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Application for Employment Pre Employment Questionnaire Form
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FAQs pre job questionnaires equal opportunity employment applications
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Does it make you uncomfortable to fill out equal opportunity employment forms with job applications because of your disability?
I’ve never actually had to do this in job-seeking; I already had a job, then had a stroke, then, when I returned to my job, I filed for Accommodation.I wouldn’t have even done that, but my District-level person was being a butthead. I wasn’t coming back to full-time fast enough for her; a month after my stroke, my doctor allowed me 25 hours, two weeks later, I requested being ticked up to thirty hours, and my doctor held me there until I’d had my whole first round of PT/OT. My DD started making noises about me stepping down from managerial and going on-call (more hands-on/physical *snort*) so I asked my doctor for forty.When I took that paper to the DD- forty hours, back at full-time- my DD immediately put me back into the on-call manager rotation, and, lo! and behold! I was scheduled as primary on-call that very weekend! Doc said, “No- forty hours, no nights or weekends,” and castigated my DD for wanting to kill me so soon after almost killing me. So, with that paper in hand, I wrote a letter to HR explaining what I was requesting and why, including my Doctor’s Note, and was granted my accommodation.They nearly had to do this. When I was hired into my position, I was assured then I was not on-call, I worked straight eight M - F, no OT unless I volunteered to take a shift somewhere else in the district to cover a call-out. Both the President and Vice-President told me directly I was not on-call. It was the DD who had instituted a weekend on-call rotation a few months after starting her own position, because too many of her younger, more vibrant, managers liked to party on the weekends and so were not covering their programs correctly, and, because I try to be a good employee, I didn’t fuss, I pulled my call-weekends like a good little soldier, covering for others. But not anymore.Not anymore. HR granted my accommodation; DD wasn’t happy and still isn’t. I get notes to record for any little thing she can find- it gets old. I know she’s covering her ass, she knows I’m covering mine, so here we are, in a state of detente; neither one of us giving an inch.My job is difficult; all mandated paperwork for 35 people- and it has to be exactly, meticulously, correct. I do it. I do it and manage a program which is richer and more widely varied than any other in the company, but, as boxed-in as I am, I boxed them in, with me. So, here we are- it isn't fun, it isn’t “right”, it just is.I despise that I had to force my company to do the right thing; but I wasn’t going to allow them to brush me away simply because I can no longer pick up the slack in other departments.
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What do employers and job recruiters look for when checking the social Media accounts of job applicants?
Your social media accounts can tell a lot about you as a potential hire. Here are a few things that you can demonstrate with your social media accounts:Relevant posts that show you are passionate and knowledgeable about your career and industryAffiliation and interaction with professionals in your field shows you are connected with and have the respect of people that will help you with success in your next roleGood judgement and professionalismBonus points if you're witty and/or can show depth of knowledge in 140 charactersBonus points if you're tweeting or posting out links to more in-depth work you've doneBonus points if you're showcasing your current employer in a positive lightAnother tip: Follow your target employers. Reference something you learned about their work from that social media feed in your cover letter. These are a few things your prospective employer hopes not to find on your accounts:Posts that indicate inappropriate or unprofessional behavior Rants, rude interactions and general negativity that show you might not be fun to work with Poor grammar and poor communication (posts that don't make sense)The good news is, it's not hard to stand out. Most employers will look at the home page, not click through multiple pages. For most social media accounts, you can quickly put together 3 posts that show you're passionate about your profession and are a nice person for each of your social media accounts. Refresh by adding one more each week that you're applying for jobs. Delete anything questionable or make it private. That's it! Spend one hour and clean up your online image and it can have a very large impact on your success.
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Is it legal for employers to ask for social media handles in job application or pre-employment forms?
No. Perhaps for a government job requiring a clearance, but I'm not sure about that. Even so, there should be no reason to share you private social media with your future employer.
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Is it legal for companies to charge a previous employee a fee for filling out an employment verification form?
I’m not a lawyer, but I’d say you don’t have to pay. The law, as I know it, requires former employers to confirm your dates of employment and title. If your former employer demands you pay a fee for this, ask for the demand in writing (say you need it for financial records), then send a copy of that demand to the company you applied to, and your state’s Office of the Attorney General or Labor Department. The demand on email would also work, as would a voicemail you can attach to an email.
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When filling out a job application, Is it okay to put "better opportunity" as a reason for leaving a previous employer?
Yes, you can use this as an explanation, but you might want to expand on the idea a bit by explaining why it was a better opportunity. your explanation could be as simple as “better opportunity with higher pay/better work schedule/greater opportunity for advancement” or whatever else it is you saw as better. People, including the people who will be hiring you, change jobs all the time for better opportunities. Give a little information and they will understand.
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I'm filling out the employment verification form online for KPMG and realized that it's not asking me for phone numbers to my previous employers. Just curious as to how they verify employment without me providing a contact number to call?
Many US employers today won’t allow individuals (coworkers, supervisors) at a company respond to any questions or write recommendations. Everything must go through HR and they will often only confirm dates of employment.I know this, so I’m not going to waste time contacting phone numbers/email lists of supposed former coworkers or managers. Fact is, if anyone answered and started responding to my questions, I’d be very suspicious. Instead, I just ask for the main number of the company — which I can look up on line and verify to be the actual number of the claimed company.Same deal with academic credentials. I’m not going to use your address for “Harvard” … the one with a PO Box in Laurel, KS. I’m going to look up the address for the registrar myself.Sorry to say, there’s far too much lying on resumes today, combined with the liability possible for a company to say anything about you. A common tactic is to lie about academic back ground while giving friends as your “former supervisor at XYZ.”
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People also ask pre employment questionnaire equal opportunity employer
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What is a PREA questionnaire for prior employment?
A PREA questionnaire for prior employment is a specialized form used to gather information about an individual's work history in relation to the Prison Rape Elimination Act. It helps organizations assess potential employees effectively, ensuring compliance and safety within the workplace. Utilizing airSlate SignNow, you can easily create, send, and eSign these questionnaires.
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How does airSlate SignNow facilitate the PREA questionnaire for prior employment?
airSlate SignNow streamlines the process of managing the PREA questionnaire for prior employment by allowing users to create customizable templates, send documents for signature, and track progress in real time. This digital solution removes the hassle of paper forms, making it easier for organizations to maintain compliance. Plus, the user-friendly interface enhances the overall experience for both employers and candidates.
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Is there a cost associated with using airSlate SignNow for the PREA questionnaire for prior employment?
Yes, airSlate SignNow offers various pricing plans to suit different organizational needs, including plans specifically for managing documents like the PREA questionnaire for prior employment. These plans are designed to be cost-effective, ensuring that businesses maintain a budget-friendly approach while enhancing their hiring processes. You can evaluate the pricing options directly on our website.
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What features does airSlate SignNow provide for the PREA questionnaire for prior employment?
AirSlate SignNow includes a host of features tailored for the PREA questionnaire for prior employment, such as customizable templates, automated reminders, and secure storage for documents. Additionally, it offers advanced tracking options, allowing users to see who has signed or viewed the document. These features are essential for maintaining an efficient hiring process.
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What are the benefits of using airSlate SignNow for the PREA questionnaire for prior employment?
Using airSlate SignNow for the PREA questionnaire for prior employment provides numerous benefits, including enhanced efficiency, improved compliance, and reduced paperwork. The digital handling of documents leads to faster processing times and minimizes human error. Moreover, organizations can easily access records and histories related to employment applications.
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Can airSlate SignNow integrate with other HR systems for handling the PREA questionnaire for prior employment?
Yes, airSlate SignNow can seamlessly integrate with various HR management systems, allowing businesses to streamline their recruitment processes while handling the PREA questionnaire for prior employment. This integration ensures that all your documents are organized and that information flows smoothly between platforms, enhancing your overall operational efficiency.
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How secure is the information collected through the PREA questionnaire for prior employment on airSlate SignNow?
Security is a top priority for airSlate SignNow. The platform employs encryption and secure data storage methods to protect the information collected through the PREA questionnaire for prior employment. Compliance with regulations ensures that sensitive data remains confidential and secure from unauthorized access.
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