[{"data":1,"prerenderedAt":479},["ShallowReactive",2],{"document-applicant-appraisal-form-questions-D560":3},{"document":4,"label":26,"preview":11,"thumb":27,"thumb600":28,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":29,"breadcrumb":33,"related":39,"customDescModule":183,"customdescription":6,"mdFm":184,"mdProseHtml":478},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":15,"keywords":25},"APPLICANT APPRAISAL FORM The purpose of this form is to help you communicate your impression of a recent job applicant. Please review the job description and applicant resume before your interview with them. You should consider drafting some questions in advance of the interview. Limit your questions to job related issues so you can be prepared to answer the questions on this form. The interview should last no more than 30 minutes. Be sure to fill out the form immediately after your interview, but please save your final ratings until after all applicants have been interviewed. 1. What is your impression of the applicant's job skills and knowledge? 2. Do you think the applicant can be a valuable asset to this company? 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Can you work nights? Employment Desired: FULL-TIME ONLY PART-TIME ONLY FULL- OR PART-TIME When available for work? EDUCATION & OTHER INFORMATION TYPE OF SCHOOL NAME OF SCHOOL LOCATION(Complete mailing address) NO. OF YEARS COMPLETED MAJOR & DEGREE High School College Bus. or Trade School Professional School Have you ever been convicted of a crime? No Yes If yes, explain number of conviction(s), nature of offense(s) leading to conviction(s), how recently such offense(s) was/were committed, sentence(s) imposed, and type(s) of rehabilitation. Do you have a driver's license? Yes No What is your means of transportation to work? Driver's License Number: State of issue: Operator Commercial (CDL) Chauffeur Expiration Date: Have you had any accidents during the past three years? How many? Have you had any moving violations during the past three years? How Many? OFFICE ONLY Typing Yes10-key Yes Word Yes No _____ WPM No Processing No _____ WPM Personal Yes PC Computer NoMac Other Skills: Please list two references other than relatives or previous employers. Name: Name: Position: Position: Company: Company: Address: Address: Telephone: Telephone: An application form sometimes makes it difficult for an individual to adequately summarize a complete background. Use the space below to add any additional information necessary to describe your full qualifications for the specific position for which you are applying. MILITARY Have you ever been in the armed forces? Yes No Are you now a member of the national guard? Yes No Specialty: Date Entered: Discharge Date: WORK EXPERIENCE Please list your work experience for the past five years beginning with your most recent job held. If you were self-employed, give firm name. Attach additional sheets if necessary. JOB ONE Name of Employer: Name of Last Supervisor Employment Dates From: To: Salary Start: Final: Complete Address: Phone Number: Your Last Job Title: Reason for Leaving (be specific): List the jobs you held, duties performed, skills used or learned, advancements or promotions while you worked at this company. JOB TWO Name of Employer: Name of Last Supervisor: Employment Dates From: To: Salary Start: Final: Complete Address: Phone Number: Your Last Job Title: Reason for Leaving (be specific): List the jobs you held, duties performed, skills used or learned, advancements or promotions while you worked at this company. JOB THREE Name of Employer: Name of Last Supervisor: Employment Dates From: To: Salary Start: Final: Complete Address: Phone Number: Your Last Job Title: Reason for Leaving (be specific): List the jobs you held, duties performed, skills used or learned, advancements or promotions while you worked at this company","Employment Application Form","6",513,"https://templates.business-in-a-box.com/imgs/1000px/employment-application-form-D571.png","https://templates.business-in-a-box.com/imgs/250px/571.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#571.xml",{"title":97,"description":6},"employment application form",[99,101,103],{"label":17,"url":100},"human-resources",{"label":20,"url":102},"hire-employee",{"label":23,"url":104},"business-checklists","/template/employment-application-form-D571",{"description":107,"descriptionCustom":6,"label":108,"pages":109,"size":92,"extension":10,"preview":110,"thumb":111,"svgFrame":112,"seoMetadata":113,"parents":115,"keywords":114,"url":124},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Reference Check for [Applicant name] - [Social security number] Dear [former employer name], A former employee of your company, [Applicant name], has applied for a position with our company. As part of interview process, we are hereby requesting background information from you on this employee. [He/she] has given us permission to request such information from you and a copy of such request is attached hereto. Please provide us the following information concerning this former employee: Dates of employment: Positions held: Responsibilities: Last total salary and bonus while employed: Reason given for terminated/leaving: ","Reference Check Letter","1","https://templates.business-in-a-box.com/imgs/1000px/reference-check-letter-D601.png","https://templates.business-in-a-box.com/imgs/250px/601.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#601.xml",{"title":114,"description":6},"reference check letter",[116,117,118,121],{"label":17,"url":100},{"label":20,"url":102},{"label":119,"url":120},"Letters to Applicant","/letters-to-applicant",{"label":122,"url":123},"Background & Reference Check","background-reference-check","/template/reference-check-letter-D601",{"description":126,"descriptionCustom":6,"label":127,"pages":109,"size":92,"extension":10,"preview":128,"thumb":129,"svgFrame":130,"seoMetadata":131,"parents":133,"keywords":132,"url":136},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":132,"description":6},"job offer letter long",[134,135],{"label":17,"url":100},{"label":20,"url":102},"/template/job-offer-letter-long-D12769",{"description":138,"descriptionCustom":6,"label":139,"pages":140,"size":92,"extension":10,"preview":141,"thumb":142,"svgFrame":143,"seoMetadata":144,"parents":146,"keywords":145,"url":152},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":145,"description":6},"employment agreement_at will employee",[147,148,149],{"label":17,"url":100},{"label":20,"url":102},{"label":150,"url":151},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":154,"descriptionCustom":6,"label":155,"pages":91,"size":156,"extension":10,"preview":157,"thumb":158,"svgFrame":159,"seoMetadata":160,"parents":161,"keywords":165,"url":166},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[162],{"label":163,"url":164},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":168,"descriptionCustom":6,"label":169,"pages":170,"size":171,"extension":10,"preview":172,"thumb":173,"svgFrame":174,"seoMetadata":175,"parents":176,"keywords":181,"url":182},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[177,178],{"label":17,"url":100},{"label":179,"url":180},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",false,{"seo":185,"reviewer":197,"quick_facts":201,"at_a_glance":203,"personas":207,"variants":228,"glossary":253,"fields":284,"how_to_fill":330,"common_mistakes":366,"faqs":383,"industries":408,"comparisons":425,"diy_vs_pro":441,"related_template_ids_curated":454,"schema":465,"classification":467},{"meta_title":186,"meta_description":187,"primary_keyword":25,"secondary_keywords":188},"Applicant Appraisal Form Questions Template (Free Word)","Free applicant appraisal form questions template for structured candidate evaluation. Trusted by companies in USA, Canada, UK, Australia, and 190+ countries. Free Word and PDF download.",[189,190,191,192,193,194,195,196],"applicant appraisal form","candidate evaluation form template","job applicant assessment form","interview appraisal form","hiring evaluation form template","applicant rating form","candidate appraisal questions template","employee candidate evaluation form",{"name":198,"credential":199,"reviewed_date":200},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":202,"legal_review_recommended":183,"signature_required":183},"easy",{"what_it_is":204,"when_you_need_it":205,"whats_inside":206},"An Applicant Appraisal Form Questions template is a structured Word document that guides interviewers through a consistent set of evaluation questions and scoring criteria for each candidate. This free Word download lets you customize question categories, rating scales, and comments fields, then export as PDF for use in any hiring round.\n","Use it whenever two or more candidates are being assessed for the same role and you need a repeatable, defensible record of each evaluation. It is especially important when multiple interviewers are involved and scores need to be compared objectively.\n","Candidate and role identification fields, structured appraisal questions grouped by competency, a numerical rating scale for each question, a weighted scoring summary, and an interviewer recommendation with signature block. Every section is editable so you can tailor questions to the specific role.\n",[208,212,216,220,224],{"title":209,"use_case":210,"icon_asset_id":211},"HR managers","Standardizing candidate evaluation across multiple interviewers and panels","persona-hr-manager",{"title":213,"use_case":214,"icon_asset_id":215},"Small business owners","Documenting hiring decisions to reduce bias and support compliance","persona-small-business-owner",{"title":217,"use_case":218,"icon_asset_id":219},"Hiring managers","Scoring candidates consistently against role-specific competencies","persona-operations-director",{"title":221,"use_case":222,"icon_asset_id":223},"Recruitment agencies","Delivering structured candidate appraisal reports to client employers","persona-staffing-agency",{"title":225,"use_case":226,"icon_asset_id":227},"Startup founders","Running structured interviews without a formal HR team or process","persona-startup-founder",[229,233,237,241,245,249],{"situation":230,"recommended_template":231,"slug":232},"Screening applicants at the first phone or video stage","Phone Screen Evaluation Form","training-evaluation-form-D13891",{"situation":234,"recommended_template":235,"slug":236},"Assessing a technical candidate with a skills test component","Technical Interview Evaluation Form","interview-guide-sales-representative-wholesale-technical-D11605",{"situation":238,"recommended_template":239,"slug":240},"Evaluating a candidate after a working interview or trial day","Working Interview Assessment Form","exit-interview-form-D510",{"situation":242,"recommended_template":243,"slug":244},"Comparing multiple finalists side by side for a final decision","Candidate Comparison Matrix","e-commerce-solution-providers-comparison-matrix-D819",{"situation":246,"recommended_template":247,"slug":248},"Conducting a 360-style reference check after the interview","Employment Reference Check Form","reference-check-letter-D601",{"situation":250,"recommended_template":251,"slug":252},"Appraising an existing employee's performance rather than a candidate","Employee Performance Appraisal Form","employee-appraisal-form-D688",[254,257,260,263,266,269,272,275,278,281],{"term":255,"definition":256},"Competency-Based Question","An interview question that asks a candidate to describe a past situation demonstrating a specific skill or behavior relevant to the role.",{"term":258,"definition":259},"Rating Scale","A numerical or descriptive scoring system — typically 1 to 5 — used to evaluate a candidate's response to each appraisal question.",{"term":261,"definition":262},"Weighted Score","A final candidate score that multiplies each question's raw rating by a predetermined importance factor, giving higher-priority competencies more influence on the outcome.",{"term":264,"definition":265},"STAR Method","A structured response format — Situation, Task, Action, Result — used by candidates to answer behavioral interview questions.",{"term":267,"definition":268},"Structured Interview","An interview format in which every candidate is asked the same questions in the same order, enabling objective comparison.",{"term":270,"definition":271},"Panel Interview","An interview conducted by two or more interviewers simultaneously, each completing their own appraisal form for independent scoring.",{"term":273,"definition":274},"Halo Effect","A cognitive bias where a positive impression of one candidate trait causes an interviewer to rate all other traits more favorably than warranted.",{"term":276,"definition":277},"Adverse Impact","A pattern in hiring decisions where a selection process disproportionately screens out candidates in a protected class, triggering legal scrutiny.",{"term":279,"definition":280},"Interviewer Recommendation","The interviewer's final disposition — typically Hire, Hold, or Do Not Hire — recorded at the bottom of the appraisal form after all questions are scored.",{"term":282,"definition":283},"Benchmark Response","A pre-written example of what a strong, average, or weak answer looks like for a given question, used to anchor scores and reduce inter-rater variability.",[285,290,295,300,305,310,315,320,325],{"name":286,"plain_english":287,"sample_language":288,"common_mistake":289},"Candidate and Role Identification","Records the applicant's name, the position applied for, interview date, and the interviewer's name and department.","Candidate Name: [FULL NAME] | Position: [JOB TITLE] | Date: [MM/DD/YYYY] | Interviewer: [NAME], [DEPARTMENT]","Leaving the role title blank and relying on context — when forms are reviewed weeks later or forwarded to HR, the missing role creates confusion about which hiring round the record belongs to.",{"name":291,"plain_english":292,"sample_language":293,"common_mistake":294},"Competency Categories","Groups questions by skill area — e.g., communication, problem-solving, technical knowledge, teamwork — so that the evaluation covers the full role profile.","Category: Communication Skills | Category: Technical Proficiency | Category: Leadership and Initiative | Category: Cultural Fit","Using a single undifferentiated question list with no category structure, which makes it impossible to identify specific skill gaps or compare candidates across dimensions.",{"name":296,"plain_english":297,"sample_language":298,"common_mistake":299},"Behavioral Interview Questions","The core appraisal questions, each asking the candidate to describe a past experience that demonstrates a relevant competency.","Describe a situation where you had to manage competing deadlines. What was your approach and what was the outcome? [INTERVIEWER NOTES]","Writing leading questions that suggest the desired answer — for example, 'How do you stay organized under pressure?' invites a rehearsed positive response rather than evidence-based evaluation.",{"name":301,"plain_english":302,"sample_language":303,"common_mistake":304},"Rating Scale per Question","A 1–5 numerical scale applied to each question, with anchored descriptions (1 = did not meet expectations, 3 = met expectations, 5 = significantly exceeded expectations).","Rating: 1 / 2 / 3 / 4 / 5 | Notes: [INTERVIEWER OBSERVATIONS]","Using an unanchored scale with no behavioral descriptors for each number — interviewers default to a compressed middle range (all 3s and 4s), making scores meaningless for comparison.",{"name":306,"plain_english":307,"sample_language":308,"common_mistake":309},"Interviewer Notes Field","A free-text space next to each question for the interviewer to record specific candidate statements, examples, or observations that support the rating given.","Notes: Candidate described reducing onboarding time from 6 weeks to 3 weeks by [SPECIFIC ACTION]. Quantified outcome clearly. Rating: 5","Leaving notes fields blank and recording only the numerical rating — with no supporting observations, the form cannot be defended if a hiring decision is later challenged.",{"name":311,"plain_english":312,"sample_language":313,"common_mistake":314},"Weighted Scoring Summary","A summary table that multiplies each category's average rating by its assigned weight and totals the result into a final composite score.","Communication (weight 20%): Avg. [X] × 0.20 = [X] | Technical (weight 40%): Avg. [X] × 0.40 = [X] | Total Weighted Score: [X] / 5.00","Assigning equal weights to all competency categories regardless of role requirements — a customer service role and a software engineering role should not have identical weighting for technical proficiency.",{"name":316,"plain_english":317,"sample_language":318,"common_mistake":319},"Strengths and Concerns Summary","A short structured section where the interviewer summarizes the candidate's two or three standout strengths and any notable concerns for the hiring manager's review.","Strengths: [STRENGTH 1], [STRENGTH 2] | Concerns: [CONCERN 1] | Recommended follow-up question: [QUESTION]","Writing only strengths and omitting concerns to avoid an uncomfortable conversation — a one-sided summary undermines the form's value as a decision-making tool.",{"name":321,"plain_english":322,"sample_language":323,"common_mistake":324},"Overall Recommendation","The interviewer's final disposition — Strongly Recommend, Recommend, Hold for Further Review, or Do Not Recommend — with a one-sentence rationale.","Recommendation: [STRONGLY RECOMMEND / RECOMMEND / HOLD / DO NOT RECOMMEND] | Rationale: [ONE SENTENCE]","Selecting 'Hold for Further Review' as a default to avoid committing — when every interviewer hedges, the hiring team has no actionable signal and the process stalls.",{"name":326,"plain_english":327,"sample_language":328,"common_mistake":329},"Interviewer Signature and Date","The interviewer's printed name, signature, and date of completion, confirming they conducted the interview and completed the form independently.","Interviewer: [PRINTED NAME] | Signature: ______________ | Date Completed: [MM/DD/YYYY]","Collecting all appraisal forms unsigned — unsigned records are easier to dispute and offer no protection if a candidate later claims the evaluation process was arbitrary.",[331,336,341,346,351,356,361],{"step":332,"title":333,"description":334,"tip":335},1,"Complete the candidate and role header before the interview","Fill in the candidate's name, the exact job title, interview date, and your name and department at the top of the form before the candidate arrives or the call begins.","Pre-populate a batch of forms with the role title when scheduling a hiring round — this prevents mislabeled records when forms are reviewed later.",{"step":337,"title":338,"description":339,"tip":340},2,"Review the competency categories and questions","Read through all questions before the interview starts. Customize any question that does not map to a specific requirement of the role, and remove categories that are not relevant.","Keep the total question count between eight and twelve — fewer questions leave gaps; more creates fatigue and inconsistent scoring toward the end.",{"step":342,"title":343,"description":344,"tip":345},3,"Ask each question and take notes in real time","Work through questions in order. Record specific quotes, examples, and quantified outcomes the candidate mentions — not your impressions. Use the STAR framework (Situation, Task, Action, Result) as a mental guide.","Write in the notes field while the candidate is speaking, not after — memory degrades fast when you interview multiple candidates in one day.",{"step":347,"title":348,"description":349,"tip":350},4,"Assign a rating immediately after each answer","Score each question on the 1–5 scale as soon as the candidate finishes their response, using the anchored descriptors on the form. Do not wait until the interview is over.","If you are unsure between two ratings, default to the lower one — it is easier to justify upgrading a score after reviewing notes than to explain why an initially high score was later reduced.",{"step":352,"title":353,"description":354,"tip":355},5,"Complete the weighted scoring summary","After all questions are scored, enter each category's average rating into the summary table and apply the pre-set weights to calculate the composite score.","If this is a panel interview, collect all individual forms before anyone discusses scores — group discussion before independent scoring introduces anchoring bias.",{"step":357,"title":358,"description":359,"tip":360},6,"Write the strengths and concerns summary","Record two or three specific strengths with supporting evidence from the interview, and at least one concern or area for clarification — even for strong candidates.","Phrase concerns as questions rather than judgments: 'Did not provide an example of leading a team' is more defensible than 'lacks leadership skills.'",{"step":362,"title":363,"description":364,"tip":365},7,"Record your recommendation and sign the form","Select one of the four recommendation options, write a one-sentence rationale, print your name, and sign and date the completed form.","Submit the completed form to HR or the hiring manager within 24 hours of the interview — recall accuracy drops significantly after 48 hours.",[367,371,375,379],{"mistake":368,"why_it_matters":369,"fix":370},"Using unanchored rating scales","Without behavioral descriptors for each number, interviewers interpret the scale differently — one interviewer's 4 is another's 2, making scores from different evaluators impossible to compare.","Add a one-sentence anchor for each rating level (e.g., '3 = provided a relevant example but outcome was unclear') before circulating the form to the interview panel.",{"mistake":372,"why_it_matters":373,"fix":374},"Leaving notes fields blank","A form with only numerical ratings and no supporting observations cannot be defended if a rejected candidate challenges the hiring decision or files a discrimination complaint.","Require at least one specific, behavioral observation per question — record what the candidate said, not how you felt about it.",{"mistake":376,"why_it_matters":377,"fix":378},"Applying equal weights to all competency categories","Treating communication and technical proficiency as equally important for a software engineering role inflates scores for candidates who present well but lack the core skill.","Set category weights before the hiring round begins, based on the role's actual requirements, and lock them so no interviewer can adjust them after seeing candidates.",{"mistake":380,"why_it_matters":381,"fix":382},"Sharing appraisal scores between panel members before independent scoring","When interviewers discuss a candidate's performance before completing their own forms, scores converge around the first opinion expressed — erasing the benefit of a multi-interviewer panel.","Collect all completed, signed appraisal forms before any panel debrief discussion. Use the debrief to resolve genuine disagreements, not to align scores.",[384,387,390,393,396,399,402,405],{"question":385,"answer":386},"What is an applicant appraisal form?","An applicant appraisal form is a structured evaluation document that interviewers complete during or after a job interview to score a candidate's responses against predefined competencies. It typically includes behavioral questions, a numerical rating scale, a notes field, and a final recommendation. The form creates a consistent, documented record of each candidate's evaluation for comparison and compliance purposes.\n",{"question":388,"answer":389},"Why use a structured appraisal form instead of freeform interview notes?","Structured appraisal forms reduce interviewer bias, enable objective comparison across candidates, and create a defensible paper trail if a hiring decision is later challenged. Research consistently shows that structured interviews — where every candidate answers the same questions and is scored on the same criteria — are significantly more predictive of job performance than unstructured conversations.\n",{"question":391,"answer":392},"How many questions should an applicant appraisal form include?","Eight to twelve questions is the practical range for a standard interview. Fewer than eight questions leaves meaningful competency gaps uncovered. More than twelve creates scoring fatigue, and ratings for questions toward the end of the form tend to be less accurate. For a panel interview with multiple evaluators, each interviewer can cover a subset of four to six questions.\n",{"question":394,"answer":395},"What rating scale works best for candidate appraisal?","A 1–5 scale with anchored behavioral descriptors at each level is the most widely used and defensible approach. A 1–10 scale introduces too much ambiguity between adjacent scores. A 1–3 scale compresses differentiation. Whatever scale you choose, define what each number means in behavioral terms before any interviewer uses the form.\n",{"question":397,"answer":398},"Can the same appraisal form be used for all roles?","A single form can share a common structure — header, rating scale, notes, and recommendation fields — but the competency categories and specific questions should be tailored to each role's requirements. Using identical questions for a customer service role and an engineering role produces scores that do not reflect what actually matters for either position.\n",{"question":400,"answer":401},"How should appraisal forms be stored after a hiring decision?","Retain completed appraisal forms for all candidates — hired and rejected — for at least one year after the hiring decision, and longer if your jurisdiction has extended record-keeping requirements for employment decisions. Store forms in a secure HR file, separate from the employee personnel file, accessible only to HR and the hiring manager.\n",{"question":403,"answer":404},"Does an applicant appraisal form need to be signed?","A signature is not legally required in most jurisdictions, but it is strongly recommended. A signed form confirms that the interviewer conducted the evaluation independently and completed it at the time of the interview. Unsigned forms are more easily disputed if a candidate or regulator questions the integrity of the hiring process.\n",{"question":406,"answer":407},"How does an appraisal form help reduce hiring bias?","By requiring every interviewer to ask the same questions, apply the same rating scale, and record specific behavioral evidence before comparing candidates, the form reduces the influence of first impressions, affinity bias, and the halo effect. It does not eliminate bias entirely, but it creates a structured checkpoint that slows down intuitive judgments and requires factual support for each score.\n",[409,413,417,421],{"industry":410,"icon_asset_id":411,"specifics":412},"Technology / SaaS","industry-saas","Technical competency categories cover coding proficiency, system design, and debugging — weighted more heavily than soft skills for engineering roles.",{"industry":414,"icon_asset_id":415,"specifics":416},"Healthcare","industry-healthtech","Appraisal questions address clinical judgment, patient communication, regulatory compliance awareness, and credential verification requirements.",{"industry":418,"icon_asset_id":419,"specifics":420},"Retail / Hospitality","industry-retail","High-volume hiring makes standardized forms essential for consistency; questions focus on customer handling, availability, and reliability under pressure.",{"industry":422,"icon_asset_id":423,"specifics":424},"Professional Services","industry-professional-services","Competencies emphasize client communication, problem-solving under ambiguity, and billable productivity expectations unique to consulting and advisory roles.",[426,429,433,437],{"vs":251,"vs_template_id":427,"summary":428},"employee-performance-appraisal-form-D13399","A performance appraisal form evaluates an existing employee against goals set during their current role — it looks backward at work already delivered. An applicant appraisal form evaluates a candidate before any hire is made, scoring predicted fit against role requirements. The two forms serve opposite stages of the employment lifecycle and should never be used interchangeably.",{"vs":430,"vs_template_id":431,"summary":432},"Job Application Form","job-application-form-D13403","A job application form collects the candidate's self-reported background — work history, education, references, and availability. An applicant appraisal form is completed by the interviewer, not the candidate, and documents the evaluation of that background against role criteria. Both are needed; they serve different actors in the hiring process.",{"vs":434,"vs_template_id":435,"summary":436},"Reference Check Form","reference-check-form-D13405","A reference check form gathers third-party verification of a candidate's past performance from former managers or colleagues. An appraisal form captures the interviewer's direct assessment during the interview itself. Reference checks and appraisal forms complement each other — neither substitutes for the other in a thorough hiring process.",{"vs":438,"vs_template_id":439,"summary":440},"Interview Questions Template","D{INTERVIEW_QUESTIONS_ID}","An interview questions template is a list of questions to ask — it guides the conversation but provides no scoring mechanism or structured record. An applicant appraisal form includes questions plus a rating scale, notes fields, a weighted summary, and a formal recommendation. Use the questions template for informal screens; use the appraisal form when a documented, defensible evaluation is required.",{"use_template":442,"template_plus_review":446,"custom_drafted":450},{"best_for":443,"cost":444,"time":445},"SMBs, HR managers, and hiring managers running structured interviews without a dedicated recruiting platform","Free","15 minutes to customize per role, 20–30 minutes to complete per candidate",{"best_for":447,"cost":448,"time":449},"Organizations adding weighted scoring models or role-specific competency libraries","$100–$500 for an HR consultant review","1–3 days",{"best_for":451,"cost":452,"time":453},"Enterprises integrating appraisal forms into an ATS or building competency frameworks across multiple job families","$1,000–$5,000+ for ATS configuration or I/O psychology consulting","2–6 weeks",[455,248,252,456,457,458,459,460,461,462,463,464],"employment-application-form-D571","job-offer-letter-long-D12769","employment-agreement_at-will-employee-D541","independent-contractor-agreement-D160","employee-handbook-D712","employee-dismissal-letter-D508","non-disclosure-agreement-nda-D12692","checklist_new-employee-orientation-D566","barista-job-description-D13535","warning-notice-D622",{"emit_how_to":466,"emit_defined_term":466},true,{"primary_folder":100,"secondary_folder":468,"document_type":469,"industry":470,"business_stage":471,"tags":472,"confidence":477},"recruiting-and-hiring","form","general","all-stages",[473,474,469,475,476],"recruiting","hiring","interview","evaluation",0.95,"\u003Ch2>What is an Applicant Appraisal Form Questions template?\u003C/h2>\n\u003Cp>An \u003Cstrong>Applicant Appraisal Form Questions\u003C/strong> template is a structured evaluation document that interviewers use to assess job candidates against a consistent set of competency-based questions and a defined scoring scale. Rather than relying on freeform notes or subjective impressions, the form guides each evaluator through the same question sequence — covering skills, experience, behavior, and cultural fit — and records a numerical rating and supporting observations for every response. The result is a documented, comparable record of every candidate's interview performance that can be reviewed by hiring managers, shared across panel interviewers, and retained for compliance purposes.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a structured appraisal form, hiring decisions default to gut feel — and gut feel is legally and operationally expensive. When candidates are evaluated inconsistently, the best hire is often the most confident presenter, not the most qualified applicant. If a rejected candidate files a discrimination complaint, interview notes scrawled on a notepad offer no defensible record of how the decision was made. A completed, signed appraisal form with specific behavioral evidence for each score changes that entirely: it demonstrates that every candidate was evaluated on identical criteria, that scores were recorded in real time, and that the recommendation was grounded in documented observations. For any business conducting more than a handful of hires per year, this template removes subjectivity from the process and replaces it with a repeatable system that produces better hires and protects the organization when decisions are questioned.\u003C/p>\n",1781186025119]