[{"data":1,"prerenderedAt":198},["ShallowReactive",2],{"blog-building-your-first-form-with-formester":3},{"blogData":4,"relatedArticles":41},{"id":5,"title":6,"author":7,"authorImage":8,"authorProfile":9,"coverImg":10,"coverImgAlt":11,"createdAt":12,"description":13,"featured":14,"jsonld":15,"keywords":16,"metaDescription":17,"metaImage":18,"metaTitle":31,"publishedAt":32,"slug":33,"updatedAt":34,"__hash__":35,"body":36,"coverImgWidth":37,"coverImgHeight":38,"readingStats":39},"blog\u002Fblog\u002Fbuilding-your-first-form-with-formester.md","Building your first form with formester","Piyush Singhania",null,"https:\u002F\u002Fwww.linkedin.com\u002Fin\u002Fpiyushsinghaniya\u002F","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_formester_form_builder_background_cover_345bc05819.png","Cover image for the blog, \"Building your first form with formester\"","2024-04-07T10:04:34.666Z","Different approaches to building web forms with formester",false,[],"create form, build your first form, backend as a service, drag and drop form, free form builder, free online form builder","Learn how to build your first web form with Formester! Our step-by-step guide makes it easy to build your first forms for any website or business. Start today!",[19,20,21,22,23,24,25,26,27,28,29,30],"https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_formester_form_builder_background_8494b7045c.png","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_formester_form_builder_background_4aff03fca4.png","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_form_details_e6d190ce60.png","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_thank_you_39f4455bf3.png","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_service_one_example_d5b8b23522.png","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_action_url_ea6a21d6bd.png","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_create_your_first_form_51a364f515.png","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_form_details_647a7d646d.png","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_thank_you_3319902397.png","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_builder_046b30c68d.png","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_form_example_d4f231d122.png","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_final_form_cf306e5a29.png","How To Build Your First No-Code, Online Form With Formester?","2022-05-10T00:00:00.000Z","building-your-first-form-with-formester","2026-01-28T05:51:40.100Z","9NwDTJbu6cLwDVfVoFBm90VrHExdJ149wRS1pz8s-nc","Different approaches to building web forms with formester.\n\n![Form builder showing drag and drop functionality](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_formester_form_builder_background_3622f1d1ea.png 'Form builder showing drag and drop functionality')\n\n## Backend as a service\n\nWith formester, you can integrate your excellent web forms to our robust backend. Building web forms has always been a challenge. Each time you build a web form for your website, you need a backend along with a database for your form. And building a backend just for your web forms doesn’t sound justified.\n\nAt formester, we provide backend as a service for your web forms. All you need is to point your web forms to our URL.\n\nSteps to use formester only as backend:-\n\n**Step one** - Signup for formester and you will land at the forms page, which will look something like this -\n\n![Forms page showing create your first form button](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_formester_form_builder_background_6cc80dc714.png 'Forms page showing create your first form button')\n\n**Click** the **create form** button.\n\n**Step two** - You need to fill in some details for creating the form, this includes the form name, redirection URL, email notification, and type of service.\n\n![Form accepting details like form name, redirection url for creating your new form](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_form_details_dbf4b37ab0.png 'Form accepting details like form name, redirection url for creating your new form')\n\n**Form name** - This refers to the form name which you would like to create\\\n(example - Hiring Form)\n**Redirection URL** - This is the URL where the target audience will be redirected once they submit your form.\n(example - \u003Chttps:\u002F\u002Fwww.acornglobus.com\u002F>)\n\nThough it is optional and can be left blank. By doing so the users will be redirected to a cool thank-you page.\n\n![Formester default thank you page](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_thank_you_803a3c1e1b.png 'Formester default thank you page')\n\n**Email Notification** - This is the email address, where you will receive notifications related to the form, like submissions.\n\n**Type of Service** - Here you can select either the **default** or **Backend only** option. In this case, you should select **Backend only** for using formester as a backend service in your web form. The default option comes up with the form builder. We will talk about it in the next approach.\n\n![\"Backend only\" option selected while form creation](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_service_one_example_88b07f5a5f.png 'Backend only option selected while form creation')\n\n**Step Three** - Once you have filled out the form details. You will land up in the configure page. There you will find a couple of options, the main thing is to copy the action URL and add it to your web form code. You can refer to the code samples you will get there. **That’s it!** Now you are good to receive submissions in your web form and can view all of them under the submissions section.\n\n![Configuration page showing multiple options](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_action_url_8f48abc314.png 'Configuration page showing multiple options')\n\n## Build forms with drag and drop\n\nWith Formester, we provide an interactive, easy-to-use drag and drop interface. Create surveys, registration forms, and a lot more with our [form builder](\u002F). It also comes with a live preview feature to test what you create, on the fly.\n\nSteps to build forms with form builder:-\n\n**Step one** - Sign Up for formester and you will land at the forms page, which will look something like this -\n\n![Forms page showing create your first form button](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_create_your_first_form_d109c6eb87.png 'Forms page showing create your first form button')\n\n**Click** the **create form** button.\n\n**Step two** - You need to fill in some details for creating the form, this includes the form name, redirection URL, email notification, and type of service.\n\n![Form accepting details like form name, redirection url for creating your new form](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_form_details_477efff2aa.png 'Form accepting details like form name, redirection url for creating your new form')\n\n**Form name** - This refers to the form name which you would like to create\\\n(example - Hiring Form)\n\n**Redirection URL** - This is the URL where the target audience will be redirected once they submit your form.\n(example - \u003Chttps:\u002F\u002Fwww.acornglobus.com\u002F>)\n\nThough it is optional and can be left blank. By doing so the users will be redirected to a cool thank-you page.\n\n![Formester default thank you page](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_thank_you_0747c55097.png 'Formester default thank you page')\n\n**Email Notification** - This is the email address, where you will receive notifications related to the form, like submissions.\n\n**Type of Service** - Here you can select either the **Default** or **Backend only** option. In this case, you should select the **Default** option for using the form builder feature.\n\n![\"Default\" option selected while form creation](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_service_two_example_d4ae6a6974.png 'Default option selected while form creation')\n\n**Step three** - Now you will land into an interactive drag and drop builder. Get started by dragging your first question or form component from the component bar on the left side, and dropping it into the form section in the middle.\n\n![Formester form builder page](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_builder_8319efa69a.png 'Formester form builder page')\n\nDrop more components from a varied range of choices ranging from email, name, date, and time to complex fields like address, star rating, file uploader, image, and a lot more.\n\nUse the settings bar on the right side of the builder to do form-level settings. Customize your form as much as you need. Set font family, form background color, text color, font size, and a lot more.\nYou can even upload background images to the form and can also upload a logo like your company logo to give the form your organization's look and feel.\nYou can also increase or decrease the margin between form elements using the field top and bottom margin settings.\n\nApart from the general settings, you can toggle to the advanced settings for getting more control over the overall form’s layout. Toggle between single-page or multi-page forms with just a click of a button.\nSwitch between in-form and out-form logo positions and a lot more.\nAt Formester, we provide element-level customization and settings too. The different elements which you drop into the form come along with their individual settings. You can access those settings by clicking on the element once you have added them to the form. Once you click on an element you have added to the form, a new element settings bar will transition from the left side. This element-level settings bar carries along with it a bunch of additional customizations and settings for individual form elements. Apart from this the element settings bar is also very important from the perspective of adding and editing questions or labels in the form.\n\nWhile doing all of this, you can simultaneously save and preview the form by using the preview feature. This will help you to build the form better and will keep you in sync with how the form is emerging.\nOnce you are satisfied use the publish button to get the form link along with some quick social media actions links. Copy the form link from there and **That’s it!** Now you are good to share the link on any channel you want. You can also embed this link to CTA buttons on your own website.\n\n![Form builder being used for creating and publishing form](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_form_example_aa7076364e.png 'Form builder being used for creating and publishing form')\n\nEach submission you receive will appear in the Submissions tab of Formester, from where you can access it easily.\n\nHere's an example of a form built using Formester\n\n![Form example built using formester](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fbuilding_your_first_form_with_formester_final_form_8d200bd39b.png 'Form example built using formester')\n\nIt is my hope that this blog is helpful to you, and that now you have all the information you need to **build your first form with Formester**.\n\n",1200,630,{"text":40},"7 min read",[42,110,130,180],{"title":43,"author":44,"authorImage":8,"authorProfile":45,"coverImg":46,"coverImgAlt":47,"createdAt":48,"description":49,"featured":14,"jsonld":50,"keywords":97,"metaDescription":63,"metaImage":98,"metaTitle":99,"publishedAt":100,"slug":101,"updatedAt":102,"__hash__":103,"body":104,"id":105,"coverImgWidth":106,"coverImgHeight":107,"readingStats":108},"New Employee Paperwork: The Complete US Checklist for Employers","Harish Kumar","https:\u002F\u002Fwww.linkedin.com\u002Fin\u002Fharish-kumar2424\u002F","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fnew_employee_paperwork_cc62790f95.png","New employee paperwork checklist for 2026","2026-06-30T03:09:02.829Z","Complete US new employee paperwork checklist: federal forms (I-9, W-4), state forms, benefits enrollment, policy acknowledgements, retention rules, and what to push pre-day-1.",[51,68],{"@type":52,"image":46,"author":53,"@context":55,"headline":43,"publisher":56,"description":63,"dateModified":64,"datePublished":64,"mainEntityOfPage":65},"Article",{"url":45,"name":44,"@type":54},"Person","https:\u002F\u002Fschema.org",{"url":57,"logo":58,"name":61,"@type":62},"https:\u002F\u002Fformester.com\u002F",{"url":59,"@type":60},"https:\u002F\u002Fformester.com\u002Flogo.png","ImageObject","Formester","Organization","Complete US new employee paperwork checklist: federal forms (I-9, W-4), state forms, benefits enrollment, policy acknowledgements, retention rules, and what to push to pre-day-1.","2026-06-29",{"@id":66,"@type":67},"https:\u002F\u002Fformester.com\u002Fblog\u002Fnew-employee-paperwork\u002F","WebPage",{"@type":69,"@context":55,"mainEntity":70},"FAQPage",[71,77,81,85,89,93],{"name":72,"@type":73,"acceptedAnswer":74},"What paperwork is required for a new employee in the US?","Question",{"text":75,"@type":76},"Federal: I-9 (work authorization), W-4 (tax withholding), state W-4 equivalent. Standard practice: direct deposit, emergency contact, personal info, handbook acknowledgement. Role-specific additions for background check authorization, drug screening, license verification, and any state-specific forms.","Answer",{"name":78,"@type":73,"acceptedAnswer":79},"How long do I have to fill out new hire paperwork?",{"text":80,"@type":76},"I-9 Section 1 by end of day 1. I-9 Section 2 within 3 business days of start. W-4 before the first payroll run. State withholding forms before first payroll. Benefits enrollment usually has a 30 to 60 day window depending on the plan.",{"name":82,"@type":73,"acceptedAnswer":83},"How long should I keep new employee paperwork?",{"text":84,"@type":76},"I-9: 3 years after hire date or 1 year after termination, whichever is later. W-4: 4 years from the tax return due date. Personnel records: varies by state, most require at least 3 years post-termination. Build the retention rules into your HR platform's automated deletion.",{"name":86,"@type":73,"acceptedAnswer":87},"Can new employee paperwork be done online?",{"text":88,"@type":76},"Yes, almost all of it. The federal E-SIGN Act and state UETA laws make e-signatures valid for I-9, W-4, benefits enrollment, and policy acknowledgements. A few specialized immigration forms have specific paper signature requirements; check the specific form if it applies.",{"name":90,"@type":73,"acceptedAnswer":91},"What is the most important new employee form?",{"text":92,"@type":76},"The I-9. It is the only one with civil penalties starting at $250 per missing form and going up to $2,500+ in some cases. The W-4 is second by importance because missing it forces the highest withholding rate, which the employee will not like.",{"name":94,"@type":73,"acceptedAnswer":95},"Should background check authorization be part of new employee paperwork?",{"text":96,"@type":76},"The authorization itself: yes. The disclosure document required by the FCRA: no, it must be a standalone document, not buried in the offer letter or general application. This rule has been the source of repeated class action lawsuits against employers who got it wrong.","new employee paperwork, new hire paperwork, new employee forms, employee onboarding paperwork, new hire forms checklist",[],"New Employee Paperwork Checklist (2026)","2026-06-30T00:00:00.000Z","new-employee-paperwork","2026-06-30T13:01:48.813Z","e_xk8W1QBYA0mu8bArcTSFNMd1VODaKRgpIpD8Xnb9Y","\u003Cp style=\"font-size: inherit;\">New employee paperwork is the bundle of forms a hire signs on day 1 (or earlier). Done right, it takes 30 minutes and the new hire never thinks about it again. Done wrong, it eats day 1, frustrates the hire, and creates compliance gaps that come back during an audit. This guide gives you the complete checklist of forms US employers should have ready, what each one is for, who needs which, and how to handle the digital signing.\u003C\u002Fp>\n\n\u003Ch2>The complete US new employee paperwork checklist\u003C\u002Fh2>\n\n\u003Cp>The forms below are organized in the order most US employers collect them. The federal forms (I-9, W-4, direct deposit) are required for every hire. The state and company-specific forms vary.\u003C\u002Fp>\n\n\u003Ch2>Federal forms (required for every US hire)\u003C\u002Fh2>\n\n\u003Ch3>Form I-9 (Employment Eligibility Verification)\u003C\u002Fh3>\n\n\u003Cp>Required by the US Citizenship and Immigration Services. Confirms the new hire is authorized to work in the US. Two sections: Section 1 (employee fills out by end of day 1) and Section 2 (employer verifies original identity and work-authorization documents within 3 business days of start).\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>\u003Cstrong>Penalty for missing:\u003C\u002Fstrong> Civil penalties from $250 to $2,500+ per missing form (current as of 2026).\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Retention:\u003C\u002Fstrong> Keep for 3 years after hire date or 1 year after termination, whichever is later.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Common mistake:\u003C\u002Fstrong> Filling Section 2 without seeing original documents. Photocopies do not count.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Ch3>Form W-4 (Employee's Withholding Certificate)\u003C\u002Fh3>\n\n\u003Cp>Tells the employer how much federal income tax to withhold from each paycheck. Should be completed before the first payroll run.\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>\u003Cstrong>Penalty for missing:\u003C\u002Fstrong> Default to withholding at the highest single-filer rate.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Retention:\u003C\u002Fstrong> Keep for 4 years.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Common mistake:\u003C\u002Fstrong> Employees treating the W-4 as a one-time form. They can update it anytime, and should after major life events.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Ch3>State W-4 equivalent\u003C\u002Fh3>\n\n\u003Cp>Most US states require a state-level withholding form. Some accept the federal W-4 (e.g., CO, ND), most require their own (e.g., CA DE-4, NY IT-2104, IL W-4). Check your state's department of revenue.\u003C\u002Fp>\n\n\u003Ch2>Onboarding and payroll setup\u003C\u002Fh2>\n\n\u003Ch3>Direct deposit authorization\u003C\u002Fh3>\n\n\u003Cp>Bank routing and account number for paycheck deposit. Includes a voided check or bank letter as verification. Not legally required (you can pay by physical check), but most US employees expect direct deposit.\u003C\u002Fp>\n\n\u003Ch3>Emergency contact form\u003C\u002Fh3>\n\n\u003Cp>Name, relationship, phone, and address of one to two emergency contacts. Not a federal requirement but standard practice for any workplace.\u003C\u002Fp>\n\n\u003Ch3>Personal information form\u003C\u002Fh3>\n\n\u003Cp>Home address, phone, marital status (for benefits enrollment), date of birth. Often combined with the emergency contact form.\u003C\u002Fp>\n\n\u003Ch3>Tax forms for specific situations\u003C\u002Fh3>\n\n\u003Cp>Form 8233 for non-resident alien employees claiming tax treaty benefits. Form W-9 for independent contractors (not full-time employees, but worth noting).\u003C\u002Fp>\n\n\u003Ch2>Benefits enrollment\u003C\u002Fh2>\n\n\u003Cp>If you offer benefits, the new hire signs up for each one. Standard package:\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>\u003Cstrong>Health insurance enrollment.\u003C\u002Fstrong> Plan selection, dependent enrollment, beneficiaries. Some plans have 30 to 60 day eligibility waits.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Dental and vision enrollment.\u003C\u002Fstrong> Usually optional add-ons.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>401(k) enrollment.\u003C\u002Fstrong> Contribution percentage, investment allocation, beneficiary designation. Many companies enroll automatically and let employees opt out.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>HSA \u002F FSA enrollment.\u003C\u002Fstrong> Annual contribution election if applicable.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Life insurance and disability.\u003C\u002Fstrong> Basic coverage usually employer-paid; supplemental is opt-in.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Commuter benefits, dependent care benefits, other pre-tax accounts.\u003C\u002Fstrong> Where offered.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>Most employers route benefits through a single platform (Gusto, Rippling, ADP, BambooHR) so the new hire enrolls in everything via one workflow.\u003C\u002Fp>\n\n\u003Ch2>Company policies (acknowledgement, not signature)\u003C\u002Fh2>\n\n\u003Cp>These are not government forms but every employer should collect signed acknowledgements:\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>\u003Cstrong>Employee handbook acknowledgement.\u003C\u002Fstrong> The new hire confirms they received and read the handbook. Critical for at-will employment defense.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Code of conduct acknowledgement.\u003C\u002Fstrong> Specific to your company's policies.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Confidentiality agreement.\u003C\u002Fstrong> Standard for most roles.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Non-disclosure agreement (NDA).\u003C\u002Fstrong> Either as a standalone or built into the offer letter.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Non-compete or non-solicit.\u003C\u002Fstrong> Use only where enforceable (heavily restricted in CA, MA, several others as of 2026).\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Intellectual property assignment.\u003C\u002Fstrong> Assigns work product to the company.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Equipment policy.\u003C\u002Fstrong> Acknowledgement of acceptable use for company laptop, phone, accounts.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Ch2>Role-specific paperwork\u003C\u002Fh2>\n\n\u003Cp>Some roles need additional forms.\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>\u003Cstrong>Background check authorization.\u003C\u002Fstrong> Separate, standalone document per FCRA rules. Use a structured \u003Ca href=\"\u002Ftemplates\u002Fbackground-check-authorization-form-22780\u002F\">background check form\u003C\u002Fa> so the disclosure and authorization are signed before screening starts.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Drug screening consent.\u003C\u002Fstrong> Required for DOT-regulated and safety-sensitive roles.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>License or certification confirmation.\u003C\u002Fstrong> Healthcare, legal, and other licensed professions.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Driver's license + MVR consent.\u003C\u002Fstrong> For roles involving driving.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Garnishment forms.\u003C\u002Fstrong> If applicable (court-ordered wage withholding).\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cdiv style=\"background: #F5F3FF; border: 1px solid #E9D5FF; border-radius: 24px; padding: clamp(28px, 5vw, 56px) clamp(20px, 4vw, 48px); margin: 40px 0; text-align: center; font-family: inherit;\">\n\u003Cdiv style=\"display: inline-block; background: #FFFFFF; border: 1px solid #E9D5FF; border-radius: 9999px; padding: 6px 16px; font-size: 12px; font-weight: 700; color: #6941C6; letter-spacing: 0.06em; text-transform: uppercase; margin-bottom: 22px;\">New Hire Paperwork\u003C\u002Fdiv>\n\u003Ch3 style=\"color: #0F172A !important; font-size: clamp(24px, 3.4vw, 36px); line-height: 1.2; font-weight: 700; margin: 0 auto 14px; max-width: 720px; font-family: inherit;\">Send the day-1 paperwork before day 1\u003C\u002Fh3>\n\u003Cp style=\"color: #475467; font-size: clamp(15px, 1.5vw, 17px); line-height: 1.55; margin: 0 auto 28px; max-width: 600px; font-family: inherit;\">Our New Hire Paperwork form bundles the pre-boarding fields most teams collect manually: direct deposit, emergency contact, and policy acknowledgements.\u003C\u002Fp>\n\u003Cp style=\"margin: 0;\">\u003Ca href=\"https:\u002F\u002Fformester.com\u002Ftemplates\u002Fnew-hire-paperwork-2778\u002F\" style=\"display: inline-block; background: #7f56d9 !important; color: #ffffff !important; text-decoration: none !important; padding: 14px 28px; border-radius: 9999px; font-weight: 600; font-size: 16px; font-family: inherit;\">Use the New Hire Paperwork Form \u003Cspan aria-hidden=\"true\" style=\"margin-left: 4px;\">→\u003C\u002Fspan>\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp style=\"margin: 22px 0 0; font-size: 13px; color: #697586; font-family: inherit;\">Free forever plan \u003Cspan style=\"color: #C4B5FD;\">•\u003C\u002Fspan> No credit card \u003Cspan style=\"color: #C4B5FD;\">•\u003C\u002Fspan> Setup in 2 minutes\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Ch2>Pre-day-1 vs day-1 paperwork\u003C\u002Fh2>\n\n\u003Cp>The smartest move is to push as much paperwork to BEFORE day 1 as the law allows. Three things to watch:\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>\u003Cstrong>I-9 Section 1\u003C\u002Fstrong> must be completed by end of day 1, not earlier. The employee cannot complete it before they start. Section 2 (employer review) can happen days 1 to 3.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>W-4 and state withholding\u003C\u002Fstrong> can be completed any time before the first payroll run. Push to pre-day-1.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Benefits enrollment\u003C\u002Fstrong> often has an eligibility wait, so plan around that.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>The companies that do onboarding well send the new hire a pre-boarding packet 1 to 2 weeks before start. Direct deposit, W-4, state withholding, emergency contact, handbook acknowledgement, and benefits enrollment can all be done before day 1. Day 1 is just the I-9 Section 1 + 2 verification and any role-specific forms.\u003C\u002Fp>\n\n\u003Cp>If you do not already have a structured pre-boarding flow, see our companion guide on the \u003Ca href=\"\u002Fblog\u002Femployee-onboarding-process\u002F\">employee onboarding process\u003C\u002Fa> for the 7-stage framework.\u003C\u002Fp>\n\n\u003Ch2>Going digital: e-signature and storage\u003C\u002Fh2>\n\n\u003Cp>Three principles for moving paperwork off paper:\u003C\u002Fp>\n\n\u003Col>\n\u003Cli>\u003Cstrong>E-signatures are legal for almost everything.\u003C\u002Fstrong> The federal E-SIGN Act and state UETA laws make e-signatures valid for almost all employment paperwork. The big exception is certain immigration forms that have specific signature requirements.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Store securely.\u003C\u002Fstrong> Personal data (SSN, DOB, addresses, bank info) needs encryption at rest and access controls. Cloud HR platforms (BambooHR, Gusto, Rippling) handle this; spreadsheets and shared drives do not.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Set retention rules.\u003C\u002Fstrong> I-9: 3 years post-hire or 1 year post-termination, whichever is later. W-4: 4 years. Personnel records: varies by state (most require at least 3 years post-termination). Build the retention into your platform's automated deletion.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch2>Common mistakes that show up in audits\u003C\u002Fh2>\n\n\u003Cp>The patterns that come up most often when an I-9 or DOL audit happens:\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>\u003Cstrong>Missing I-9 forms.\u003C\u002Fstrong> The most common finding. Either never collected or stored where nobody can find them. $250 to $2,500 per missing form.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>I-9 Section 2 incomplete or late.\u003C\u002Fstrong> Section 2 must be completed within 3 business days. \"We do it later when we have time\" is the most expensive procrastination in HR.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Photocopying I-9 documents for some hires but not others.\u003C\u002Fstrong> Inconsistent practice triggers discrimination findings. Either photocopy for everyone or no one.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Background check authorization buried in the offer letter.\u003C\u002Fstrong> FCRA requires standalone disclosure. The 2018 9th Circuit ruling (Gilberg v. California Check Cashing Stores) made this a high-cost mistake.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>State-specific forms not collected.\u003C\u002Fstrong> California, New York, and Massachusetts have additional employee-information requirements. Easy to miss if your HR platform is configured for federal-only.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Ch2>The takeaway\u003C\u002Fh2>\n\n\u003Cp>New employee paperwork is a checklist problem, not a hard problem. The federal forms (I-9, W-4) are non-negotiable and have real penalties for missing. The state forms vary. The benefits and policy forms are company-specific but standardized within your company. Push as much to pre-day-1 as the law allows, use e-signature for everything except where prohibited, and audit your stack once a year for the state and role-specific additions. Done right, the new hire signs everything in one session and the rest of onboarding focuses on actually getting them productive.\u003C\u002Fp>\n\n\u003Csection class=\"faq\">\n\u003Ch2>New employee paperwork FAQ\u003C\u002Fh2>\n\u003Cdetails>\u003Csummary>What paperwork is required for a new employee in the US?\u003C\u002Fsummary>\u003Cdiv>Federal: I-9 (work authorization), W-4 (tax withholding), state W-4 equivalent. Standard practice: direct deposit, emergency contact, personal info, handbook acknowledgement. Role-specific additions for background check authorization, drug screening, license verification, and any state-specific forms.\u003C\u002Fdiv>\u003C\u002Fdetails>\n\u003Cdetails>\u003Csummary>How long do I have to fill out new hire paperwork?\u003C\u002Fsummary>\u003Cdiv>I-9 Section 1 by end of day 1. I-9 Section 2 within 3 business days of start. W-4 before the first payroll run. State withholding forms before first payroll. Benefits enrollment usually has a 30 to 60 day window depending on the plan.\u003C\u002Fdiv>\u003C\u002Fdetails>\n\u003Cdetails>\u003Csummary>How long should I keep new employee paperwork?\u003C\u002Fsummary>\u003Cdiv>I-9: 3 years after hire date or 1 year after termination, whichever is later. W-4: 4 years from the tax return due date. Personnel records: varies by state, most require at least 3 years post-termination. Build the retention rules into your HR platform's automated deletion.\u003C\u002Fdiv>\u003C\u002Fdetails>\n\u003Cdetails>\u003Csummary>Can new employee paperwork be done online?\u003C\u002Fsummary>\u003Cdiv>Yes, almost all of it. The federal E-SIGN Act and state UETA laws make e-signatures valid for I-9, W-4, benefits enrollment, and policy acknowledgements. A few specialized immigration forms have specific paper signature requirements; check the specific form if it applies.\u003C\u002Fdiv>\u003C\u002Fdetails>\n\u003Cdetails>\u003Csummary>What is the most important new employee form?\u003C\u002Fsummary>\u003Cdiv>The I-9. It is the only one with civil penalties starting at $250 per missing form and going up to $2,500+ in some cases. The W-4 is second by importance because missing it forces the highest withholding rate, which the employee will not like.\u003C\u002Fdiv>\u003C\u002Fdetails>\n\u003Cdetails>\u003Csummary>Should background check authorization be part of new employee paperwork?\u003C\u002Fsummary>\u003Cdiv>The authorization itself: yes. The disclosure document required by the FCRA: no, it must be a standalone document, not buried in the offer letter or general application. This rule has been the source of repeated class action lawsuits against employers who got it wrong.\u003C\u002Fdiv>\u003C\u002Fdetails>\n\u003C\u002Fsection>\n\n","blog\u002Fblog\u002Fnew-employee-paperwork.md",2400,1350,{"text":109},"8 min read",{"title":111,"author":44,"authorImage":8,"authorProfile":45,"coverImg":112,"coverImgAlt":113,"createdAt":114,"description":115,"featured":14,"jsonld":116,"keywords":117,"metaDescription":118,"metaImage":119,"metaTitle":120,"publishedAt":121,"slug":122,"updatedAt":123,"__hash__":124,"body":125,"id":126,"coverImgWidth":127,"coverImgHeight":38,"readingStats":128},"How to Create Online Section-Based Tests with Negative Markings","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002FHow_to_Make_User_Research_Survey_49_a949c12212.png","a blog post cover about how to make online tests with negative marking and timer","2025-12-08T02:57:18.651Z","Create section based tests with timers and negative marking using Formester. Build fast, score smarter, and run clean, controlled assessments with ease.",[],"online section based test,\nonline quiz with negative marking,\nonline test with negative marking,\nonline assessment,\ntest maker,\n","Learn how to create section based tests with timers and negative marking using Formester. Build fast, and run clean, controlled assessments.",[],"Create Online Section-Based Tests with Negative Markings","2025-12-08T03:16:31.134Z","how-to-create-online-section-based-tests-and-quizzes-with-negative-scores-and-timer","2025-12-08T03:16:31.138Z","S9OTd9Su-ahJ6ZkXA-Pzp87tO-zVNCmg3dESrDjAsEw","![a blog post cover about how to make online tests with negative marking and timer](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002FHow_to_Make_User_Research_Survey_49_a949c12212.png)\n\nIf you want to run clean and controlled **[online assessments](\u002Ftemplates\u002Fcategories\u002Fquizzes\u002F)**, Formester gives you everything you need in one place. You can add sections, set timers, use negative marking, and even let the AI create questions for you. In this guide, you will learn **how to build a complete test** from start to finish using Formester.\n\n## Why You Should Create Online Assessments with Negative Marks and Timers\n\nYou can use negative marks and timers to keep your assessments fair and focused. A timer reduces cheating and pushes students to think clearly under pressure. **Negative marking** stops guesswork and shows you what they actually know. Together, they give you cleaner scores, stronger insights, and a more controlled testing environment. If you want results you can trust, these two features make your assessments more accurate and meaningful.\n\n### Step 1. Create Sections for Each Subject\n![a screenshot of formester's builder](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fa_screenshot_of_formester_s_builder_976a1755eb.png)\n\nStart by creating a **[new test in Formester](\u002Ftest-creator\u002F)**. For this sample test, create four sections. One for math, one for science, one for English, and one for reasoning. Each section will live on its own page so your students can focus on one subject at a time.\n\nWhen you open each page, you can add all your questions in that section. You do not have to write every question and answer by hand. Formester has **[AI quiz maker](\u002Fai-quiz-maker\u002F)** to help you create questions and answers in seconds.\n\n### Step 2. Use the AI to Add Questions Fast\n![a screenshot of formester's ai editor](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fa_screenshot_of_formester_s_ai_editor_7bc10e0565.png)\n\nOpen the **AI editor**. Enter a simple prompt such as **\"Add five single choice questions with answers on the topic of algebra\"**. When you run the prompt, the AI will generate all the questions and the correct answers inside your test.\n\nYou can edit the field label, change the options, make a question required, or switch the question type to single choice or multiple choice. When you are done reviewing the questions, accept the changes.\n\nRepeat this process for the rest of your subjects. For example, you can tell the AI to create five questions on environmental science. It will fill them in for you in a few seconds.\n\n### Step 3. Add Helpful Extras\n![a screenshot of formester's video embed field](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fa_screenshot_of_formester_s_video_embed_field_405fb5abc8.png)\n\nIf you teach live classes, you can embed your lecture video right inside the test using the **video field**. This helps you check how well students understood the lesson before they attempt the quiz.\n\n### Step 4. Set Up Your Scoring System\n![a screenshot of formester's score quiz feature](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fa_screenshot_of_formester_s_score_quiz_feature_f57e8f9c8d.png)\n\nNow it is time to add positive and negative scoring. Go to the Advanced tab and open **[Score Quiz](\u002Ffeatures\u002Fquiz-maker-features\u002F)**. You will see each question, each option, and a score variable in the middle. This score variable updates in real time based on the option the student selects.\n\nGive one point to the correct answer. Leave the other options at zero or give them negative one if you want to use negative marking. When a student picks the right option, the score becomes one. If they pick a wrong option, the value becomes zero or negative one based on your settings.\n\nYou can also recall this score variable in other questions using the **\"@ symbol\"**. You can also show the total score to the student at the end of the test.\n\nIf you want to guide your students further, you can toggle on **Show Feedback**. This shows them which answer is correct. If you do not want this feature, you can turn it off with one click.\n\n### Step 5. Add a Timer to the Test\n![a screenshot of formester's quiz timer feature](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fa_screenshot_of_formester_s_quiz_timer_feature_881bdcb347.png)\n\nTo add a timer, click the **gear icon**. Then open Form Behavior and scroll down to Timed Submissions. Turn it on and set the time for your test. You can choose hours, minutes, or even seconds. Also select which page starts the timer. For this example, set the timer to two hours and select page one as the starting page.\n\n### Step 6. Set Up the Final Score Display\n\nYou can show the total score to students in the thank you message. Just **recall the score variable** using the @ symbol. It will calculate the total score for you.\n\nYou can also **create multiple thank you pages**. Each page will show up based on the score range the student falls into. This gives a more personal and guided ending to the test.\n\n### Step 7. Test Your Assessment\n![a screenshot of formester's publish ui](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fa_screenshot_of_formester_s_publish_ui_eaef984322.png)\n\n**Publish your test** and try a test submission. Select all the correct answers and check the final score. Then take the test again and choose a few wrong answers. You will see the score drop. This tells you the negative marking system is working.\n\n### Step 8. Review Submissions\n\nTo see all responses, open the results tab. You can also track who submitted each response by adding a small required field at the start of the test. This could be a **student ID** or any other unique detail you want to collect.\n\n### Final Thoughts\n\nBuilding section based tests with a timer and negative marking becomes simple with Formester. You save time with AI generated questions, you stay in control with clear scoring rules, and you guide students better with smart feedback and timed assessments.\n\n**[Try these steps yourself](https:\u002F\u002Fapp.formester.com\u002Fusers\u002Fsign_up)** and see how smooth your assessments become with Formester.\n","blog\u002Fblog\u002Fhow-to-create-online-section-based-tests-and-quizzes-with-negative-scores-and-timer.md",1214,{"text":129},"5 min read",{"title":131,"author":44,"authorImage":8,"authorProfile":45,"coverImg":132,"coverImgAlt":133,"createdAt":134,"description":135,"featured":14,"jsonld":136,"keywords":170,"metaDescription":141,"metaImage":171,"metaTitle":172,"publishedAt":173,"slug":174,"updatedAt":175,"__hash__":176,"body":177,"id":178,"coverImgWidth":106,"coverImgHeight":107,"readingStats":179},"35 Reference Check Questions Hiring Managers Actually Ask","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Freference_check_questions_8b6e7cd1a3.png","Reference check questions for hiring managers","2026-06-29T11:30:37.269Z","35 reference check questions that real hiring managers ask, grouped by what you want to learn, with red flags to listen for and legal notes.",[137,144],{"@type":52,"image":132,"author":138,"@context":55,"headline":131,"publisher":139,"description":141,"dateModified":64,"datePublished":64,"mainEntityOfPage":142},{"url":45,"name":44,"@type":54},{"url":57,"logo":140,"name":61,"@type":62},{"url":59,"@type":60},"35 reference check questions that real hiring managers ask, grouped by what you actually want to learn. Plus red flags, FCRA notes, and how to compare answers across references.",{"@id":143,"@type":67},"https:\u002F\u002Fformester.com\u002Fblog\u002Freference-check-questions\u002F",{"@type":69,"@context":55,"mainEntity":145},[146,150,154,158,162,166],{"name":147,"@type":73,"acceptedAnswer":148},"How many reference check questions should I ask?",{"text":149,"@type":76},"Pick 8 to 12 from the list above and let the call run 15 to 20 minutes. Asking more than that runs out the reference's patience and rarely surfaces a new signal in the last 10 minutes.",{"name":151,"@type":73,"acceptedAnswer":152},"How many references should I check?",{"text":153,"@type":76},"Three is the standard for a full-time role: typically a direct manager, a peer, and a report or stakeholder if the role had any. For junior or contract roles, two can be enough. Aim for at least one manager every time.",{"name":155,"@type":73,"acceptedAnswer":156},"Should I ask about salary in a reference check?",{"text":157,"@type":76},"You can confirm the salary range the candidate said they earned, but you cannot ask the reference what they think the candidate is worth. Many US states (CA, NY, IL, others) restrict salary-history questions during hiring.",{"name":159,"@type":73,"acceptedAnswer":160},"What is the best question to ask in a reference check?",{"text":161,"@type":76},"\"Would you hire them back?\" with a follow-up \"Why or why not?\" The first answer gives you a yes or no. The follow-up gives you the reason, which is the actual signal.",{"name":163,"@type":73,"acceptedAnswer":164},"How do I get past HR-only reference policies?",{"text":165,"@type":76},"HR will usually confirm dates and title only. Ask the candidate for a former manager, peer, or stakeholder who has left the company, since they can speak freely. Most candidates know which references will open up.",{"name":167,"@type":73,"acceptedAnswer":168},"Can I record a reference call?",{"text":169,"@type":76},"Some US states require two-party consent (CA, FL, IL, MA, others). If you want to record, ask the reference at the start of the call. Most prefer not to be recorded, written notes work better anyway.","reference check questions, best reference check questions, professional reference check, how to do a reference check, employment reference check, reference questions to ask",[],"35 Reference Check Questions Hiring Managers Ask (2026)","2026-06-30T02:24:10.000Z","reference-check-questions","2026-06-30T02:24:11.306Z","JNEgUq8RIbKk0McfBrAffjRugWRT7raaA6J_RWpA7U0","\u003Cp style=\"font-size: inherit;\">Reference checks decide more hires than people admit. A reference call confirms whether the candidate who interviewed well actually shipped work, got along with the team, and would be hired back. The questions you ask decide whether you get the truth or a recycled HR script.\u003C\u002Fp>\n\n\u003Cp>This guide gives you 35 reference check questions that real hiring managers ask, grouped by what you actually want to learn. Use the ones that match the role and skip the rest. Most reference calls run 15 to 20 minutes, so you will not get through all of them, that is fine.\u003C\u002Fp>\n\n\u003Ch2>How to use this list\u003C\u002Fh2>\n\n\u003Cp>Three rules that make reference calls actually useful:\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>Pick 8 to 12 questions before the call, not all 35. Match the questions to the role and the gaps you noticed in interviews.\u003C\u002Fli>\n\u003Cli>Ask open questions. \"What were they responsible for?\" beats \"Were they responsible for marketing?\" every time.\u003C\u002Fli>\n\u003Cli>Listen for what the reference does not say. A long pause before a positive answer often means a soft no.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>Before the call, send the reference a quick email confirming the role you are hiring for, the candidate's name, and a 15-minute time slot. Pair it with a structured \u003Ca href=\"\u002Ftemplates\u002Freference-forms-template\u002F\">reference check form\u003C\u002Fa> so you log every answer in the same shape across candidates.\u003C\u002Fp>\n\n\u003Ch2>Verifying basic facts\u003C\u002Fh2>\n\n\u003Cp>Start with closed questions that confirm dates and titles. If anything contradicts the resume, the rest of the call needs to dig deeper.\u003C\u002Fp>\n\n\u003Col>\n\u003Cli>What were the dates of employment for [candidate]?\u003C\u002Fli>\n\u003Cli>What was their job title and how did it change over time?\u003C\u002Fli>\n\u003Cli>Who did they report to, and how many people reported to them?\u003C\u002Fli>\n\u003Cli>What was the salary range when they left?\u003C\u002Fli>\n\u003Cli>Were they full-time, part-time, or contract?\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch2>What they actually did\u003C\u002Fh2>\n\n\u003Cp>The resume tells you what they say they did. The reference tells you what they really did.\u003C\u002Fp>\n\n\u003Col start=\"6\">\n\u003Cli>What were their core responsibilities day to day?\u003C\u002Fli>\n\u003Cli>What was a project they delivered that you remember well, and what was their role on it?\u003C\u002Fli>\n\u003Cli>What did they own end to end, versus contribute to?\u003C\u002Fli>\n\u003Cli>How did their work change between when they started and when they left?\u003C\u002Fli>\n\u003Cli>What did they get promoted for, or what kept them from a promotion?\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch2>How they work with others\u003C\u002Fh2>\n\n\u003Cp>How a candidate behaves with peers, reports, and stakeholders is the single biggest predictor of whether they will succeed in your team. Spend the most time here.\u003C\u002Fp>\n\n\u003Col start=\"11\">\n\u003Cli>How would you describe their working style?\u003C\u002Fli>\n\u003Cli>How did they handle disagreement with you or peers?\u003C\u002Fli>\n\u003Cli>Who did they collaborate with most often, and how did that go?\u003C\u002Fli>\n\u003Cli>How did they communicate with people outside their immediate team?\u003C\u002Fli>\n\u003Cli>What kind of manager got the best work out of them?\u003C\u002Fli>\n\u003Cli>If they had a conflict with someone, how did it usually get resolved?\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch2>Strengths and weaknesses\u003C\u002Fh2>\n\n\u003Cp>Frame these in concrete terms. \"What are their strengths\" gets a recycled answer. \"What did they do better than anyone else on the team\" surfaces a real one.\u003C\u002Fp>\n\n\u003Col start=\"17\">\n\u003Cli>What did they do better than anyone else on your team?\u003C\u002Fli>\n\u003Cli>What did they struggle with, and how did you support them through it?\u003C\u002Fli>\n\u003Cli>What kind of work would you not give them?\u003C\u002Fli>\n\u003Cli>Where could they grow most in the next role?\u003C\u002Fli>\n\u003Cli>What feedback did you give them most often?\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch2>Performance and impact\u003C\u002Fh2>\n\n\u003Cp>Ask about measurable outcomes. Push for numbers. A reference that cannot give you any will tell you what kind of work the candidate actually did.\u003C\u002Fp>\n\n\u003Col start=\"22\">\n\u003Cli>What did they hit on the goals you set?\u003C\u002Fli>\n\u003Cli>What is a metric or result they moved that you would highlight to a future employer?\u003C\u002Fli>\n\u003Cli>How did they perform under pressure, deadlines, or difficult customers?\u003C\u002Fli>\n\u003Cli>How did they handle ambiguity when the path was not clear?\u003C\u002Fli>\n\u003Cli>What was their biggest miss, and how did they recover?\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch2>Why they left\u003C\u002Fh2>\n\n\u003Cp>The departure story matters. A clean departure with a strong relationship is a great signal. A vague or evasive answer here is a yellow flag.\u003C\u002Fp>\n\n\u003Col start=\"27\">\n\u003Cli>What was the reason they left?\u003C\u002Fli>\n\u003Cli>Did they give appropriate notice, and how did the transition go?\u003C\u002Fli>\n\u003Cli>Was there anything they could have done to stay?\u003C\u002Fli>\n\u003Cli>Would you hire them back? Why or why not?\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch2>Fit for this specific role\u003C\u002Fh2>\n\n\u003Cp>These are the role-shaped questions. Tell the reference what the role is in one or two sentences, then ask them to react.\u003C\u002Fp>\n\n\u003Col start=\"31\">\n\u003Cli>I am hiring this person for [role]. What about that role plays to their strengths?\u003C\u002Fli>\n\u003Cli>What part of the role might they find hardest?\u003C\u002Fli>\n\u003Cli>What support would they need from a manager to thrive in this role?\u003C\u002Fli>\n\u003Cli>Is there anything I have not asked that I should know before extending an offer?\u003C\u002Fli>\n\u003Cli>If you were the hiring manager here, would you offer them the job?\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch2>What to listen for (red flags)\u003C\u002Fh2>\n\n\u003Cp>Listen for the pattern across the call, not the headline of any single answer. A reference rarely lies outright, but they signal heavily.\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>\u003Cstrong>Long pauses before positive answers.\u003C\u002Fstrong> \"Were they reliable?\" followed by 4 seconds of silence is a no in a kind voice.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>\"They were great\" with no examples.\u003C\u002Fstrong> Strong references give a story. Soft references give an adjective.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Steering toward strengths whenever you ask about gaps.\u003C\u002Fstrong> A reference unwilling to name a single weakness is protecting the candidate, not the truth.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>\"You should ask them about that\" on a direct question.\u003C\u002Fstrong> Polite punt. Note the topic and follow up with the candidate.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>\"Would not hire back\" with no clean reason.\u003C\u002Fstrong> Probe gently. Sometimes the answer is \"wrong company\" not \"wrong person\". Sometimes not.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Ch2>Legal and compliance notes\u003C\u002Fh2>\n\n\u003Cp>Reference checks sit under FCRA when conducted by a third-party provider, and under state-specific laws (CA, NY, MA, others) regardless of who runs them. A few rules worth knowing:\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>Get the candidate's written consent before contacting references. Most candidates expect this, and a signed authorization removes ambiguity.\u003C\u002Fli>\n\u003Cli>Stick to job-related questions. Avoid protected categories: age, religion, national origin, disability, family status, sexual orientation, political views.\u003C\u002Fli>\n\u003Cli>Document what was said, not your interpretation. \"Reference said they would not hire back\" is defensible. \"Reference seemed unsure\" is not.\u003C\u002Fli>\n\u003Cli>Tell the candidate which references you contacted, and when. Trust runs both ways.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>For US employers, the EEOC's pre-employment inquiry guidance covers the no-go zones. Most violations come from a manager going off-script, not from the planned questions.\u003C\u002Fp>\n\n\u003Ch2>After the call\u003C\u002Fh2>\n\n\u003Cp>Three steps that turn reference calls into a hiring signal:\u003C\u002Fp>\n\n\u003Col>\n\u003Cli>\u003Cstrong>Compare answers across references.\u003C\u002Fstrong> A pattern from 2 of 3 references is a real signal. One outlier on its own is noise.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Match against your interview notes.\u003C\u002Fstrong> Where the reference and the interview agree, you have conviction. Where they disagree, that is the gap to close before offer.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Bring concerns back to the candidate.\u003C\u002Fstrong> \"Your reference flagged X. Can you walk me through that from your side?\" Most candidates will give you context that resolves the concern, or confirm it.\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>Use a single \u003Ca href=\"\u002Ftemplates\u002Freference-forms-template\u002F\">structured reference form\u003C\u002Fa> across every call. Cross-comparison is impossible if every conversation has a different shape.\u003C\u002Fp>\n\n\u003Ch2>The takeaway\u003C\u002Fh2>\n\n\u003Cp>Reference checks reward preparation. Pick 8 to 12 questions before the call, ask open-ended versions of them, listen for the silences, and compare answers across references. A 15-minute call that confirms what the interview suggested is worth more than another round of technical questions. A 15-minute call that surfaces a contradiction is worth more than any single test you could run.\u003C\u002Fp>\n\n\u003Csection class=\"faq\">\n\u003Ch2>Reference check questions FAQ\u003C\u002Fh2>\n\u003Cdetails>\u003Csummary>How many reference check questions should I ask?\u003C\u002Fsummary>\u003Cdiv>Pick 8 to 12 from the list above and let the call run 15 to 20 minutes. Asking more than that runs out the reference's patience and rarely surfaces a new signal in the last 10 minutes.\u003C\u002Fdiv>\u003C\u002Fdetails>\n\u003Cdetails>\u003Csummary>How many references should I check?\u003C\u002Fsummary>\u003Cdiv>Three is the standard for a full-time role: typically a direct manager, a peer, and a report or stakeholder if the role had any. For junior or contract roles, two can be enough. Aim for at least one manager every time.\u003C\u002Fdiv>\u003C\u002Fdetails>\n\u003Cdetails>\u003Csummary>Should I ask about salary in a reference check?\u003C\u002Fsummary>\u003Cdiv>You can confirm the salary range the candidate said they earned, but you cannot ask the reference what they think the candidate is worth. Many US states (CA, NY, IL, others) restrict salary-history questions during hiring.\u003C\u002Fdiv>\u003C\u002Fdetails>\n\u003Cdetails>\u003Csummary>What is the best question to ask in a reference check?\u003C\u002Fsummary>\u003Cdiv>\"Would you hire them back?\" with a follow-up \"Why or why not?\" The first answer gives you a yes or no. The follow-up gives you the reason, which is the actual signal.\u003C\u002Fdiv>\u003C\u002Fdetails>\n\u003Cdetails>\u003Csummary>How do I get past HR-only reference policies?\u003C\u002Fsummary>\u003Cdiv>HR will usually confirm dates and title only. Ask the candidate for a former manager, peer, or stakeholder who has left the company, since they can speak freely. Most candidates know which references will open up.\u003C\u002Fdiv>\u003C\u002Fdetails>\n\u003Cdetails>\u003Csummary>Can I record a reference call?\u003C\u002Fsummary>\u003Cdiv>Some US states require two-party consent (CA, FL, IL, MA, others). If you want to record, ask the reference at the start of the call. Most prefer not to be recorded, written notes work better anyway.\u003C\u002Fdiv>\u003C\u002Fdetails>\n\u003C\u002Fsection>\n\n","blog\u002Fblog\u002Freference-check-questions.md",{"text":109},{"title":181,"author":44,"authorImage":8,"authorProfile":45,"coverImg":182,"coverImgAlt":183,"createdAt":184,"description":185,"featured":14,"jsonld":186,"keywords":187,"metaDescription":188,"metaImage":189,"metaTitle":190,"publishedAt":191,"slug":192,"updatedAt":193,"__hash__":194,"body":195,"id":196,"coverImgWidth":127,"coverImgHeight":38,"readingStats":197},"5 Steps to Pitching a Write For Us Form For Guest Blogging (and Getting a \"Yes!\")","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002FHow_to_Make_User_Research_Survey_14_92a4f012dc.png","a blog post cover about steps to pitch a write for us form for guest blogging","2025-06-19T18:07:50.438Z","Want to get your guest blog published? This step-by-step guide shows you how to pitch a \"Write for Us\" form and increase your chances of getting a \"yes\" every time.",[],"write for us,\nguest posting,\nguest blogging,\nwrite for us form,\n","Learn how to pitch a \"Write for Us\" form the right way. Follow these 5 steps to get your guest post accepted and build high-quality backlinks.",[],"5 Steps to Pitching a Write For Us Form For Guest Blogging","2025-06-19T18:16:26.189Z","steps-to-pitch-a-write-for-us-form-for-guest-blogging","2025-09-24T05:17:49.879Z","lL_pOi5c5-6JztLOhlBQGBB94vPhkQkSHDgUWnARlEI","![a blog post cover about steps to pitch a write for us form for guest blogging](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002FHow_to_Make_User_Research_Survey_14_92a4f012dc.png)\n\nGot ideas but no platform to share them? **Guest blogging** may be what you’re looking for. It’s not only the way to get published. It will connect you with new readers, help you build trust, and expand your professional network. \n\nThere are over **[600 million blogs online](https:\u002F\u002Fwebtribunal.net\u002Fblog\u002Fhow-many-blogs)**, and more than half of them publish guest posts regularly.\n\nTechnically, it’s more than easy to become a guest writer, as many blogs have a **“Write for Us” form**. However, dozens of writers are usually competing for the same spot. \n\nSo, if you want editors to say yes, you need to show up prepared. Here is a simple guide to your **\u003Ca href = \"https:\u002F\u002Fwww.outranking.io\u002Fhow-to-write-blog\u002F\">writing\u003C\u002Fa>** success.\n\n## Do your homework first\nBefore you start writing your pitch, do some research. Many pitches get rejected simply because the writer didn’t follow the blog’s rules or understand their content.\n\n- **Select the right blogs.** Not every blog is worth your time. Choose blogs that match your expertise and the subjects you genuinely want to write about. Also, use **Moz’s Domain Authority (DA) checker** to assess a blog’s credibility before pitching.\n\n- **Read their content carefully.** Read a few blog spots to understand their tone and structure posts. Check if they use images, video or infographics.\n\n- **Check the guidelines.** Every blog has its own rules, for example, on word count, links, or how to submit. If you ignore even one detail, it can cost you the opportunity.\n\n### Create a great pitch\nNext, it’s time to put together a clear, compelling pitch. Remember about the power of the first impression.\n\n- **Pick the right idea.** Your topic must be memorable. This could be a common challenge with a helpful solution, a fresh perspective on something familiar, or a story based on your own experience.\n\n- **Write a strong headline.** It should quickly tell the editors what the article is about and why it matters to their readers. Use simple, direct language and highlight a clear benefit or result.\n\n- **Add a simple outline.** List 3–5 main points or sections you’ll cover. This shows that your article is organized and offers real value.\n\n- **Prove you're the right person.** Include a short, relevant bio and 1–2 writing samples. Editors want to see that you can write well and know the subject.  \n\n### Ask for help from the pros\nFor content creators and guest bloggers, managing the guest posting process—scheduling posts, **[tracking submissions](\u002Ffeatures\u002Fform-analytics\u002F)**, and analyzing performance—can sometimes feel like a full-time job. \n\nWhile this guide outlines steps to pitch \"Write for Us\" forms yourself, not everyone has the time or resources to handle it all. \n\n**\u003Ca href=\"https:\u002F\u002Fwhenipost.com\u002F\">WhenIPost\u003C\u002Fa>** manages guest posting workflows from submission to performance tracking, offering an alternative for those with limited bandwidth. \n\nThey also provide reports on post performance, such as traffic and search ranking updates, for those who want to track results without the hands-on effort.\n\n### Fill out the form carefully\nA “Write for Us” form is your first test. Editors use it to judge your attention to detail and professionalism.\n\n- **Answer every question.** Don’t ignore optional fields, as they can add value. If they ask why your topic fits their audience, show you’ve done your research.\n\n- **Make it personal.** Avoid copy-paste responses. Mention a specific article you liked or refer to their audience directly. This shows you’re genuinely interested.\n\n- **Use their style.** Check the style of the site and try to mirror it. It will make your pitch a natural fit.\n\n- **Be clear and concise.** Get to the point: your idea, why it matters, and why you’re the one to write it. Stick to the word limit if it’s given.\n\n- **Proofread everything.** Typos and grammar mistakes can ruin your pitch. Use tools like Grammarly to polish it.\n\n### After you submit\nOnce you’ve sent your pitch, the next step is simple: wait, but do it professionally.\n\n- **Be patient.** Most blogs specify how long it takes to respond. Don’t follow up before that time passes. Reaching out too soon can hurt your chances.\n\n- **Follow up if needed.** If you haven’t heard back after the expected time, it’s okay to send one short, polite message. But don’t demand a reply – just express your interest again, and ask if they need anything else.\n\n- **If you get no replies.** Unfortunately, rejection happens, but don’t take it personally. Maybe your topic didn’t fit, or they just published something similar. Use it as a chance to improve your next pitch.\n\n- **If you’re accepted, celebrate.** In this case, reply quickly to confirm and thank them. Meet your deadline and follow all their writing guidelines. Remember to promote the article on your social media, website, or newsletter. It builds a long-term relationship with the blog.\n\n### Wrapping up\nGuest blogging is not pure luck. It’s preparation, clarity, and consistency. When you take the time to research the right blogs, pitch a relevant and valuable idea, and follow each blog’s guidelines carefully, you grow your chances of getting accepted. Editors can spot a thoughtful pitch from a mile away, and they appreciate contributors who respect their process.\n\nStart with smaller blogs to build your confidence and portfolio. Each published guest post will boost your visibility but also strengthen your authority in your niche. \n\nOver time, those early wins can lead to even bigger opportunities. So take the first step. One strong, well-crafted pitch can be the start of something bigger. **[Create your write for us form using Formester](https:\u002F\u002Fapp.formester.com\u002Fusers\u002Fsign_up)**!\n\n","blog\u002Fblog\u002Fsteps-to-pitch-a-write-for-us-form-for-guest-blogging.md",{"text":129},1788439063921]