qualified specialist, then the questions relate to professional activities and knowledge in a particular area.
When a set of certain personal qualities is more important for an organization, then the survey concerns this particular area.
What is the purpose of forming
Due to the correct questioning of potential employees, the recruiter receives additional information that is not customary to find out during an interview or does not want to spend extra time on it.
Such information includes, for example, marital status and contacts of relatives. Typically, the questionnaire is filled out by the applicant immediately during the interview or immediately after it.
The completed questionnaire form is stored in the employee's personal file in case of his. The questionnaire for the applicant allows for a more qualitative analysis of the applicant.
Comparing the answers given during personal interviews and the answers to the questions of the questionnaire, one can determine how appropriate the candidate is for a particular candidate.
But at the same time, you should know that the questionnaire is an internal document containing the personal data of a citizen. Therefore, this document cannot be provided to third parties.
Only an HR specialist or other authorized person has the right to work with him. When compiling the questionnaire, it is important to clearly identify the purpose of its application in the work.
You need to understand whether the questionnaire is just a formality of office work or an additional tool for evaluating a candidate.
The purpose of the applicant's questionnaire depends on who uses it:
| The HR inspector is interested in the applicant's profile in terms of the completeness of information about the employee | Indication of data from personal documents in the questionnaire allows you to use it in the future in your work. At the same time, there is no need to “raise” a personal file, to look for the necessary information. All required information is included in the application form. |
| The head and the HR manager can obtain additional information about the candidate from the applicant's questionnaire | In general, this contributes to a more adequate assessment, especially against the backdrop of a large number of applicants, when all applicants “merge” and it is impossible to make a choice |
| For the applicant, the application form for employment is no less important | By answering the questionnaire, you can get to know your future employer a little. Evaluating the content of the questions, you can draw some conclusions about the requirements and characteristics of the company, its corporate culture |
Ideally, the applicant's questionnaire should include questions that allow you to evaluate the candidate from the standpoint of compliance with his personal and professional specifications.
That is, based on the answers, it should be clear whether the qualities of a person allow you to successfully perform a certain job.
It makes no sense to draw up a separate applicant questionnaire for each position.
Questioning in personnel records management often involves the compilation of three forms of the questionnaire:
- for working and junior service personnel;
- for specialists and technical performers;
- for leaders.
But it is more convenient to compile one general questionnaire and create several applications, depending on the categories of workers.
Normative base
Labor legislation does not approve a single normative sample of a questionnaire for employment, as well as the content of such a document is not regulated.
Therefore, the main points of the questionnaire are developed in accordance with legal norms and the practical activities of an economic entity.
The law does not prohibit the employer from collecting necessary information about employees. The main thing to remember is the provisions.
It contains a prohibition on the collection and processing of personal data relating to religious, political and other beliefs.
Disclosure of personal data, transfer of such to third parties or public access, is already punishable by criminal law.
Employers whose profiles are quite detailed should foresee the voluntary nature of the provision of personal data.
At the same time, when the applicant agreed to fill out the questionnaire, he is obliged to provide only truthful information.
The employer has the right to terminate the employment contract if the employee provides false information.
How to fill out a sample application form for a job seeker
Knowing how to correctly fill out a typical job seeker application form will definitely not be superfluous. The practice of questioning today is used by most employers.
For correct filling, you should know a few rules:
| Do not refuse to fill out the questionnaire | Some applicants refer to the presence of a resume. But often the questionnaire contains questions that are rarely disclosed in the resume. You should notify the employer of the availability of a resume, and he will decide whether the questionnaire is needed or not |
| Please read the application in its entirety before completing it. | Often the same questions are duplicated at the beginning and end of the survey. This is done intentionally in order to distort the transmitted information by the applicant. |
| The form must be filled out in legible handwriting. | No one will understand incomprehensible scribbles, and such a profile will simply be excluded when selecting an employee |
| Care must be taken to indicate the previous places of work | It may be necessary to list the places of work, starting with the first or last. This is important, confusion in the answers will indicate inattention |
| If the previous employer worked under a well-known brand | That first you need to specify the trademark, and only then the legal name |
| If you need to indicate the contacts of previous employers | That ignoring this point may cause the employer to think that the review will be negative |
| All fields of the form must be filled | Before putting a dash, it is better to think about how you can fill in the column. An unfilled questionnaire indicates the attitude towards work in general |
| When to express your opinion | It is better to avoid "water" by being specific and concise |
| Questions about hobbies, achievements, failures, etc., must be answered | Lack of answers may indicate the isolation or limitations of the applicant |
| The question of the expected level of salary is included in almost every questionnaire. | Don't overestimate the price, but don't underestimate either. It is better to indicate 10-15% more than expected. At the same time, you need to consider how such a position is paid in other companies. |
What information is entered on the form
In preparation for the interview, the applicant must be prepared for the possible completion of the questionnaire. To do this, you need to know what is most often included in such questionnaires.
All information can be divided into several categories:
| general information | This includes personal identification data, marital status, family composition, contact details, residential address, family composition, citizenship, etc. |
| Data on the prospects of activity in the company | It contains questions about the desired position and salary level, motivation, convenient, transport accessibility, desired development prospects |
| Information about the level of education | The questions of this block relate to completed educational institutions, forms of education, additional education, the availability of certain knowledge and skills |
| Work experience details | Standard questions concern former places of work and positions held. The employer can evaluate how often the applicant changed jobs, what was the reason for leaving the previous places, how duties changed. In general, this block allows you to analyze the career development and psychological characteristics of the applicant |
| Information regarding professional skills | Here are the available knowledge that can be useful in the work. |
| Recommendation data | Here are the contact details of previous employers. If the applicant does not fill out this block, the employer has reason to think about the suitability of the applicant |
| Health Information | The questions are designed to find out not only the candidate's ability to work, but also his addiction to addictions. Based on the answers, the issue of employment in general and an individual work schedule can be decided |
| Information about hobbies and interests | Questions may sound differently, the purpose of them is to find out how the applicant spends his free time |
In addition, other data may be included in the questionnaire form, for example, information about one's own self-esteem, opinion about the company, a list of strengths and weaknesses, etc.
When filling out the questionnaire, it is advisable for the applicant to answer as honestly as possible, since similar questions may be asked at the interview.
At the same time, if some questions seem too personal or incorrect, then the applicant is not obliged to answer them.
You can write as an answer "I consider this information to be purely personal." This answer also reflects the identity of the applicant.
What is better not to indicate in the document
Some questionnaires may contain very tricky questions, and sometimes simply incomprehensible ones. Before giving an answer, you need to carefully consider what the employer would like to hear.
Before each answer, you need to clearly formulate the idea. But the main principle is to answer honestly, without hiding the existing shortcomings and without embellishing the dignity.
Both will come to light sooner or later. It is undesirable to indicate in the applicant's questionnaire information:
Sample Fill
The application form for a job seeker can be shortened and expanded. The abbreviated version contains questions that allow you to evaluate the candidate in the case when there are no special requirements for the position.
If the applicant has many requirements for complex work, then it is more convenient to use an extended questionnaire.
This contains, in addition to general information, questions that allow you to reveal the identity of the candidate more fully.
The standard questionnaire consists of the following questions:
- FULL NAME. applicant.
- Date and place of birth.
- Family status.
- Address of registration and residence.
- Passport data.
- Education.
- Experience.
- Additional skills and knowledge.
- Desired position and salary.
The extended questionnaire additionally includes questions about personal characteristics, work and life goals, life position and other significant points.
Based on the completed questionnaires, the most suitable candidates are selected, who are then invited for an interview or selected for a position.
As a sample, an employee's application form when applying for a job is a template of an abbreviated type of applicant for employment and an extended application form for an applicant for employment.
Nuances in employment
The form of the applicant's questionnaire and its content is determined by the specifics of a particular position. When filling out the questionnaire, you need to focus on professional skills and personal qualities.
It would not be superfluous to indicate such qualities as:
- sociability;
- politeness;
- accuracy;
- decency.
In the professional and educational section, you can specify data on knowledge of the principles of successful activity, communication, participation in various trainings and seminars.
But basically, the indication of certain information depends on the profession. So in the driver's profile, you need to indicate the presence of driving skills, open categories, and the absence of emergency situations.
For a security guard, it is desirable to indicate the experience of serving in the army, martial arts, good physical fitness.
For a hairdresser, in addition to experience and work skills, communication and cleanliness are important.
The accountant should indicate the absence of a criminal record and knowledge of special software. That is, each profession has its own nuances.
In a restaurant
Working in a restaurant rarely requires higher education, as a rule, the educational block is not fundamental at all. Although the acquisition of special knowledge regarding the vacancy is welcome.
But the main attention is paid to attentiveness, politeness, sociability, good memory, competent speech.
Restaurant activities require employees to be neat and presentable. Particular attention in employment in a restaurant is given to the health of the candidate.
Every employee in the catering sector is required to have a health book, and without it, employment is simply impossible. Also, temporal opportunities can be significant.
Video: how to fill out questionnaires correctly
Working in a restaurant may require overtime work. It is desirable for management to know in advance whether the employee will be able to work overtime if necessary.
sales manager
The specifics of the position of a sales manager requires compliance with a number of specific requirements:
- age - from 18 to 30 years. It is believed that at this age, employees are as active and capable of development as possible;
- marital status - preferably the absence of family ties, since this profession involves
- Irregularity of the working day and frequent absence of days off;
- presentable appearance;
- grammatically correct speech;
- sociability;
- stress resistance;
- negotiation skills.
If the first two points are desirable, then all the rest are required. Typically, a sales manager questionnaire consists of a standard questionnaire about personal data and a questionnaire with specific questions.
Often the question is a situation that the candidate must resolve.
Sometimes the questionnaire includes the passage of various tests. As an example, the questionnaire of a sales manager during employment.
For administrator
The applicant's questionnaire for admission to the position of administrator is compiled in order to find out the suitability of the candidate.
The administrator is required to:
- communication skills;
- grammatically correct speech;
- certain level of education;
- ability to resolve conflicts;
- managerial skills.
The administrator questionnaire includes questions such as:
- level of education (graduated institution, received specialty);
- knowledge of languages (with or without knowledge, spoken, perfect);
- additional education;
- knowledge of PC and certain programs;
- previous positions;
- reason for changing jobs;
- an indication of people who can give a professional description.
Questionnaire- This is a document with which information is collected about the applicant for a specific vacant position. According to the questionnaire, employees of the personnel department fill out a personal file. There is no standard form of the form, since it is not possible to completely create an informative questionnaire. Therefore, each organization has its own questionnaire form, which collects all the data about the employee necessary for this enterprise, taking into account the characteristics of functional duties.
The questionnaire always displays the following questions: place of residence, citizenship, biographical data, criminal record. Since the questionnaire is filled out at the interview stage, it is necessary to limit the number of questions.
At the moment, when applying for a job, applicants bring their resume, so the use of questionnaires is not widespread everywhere, since the data available in the resume, as a rule, should be enough. Individual organizations, offering to write a questionnaire, evaluate the applicant in order to figure out what qualities he possesses.
Subtleties of filling out the questionnaire
Typically, surveys are used in large enterprises. As a rule, applicants are not informed in advance about the need to fill out a questionnaire, therefore, along with a resume, it is advisable to take other documents with you that can positively affect a successful job placement.
The questionnaire is filled out by hand, therefore, it is necessary to familiarize yourself with all the questions before filling out and think about how to answer them in order to prevent corrections and errors on the form. It is advisable to fill out all the questions of the questionnaire (if any question is not related to the applicant, then you need to write “not available”) so that the inspector understands whether the applicant missed the question intentionally or not.
Legal aspects of the survey
The employer must remember that he is not entitled to collect information about the applicant, which affects his religious and political beliefs, and information about his personal life only with written permission. At any stage of work with personnel, the employer is obliged to maintain confidentiality. Otherwise, it may result in criminal liability.