How to make questions for the questionnaire
The meaning of the questionnaire is that it, along with the resume, is the "calling card" of the applicant. Therefore, make sure thatquestions supplemented the applicant's resume and allowed to identify features that distinguish it from the rest.
At the beginning of the questionnaire must bequestions about the personal data of the applicant. Two such questions are enough - about the name and surname and date of birth. They are only important as identification. Everything else (city, place of residence) you will find in the summary.
Next, ask about the desired position. It is necessary to make it easier to sort the questionnaires into groups (sellers, marketers, etc.).
The next question is to ask the applicant to briefly describe his skills and knowledge that would be useful to him in your company in his position of interest. You will need to ask him at the interview, but if he briefly writes about it, you will not forget or confuse him with the other.
Turn inapplication form question about the achievements of the applicant. This also applies to what you can tell about yourself at the interview. Personnel manager will be easier if in short it will be reflected in the questionnaire.
Ask the applicant to indicate the phone numbers or email addresses of those who could give him recommendations. If you fluctuate between two or three candidates, you can contact their former employers and clarify important points.
Turn inapplication formquestions about the desired compensation and the schedule of work, if it can change. So you can immediately weed out applicants with too high salary expectations and insufficient qualifications. The question of the schedule will help you immediately divide the candidates into those who are ready to work in the morning and in the evenings, or according to a different regime.
Remember that the questionnaire must be short, otherwise it will take too much time to fill out and process - both the candidate and you. In addition, much (university, work experience) can be learned from the resume, and duplication of information does not make sense.