Eight Mistakes to Avoid When Collecting Candidate Details

You can’t send out a job application unless you know it’ll help you take down all the right details.
>In this post, we’ll show you eight major mistakes companies make when they set these forms up
and how you can avoid them.

1. No Template

The details you get from applicants need some sort of structure; without this, it’ll be a lot harder
for recruiters to scan for important information.
>However, some websites let you create a job application form for the United States in just a few
minutes, and for only a few dollars.
>You can then make a custom form that fits your brand, sector, and niche — one that guarantees
all the finer details are right where you need them.
>With a custom template, you’ll create a more consistent application that protects you from many
of the other mistakes on this list.

2. Redundant Questions

Some of the details you ask for might already be in the applicant’s resume. Many companies do
this to ensure their applicant tracking system (ATS) gets everything, but it may be inconvenient
enough to stop top candidates from applying.

>>>>Here are a few questions and sections you should consider avoiding:
● Full employment and education history; this is already on their resume
● Personal information that might affect an unbiased hiring process
● Irrelevant details, such as their phone number, if you’ll only email them
● Professional references, as most companies will wait until a later stage
● Screening questions that overlap with information already provided
Not only do redundant questions waste time, but they also increase the risk of data input errors.

3. Poor Data Protection

Looking at the hiring process more generally, your company needs a strong focus on protecting
its data. Make sure the candidate can look up your privacy notice before they send anything in
to give themselves complete peace of mind.
Job applications often include sensitive, personal data, and it’s your responsibility to handle this
correctly. This means you need an ATS with strong safeguards, and you must work to
guarantee the servers you use stay secure in the process.

4. Too Many Open Text Fields

Your job application exists to simplify data collection. There are some opportunities where open
text makes sense (i.e., to gauge an applicant’s interest), but in moderation.
The answers you get in these boxes could vary in size massively and expose protected details.
In many cases, you can save these questions for the interview.

5. Poor ATS Compatibility

Your applicant tracking system collates people’s details and often discards candidates it can tell
don’t fit your criteria. However, a job application your ATS can’t read might end up in this pile by
mistake.
>Here are a few formatting features many common systems struggle with:
● Tables, graphs, and photo evidence
● Certain fonts
● Non-standard headings
● Generally inconsistent formatting
● Uploading multiple file types
A template keeps everything consistent and lets your ATS software work exactly as it should.

6. Asking About Protected Characteristics

Some questions aren’t just irrelevant — they’re also bad etiquette. You cannot try to figure out a
candidate’s protected characteristics, as you could use this to discriminate against them. Even a
well-meaning hiring manager might not realize this is affecting their judgment.

The US Equal Employment Opportunity Commission recommends that you not ask about any of
the following:
● Race
● Religion
● Ethnicity
● Age
● Pregnancy
● Nationality
It’s technically not illegal to ask about these, but they can lead to discrimination suits. You’ll find
it harder to defend yourself if you or the hiring team knew details they technically shouldn’t have.

7. Too Long

>>>>Simply put, if a job application is too long, people will be reluctant to fill it out, and you could end
up pushing great candidates away. Know when to save something for the next stage, or scrap a
section if it isn’t working.
>Plus, some people might put off starting a long application, only for it to close when they get to it
eventually. You can’t risk losing out on potentially some of your best employees this way.

8. Not Tailoring the Application

While a template’s important, you shouldn’t just make it as generic as possible. Your niche
might benefit from adding a few custom sections.
>For example, you may include space for a portfolio link or a text box to elaborate on an attached
portfolio, especially for a design job.
>You should also put your company’s branding on the application where appropriate; this helps it
look more professional at a glance. Using Promotional badges will catch the attention of applicants.
>A bespoke application is much more likely to impress candidates and give you the people — as
well as the specific information — you want.

Final Thoughts

Collecting a job applicant’s information isn’t just about asking the correct questions, but
following the right etiquette. An online template gives you a great starting point, but you still
need to make sure your custom application is fair and well-written.