Recently, more and more materials have appeared on interview techniques. But, for some reason, information about additional techniques that allow conducting interviews (and, accordingly, assessing the professional and personal qualities of the applicant) with the greatest efficiency is not very often found.

Sooner or later, the personnel officer has to draw up questionnaires to resolve various personnel issues, and first of all, for personnel selection.

What these documents are, how to properly develop and execute them, read this article

When starting to develop a questionnaire, it is necessary to identify the goal, that is, to determine what assistance its use in work should provide - whether you want to formally comply with the requirements of personnel records management or whether you need an additional tool for the most complete assessment of the qualities of the applicant. Without doubting your interest in competent and high-quality personnel selection, we will proceed from the second assumption and try to think through what information we need and with the help of what questions we can get it.

To do this, let’s find out what additional opportunities open up for interested employees when using a well-designed questionnaire?

1. For the HR inspector ease of use is important; completeness of information collected in one source; eliminating duplication of information in various documents. If any question arises, there is no need to “raise” all the documents in your personal file. If desired, the questionnaire can be developed in such a way that it contains all the information that may be needed when registering a new employee. In this case, it serves as a kind of reference material, providing an opportunity not to “get buried in papers” once again.

2. For the manager and HR manager the questionnaire is a source of additional information about the applicant, and therefore, the basis for a more adequate assessment of him. As you know, when working to close individual positions, a large number of interviews are conducted. The view seems to be “blurred” and, often, it is very difficult to remember why one applicant is better than another. This is where the questionnaire comes to the rescue.

3. For the applicant The questionnaire offered for filling out is a kind of “first acquaintance” with the enterprise. After analyzing its content, an attentive candidate can draw some conclusions about the corporate culture, requirements and features of the company.

Currently, most applicants come to interviews with detailed resumes and all sorts of additions to them. In this case, it depends only on internal company rules whether you invite the person to fill out the questionnaire.

Often, a formal application form does not add any information and is not a very good copy of a resume. It is in this case that a form with several “applications” is convenient. If the applicant comes with a carefully written resume, then filling out the questionnaire can be omitted, offering only applications that collect “narrowly professional” information.

Thus, the HR manager is left with the following set of documents:

1. Summary.

2. Application form for a resume (a special form that contains additional information and varies depending on the position or profession).

3. Personnel application form (a form that applicants fill out when applying for a job). I suggest filling out the same form for those people who come for an interview without a resume.

Ideally, the questionnaire should contain questions that allow you to evaluate the applicant in terms of compliance with the personal specification (that is, describe what qualities a person must have to successfully perform the work assigned to him). Naturally, it makes no sense to create a questionnaire for each position. In the literature on personnel records and personnel management, it is often recommended to create, for example, three forms of questionnaire: for workers and junior service personnel; for specialists and technical performers; for managers. Having developed a fairly large number of different types of questionnaires, I came to the conclusion that it is much more convenient to use one common form for all categories of workers, but with several “applications”, which were already mentioned above. It is the latter that can vary depending on the position or profession, and therefore provide the necessary information about the professionalism of the applicant.

Having decided on the goals and having understood the technical solution for designing the questionnaire, let’s turn to its content - the questions.

I. General information

It can be obtained by asking questions about the legal (name, place of residence, etc.) and social status of the potential employee, his living conditions, methods of contact with him (telephone number, pager, address, e-mail, etc.).

Here it is necessary to very clearly distinguish between “convenient” and “inconvenient” issues, and also not to forget about the boundaries of permitted interference in personal life. For example, in the questionnaire of one fairly large company, the applicant was asked to answer: “Who owns the apartment in which you live?”, “How many rooms are in your apartment?” In my opinion, this is not very correct, and these questions definitely make applicants wary.

You can get general information about your potential employee by asking him the following questions:

• Full Name.
• If you changed your last name, first name or patronymic, then indicate them, as well as when, where and for what reason they changed.
• Date of Birth.
• Place of Birth.
• Permanent registration address.
• Residence address.
• Living conditions (separate (communal) apartment; alone/shared (with relatives), etc.).
• Contact information: tel. (home, contact), e-mail.
• Citizenship (if changed, indicate when and for what reason).
• Family status.
• Children (number, age).
• Your close relatives (wife, husband, father, mother, brothers, sisters).
• Last name, first name, year and place of birth of relatives, home address, place of work, position.
• Have you been abroad, where, when and for what purpose?
• Do you or your wife (husband) have relatives permanently residing abroad (indicate information about them)?
• Attitude to military duty and military rank (military service should be recorded indicating the position).
• Having a criminal record. Have you and your close relatives been brought to criminal liability? If “Yes,” then when and under what article of the Criminal Code of the Russian Federation?

II. Information about job prospects in the company

Correctly selected questions will allow you to initially voice the goals, motives, and professional aspirations of the candidate. By comparing the information in this and the previous section, it is possible to predict the employee’s job prospects in the company and determine the adequacy of the applicant’s assessment of himself, his desires and ambitions. The following questions will help you:

• What position are you applying for?
• Motives and incentives that prompted you to take part in the competition for a vacant position at our enterprise.
• In what areas of work would you like to realize your capabilities at our enterprise?
• How long did it take you to get to our office?
• How much time are you willing to spend on the road to work?
• Are you working in this time?
• How much time do you need to start working in a new place?
• What work schedule suits you? Do you have the opportunity to work evenings and weekends?
• What is your attitude towards possible business trips?
• Can you work under pressure?
• Why should we hire you?
• If you have already received other job offers, what did you not like about them? (if you are working now, what are you not happy with at the moment?)
• How do you imagine your position in our company in a year?
• What is the average monthly income you are applying for?
• Your financial expectations for the probationary period and for permanent work.
• Anyone who works well and conscientiously receives, in addition to his salary, additional remuneration, an increased salary, a new position, etc. What would you personally prefer?
• Rank the characteristics below based on your preferences (1 - most important, 10 - least important):

Good team

Company prestige

Decent salary

Flexible work schedule

Possibility of self-realization

Growth prospects

Proximity to home

Operation stability

Solving complex problems

Learning new skills

• What parameters are important for you when choosing a place of work?
• What goals do you set for yourself:
• – in professional activities;
• – in other areas.
• Military duty. The situation with conscription into the army.

By the way, the last question is very appropriate in this section. If the applicant in front of you is a fourth-year student at a higher educational institution and the end of the deferment is just around the corner, then the prospect of joint activities is quite easy to predict.

III. Education information

“Education” is one of the standard sections of the application form. A thorough analysis of its content allows you to learn many interesting nuances about the candidate. You can find out on what basis the applicant chose educational institutions and how he managed to pay for expensive education. Sometimes it is useful to analyze data on the ratio of time actually worked and time spent on training. We often encounter applicants who have spent the bulk of their lives in seminars - courses, trainings or other “long-term” training. More often than not, the initially laid down “knowledge base” remains theoretical ballast, and its “carriers” are not always able to work fruitfully for the benefit of the company.

You can find out about the candidate’s level of education and how he achieved it by asking the following questions:

• Education. When and what educational institutions did you graduate from, diploma numbers?
• Form of training. Diploma specialty. Diploma qualification.
• What topic of the thesis was defended (only the title of the diploma, without revealing its main aspects)?
• Academic degree, academic title, when awarded, details of documents confirming the assignment of an academic degree, title.
• Additional education (courses, seminars, trainings, etc.). Indicate the date, name of the educational institution, direction or topic.
• What foreign languages ​​and languages ​​of the peoples of the Russian Federation do you speak and to what extent (do you read and can communicate, are you fluent, etc.)?

IV. Work experience information

It is on the basis of the data in this section that conclusions are drawn about the applicant: how often does he change jobs; for what reason leaves the company; whether it radically changes the scope of effort; how responsibilities change at each subsequent job; how easy it is to provide information about past jobs, telephone numbers and names of former managers.

For a personnel officer, even with minimal experience, observing the process of filling out the items in this section, many of the psychological characteristics of the applicant become clear. In addition, even with the initial analysis of the questionnaire, conclusions can be drawn about the career development of a given applicant. As you know, only 10% of managers can be successful and effective at the same time. The bulk is divided into two categories - a person either climbs the career ladder, moving from one position to another (vertical career option), or builds up his professional potential, studying his chosen profession more and more deeply (horizontal career option). Having assessed this nuance, you can easily compare it with what your company can offer the applicant.

To do this, ask the applicant to describe in reverse chronological order his work activity in the following areas:

• Work period.
• Company name.
• Scope of the company.
• Position or profession.
• Schedule.
• Responsibilities performed.
• Main achievements during the period of work in the company.
• Level (size) of wages.
• Reason for dismissal.
• Company location.
• FULL NAME. leader.
• Contact number.
• Number of employees in the company.

V. Information about professional skills

Questions about professional skills are another very revealing group. How broadly a person describes his professional skills will tell you how scattered he is in his aspirations.

But you can look at the answers another way. Multifaceted professional experience is often found among people who worked in small companies, where the range of responsibilities was quite vague. A former employee of a large structure with a rigid hierarchy, on the contrary, will have excellent knowledge and skills of a narrow focus.

Analysis of the answers to the questions in this section should also provide you with information that allows you to separate theorists who are happy to describe their abstract knowledge from practitioners. To do this, we ask about:

• Degree of computer proficiency (for example: “Indicate the type of program (operating systems, text editors, spreadsheets, databases, specialized programs), its name and the degree of your proficiency with it (“experienced user”, “basic functions”, “familiar with the principles of operation” ", "studying").
• Skills in working with office equipment (for example: “Indicate the degree of your knowledge of office equipment (“experienced user”, “basic functions”, “familiar with the principles of operation”) for the following types: computer, fax, copier, scanner, fax modem, etc.) .
• Availability of a driver's license, category, driving experience.
• Having a personal car.

In addition, answers to the following questions will tell you about the applicant’s professional skills:

• What are you most proud of in life?
• What are the greatest professional successes you have achieved in life?
• What skills, abilities and knowledge do you think will be most useful to our company?
• Describe what you can do better than others.
• Describe your management experience.
• What exactly were your organizational skills?
• Relationship diagram (draw a functional diagram for the last two places of work).
• Indicate your greatest strengths as a professional.
• List three situations in which you lacked professional skills.

A place for the results of professional testing can be allocated directly in this section, or at the end of the form.

There is enough advice in personnel and other specialized literature on how to prepare recommendations, and applicants study it no less carefully than personnel officers. From a “professional applicant” who has studied more than one manual on employment and personnel selection, most likely, one should expect a folder with prepared letters of recommendation, certified by the most impressive coats of arms and signatures. But it doesn’t matter if the applicant is not “recommended” properly - you can always call the company where he previously worked (by the way, in my experience there has never been a single case where the company’s management refused to provide a recommendation). To do this, you need to find out who you can contact and who, in the candidate’s opinion, can objectively answer your questions. The fact that a person indicates his potential recommenders (he still does not know what you will ask and what they will answer) can be regarded as the ability to “peacefully” part with his former colleagues and maintain business relations even after dismissal.

To do this, read the answers to the following questions:

• Which of your former colleagues and managers can give you a verbal recommendation or a letter of recommendation?
• Address, telephone number of the organization and official.
• Which of our company employees can give you a recommendation?

VII. Health Information

This section of the questionnaire is one of the most “ambiguous”. Of course, an employer would like to know how healthy a person will start working for him. If you answer all these questions truthfully, there is a fairly high chance of never getting a job. But receiving distorted information is fraught with consequences for the employer. Thoughtlessly hiring an employee without determining the degree of his disability often results in troubles from the labor inspectorate. If a controversial situation arises, the state inspector may not limit himself to just a warning. Therefore, the questions in the application form must be formulated correctly enough so as not to violate the law, and there must be clear confirmation that the applicant was asked whether he needs to create special working conditions.

You can find out “safely” about your health status by asking the respondent the following questions:

• Give your own assessment of your health.
• How many working days did you miss due to temporary disability during the last calendar year?
• Do you have close relatives with chronic diseases that require care with periodic separation from work?
• Are there any disabled, elderly or chronically ill dependent people in your family?
• If there is a need for long-term care for children, do you have close relatives who can replace you in this situation?
• Would you like special working conditions to be created for you due to your health condition and justify why?
• Bad habits (drinking alcohol, smoking, etc.).

You can rest assured that they will willingly provide you with truthful information about nicotine addiction. To obtain information about more sophisticated “bad habits,” you will most likely have to cheat a little. So, for example, to find out the attitude towards alcoholic drinks, you can offer all positive answers and observe the reaction of the person being surveyed to the absence of the answer “I don’t drink”. A personnel officer with twenty years of experience, selecting builders for her company, affectionately, “motherly,” asked: “What about vodka? Are you playing around? According to her assurances, true lovers of the “green serpent” made honest eyes and swore: “What are you talking about? I don't use it at all. If only on major holidays!”

VIII. Information about hobbies and interests

In the questionnaires of most companies, one or two lines are allocated to receive it. “Your hobby” is something like this question. Imagine yourself in the place of the applicant. Most likely, the answer will be “sports, reading” and these words will not say anything about the spiritual, non-professional world of a person. Please clarify your question. Set a few additional conditions, and the respondent will either open up, talking about his favorite activity, or you will immediately understand that he has nothing to report. In one of the companies where I had to attend an interview several years ago, I was surprised by the HR manager’s question: “Tell me something about your life. About anything, as long as it doesn’t concern work.” Modern business requires not only the ability to work - the ability to rest well is also highly valued. Spend a little time finding out what the applicant's passions are and it will be easier for him to accept your company's corporate culture or not to accept it at all.

To do this, we include the following questions in the questionnaire:

• How do you relax most often?
• Check what interests you most:

Exhibitions

Trips

• Share your impressions of the last performance you saw, movie, book you read, etc.

IX. Self-Esteem Information

Some companies include psychological tests in their questionnaires. Without going into the details of such testing, let us note that a couple of questions about character will provide additional information for consideration. But you shouldn’t overuse this - there aren’t too many “easy-to-use” test methods, and often, after attending several interviews, applicants already perfectly reflect the stereotyped “psychological blows.”

Answers to the following questions can give a general idea of ​​a person’s self-esteem:

• When you are asked “What kind of person are you?”, what are the first words that come to mind (write 3 - 4 definitions of what kind of person you are)?
• List 5 of your positive qualities.
• Indicate which 3 negative qualities you have.
• What qualities of your character would you like to get rid of?

For the results of psychological testing, you can provide a place right in this section, or at the end of the questionnaire.

X. "Marketing Information"

Answers to the following questions can provide such information:

• Where did you get information about the open vacancy?
• Do you think there are people among your friends who might be interested in working in our company? Indicate your name, contact phone number, and intended field of activity.

These questions fall into the “tricky” category. Firstly, the answers to them help to adjust the budget for searching and attracting personnel, and secondly, if they are carefully worked out, they may well lay the foundation for the emergence of new strong applicants in the company.

XI. Information about interviewing and hiring

This section is filled out by the employee who “interviewed” the applicant. If the interview is structured in several stages, it is very convenient to mark their completion in the following table:

It will serve as a small reminder to you and a hint to the head of the company about the applicant’s success during the interview rounds.

Of course, such a huge amount of information as a database of questionnaires and resumes of potential candidates requires fairly careful handling. Hundreds of sheets indicating names, addresses, phone numbers, income levels and convenient times to call can be of great service to people who are not too scrupulous in matters of “interpersonal relationships.” The person being surveyed may well feel a certain amount of insecurity and a desire to refuse to fill out certain items of the questionnaire. What the refusal to fill out individual columns signals (about “low controllability,” conflict, etc.) is up to you and professional psychologists to judge.

Such care in verbal expression is also necessary when compiling a questionnaire. Despite the fact that, in addition to personnel practice, questionnaire surveys are widely used in sociology, psychology and other sciences, we should not forget that the results obtained on its basis, describing the behavior, opinions and attitudes of the respondents, require confirmation by other methods - only then conclusions based on the results obtained information can be considered reliable and reliable.

Line width is also a factor affecting readability - a width of 50-55 characters is considered ideal.

The font size is determined based on the fields of the document form (in accordance with GOST R 6.30-97 “Unified system of organizational and administrative documentation. Requirements for document preparation” they must be at least 20 mm - left, 10 mm - right, 15 mm - top and 20 mm - lower). As a rule, the font size is 11 or 12 point.

The title should precede the direct questions. It is typed either in uppercase (QUESTIONNAIRE) or lowercase (QUOTE). In the upper left corner of the first page, according to established practice, the place where the photograph will be pasted is indicated (usually 4 x 6 cm in size).

To answer questions, you need to provide lines and other graphic indicators of where marks should be placed (for example, squares to indicate the selected answer).

After the questions in the questionnaire, there should be a place to write:

– dates of filling out the questionnaire;

To obtain information about the applicant who came for an interview, a questionnaire can be used, which you are asked to fill out before the interview. The correct choice of a new employee depends on how well the job application form is drawn up.

As a rule, the applicant has a resume with him (see →). Typically, personal data is largely the same as a resume, however, the questionnaire has company standards and asks the person for the information the company needs. Typically, each applicant for a vacant position is asked to fill out a questionnaire.

Depending on the position, the content of the questionnaire may vary. Applicants for managerial positions that require high qualifications are usually asked to fill out more complex questionnaires with many questions that will help to understand the level of knowledge, skills of a person, his personal traits, and will help to reveal the potential of the applicant. In this article, we offer you to download for free two samples of an applicant’s application form when applying for a job - a short standard version and an extended, more detailed one.

We also suggest downloading samples of the following documents for the applicant: letter of recommendation from a previous employer → ; cover letter for resume →

How to fill out an application form for admission

Let's take a closer look at what needs to be included in the applicant's application form:

Filling out the general information of the applicant

It is necessary to fill in the following information: full name, passport details, contact details, information about place of residence - standard personal data;

Filling out education information

In the education section, it is proposed to provide information about all types of educational institutions in which the applicant studied (universities, professional, courses, etc.);

Filling out the applicant's work history and experience

In the career section - it is proposed to indicate the last three places of work, indicating the place of work, position, responsibilities and reason for dismissal;

In the section on professional and personal qualities - it is this part of the questionnaire that should be carefully thought through; first, it is proposed to provide the knowledge that the applicant has, what skills and abilities he acquired in the process of studying and working in other organizations, it is also proposed to indicate his personal character traits - good offer to fill in both positive and negative character traits.

An extended questionnaire, in addition to standard fields for indicating professional and personal qualities, may also include additional questions and tests that will help assess a person’s abilities and potential. An example of such questions can be found in the sample extended questionnaire, which can be downloaded from the link below.

Typically, the questionnaire asks questions about plans for the future, the desired salary and the desired position; the person’s ambitions are checked, how purposeful, persistent he is, whether he has leadership and organizational abilities - all these points are clarified through special questions. In the questionnaire, you can ask additional questions to the applicant about the goals of working in the company.

Also, a person’s values ​​are often identified - what is most important to him, for example, in relation to the workplace - salary, team, distance from work, opportunity for growth, etc. Below you can download examples of a shortened and extended questionnaire.

The main documentation prepared by a future candidate for a particular position must include a questionnaire. A questionnaire is considered to be a short survey sheet that contains all the biographical information about the applicant and answers to questions about the general level of his professional qualities. It is worth saying that a job application form is an important document. You should take a look at her sample form for 2017. You will immediately understand how to fill out this document.

Application form for employment at the Ministry of Internal Affairs sample 2017:

How to write a job application

In order for the employer to be able to form a correct and objective opinion about the applicant, a special questionnaire should be drawn up correctly. In this article we will tell you about this in more detail.

Any document has its own characteristics. For example, the application form for hiring a civil servant is distinguished by the presence of various questions. And here there is a special form.

A requirement or request from the manager or employees of the HR department to fill out an application form for a job should not cause negative emotions in the candidate, since independently filling out a resume and personal biography, documentation on receiving professional education may not contain information that relates to the main specifics of the job in the chosen companies. Filling out a questionnaire may be required only in 2 cases:

• before the interview and review of the applicant’s documents,
• to be able to give the employer a general idea of ​​the candidate’s personal and business qualities, and at the time of employment, when the employer has already decided to hire the applicant for the position and the HR department needs to start compiling the personal file of the future employee.

As for the first option, it consists of the most detailed answers indicated in the questionnaire and is the main addition to the previously compiled resume and other documentation. In the second option, it is quite acceptable to fill out the questionnaire formally; the information contained in it will be used by personnel department employees as an information sheet that complements the necessary package of documentation in the personal file. Our article also contains a questionnaire for applying for a job in the Ministry of Internal Affairs. Check out her 2017 sample fill.

Basically, the application form for employment does not have a uniform legal format. This document, depending on the direction of the organization’s main activity, may contain questions that relate to the candidate’s personal characteristics, his professional experience and work skills, career plans, etc. If you answer all the questions specified in the questionnaire honestly and objectively, correctly assessing the level of personal professional qualities, you can be sure that this questionnaire will be the main factor in getting the long-awaited job.

Also watch the video on the topic: How to avoid mistakes when filling out the questionnaire.

How to fill out a job application correctly

Application form for employment- This is the main document when applying for a job. You just have to fill out the 2017 form correctly and then the desired position will be obtained very quickly.

Answers to the questions contained in the questionnaire are usually required before the interview. Based on this, the applicant needs to be extremely careful, honest, focused, and clearly state all personal information. It may seem to you that filling out a job application is very easy, since only an inattentive person can make mistakes in providing personal information and information about previously acquired education and professional skills. But still, some columns in the questionnaire may cause you certain difficulties, namely those related to personal professional skills, personal qualities necessary for the successful performance of job duties.

There is no need to rush in answering questions. Each question must be carefully considered, and personal biographical information (such as education and previous employment) must be verified against documentation. A standard application form, which is a supplement to the required documents for employment, contains the following information:

• date of birth,
• place of residence,
• passport details,
• information about citizenship, marital status, close relatives, education received, awards, hobbies, personal qualities that indicate professional experience.

This document must be completed by hand, in neat handwriting, without blots or errors. Before filling out the questionnaire, you should carefully study all the points and answer the questions correctly. In most cases, the employer may ask you to answer questions such as whether you have a criminal record, additional sources of income, and also provide you with letters of recommendation from your previous place of work and a personal photograph. All these factors allow us not only to assess the professionalism, but also the personal qualities of the candidate for the position.

Application form for admission to civil service sample:

How to answer the tricky questions on the application form

In addition to standard questions, the questionnaire may also contain those that, when answered, require the applicant for the position to show himself on the professional side, having both a personal desire and the ability to benefit the company with his work. When filling out fields such as - What professional experience can significantly improve the work of our organization? Are you a leader? Etc. These questions should be answered honestly. During the interview, the employer can ask the applicant about his health, the presence of bad habits, as well as the ability to competently organize personal free time. Of course, chronic illnesses cannot be completely hidden, and in no case should they affect the applicant’s ability to work. When it comes to bad habits, you need to be open and honest, as they can be identified from the first day of work. Questions regarding hobbies and interests can help the employer understand how easily we can join the work team and accept the corporate culture. When filling out a job application, you need to be careful, since honest answers can positively influence the employer’s decision.

Job application form 2017:

From my Internet resource. Participating in market research and receiving a monetary reward for it is not fiction, but reality! That is why I have prepared this article for you, which describes in detail the features of filling out questionnaires for money, and also presents the main projects for work. I also wrote several recommendations that will be useful not only for beginners, but also for experienced freelancers.

After reading this article, you will not only find several interesting platforms for taking surveys, but you will also be able to properly organize your online activities. As a result, you can count on a good additional income by doing something that does not require any special skills or knowledge from you.

The main idea of ​​earning money by filling out questionnaires

One of the most effective and fastest methods of obtaining data is conducting sociological surveys. Recently, marketing research has become quite popular, which is aimed at collecting the opinions of a large audience of users about a particular product (this can be both consumer goods and services).

Such research is often carried out on the Internet on special resources with which many well-known manufacturers cooperate. Thus, the company can easily obtain the opinions of potential or actual customers about certain products. This will allow them to improve the quality of their products, taking into account all the wishes of real users.

Your task here will be to:

1. Finding a suitable resource for the job. It is important that the site is reliable and solvent (in this article I will present you with a list of questionnaires that have already won the trust of users).
2. Registration on the selected site. This process takes literally a few minutes. This is a prerequisite to start receiving payment for filling out surveys. You will need to provide basic information about yourself (full name, age, country and city of residence), enter your email address and create a password to log in to the system.

1. Filling out your personal profile. This is also a mandatory condition that will allow the system to send you only suitable surveys (for example, you will not receive questionnaires about cars if you do not have your own car, etc.). In your profile, you will provide more detailed information about yourself, education and work, lifestyle, etc. It is also recommended to regularly recheck this data and update it if necessary.
2. Wait for an invitation to complete the survey to be sent to your email address. Follow the link provided in the letter and start going through it.
3. Follow, which are not so difficult: you need to take the test to the end, do not skip questions and answer extremely honestly.
4. Receive payment for high-quality and conscientious completion of the questionnaire. Some projects award money, and some offer rewards in the form of points, which can later be converted into real currency. You can withdraw all earned funds to electronic wallets in the most common payment systems (WebMoney, Qiwi, Yandex Money, Paypal, etc.).

As you can see, the working conditions are not difficult. If you treat such activities responsibly, you can receive a very good additional income, which will be enough to pay for utilities, communications and the Internet.

Best survey projects

As you can see, the variety of services is quite wide. Therefore, in any case, you can choose the best option for yourself. To do this, I recommend that you familiarize yourself with the terms and conditions of each resource in more detail.

Benefits of making money by taking surveys

If you still doubt that paid questionnaires can bring you real additional income, I recommend that you familiarize yourself with The main advantages of this part-time job:

1. There is absolutely no investment required from you. This is a good enough reason to start participating in market research, because you have nothing to lose!
2. This type of work is suitable even for students, and sometimes for schoolchildren. Many projects allow 14-year-old users to work. By providing permission from their parents, every teenager will be able to earn money on their own.
3. To fill out forms for money, you do not need any knowledge, higher education or special skills. You just need to know how to use a computer and the Internet.
4. You can work from any convenient location. You don’t have to be at home all the time; it’s enough to have a device with Internet access. Even a smartphone is suitable for work, so you can fill out surveys in transport, in public institutions and other places.
5. One survey will take you about 20 minutes. Therefore, such activity will not bring you any inconvenience. In addition, completing the survey does not require urgency. However, there is no point in delaying this. The best option is to complete the test within a few hours of receiving the invitation.
6. You will be able not only to receive additional profit, but also to influence with your opinion the production of various goods that you yourself use. This is an excellent opportunity to improve product quality.

As you can see, this online part-time job has many advantages. Therefore, there is no need to doubt it! Study as much information as possible about each project, choose one, or better yet, several profitable projects and start earning money right now! I am confident that with the right approach you will succeed.

Questionnaire, translated from French, means investigation. Employers use surveys to form a team of employees capable of performing assigned tasks as efficiently as possible, without conflicts or clashes of interests. A properly compiled questionnaire is the key to success in achieving this goal.

Why do you need an employee profile?

Questionnaires serve different purposes than resumes. A resume is a representative document from a candidate to an employer, in which he focuses on his professional qualities. The questionnaire is compiled by the employer to determine not only the level of professionalism, but also the personal and psychological state of the applicant.

According to the Government Order, filling out a questionnaire is mandatory when applying for a job in the state and municipal service through a competition. In other cases of employment, the survey is done at the discretion of the employer.

The document can be short (no more than 10 questions) or extensive (up to 30 answers). The higher the position, the requirements for knowledge and experience, the more information the employer wants to receive.

Thanks to a well-designed questionnaire, it is determined:

1. Psychological stability. Indirect confirmation will be information about marital status, presence of children, place of residence.
2. Professional interest: reasons for joining, proposed projects, working overtime, business trips, training.
3. Sociability, non-conflict.

The document contains several subsections, each of which has its own meaning. General information and a photograph are required parts. Data on residence, marital status, education, qualifications, specialty, position, work experience must be confirmed by relevant documents in case of hiring. In this case, the questionnaire is included in the employee’s personal file.

If a vacancy is rejected, the document is stored in the enterprise/organization database. In any case, the questionnaire must contain a clause regarding consent to the processing of personal data. The employer is responsible before the law for maintaining their confidentiality.

Who compiles the questionnaire

The standard questionnaire was approved by the Government Decision for applicants for positions of state and municipal employees. It has its own peculiarity and cannot be used in full by other employers. Each enterprise has the right to develop its own templates for filling out employment questionnaires, taking into account the specifics of its activities and requirements for candidates.

In large, multi-industry enterprises, it is not practical to use one type of questionnaire. It should contain two parts: with general information and highly specialized ones.

The general or standard section contains the data necessary when hiring an applicant for a job to draw up a personal file and an employee card - this is:

• personal information,
• information about relatives,
• education,
• experience,
• questions about criminal records,
• opportunities to work full time (for disabled people of group 3),
• driver's license.

The motivational part of the document, which contains a request about the candidate’s professional ambitions, is appropriate for vacancies with prospects for job growth. This block also includes a question about the expected level of wages.

The questionnaire is completed by asking whether the applicant agrees to the processing of his personal data.

Specialized issues are included upon the recommendation of the manager in whose department the vacancy exists. Here you need to indicate specific types of activities: knowledge of foreign languages, programming, accounting, financial reporting, etc.

Where can I get the application form?

Ready-made application forms for employment can be downloaded from the Internet, choosing the most suitable option. Specialized sites offer ready-made forms, to use which you just need to print them on a printer.

You can familiarize yourself with the questionnaire of companies related by type of activity, taking it as a basis or completely copying it. For example, questionnaires from Sberbank and Aeroflot are posted on the Internet. Reputable enterprises have on their staff highly qualified personnel of lawyers, psychologists, and personnel officers who have developed samples for internal use.

How to fill it out correctly

Attention! You are asked to fill out the questionnaire immediately before the interview.

At the same time, it is assessed how quickly, competently, and accurately it is completed. Carelessness, unclear handwriting, and corrections will create a negative impression of the candidate. To avoid such a mistake, you must first familiarize yourself with the standard content by downloading the job application form. Prepare documents from which information will be entered.

There should be no inaccuracy, typos, or omission of questions. The applicant must understand that the personal information will be checked against the submitted photocopies of the passport, diploma, and certificates. And the documents themselves will be checked for authenticity.

Sample filling

An approximate version of the questionnaire begins with a table of contents and a photo, for example: vacancy _______________ photo.

Then, after the title of the document, follow:

1. FULL NAME _______________________________.
2. Data on date of birth, citizenship, place of residence-registration, passport information, contacts (home, mobile phone, e-mail).
3. Family status and information about parents and children.
4. Educational qualification: indicating the period of study, name of the educational institution, diploma specialty. Then, if any, advanced training courses and a second specialty are listed. Knowledge of languages ​​and use of software products are indicated.
5. Work experience (countdown): periods of work, company name, position.
6. Additional information regarding driver's licenses, criminal records.
7. Point about consent/disagreement of storing personal information in the database.

Attention! The document should not contain questions of a discriminatory nature: about nationality, faith, state of health.

Filling out a job application form is an intermediate step before the interview and making a decision on choosing a candidate. There are survey requirements for both parties: the employer and the candidate. Questions should be concise, understandable, and not infringe on rights. Answers must be written to the point, without allowing distortions or corrections, in legible handwriting.