How to create questions for questionnaires
The meaning of the questionnaire is that it, along with a summary is a "calling card" of the applicant. So make sure to questions complement summary by the applicant and is able to distinguish the features that distinguish it from the rest.
At the beginning of the questionnaire should be questions about the personal data of the applicant. Enough two of these questions about the name and surname and date of birth. They are important only as identification. Everything else (town, location) you will find in the resume.
Next, ask about the desired position. This should make it easier to sort the questionnaires according to the groups (sellers, marketers, etc.).
The next question will ask the applicant to describe briefly the existing skills and knowledge that would be useful to him in your company at interest to his position. This you will need to ask him at the interview, but if he will write briefly about this, you will not forget and will not confuse it with others.
Turn in profile the question of the achievements of the applicant. It also refers to the fact that you can tell about yourself in the interview. The HR Manager will be easier, in a nutshell this will be reflected in the questionnaire.
Ask the applicant to specify the phone numbers or email addresses of those persons who could provide recommendations. If you waver between two or three candidates, you can contact their old employers and clarify important points.
Turn in profilequestions about your desired compensation and work schedule if he can change. So you will be able to immediately weed out applicants with too high of salary expectations and insufficient qualifications. Question about the chart will help you to immediately separate candidates willing to work in the morning and in the evenings, or in a different mode.
Remember that the questionnaire should be short, otherwise it will be filled and the processing takes too much time and the candidate, and you. In addition, a lot of things (University, work experience) you can learn from a resume, and duplication of information does not make sense.