Reviewing Applications Checklist

Reviewing Applications Checklist


The following questions are typically asked of interviewees. Prepare to answer these and similar questions to provide honest insight into the role and the company.  

Employment applications can provide quite a bit of information about a candidate. Use the checklist below to ensure you get the most out of the application review process.

Did you look for the following?

  • Completeness. Examine to ensure the applicant completed all the information requested on the application form. Any information that is lacking could suggest the applicant is withholding something.
  • Availability. Are the applicant’s scheduling requirements match up with your staffing demands? Look for whether the candidate indicated part-time or full-time availability. Also, look for shift shifts. 
  • Employment eligibility. Did the candidate indicate they are allowed to work in the United States? 
  • Desired pay. Decide if the applicant’s pay aligns with your budget and expectations for the position.
  • Position desired. Look to see if the position the applicant is looking for matches your company’s open position. Unrealistic or incorrect expectations may result in inadequate person-job fit. 
  • Employment history. Look at the applicant’s tenure with former employers. Employees who often switch jobs may become bored and not be a proper fit for full-time employment with your company. 
  • Note: Most applications request a month and year designation for starting and ending employment dates. Applicants who only provide the year(s) they worked for a previous employer could be trying to inflate their tenure. 
  • Reasons for leaving the previous position. Inquire to understand why the applicant left their previous jobs. All previous employment should be followed up with anytime an applicant left their last job for “not getting along with coworkers” or terminated. 
  • Pay history. Investigate whether the applicant’s previous pay history is consistent with their salary request for the current job opening. 
  • Education. Some candidates list universities attended, even if a degree was not received. Look at whether or not a degree was earned and see if the applicant provided their GPA. 
  • References. Who is the applicant listing as a reference? Personal references should always be supplemented with professional contacts. 

Signatures. Did the candidate sign the application form? Their attestation is intended to confirm that the information they provided within the application form is correct.