Career History Form Template
Streamline Your Applicant Assessments with This Comprehensive Template
If you're struggling to gather relevant employment history from job applicants, this Career History Form Template is designed for you. It simplifies the process of collecting vital work-related information, ensuring you receive all necessary details in a clear format. Benefit from easy comparisons of candidates, streamlined hiring workflows, and improved data accuracy, while also creating a reliable record for compliance needs. Explore the live template to enhance your recruitment process.
When to use this form
Use this template when you need a clear, side-by-side view of a candidate's past roles, dates, and achievements. Recruiters, HR teams, and hiring managers benefit during prescreening, reference checks, and compliance audits. It is especially helpful for high-volume hiring, seasonal placements, and contractors who move between clients. You get faster, fairer decisions because timelines are consistent and gaps are easy to spot. Pair it with the Basic employment application form to capture personal details, availability, and consent. For quick screenings or entry-level roles, start with the Simple job application form, then add this section to qualify applicants before interviews.
Must Ask Career History Questions
- What is your most recent job title, employer, location, and dates of employment?
This anchors the timeline and confirms recency and tenure. It helps you verify eligibility and set expectations for notice period and start date.
- What were your key responsibilities and top achievements in your last role?
This links day-to-day duties to measurable impact, so you can map skills to your role. Role-specific forms like the Security guard job application form rely on clear duty descriptions.
- May we contact your previous supervisor? Please share name, title, phone, and email.
References validate claims, performance, and conduct. Advance consent streamlines background checks and reduces delays.
- Why did you leave each position?
Reasons for leaving reveal growth, relocation, or risk factors like performance issues. This context helps you assess stability and culture fit.
- Do you have employment gaps of 30 days or more? If yes, please explain the dates and circumstances.
Explaining gaps up front prevents false negatives during screening. It lets strong candidates provide context such as study, caregiving, or relocation.
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