5 Commonly Asked Questions on Job Applications

For many positions, a job application is the first exposure a potential employer has to a job candidate. In some instances, job candidates must complete an application even when they have previously submitted a resume. Employers often retain applications to include in personnel files of successful job applicants. Although each resume is unique, there are several questions that are commonly found on job applications.

Employment History

Job applications represent official employment histories for job candidates. In many instances, job applications will request a chronological or reverse chronological listing of previously held positions candidates have held. Along with the job title and name of each company, application forms usually include spaces to list beginning and ending dates for each job and a summary of job duties. Some applications will also ask candidates to provide names, titles and contact information of immediate supervisors for each position listed on the application as well as requesting reasons for leaving each past position.

Desired Position

Job applications often include spaces for candidates to list desired positions. If the application is for a particular position, that position should be listed in this space. However, for applications that are not for a specific job, applicants may list general job titles or specific departments within the company where they are interested in working. This is one instance where researching the company beforehand pays off, because such research allows candidates to match their desired positions with job titles that actually exist within the company.

Salary History and Requirements

Questions about salary history and requirements present potential minefields for job applicants. Employers often use salary requirements to weed out potential candidates. For this reason, many career experts advise job seekers to put off discussing salary until after a job offer is on the table. Instead, for job applications that request salary requirements, include a broad salary range or state that salary requirements are flexible. However, if an application includes spaces for actual salary history, however, it's essential to be truthful.

Criminal History

Ex-offenders should consult with an attorney before completing employment applications that include questions about criminal background. Failure to include a reportable past criminal offense will disqualify a candidate from consideration for the job, and constitutes grounds for immediate dismissal in the event a candidate is hired and reportable past criminal history later comes to light. However, not all past legal infractions are reportable. Some states place a statute of limitations on the number of years a background check can cover; offenses committed earlier than the statute of limitations may be omitted in such cases. In addition, some states allow individuals to expunge or seal past criminal histories under certain circumstances. Candidates may also omit sealed or expunged criminal records.


Many job applications ask candidates to name one or more professional references. The application may ask for phone numbers, physical addresses, email addresses, or some combination of each type of contact information for each reference. Candidates should give their references a heads-up before including them on an application. It's also a good idea to provide references with a job description or some other general description of each job applied for. Other applications may also request character references, although this is less common.