A few weeks ago I wrote a post about anti-harassment training and mentioned the time that I read about one of my employees in the newspaper – specifically their alleged inappropriate conduct. There’s another piece of that story I wanted to share with you because I learned a very valuable lesson with the situation.
Everyone needs to complete an employment application. Everyone. No exceptions.
You see, the employee I read about in the newspaper hadn’t completed an employment application. Only submitted a resume. He was a friend and former colleague of a member of the leadership team. You know how this goes…senior level manager wants to hire a former employee from a past employer. They know the person so the manager comes to human resources and says they know the person, great guy, no need to fill out an application, yada yada yada.
And because HR is constantly being accused of creating unnecessary paperwork, I figured I was being a team player and just took the resume. Wrong-o.
Now, if I had an application, would that have changed whether or not we hired the person…who knows? What I do know is, if he had completed an application, I might have at least known about the situation before reading about it in the newspaper.
Having no application, both the senior manager and I were in the dark. That just delivered a gut punch like you wouldn’t believe.
You’re probably wondering about the outcome of this situation. Well, the senior manger met the employee in the parking lot and came to my office. (Note: if your manager ever meets you in the parking lot and says “let’s go to the director of human resources’ office”, this is not a good sign.) I asked the employee one question – “Have you seen today’s newspaper?” He immediately resigned.
The outcome could have been very different. But I learned an important lesson – employment applications are for everyone. It’s not beneath someone to complete an application. It doesn’t change a person’s title or responsibilities. Employment applications contain different information than is usually found on a resume.
Having employees complete employment applications is necessary. Do yourself a favor and don’t cut corners on this one.
Benjamin McCall says
I don’t get these people that think or don’t relaize how many problems you could potentially have if you don’t have that paper. I’m with you, if you do the paperwork, what’s it gonna hurt.
Ahhh people…
http://ReThinkHR.org
evilcatbert says
Early in my working career (when I was on the other side of the hiring desk) I often wondered why some companies wouldn’t even review my resume until I filled out a formal application with it. I discovered it was because even though it meant more time for the applicant, it was actually easier for the company to get that information at the early stage of the application process versus having to ask for it after the person was close to hired or even been offered the position – at that time it just appeared to them to be a waste of their time since we obviously already had all we needed if we were offering them a position.
After a career change into HR I found out the importance of the disclaimers on applications regarding misrepresentations, omissions and even the necessary releases to conduct background checks to verify everything listed on those forms at any time during the selection process.
I’m glad your single lapse didn’t hurt you and I hope it can help others to avoid a big problem by always following set procedures. Even what seem like time wasters were originally put into place for a reason – they are usually in response to solving an issue that created problems for companies in the past. We sometimes forget that if the policy/procedure was in place before we arrived at the current job we have.
Sharlyn Lauby says
@Benjamin – So true. It only takes a few minutes. Get the paper. Thanks for commenting!
@Evil Catbert – Thanks for the comment and sharing your story. I know there are plenty of things, like applications, that seem like complete time wasters. But as you point out, they are there for a reason.
RMSmithJr.SPHR says
I shared this posting with my receptionist at work. She is the one who passes out job applications for completion and invariably gets asked, ‘the question’. Invariably, applicants, IF they advance towards candidate status, first task is to complete the paperwork.
Also, we do not furnish pens with applications. Why? First test of job/task preparedness – Did you bring a pen with you? (we will give one when asked)
Sharlyn Lauby says
Thanks for commenting. On the surface, filling out a piece of paper might not seem like a big deal. But it is.
Greg says
I am sorry I am not an HR professional and as such I can never understand the purpose of the application. If I submitted a resume and cover letter to you. It is after hours of completing a resume, researching your company writing a proper cover letter and getting it to you. I have just spent a lot of time trying to stand out.
Since the situation was not presented here of what was so bad in the paper it is tough to see what this would have prevented. But I have also been told NEVER put “see resume” on an application so I have to rewrite EVERYTHING out. My handwriting can be neat. If I take my time and am sitting at a desk but usually you are stuck in an uncomfortable chair and given a clipboard or have to use the portfolio I brought. This also happens after I already talked to someone and now rearranged my schedule to talk to someone in person.
If you are looking for specific things not on a standard resume then why not create a document that attaches to a resume and gets the information you want? And honestly if it is something that could knock you out of the running, it should be asked before I show up.
Sharlyn Lauby says
@Greg – Thanks for the comment. I view a resume as a summary of a candidate’s experience. It typically doesn’t contain details like salary history, reason for leaving an employer, etc. So I like to view them as two separate documents that complement each other, with the application providing much greater depth.
The application also provides some legal information that’s valuable for both the company and the candidate. It talks about background checks and omissions of information.
I completely understand the frustration of having to fill out an application onsite. But any good human resources office knows how long it takes to fill out an application and provides candidates with plenty of time.