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Application forms vs CVs in the recruitment process

Employers can weigh up the options for recruiting new staff either by requesting CVs or using job application forms.

Employers have two main options for inviting applications from candidates for job vacancies:

providing a job application form for applicants to complete and return to you
asking applicants to send a copy of their CV (Curriculum Vitae) and a covering letter explaining why they are suitable for the job role

You can ask for the exact information you need to know from the job applicant.
It is easy to compare the skills and experience of different applicants.
You can reuse application forms by tailoring them to specific roles for future recruitment activities, saving you time.
Applicants can complete online application forms from any location and on any device. They can also save their progress to complete at times that are convenient to them.
Online applications can be processed faster than hard copies.
You'll have instant access to digital data.
Online application forms also demonstrate that you are a modern and progressive employer.

Application forms can be challenging to design when creating one for the first time.
It can be time-consuming to review application form answers especially if you have attracted a large number of applicants.
It can be difficult to decide on the right questions to ask on the application form to enable you to attract the right candidates.
Application forms can hinder candidate creativity as they are more restrictive than a CV.
Lengthy application forms can be off-putting for potential candidates.
You will need to ensure data security and confidentiality with online application forms.

Name, address, telephone number, and email address.
Qualifications and history of education.
Work experience.
Relevant skills or experience.
Names and addresses of referees.
If the applicant has a criminal record.
If the applicant has the right to work in the UK.
Questions that will help determine if the candidate has the right experience and competencies for the job role.

You must avoid asking discriminatory questions. See how to prevent discrimination and value diversity. Equality Commission guidance on the .

There is no need to develop suitable questions and produce an application form.
CVs provide a quick overview of a candidate's qualifications, skills, and work history.
It can save you time rather than having to assess answers on an application form.
The way candidates present their CVs may give you an idea of their personality and characteristics.
Some applicants may see an application form as a barrier to applying for a job so requesting a CV may open you up to a larger pool of candidates.
CVs are a quick way for employers to determine suitable candidates for interview. The interview then provides the opportunity for employers to ask specific questions about skills and competencies.

There can be more emphasis on the skills to create a CV rather than focusing on the skills required for the role. There may be a danger of attracting people who are good at making CVs but not necessarily a good fit for your company.
It is harder to compare the skills and experience of different candidates.
You may not get a true sense of whether a candidate is suitable for the job and the skills required to perform their role.
Gaps in education or work can be hidden more easily by the job applicant.
Qualifications are given excessive importance on CVs therefore leading to discrimination based on where candidates went to school or university.
You may end up appointing an unsuitable candidate for the job.

Registered employers in Northern Ireland with more than ten full-time employees have a legal duty to monitor the composition of their workforce and of those applying to fill vacancies. Download a sample monitoring questionnaire for job applicants (DOC, 20K).

Read Equality Commission guidance on .