Military serviceWhat type of discharge did you receive? Are you in the National Guard or Reserves?What type of education, training, and/or work experience did you receive while in the military?LanguageWhat is your native language? How did you acquire the ability to read, write, or speak a foreign language?What languages do you speak and write fluently? (If the job requires additional languages.)OrganizationsWhich clubs, societies, and lodges do you belong to?Are you a member in organizations which are relevant to your ability to perform the job?Race or colorInclude a recent photographNo acceptable alternativeWorker’s compensationHave you ever filed for worker’s compensation? Have you had any prior work injuries?No acceptable alternativesReligious faithInquiry into applicant’s religious denomination, religious affiliations, church, parish, pastor, or religious holidays observedNo acceptable alternatives unless there is a bona fide occupational qualification.GenderDo you wish to be addressed as Mr.?, Mrs.?, Miss?, or Ms.?No acceptable alternative.EducationWhen did you graduate from high school or college?Do you have a high school diploma or equivalent? Do you have a university or college degree?PersonalWhat color are your eyes and hair? What is your height and weight?No acceptable alternative unless there is a bona fide occupational qualification.
180 Chapter 7 Foundations of SelectionOnline ApplicationsMany companies provide the opportunity to complete applications online, which feeds the candidate’s information directly into a human resource information sys-tem (HRIS) applicant tracking system or screening software. In addition to helping eliminate the use of paper, online applications speed up the hiring process, provide significant cost savings and help HRM with compliance issues through the use of electronic forms such as an online I-9 form.5This also assists HR track the charac-teristics of successful candidates.It’s important to craft online applications that are easy to complete. An estimated 60 to 75 percent of applicants will leave online applications unfinished if they are too long or complex.6In order to avoid losing applicants in the middle of completing the application, experts suggest asking only necessary questions and limit the num-ber of pages/screens in the form. Keeping the time required to complete the form under five minutes helps, and of course, it should be mobile device friendly too.Preemployment TestingA large majority of employers do some type of preemployment testing. A wide vari-ety of tests and testing providers can determine if applicants have the skills they claim to have, if their personality is a good fit with the job or company culture, cog-nitive ability, math skills, integrity, and use of legal and illegal drugs. Many preem-ployment tests can be administered online. For example, Lowes, Home Depot, and Target give web-based selection tests to applicants right in the stores.7Employers recognize that the investment in time and cost of these tests, combined with other selection tools and a well-thought-out hiring process, results in better quality hires.