Legal Implications of Using a Standardized Application

In today’s competitive job market, companies are continually searching for innovative ways to identify, select, and develop the best talent. AlignMark, a pioneer since 1976, has been at the forefront of providing tools and services to assist companies in recruiting, selecting, and developing their most valuable asset – their people. One such tool often used in the hiring process is the standardized application. In this article, we will explore the legal implications of using a standardized application and how AlignMark’s expertise can benefit your organization.


The Significance of a Standardized Application


A standardized application is a pre-designed form that job applicants are required to fill out when applying for a position. It typically includes essential information such as personal details, employment history, educational background, and references. While it might seem like a straightforward document, there are critical legal considerations that companies need to be aware of when implementing standardized applications.


Equal Employment Opportunity Compliance


One of the primary legal implications of using a standardized application is ensuring compliance with Equal Employment Opportunity (EEO) laws. These laws prohibit discrimination on the basis of race, color, religion, sex, national origin, age, disability, and genetic information. It’s essential to design your application form in a way that does not inadvertently discriminate against any protected group.


AlignMark’s Expertise: AlignMark has a long history of assisting companies in creating standardized applications that are fully compliant with EEO laws. Our experienced team can help you structure your application to collect necessary information while avoiding any potential legal pitfalls.


Avoiding Discriminatory Questions


Standardized applications must be carefully crafted to avoid asking questions that could be considered discriminatory. For example, questions about an applicant’s age, marital status, or disability status are generally not relevant to the hiring process and may lead to legal complications.


AlignMark’s Expertise: We can help you design an application that focuses on job-related qualifications, reducing the risk of inadvertently asking discriminatory questions.


Data Privacy and Security


With data breaches becoming more common, protecting applicant information is crucial. Employers must safeguard the personal and sensitive data collected through standardized applications to comply with privacy laws.


AlignMark’s Expertise: AlignMark’s solutions include robust data security measures to ensure that applicant information is kept safe and secure, reducing the risk of legal issues related to data breaches.


Consistency in Evaluation


A standardized application allows for consistency in evaluating candidates. However, if not used correctly, it can also lead to inconsistency and potential bias in the hiring process.


AlignMark’s Expertise: We provide training and resources to help your hiring managers and HR teams effectively use standardized applications to maintain consistency and fairness in the hiring process.




In conclusion, the use of standardized applications in the hiring process can offer numerous benefits, such as streamlined data collection and improved efficiency. However, it is essential to be aware of the legal implications associated with their use. AlignMark, with over 40 years of experience in assisting companies with their hiring and assessment needs, is the trusted partner you need to navigate these legal complexities successfully.


Our commitment to Equal Employment Opportunity compliance, avoidance of discriminatory questions, data privacy, and promoting consistency in evaluation sets AlignMark apart as a reliable partner in your quest for hiring excellence. Contact AlignMark today to learn more about how our expertise can benefit your organization and ensure that your standardized applications are legally sound and effective.