Best examples of common sections in employment applications (with real 2025 details)

Real-world examples of common sections in employment applications

Let’s start where most people actually experience this: on the screen. When you open a typical U.S. employment application—whether it’s for a retail job, a city government role, or a big tech company—you’ll usually see the same core structure. The best examples of common sections in employment applications almost always include:

• Basic personal and contact information
• Work authorization and eligibility
• Education history
• Work experience
• Skills and qualifications
• Availability and scheduling
• References
• Legal disclosures and acknowledgments

From there, employers layer on optional or specialized sections, like demographic surveys or background check consent. The rest of this guide walks through each of these, with real examples of common sections in employment applications and how they’ve evolved in 2024–2025.

Personal information: the front page of every application

The first example of a common section in employment applications is the personal information block. It looks simple, but it’s doing a lot of work for HR and for compliance.

Typical fields you’ll see:

• Full legal name (often first, middle, last, and sometimes suffix)
• Preferred name (increasingly common in 2024–2025)
• Current address and sometimes mailing address
• Phone number (mobile preferred)
• Email address
• Country of residence and sometimes time zone for remote roles

A real example from a city government application might read:

Name (as it appears on your government ID)
Preferred First Name (optional)
Primary Phone
Email (this will be used for all communication)
Current Address (Street, City, State, ZIP, Country)

In 2025, many employers now separate legal name (for payroll and background checks) from display or preferred name (for internal systems and email). That change tracks with broader HR guidance on inclusive practices and identity management.

Work authorization and eligibility: legal compliance in a few checkboxes

Another example of a common section in employment applications is the work authorization screen. U.S. employers are required to verify that you’re authorized to work, and they also have to follow strict anti-discrimination rules while doing it.

You might see questions like:

Are you legally authorized to work in the United States?
Will you now or in the future require employer sponsorship (for example, H‑1B visa)?
Are you at least 18 years of age?

Federal guidance on employment eligibility verification lives in resources like the U.S. Citizenship and Immigration Services (USCIS) I‑9 page:
https://www.uscis.gov/i-9

International employers ask similar questions tailored to their country’s laws. For remote roles that hire globally, this section may also ask your country of tax residence and whether you can legally work as an independent contractor.

Education history: more than just degrees

Education is one of the most recognizable examples of common sections in employment applications. But it’s not just about listing a college name anymore.

You’ll typically see fields for:

• Highest level of education completed (high school, associate, bachelor’s, master’s, doctorate, trade school)
• School name and location
• Major or program of study
• Graduation date or expected graduation date
• GPA (often optional)
• Certifications or licenses

A real example from a healthcare employer might look like:

Highest Level of Education Completed
Institution Name and Location
Degree or Certification (e.g., BSN, RN license)
License Number and State (if applicable)
Expiration Date of License

In 2024–2025, more employers are shifting toward skills-based hiring. Instead of filtering by degree alone, they ask about relevant coursework, bootcamps, or industry certifications (for example, CompTIA, AWS, or Google Career Certificates). This trend is supported by research from organizations like the U.S. National Skills Coalition and major universities that track labor market changes.

Work experience: job history with structured detail

When people talk about examples of common sections in employment applications, work history is usually what they mean. This section lets employers compare your experience to the job description in a structured way.

Common fields:

• Employer name
• Job title
• City, state, or remote
• Start and end dates (month and year)
• Whether you’re still employed there
• Key responsibilities and accomplishments
• Reason for leaving (sometimes optional now)

A typical online form might say:

Most Recent Employer
Job Title
Start Date (MM/YYYY)
End Date (MM/YYYY) or “Present"
Describe your main responsibilities and achievements
May we contact this employer? Yes / No

In 2025, many large employers use applicant tracking systems (ATS) that parse this section automatically. That’s one reason these examples of common sections in employment applications look so standardized: the software expects certain fields in a certain order.

Some platforms now let you import your experience directly from a resume or LinkedIn profile, then adjust the structured fields. It feels more modern, but underneath, the same work-experience section is still there.

Skills and qualifications: where 2025 hiring is getting more specific

If you want examples of common sections in employment applications that have changed the most in recent years, look at the skills and qualifications section.

You’ll often see:

• Checklists of technical skills (for example, programming languages, software tools)
• Self-ratings (beginner, intermediate, advanced)
• Language proficiency levels
• Professional certifications
• Industry-specific skills (for example, OSHA training for construction, HIPAA knowledge for healthcare)

A real example for a data analyst role:

Please rate your proficiency in the following tools:
Excel / Google Sheets
SQL
Python or R
Tableau or Power BI
Statistical analysis (regression, hypothesis testing, etc.)

Another example for a frontline retail role:

Which of the following do you have experience with?
Point-of-sale (POS) systems
Handling cash and card payments
Inventory and stock management
Customer service in a fast-paced environment

Skills-based hiring is supported by research from organizations like the U.S. Department of Labor and major universities, which have documented employer interest in hiring for skills rather than only degrees. The Department of Labor’s resources on skills and training are a good starting point:
https://www.dol.gov/general/topic/training

Availability, scheduling, and work preferences

Another practical example of a common section in employment applications is the availability and scheduling section. Employers use it to figure out whether you can actually work when they need you.

You might see:

• Desired start date
• Full-time, part-time, or temporary preference
• Willingness to work evenings, weekends, or holidays
• Willingness to travel and how often
• Remote, hybrid, or in-office preference

For hourly roles, real examples include:

Please select the days and times you are available to work:
Monday: Morning / Afternoon / Evening
Tuesday: Morning / Afternoon / Evening
…

For professional or hybrid roles in 2025, you’ll see more questions like:

Are you willing to work in a hybrid schedule (2–3 days in office per week)?
Are you open to occasional travel (up to 25%)?

As remote and hybrid work policies continue to evolve, this section has become one of the clearest examples of common sections in employment applications that reflect post‑2020 workplace realities.

References and referrals: who can vouch for you

References are another classic example of a common section in employment applications. Some employers collect this upfront; others wait until after interviews.

Typical fields:

• Reference name
• Relationship (manager, colleague, professor)
• Company and title
• Email and phone number
• How long you’ve known them

A real example for a government role:

Professional Reference 1
Name
Relationship to you
Organization
Phone
Email
May we contact this reference now?

You may also see a “How did you hear about this job?” question, with options like employee referral, job board, company website, or career fair. That’s not just marketing data; some employers track referrals separately because they often result in higher retention.

Legal disclosures, background checks, and acknowledgments

If you’re looking for examples of common sections in employment applications that are driven directly by law, this is the big one.

Employers often include:

• At‑will employment statements
• Consent to background checks (sometimes in a separate form)
• Disclosures about how your data will be used and stored
• Equal Employment Opportunity (EEO) statements
• State-specific notices (for example, salary transparency or privacy notices in certain states)

A real example of an acknowledgment section might read:

I certify that the information provided in this application is true and complete to the best of my knowledge. I understand that any misrepresentation or omission may result in disqualification from employment or termination if already employed.
I acknowledge that, if hired, my employment is at‑will and may be terminated by either party at any time, with or without cause or notice, subject to applicable law.

Background check and fair hiring practices are shaped by federal and state guidance. The U.S. Equal Employment Opportunity Commission (EEOC) offers detailed resources on fair use of criminal history in employment screening:
https://www.eeoc.gov/laws/guidance/enforcement-guidance-consideration-arrest-and-conviction-records-employment

Optional demographic and EEO surveys

One of the more misunderstood examples of common sections in employment applications is the optional demographic survey. These questions usually appear at the end of an application and are separated from the main hiring decision.

You might see voluntary questions about:

• Gender
• Race and ethnicity
• Veteran status
• Disability status

A typical EEO survey block:

The following questions are voluntary and will not affect your application. This information is collected for reporting and equal opportunity monitoring purposes. You may select “I prefer not to answer."

The EEOC explains why employers collect this data and how it’s used for monitoring equal opportunity and discrimination trends:
https://www.eeoc.gov/employers

In 2024–2025, more employers are clarifying that hiring managers do not see individual responses, only aggregated data. That separation is one of the better examples of common sections in employment applications being redesigned for transparency and trust.

Short-answer questions and assessments: modern screening tools

Beyond the classic fields, many modern applications now include short-answer questions or assessments. These are newer examples of common sections in employment applications, especially for competitive roles.

Examples include:

• “Why are you interested in this role?”
• “Describe a time you resolved a conflict at work.”
• Timed skills tests (typing speed, coding challenges, language tests)
• Situational judgment questions (choosing the best response to a workplace scenario)

For customer service roles, you might see:

A customer is upset about a delayed order and raises their voice. How would you handle this situation?

For tech roles, a platform might embed a coding task or multiple-choice technical quiz directly into the application.

These sections help employers quickly gauge fit and skills before investing time in interviews. They’ve become some of the most important examples of common sections in employment applications for organizations trying to handle large applicant volumes without missing strong candidates.

How to use these examples of common sections in employment applications to your advantage

Knowing the best examples of common sections in employment applications isn’t just trivia; it’s a strategy. Once you recognize the pattern, you can prepare your information in advance:

• Keep a running document with your work history, dates, and contact details for references.
• Maintain a short, copy‑ready description of each recent role that fits within typical text limits.
• List your core skills and tools, and be ready to map them to whatever checkboxes appear.
• Draft a few flexible answers to common short‑answer prompts (interest in the role, conflict resolution, teamwork).

Because these examples of common sections in employment applications repeat from employer to employer, the time you invest in organizing your information once will pay off over dozens of applications.

FAQ: examples of common sections in employment applications

What are the most common sections in a standard employment application?
The most frequent examples of common sections in employment applications include personal information, work authorization, education, work experience, skills and qualifications, availability, references, and legal acknowledgments. Many employers also add optional demographic surveys and short-answer questions.

Can you give an example of a legal or compliance section on an application?
A typical example of a legal section is the certification and acknowledgment statement where you confirm that your answers are accurate and that you understand misrepresentation can lead to termination. Another common example is consent for background checks, which often references federal or state laws and may link to your rights under those laws.

Are demographic questions required, and do they affect hiring decisions?
Demographic and EEO questions are usually voluntary and separated from hiring decisions. They are collected for reporting and monitoring equal opportunity, as explained by agencies like the EEOC. You can usually choose “Prefer not to answer,” and your responses are not shared with hiring managers during evaluation.

What are some real examples of skills sections in employment applications?
Real examples of common sections in employment applications for skills might list software tools (Microsoft Office, Salesforce, QuickBooks), technical skills (SQL, Python, CAD), or industry skills (HIPAA compliance, OSHA training, forklift operation). Many forms now ask you to rate your level (for example, beginner, intermediate, advanced) to help employers understand your proficiency.

Why do some applications ask the same information that’s already on my resume?
Many employers use applicant tracking systems that rely on structured fields. Even if you upload a resume, they still need information entered in standard sections so they can search, filter, and compare candidates consistently. That’s why you’ll keep seeing the same examples of common sections in employment applications: they’re built around what the software can handle and what HR needs for consistent records.

Do all employers use the same sections?
No, but there’s a strong pattern. A small startup might only ask for contact info, a resume, and a short note. A federal agency or large hospital system will use more detailed forms. Still, the best examples of common sections in employment applications show up almost everywhere: personal details, experience, education, skills, and legal acknowledgments.