Filling out forms is my favourite hobby (said no one ever)

Once candidates pass the CV sniff test, the next step in the S.E.L.E.C.T Framework™ is the Form stage.

Here, candidates are required to complete a short, targeted form that helps refine the longlist further.

Why is this important?

• In the age of one-click apply, submitting a CV is effortless, meaning you can often receive a high volume of low-commitment applications.
• A form introduces the first micro-commitment for the candidate. It requires effort, signalling genuine interest in the role and engagement with the process.
• It allows you to ask tailored questions to filter for both ideal candidates and those who should be excluded.

By using this stage, the S.E.L.E.C.T Framework™ ensures that recruitment is efficient, structured, and aligned with the role’s demands.

Why Introduce a Form?

The Pitfalls of One-Click Apply

Modern job boards make it extremely easy for candidates to apply to dozens of roles with a single click. While this boosts application volume, it often reduces the quality of those applications.

• Candidates may apply without reading the job description.
• Low-effort applications mean minimal thought or alignment with the role.

By requiring candidates to fill in a form, you separate those who are genuinely committed from those who are simply clicking buttons.

The Power of Micro-Commitments

The form represents the first micro-commitment in your recruitment process. Psychologically, asking candidates to take a small but meaningful step ensures they are:

1. Engaged: Willing to invest time in the opportunity.
2. Serious: Interested enough to answer targeted questions.
3. Ready for the Next Stage: Demonstrating alignment with your expectations.

Small steps now save significant time later by filtering out unsuitable applicants.

Designing the Right Questions

A well-designed form focuses on uncovering valuable insights about candidates. To achieve this, you need to:

Ask Yourself Two Key Questions

1. Positive Filtering: What questions can I ask that the candidates I really want would answer well?
2. Negative Filtering: What questions can I ask that would highlight the candidates I want to exclude?

By balancing these two perspectives, you design a form that:

• Identifies candidates with the right skills, mindset, and motivations.
• Excludes those who are not aligned with the role.

Examples of Effective Questions

1. Role-Specific Skills
• “How would you rate your [specific skill] abilities? (e.g., from 1 to 10)”
• “Describe your experience with [specific task relevant to the role]”.

Purpose: Positive responses indicate confidence and experience. Low scores or vague answers highlight candidates to exclude.

2. Mindset and Commitment
• “What excites you about this role?”
• “Why do you believe you would be successful in this position?”

Purpose: Ideal candidates will reference the role and demonstrate motivation. Generic or thoughtless responses signal low commitment.

3. Practical Considerations
• “What would be your mode of transport to the office?”
• “How long would your commute be?”

Purpose: This uncovers logistical barriers early in the process.

4. Problem-Solving and Cognitive Ability
• Introduce simple problem-solving or reasoning questions, such as puzzles, riddles, or basic logic tests.
• Don’t make them too hard, but don’t make them too easy
• For example: “What is the hidden message here? (e.g., a Dingbat puzzle)”.

• Or a logic challenge: “What number replaces the question mark?”.


Purpose: Tests for resourcefulness, critical thinking, and general cognitive ability. Candidates who skip or struggle with these questions can often self-filter out of the process.

Keep it Short and Targeted

• Forms should take no longer than 5-10 minutes to complete.
• Questions must be relevant and role-specific. Avoid unnecessary hurdles or complex tasks.

By incorporating questions that are role-specific, practical, and problem-solving oriented, you uncover critical insights about candidates’ skills, mindset, and abilities early in the process.

Basics of Creating a Form

Creating a form for the recruitment process does not require expensive software or advanced technical skills. There are plenty of accessible tools that allow you to build forms quickly and efficiently.

Key Considerations for Form Creation

1. Ease of Use: The form must be simple for candidates to access, complete, and submit.
2. Clarity: Instructions should be clear, and questions should flow logically.
3. Mobile Compatibility: Many candidates may complete forms on their phones, so ensure it’s mobile-friendly.
4. Data Collection: Forms should allow you to easily review and analyse responses (e.g., exporting results to a spreadsheet).

Recommended Tools for Building Forms

1. Google Forms (Free)
• Easy to use, fully customisable, and integrates seamlessly with Google Sheets for data collection.
• Ideal for creating forms with short-answer fields, multiple-choice questions, and drop-downs.
2. Typeform (Free & Paid Options)
• Offers a visually appealing, user-friendly interface.
• Great for creating conversational, engaging forms that improve completion rates.
3. Microsoft Forms (Included with Office 365)
• A robust tool for those using the Microsoft ecosystem.
• Integrates with Excel and Teams, making it ideal for collaboration.
4. JotForm (Free & Paid Options)
• A highly customisable tool with pre-built templates for recruitment.
• Offers advanced features like file uploads and conditional logic.
5. Airtable (Free & Paid Options)
• Combines form-building with powerful database capabilities.
• Ideal for managing candidate responses and tracking progress.
6. SurveyMonkey (Free & Paid Options)
• A strong option for short, simple forms and surveys.

Each of these tools allows you to create, share, and manage forms efficiently. For most recruitment purposes, Google Forms or Typeform will more than suffice.

Steps to Build Your Form

1. Choose a tool that fits your needs.
2. Design the form with clear, targeted questions (see Section 3).
3. Set up automated notifications to alert you when forms are submitted.
4. Test the form on different devices to ensure usability.
5. Share the form link with shortlisted candidates and set a clear deadline.

By using these tools, you can streamline the form stage, ensuring it’s easy for candidates to engage with while delivering the insights you need.

When to Exclude the Form Stage

While the form is an effective tool for filtering candidates, there are scenarios where it may not be appropriate to include it:

• In a Candidate-Short Market: If you’re hiring for a niche role or in an industry with low applicant volume, adding a form could deter strong candidates.
• High Urgency Roles: If speed is critical, you might bypass the form stage to streamline the process.

In these cases, you can rely more heavily on the CV sniff test and follow up with alternative assessments later.

Why the Form Stage Works

The form stage, when designed correctly, offers immense value:

1. Efficient Filtering: Tailored questions allow unsuitable candidates to self-exclude.
2. Time Savings: Recruiters focus only on candidates who demonstrate genuine potential.
3. Commitment and Motivation: Micro-commitments highlight candidates who are invested in the process.
4. Skill and Behavioural Insight: Practical questions reveal both competence and mindset early on.

By implementing this step, the S.E.L.E.C.T Framework™ ensures that the Longlist stage remains robust, fair, and efficient