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Unlock This CourseWhen businesses need to hire new employees, they use various methods to collect information about potential candidates. Two of the most common tools are application forms and CVs (Curriculum Vitae). These documents help employers learn about candidates' skills, experience and suitability for a job role.
Both application forms and CVs serve as the first impression a candidate makes on an employer. They're crucial in the recruitment process because they help employers decide who to invite for interviews and ultimately who to hire.
Key Definitions:
Application forms are structured documents that ensure all candidates provide the same type of information. They make it easier for employers to compare candidates fairly and systematically. Most application forms include sections for personal details, education, work experience and specific questions related to the job role.
Application forms are designed by employers to gather specific information they need to make hiring decisions. They ensure that all candidates are asked the same questions, making the comparison process fairer and more efficient.
Most application forms contain several standard sections that help employers assess candidates systematically:
Name, address, contact details and sometimes age or date of birth. This section helps employers contact successful candidates and ensures they meet basic requirements.
Schools attended, qualifications gained, grades achieved and dates. This shows whether candidates meet the educational requirements for the role.
Previous jobs, responsibilities, dates of employment and reasons for leaving. This demonstrates relevant experience and career progression.
Additional sections might include:
Tesco, one of the UK's largest retailers, uses online application forms for most positions. Their forms include specific questions about customer service experience, availability for different shifts and scenarios testing problem-solving skills. This standardised approach helps them process thousands of applications efficiently whilst ensuring they find candidates who match their company values and job requirements.
A CV is a personal marketing document that candidates create to showcase their best qualities, experiences and achievements. Unlike application forms, CVs allow candidates more freedom in how they present their information, though they should follow certain conventions to be effective.
A well-structured CV typically follows a logical order that makes it easy for employers to find relevant information quickly:
The key to a successful CV is tailoring it to each job application. This means highlighting the most relevant experience and skills for each specific role, rather than using a generic CV for all applications.
Both application forms and CVs have their place in the recruitment process and many employers use both. Understanding their respective advantages and disadvantages helps explain why businesses choose different approaches.
Application Forms: Large-scale recruitment, graduate schemes, public sector roles
CVs: Senior positions, creative roles, small businesses, recruitment agencies
CVs offer different benefits and challenges compared to application forms:
Advantages of CVs:
Disadvantages of CVs:
John Lewis uses a combination approach for their graduate recruitment programme. Candidates first complete an online application form with standardised questions about their education, experience and motivations. Successful applicants then submit a tailored CV and cover letter for specific roles. This two-stage process allows them to efficiently screen large numbers of applicants whilst still getting personalised information about the most promising candidates.
Application forms and CVs are typically the first stage in the selection process. They help employers create a shortlist of candidates to invite for interviews or further assessment.
Employers use application forms and CVs in several ways during the recruitment process:
Employers quickly scan applications to eliminate candidates who don't meet basic requirements such as qualifications, experience, or availability. This helps reduce large numbers of applications to a manageable shortlist.
Detailed Assessment: Remaining applications are reviewed more carefully against the person specification, looking for evidence of required skills and experience.
Interview Preparation: Information from applications helps employers prepare relevant interview questions and identify areas to explore further.
Reference Checking: Contact details provided allow employers to verify information and gain additional insights about candidates.
Whether completing an application form or creating a CV, candidates can improve their chances by following certain best practices:
Research shows that employers spend an average of just 6-8 seconds initially scanning a CV or application form. This highlights the importance of clear, well-structured documents that immediately highlight relevant qualifications and experience. Companies like Google receive over 2 million applications annually, making efficient screening processes essential for managing recruitment effectively.
Modern recruitment increasingly uses digital platforms and artificial intelligence to process applications. Many companies now use Applicant Tracking Systems (ATS) that scan applications for keywords and automatically rank candidates. This has changed how both application forms and CVs need to be structured and written.
The move to digital applications has transformed recruitment in several ways: