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Personnel questionnaire

A company uses the personnel questionnaire as a standard form to collect information from applicants. Its purpose is to collect relevant data about an applicant's professional qualifications, experience and personal background. Through the questionnaire, the employer can comprehensively record all the skills and characteristics of the applicant in order to make an informed decision in the recruitment process.

Purpose of the personnel questionnaire

It is important to provide the employer with relevant information about the applicants through the personnel questionnaire in the application process. By collecting data in a standardized way, companies can efficiently compare candidates and select the most suitable applicant. The questionnaire also enables legal requirements to be met, as all the necessary information is recorded during the recruitment process. Applicants must be informed in accordance with data protection regulations about what data is collected and for what purpose it is used. There should be a clear statement in the recruitment questionnaire and obtain the applicant's consent to the processing of their data.

Content of the personnel questionnaire

The personnel questionnaire usually contains questions on various topics such as personal information, education, work experience, language and IT skills and other relevant information. The questions may vary depending on the company and position and may have specific requirements for applicants. Applicants should fill out the questionnaire conscientiously and honestly, as the information will serve as the basis for the selection decision. Inaccurate or incomplete information can disrupt the recruitment process and, in the worst case, lead to the application being rejected.

Legal aspects

The General Data Protection Regulation (GDPR) regulates the handling of personal data in the EU, while the Federal Act on Data Protection (FADP) does the same in Switzerland. It is necessary for companies to ensure that they collect, process and store data in accordance with legal requirements. The personnel questionnaire should be designed in such a way that it complies with data protection regulations and respects applicants' rights to informational self-determination. It is recommended that no sensitive data such as health status, political opinions or religious beliefs be collected in the questionnaire, unless this is necessary for the position and permitted by law. It is important that companies ensure that the data is only used for the intended purpose and is adequately protected.

How to handle the personnel questionnaire

Employers should use the personnel questionnaire to objectively assess applicants and ensure that all data collected is relevant and necessary for the selection decision. It is important that applicants are given the option to ask questions about the questionnaire and clarify any concerns regarding data collection. Data should be retained or deleted after the recruitment process has been completed in accordance with legal requirements. It is the duty of companies to ensure that all information is treated confidentially and securely to protect the privacy of applicants.