•These are typically created by the HR administrator and are applicable across all jobs. These questions are generally used to filter out applicants who do not meet the core DNA and culture of the organization. They could also include questions that seek to filter out applicants on organization-level policy decisions – for example, asking if the applicant has a spouse working in the company (if the company has a policy of not permitting spouses to be employed in the same setup).

• These are created by the Recruiter and are applicable for the particular job. Typically, these questions are used to filter out applicants who do not meet the skills, experience or qualifications required in the job role.

• Job description – which states the title and purpose of the job, list of duties, job location, working conditions, reporting hierarchy, tools and equipment to be used in the job.

• Job specification (also known as employee specification) – which states the desired professional experience, education level, certifications, specific qualities, physical, mental and communication skills required to perform the job, and accountabilities of the role. It also includes personality attributes like intelligence, emotional ability, adaptability, values and ethics, creativity, etc.

The attributes listed in the job specification are normally of an ideal candidate (for example top performing employees) who would be successful in the job role. The aim of asking questions in the application form is to find out if the applicants possess attributes as per the job specification. While holding attributes listed in the job specification is important, how closely their attribute values match with the ideal value are also important. The closer it is, more the chances of success in the job.

To help measure closeness, EasyTalent SmartForm allows you to associate a desirability level to every option of the question you create in the application form. Options are the available answers to a question that the applicant can select from (for example, applicant can choose yes, in a question with two options yes and no). Desirability level indicates how close the option is to the ideal attribute value (it is defined on a scale that ranges from very high to reject).

Based on options that the applicant chooses, corresponding desirability levels associated with the selected options are graded, and a composite score is derived that indicates how close the applicant’s attributes are to the ideal candidate persona.

EasyTalent prepares a ranked list of all applicants based on how close they are to the ideal persona. Applicants on the top of the list are closest match to the ideal candidate persona attributes, and can potentially be a good fit. These applicants can be shortlisted for further assessments and interview.