[{"data":1,"prerenderedAt":534},["ShallowReactive",2],{"document-applicant-appraisal-form_evaluation-D559":3},{"document":4,"label":26,"preview":11,"thumb":27,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":28,"breadcrumb":32,"related":38,"customDescModule":176,"customdescription":6,"mdFm":177,"mdProseHtml":533},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"APPLICANT APPRAISAL FORM Use this form to rate the applicant in each category listed. Study the job description and this form before interviewing & appraising the job applicant. First you are asked to weigh the value of each category to the job being applied for, and then circle the applicant's ability rating in each category. Multiply the two scores to get the total for each category. Add the category totals to reach the applicant's total score. Be sure to use the same value ratings for each candidate applying for the job. VALUE FACTOR RATINGS 1 = No value 2 = Minimal value 3 = Important 4 = Very important 5 = Most important APPLICANT'S ABILITY RATINGS 1 = Unsatisfactory 2 = Barely satisfactory 3 = Satisfactory 4 = Above average 5 = Outstanding SKILLS & KNOWLEDGE The extent to which the applicant possesses the practical / technical knowledge required by the position. Makes effort to constantly improve himself or herself. Value Factor: (Lowest) 1 2 3 4 5 (Highest) Total Applicant's Ability: (Lowest) 1 2 3 4 5 (Highest) X Total CATEGORY TOTAL (Value X Ability): RESPONSIBILITY The extent to which the applicant has demonstrated integrity and responsibility in the workplace & community. Value Factor: (Lowest) 1 2 3 4 5 (Highest) Total Applicant's Ability: (Lowest) 1 2 3 4 5 (Highest) X Total CATEGORY TOTAL (Value X Ability): COMMUNICATION The extent to which the applicant has demonstrates oral or written communication skills. Ability to listen well and work as a team member. 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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","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":95,"description":6},"employment application form",[97,99,101],{"label":18,"url":98},"human-resources",{"label":21,"url":100},"hire-employee",{"label":24,"url":102},"business-checklists","/template/employment-application-form-D571",{"description":105,"descriptionCustom":6,"label":106,"pages":107,"size":9,"extension":10,"preview":108,"thumb":109,"svgFrame":110,"seoMetadata":111,"parents":113,"keywords":112,"url":116},"[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","1","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":112,"description":6},"job offer letter long",[114,115],{"label":18,"url":98},{"label":21,"url":100},"/template/job-offer-letter-long-D12769",{"description":118,"descriptionCustom":6,"label":119,"pages":120,"size":9,"extension":10,"preview":121,"thumb":122,"svgFrame":123,"seoMetadata":124,"parents":126,"keywords":125,"url":132},"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":125,"description":6},"employment agreement_at will employee",[127,128,129],{"label":18,"url":98},{"label":21,"url":100},{"label":130,"url":131},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":134,"descriptionCustom":6,"label":135,"pages":90,"size":136,"extension":10,"preview":137,"thumb":138,"svgFrame":139,"seoMetadata":140,"parents":141,"keywords":145,"url":146},"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. 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NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":155,"description":6},"non disclosure agreement nda",[157,158],{"label":130,"url":131},{"label":159,"url":160},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":163,"descriptionCustom":6,"label":164,"pages":8,"size":9,"extension":10,"preview":165,"thumb":166,"svgFrame":167,"seoMetadata":168,"parents":170,"keywords":169,"url":175},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":169,"description":6},"employee dismissal letter",[171,172],{"label":18,"url":98},{"label":173,"url":174},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",false,{"seo":178,"reviewer":191,"legal_disclaimer":195,"quick_facts":196,"at_a_glance":198,"personas":202,"variants":227,"glossary":256,"clauses":290,"how_to_fill":341,"common_mistakes":382,"faqs":407,"industries":435,"comparisons":460,"diy_vs_lawyer":476,"jurisdictions":489,"related_template_ids_curated":510,"schema":521,"classification":522},{"meta_title":179,"meta_description":180,"primary_keyword":181,"secondary_keywords":182},"Applicant Appraisal Form Evaluation Template | BIB","Free applicant appraisal form evaluation template for structured candidate assessment.","applicant appraisal form evaluation template",[183,184,185,186,187,188,189,190],"applicant evaluation form template","candidate appraisal form template","job applicant evaluation form","applicant assessment form template","hiring evaluation form template","candidate scoring form word","recruitment appraisal form template","interview evaluation form template",{"name":192,"credential":193,"reviewed_date":194},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":197,"legal_review_recommended":195,"signature_required":195,"notarization_required":176},"medium",{"what_it_is":199,"when_you_need_it":200,"whats_inside":201},"An Applicant Appraisal Form Evaluation is a structured document used by hiring managers and HR professionals to record, score, and compare candidates against defined competency criteria during a recruitment process. This free Word download gives you a consistent, legally defensible framework for evaluating applicants that you can edit online and export as PDF for your hiring files.\n","Use it whenever you are interviewing candidates for an open role and need a documented, consistent basis for selection decisions — especially in organizations subject to equal-opportunity employment obligations or where hiring decisions may later be challenged.\n","Candidate identification details, role and department information, scored competency ratings with written justifications, interviewer observations, an overall recommendation section, and a signature block for the evaluating manager. The form creates an auditable record of each hiring decision.\n",[203,207,211,215,219,223],{"title":204,"use_case":205,"icon_asset_id":206},"HR managers","Standardizing candidate evaluation across multiple hiring managers and departments","persona-hr-manager",{"title":208,"use_case":209,"icon_asset_id":210},"Small business owners","Documenting hiring decisions without a formal HR function or ATS system","persona-small-business-owner",{"title":212,"use_case":213,"icon_asset_id":214},"Recruitment managers","Creating a consistent scoring framework across high-volume hiring campaigns","persona-staffing-agency",{"title":216,"use_case":217,"icon_asset_id":218},"Operations directors","Replacing inconsistent interview notes with a defensible, structured appraisal record","persona-operations-director",{"title":220,"use_case":221,"icon_asset_id":222},"Startup founders","Building a repeatable hiring process before the first full-time HR hire","persona-startup-founder",{"title":224,"use_case":225,"icon_asset_id":226},"Department heads","Evaluating shortlisted candidates for technical or specialist roles within their team","persona-ceo",[228,232,236,240,244,248,252],{"situation":229,"recommended_template":230,"slug":231},"Evaluating candidates after a structured panel interview","Applicant Appraisal Form Evaluation","applicant-appraisal-form_evaluation-D559",{"situation":233,"recommended_template":234,"slug":235},"Screening applicants at the initial resume review stage","Resume Screening Checklist","receipt-of-resume-D600",{"situation":237,"recommended_template":238,"slug":239},"Assessing performance of a current employee at year end","Employee Performance Appraisal","how-to-review-employee-performance-D12595",{"situation":241,"recommended_template":242,"slug":243},"Evaluating a candidate during a probationary period after hire","Probationary Period Evaluation Form","90-day-probationary-period-policy-D13480",{"situation":245,"recommended_template":246,"slug":247},"Scoring candidates against a defined technical skills rubric","Skills Assessment Form","leadership-skills-assessment-D13999",{"situation":249,"recommended_template":250,"slug":251},"Collecting structured feedback from multiple interviewers","Panel Interview Feedback Form","customer-feedback-form-D12790",{"situation":253,"recommended_template":254,"slug":255},"Comparing finalists side by side for a senior leadership role","Candidate Comparison Matrix","e-commerce-solution-providers-comparison-matrix-D819",[257,260,263,266,269,272,275,278,281,284,287],{"term":258,"definition":259},"Competency Rating","A numerical or categorical score assigned to a candidate's demonstrated ability in a specific skill or behavioral area during the evaluation process.",{"term":261,"definition":262},"Structured Interview","An interview format in which every candidate is asked the same predetermined questions and assessed against the same scoring criteria.",{"term":264,"definition":265},"Adverse Impact","A legally significant disparity in selection rates between protected groups — for example, where a hiring criterion disproportionately screens out candidates of a particular race, gender, or age.",{"term":267,"definition":268},"Selection Criterion","A defined, job-related requirement — skill, qualification, or behavioral competency — used to assess and rank candidates consistently.",{"term":270,"definition":271},"Evaluator Bias","Systematic distortion in candidate scoring caused by personal preferences, stereotypes, or cognitive shortcuts rather than objective job-related evidence.",{"term":273,"definition":274},"Hiring Panel","A group of two or more evaluators who independently score candidates and then compare results to reach a collective hiring recommendation.",{"term":276,"definition":277},"Reference Check","A formal inquiry made to a candidate's previous employers or professional contacts to verify stated experience and assess past performance.",{"term":279,"definition":280},"Weighted Scoring","A scoring method that assigns different importance levels to competencies — for example, giving technical skills a 40% weighting and communication a 20% weighting — so that the total score reflects role priorities.",{"term":282,"definition":283},"EEO Compliance","Adherence to Equal Employment Opportunity laws that prohibit discrimination in hiring on the basis of race, color, religion, sex, national origin, age, or disability.",{"term":285,"definition":286},"Offer Justification","A documented rationale explaining why the selected candidate was chosen over other applicants, referencing appraisal scores and competency evidence.",{"term":288,"definition":289},"Shortlisting","The process of narrowing a pool of applicants to a smaller set of candidates who meet the minimum criteria and will proceed to interview.",[291,296,301,306,311,316,321,326,331,336],{"name":292,"plain_english":293,"sample_language":294,"common_mistake":295},"Candidate and Role Identification","Records the applicant's full name, the position applied for, the department, the interview date, and the name and title of the evaluating manager.","Candidate: [CANDIDATE FULL NAME] | Position: [JOB TITLE] | Department: [DEPARTMENT NAME] | Interview Date: [DATE] | Evaluated by: [EVALUATOR NAME], [TITLE]","Omitting the specific role or department when the form is reused across multiple positions — mixing appraisal records creates audit confusion and can expose the employer to EEO challenges.",{"name":297,"plain_english":298,"sample_language":299,"common_mistake":300},"Evaluation Criteria and Competency Framework","Lists the specific competencies or selection criteria against which the candidate is scored, mapped to the requirements of the role.","Competencies assessed: (1) Technical Knowledge — [ROLE-SPECIFIC SKILLS]; (2) Communication; (3) Problem-Solving; (4) Cultural Fit; (5) Leadership Potential. Each competency is rated on a scale of 1 (Does Not Meet Requirements) to 5 (Exceeds Requirements).","Using generic competencies that are not linked to the actual job description — a mismatch makes the scores impossible to defend if a rejected candidate challenges the decision.",{"name":302,"plain_english":303,"sample_language":304,"common_mistake":305},"Scoring Rubric and Rating Scale","Defines what each score level means, so that different evaluators apply the scale consistently across candidates.","1 — Does Not Meet Requirements: Little or no evidence of competency. 3 — Meets Requirements: Clear, consistent evidence. 5 — Exceeds Requirements: Exceptional evidence; significantly above role expectations.","Leaving the rating scale undefined and letting evaluators interpret it subjectively — a 3 from one manager and a 3 from another may describe entirely different performance levels.",{"name":307,"plain_english":308,"sample_language":309,"common_mistake":310},"Evidence and Behavioral Observations","Provides space for the evaluator to record specific examples or quotes from the interview that justify each competency score.","Evidence for [COMPETENCY]: '[SPECIFIC BEHAVIORAL EXAMPLE OR QUOTE FROM CANDIDATE]. This demonstrates [SKILL/BEHAVIOR] because [REASON].'","Recording only scores without written observations — if a rejected candidate files a discrimination complaint, numerical scores alone provide no audit trail to demonstrate the decision was job-related.",{"name":312,"plain_english":313,"sample_language":314,"common_mistake":315},"Minimum Qualification Verification","Confirms that the candidate meets non-negotiable prerequisites for the role, such as required licenses, certifications, or legal right to work.","Does the candidate meet all mandatory qualifications for [JOB TITLE]? Verified: [ ] Yes [ ] No. If No, specify missing requirement: [DESCRIPTION]. Right to work confirmed: [ ] Yes [ ] No [ ] Pending verification.","Skipping the right-to-work verification field on the appraisal form — employers in the US, UK, and Canada face significant penalties for failing to verify work authorization before hiring.",{"name":317,"plain_english":318,"sample_language":319,"common_mistake":320},"Comparative Ranking Against Other Candidates","Allows the evaluator to position this candidate relative to others interviewed for the same role, based on aggregated scores.","Relative ranking among candidates interviewed for [JOB TITLE] (as of [DATE]): [ ] Strongest candidate [ ] Competitive [ ] Below leading candidates [ ] Not recommended for progression.","Completing this field before all candidates have been interviewed — premature comparative rankings anchor evaluators on early impressions and introduce bias against later interviewees.",{"name":322,"plain_english":323,"sample_language":324,"common_mistake":325},"Overall Recommendation","States the evaluator's hiring recommendation — hire, hold for second round, or decline — with a written summary justification.","Recommendation: [ ] Proceed to offer [ ] Second-round interview [ ] Hold pending other candidates [ ] Do not proceed. Justification: [2–4 sentence summary referencing specific competency scores and evidence].","Writing 'not a cultural fit' as the sole justification for declining — this phrase is frequently scrutinized in EEO complaints and must be supported by specific, job-related behavioral evidence.",{"name":327,"plain_english":328,"sample_language":329,"common_mistake":330},"Conflict of Interest Declaration","Requires the evaluator to disclose any personal or professional relationship with the candidate that could affect the objectivity of the appraisal.","I confirm that I have no personal, financial, or professional relationship with [CANDIDATE FULL NAME] that would impair my objective evaluation of their suitability for [JOB TITLE]. [ ] Confirmed [ ] Conflict declared — see attached disclosure.","Omitting a conflict-of-interest declaration entirely — when a hired candidate later underperforms, an undisclosed relationship between the evaluator and candidate can create both legal and HR governance liability.",{"name":332,"plain_english":333,"sample_language":334,"common_mistake":335},"Evaluator Signature and Date","Captures the evaluating manager's signature and the date the form was completed, creating a dated, attributable record of the hiring decision.","Evaluator Signature: _________________________ | Printed Name: [EVALUATOR FULL NAME] | Title: [TITLE] | Date Completed: [DATE]","Allowing the form to be completed and filed unsigned — an unsigned appraisal has no legal attribution and cannot be relied upon to defend a challenged hiring decision.",{"name":337,"plain_english":338,"sample_language":339,"common_mistake":340},"Retention and Confidentiality Notice","Advises that the completed form is a confidential HR document, states how long it will be retained, and restricts access to authorized personnel only.","This form is confidential and must be retained in the candidate's recruitment file for a minimum of [X] years from the date of the hiring decision, in accordance with [APPLICABLE EMPLOYMENT LAW / COMPANY POLICY]. Access is restricted to HR and authorized hiring managers.","Failing to specify a retention period — in most jurisdictions, employment records including rejected-applicant files must be retained for 1–3 years, and a missing policy exposes the employer to destruction-of-evidence claims.",[342,347,352,357,362,367,372,377],{"step":343,"title":344,"description":345,"tip":346},1,"Align the competency framework to the job description","Before any interviews take place, extract 4–6 core competencies directly from the job description and enter them into the evaluation criteria section. Each competency should map to a specific duty or requirement in the role.","Run the competency list past the hiring manager before the first interview — misaligned criteria are the most common reason appraisal forms fail to hold up under review.",{"step":348,"title":349,"description":350,"tip":351},2,"Define the rating scale in writing before interviewing begins","Complete the scoring rubric section so every interviewer on the panel is calibrated to the same definitions. Distribute the completed rubric to all evaluators before their first interview.","A 30-minute calibration session with all panel members before the first interview reduces inter-rater score variance significantly.",{"step":353,"title":354,"description":355,"tip":356},3,"Complete candidate and role identification fields immediately","Enter the candidate's full name, the exact job title, department, interview date, and your name and title at the top of the form before the interview starts.","Pre-populate the role and department fields if you are running multiple interviews for the same position — it eliminates mis-filed appraisals.",{"step":358,"title":359,"description":360,"tip":361},4,"Verify minimum qualifications before scoring competencies","Work through the minimum qualification verification section first. If a candidate does not meet a mandatory prerequisite, note this and stop the evaluation — do not proceed to competency scoring for an ineligible candidate.","Record right-to-work verification status on every form, even for roles where it seems obvious — omitting it creates a compliance gap.",{"step":363,"title":364,"description":365,"tip":366},5,"Record behavioral evidence during or immediately after the interview","For each competency, write a 1–3 sentence note capturing a specific example the candidate provided — the situation, action, and result. Assign the score only after recording the evidence, not before.","If you cannot identify a specific behavioral example to support a score, the evidence is insufficient — probe further or record a lower score.",{"step":368,"title":369,"description":370,"tip":371},6,"Complete the comparative ranking only after all candidates are interviewed","Return to the comparative ranking section once every shortlisted candidate has been evaluated. Rank candidates based on aggregated scores rather than on initial impressions.","Sort completed appraisals by total score before assigning relative rankings to avoid anchoring on the first candidate you interviewed.",{"step":373,"title":374,"description":375,"tip":376},7,"Write the overall recommendation with a specific justification","Select the recommendation outcome and write 2–4 sentences referencing specific competency scores and behavioral examples. Avoid subjective language — tie every statement back to a job-related criterion.","If recommending 'do not proceed,' be especially precise — cite the specific competency gap and the evidence behind it.",{"step":378,"title":379,"description":380,"tip":381},8,"Sign, date, and file the completed form","Sign and date the form on the day you complete it. File it in the candidate's confidential recruitment record, separate from any employee personnel file, and retain it for the period required by the applicable employment law in your jurisdiction.","Scan and store a digital copy immediately — paper-only appraisal records are frequently lost during office moves or system migrations and cannot be retrieved when needed for a complaint.",[383,387,391,395,399,403],{"mistake":384,"why_it_matters":385,"fix":386},"Using generic, non-role-specific competencies","Competencies like 'good attitude' or 'team player' are impossible to score consistently and provide no defense against an EEO complaint because they cannot be tied to actual job requirements.","Extract competencies directly from the job description and map each one to a specific duty. Every competency on the form should be answerable with a behavioral example.",{"mistake":388,"why_it_matters":389,"fix":390},"Recording only numerical scores without written evidence","In a discrimination claim, a score of 2 with no supporting notes is indistinguishable from bias — the employer has no documented basis to show the decision was job-related.","Require evaluators to write at least one specific behavioral observation per competency before submitting the form. Treat a score without evidence as incomplete.",{"mistake":392,"why_it_matters":393,"fix":394},"Completing comparative rankings mid-process","Ranking candidate A as 'strongest' before interviewing candidates B and C anchors all subsequent evaluations — a well-documented form of evaluator bias that inflates early candidates' scores.","Lock the comparative ranking section and only open it once all scheduled interviews for the role are complete.",{"mistake":396,"why_it_matters":397,"fix":398},"Filing the appraisal form without a signature","An unsigned form cannot be attributed to a specific evaluator, making it legally unreliable as evidence in a hiring dispute and unacceptable as an audit record in most HR compliance frameworks.","Make signature a mandatory completion step — do not accept or file any form that does not carry the evaluator's handwritten or verified electronic signature and date.",{"mistake":400,"why_it_matters":401,"fix":402},"Using 'not a cultural fit' as a standalone decline reason","This phrase is one of the most scrutinized justifications in EEO investigations because it is subjective, undefined, and frequently correlates with protected characteristics when examined statistically.","Define 'culture fit' as a specific, observable competency — for example, 'collaborative work style, evidenced by cross-functional project examples' — and score it the same way as every other criterion.",{"mistake":404,"why_it_matters":405,"fix":406},"Not setting a document retention period","In the US, EEOC regulations require employers to retain applicant records for at least 1 year; UK Equality Act guidance recommends 6 months to 1 year; Canadian human rights legislation varies by province. Destroying records too early can be treated as evidence of intent to conceal.","Add a retention notice to the form specifying the minimum retention period for your jurisdiction — typically 1–3 years — and implement a destruction schedule that triggers only after that period expires.",[408,411,414,417,420,423,426,429,432],{"question":409,"answer":410},"What is an applicant appraisal form evaluation?","An applicant appraisal form evaluation is a structured document that hiring managers and HR professionals use to score and record their assessment of job candidates against predefined, job-related competencies. It creates a consistent, auditable record of each hiring decision, replacing informal interview notes with a standardized format that supports both effective selection and legal defensibility. Completed forms are retained as part of the candidate's recruitment file.\n",{"question":412,"answer":413},"Is an applicant appraisal form legally required?","No jurisdiction mandates a specific appraisal form, but equal employment opportunity laws in the US, Canada, the UK, and the EU require that hiring decisions be made on non-discriminatory, job-related grounds. A completed appraisal form is the primary evidence an employer can produce to demonstrate compliance. Without one, defending a challenged hiring decision becomes significantly harder and more expensive.\n",{"question":415,"answer":416},"How long should I retain completed applicant appraisal forms?","Retention requirements vary by jurisdiction. In the US, EEOC regulations require employers with 15 or more employees to retain all applicant records for at least 1 year from the date of the hiring decision. In the UK, the Information Commissioner's Office recommends 6 months to 1 year for unsuccessful candidates. Canadian requirements vary by province. A conservative best practice is to retain all applicant appraisal records for at least 2 years regardless of jurisdiction.\n",{"question":418,"answer":419},"Can I use the same appraisal form for different roles?","You can use the same form template, but you must customize the competency criteria for each distinct role. An appraisal form that scores a software engineer and an accountant against identical criteria produces scores that are neither meaningful nor defensible — the competencies must reflect the actual duties and requirements of the specific position being filled.\n",{"question":421,"answer":422},"What is the difference between an applicant appraisal form and an employee performance appraisal?","An applicant appraisal form is used during the recruitment process to evaluate external candidates before hire. An employee performance appraisal is used after hire to assess an existing employee's on-the-job performance, typically on an annual or semi-annual basis. Both use competency scoring, but they serve different legal and operational purposes and should be stored in separate files.\n",{"question":424,"answer":425},"How many evaluators should complete an appraisal form for each candidate?","For roles where the hiring decision may be scrutinized — senior positions, high-volume recruitment, or roles in regulated industries — at least two independent evaluators should each complete a separate form, then compare results. This panel approach reduces individual evaluator bias, improves score reliability, and creates a stronger audit trail. For very small businesses, a single evaluator is common but adds risk.\n",{"question":427,"answer":428},"What scoring scale should I use on an applicant appraisal form?","A 1-to-5 scale is the most widely used format — 1 indicates the candidate does not meet the requirement, 3 indicates they meet it adequately, and 5 indicates they significantly exceed it. A 1-to-4 scale is also common when organizations want to eliminate a neutral midpoint and force evaluators toward a positive or negative assessment. Whichever scale you choose, define each level in writing before any interviews begin.\n",{"question":430,"answer":431},"Can an applicant request access to their appraisal form?","In the UK and EU, individuals have the right under data protection law to request access to personal data held about them, which can include interview notes and appraisal scores. In Canada, PIPEDA gives similar access rights in federally regulated contexts. In the US, there is no general federal right of access to private-sector hiring records, though some state laws differ. Employers should store appraisal forms as confidential HR records and consult legal counsel before responding to any subject access request.\n",{"question":433,"answer":434},"Does an applicant appraisal form need to be signed?","Yes — the evaluator's signature and date are essential. An unsigned form cannot be attributed to a specific individual, making it legally unreliable as evidence if a hiring decision is later challenged. Electronic signatures are generally acceptable under e-signature laws in the US (ESIGN Act), Canada (PIPEDA / provincial statutes), UK (Electronic Communications Act), and EU (eIDAS Regulation), provided they meet the applicable authentication standard.\n",[436,440,444,448,452,456],{"industry":437,"icon_asset_id":438,"specifics":439},"Technology / SaaS","industry-saas","Technical competency rubrics cover coding assessments, system design, and problem-solving; appraisal forms are often paired with take-home test scores to create a multi-signal evaluation record.",{"industry":441,"icon_asset_id":442,"specifics":443},"Healthcare","industry-healthtech","Mandatory credential and license verification fields are critical; appraisal forms must document that clinical qualifications were confirmed before any recommendation to hire is made.",{"industry":445,"icon_asset_id":446,"specifics":447},"Financial Services","industry-fintech","Regulatory fitness-and-propriety checks, FINRA or FCA registration requirements, and background screening outcomes must be cross-referenced on the appraisal form before a hiring recommendation is finalized.",{"industry":449,"icon_asset_id":450,"specifics":451},"Professional Services","industry-professional-services","Client-facing competencies such as written communication, presentation quality, and stakeholder management carry higher scoring weights; panel interview structures with multiple senior evaluators are standard.",{"industry":453,"icon_asset_id":454,"specifics":455},"Manufacturing","industry-manufacturing","Safety certification verification and physical capability assessments are embedded in the minimum qualification section; union agreement requirements may constrain how selection criteria are defined and applied.",{"industry":457,"icon_asset_id":458,"specifics":459},"Retail / Hospitality","industry-retail","High-volume hiring makes a standardized appraisal form essential for consistency; simplified 3-point scales and abbreviated competency lists are common to enable rapid evaluation across large candidate pools.",[461,464,468,472],{"vs":238,"vs_template_id":462,"summary":463},"performance-appraisal-employee-D561","An employee performance appraisal evaluates an existing staff member's on-the-job output, behaviors, and development against agreed targets — typically annually. An applicant appraisal form evaluates an external candidate before any employment relationship exists. The two documents serve entirely different HR functions and must be stored separately.",{"vs":465,"vs_template_id":466,"summary":467},"Job Application Form","job-application-form-D12750","A job application form collects self-reported information from the candidate — work history, education, and references. An applicant appraisal form is completed by the evaluator after the interview to score the candidate against job-related criteria. The application form feeds into candidate shortlisting; the appraisal form documents the final selection decision.",{"vs":469,"vs_template_id":470,"summary":471},"Reference Check Form","","A reference check form captures structured feedback from a candidate's previous employers or professional contacts to verify stated experience. An applicant appraisal form records the evaluator's direct assessment from the interview itself. Both feed into the hiring decision, but they represent different evidence sources and should be retained together in the recruitment file.",{"vs":473,"vs_template_id":474,"summary":475},"Offer Letter","job-offer-letter-long-D12769","An offer letter is issued to the selected candidate after the hiring decision is made and confirmed. An applicant appraisal form is completed during or immediately after the interview to document the basis for that decision. The appraisal form is the internal record that justifies the offer; the offer letter is the external communication that initiates the employment relationship.",{"use_template":477,"template_plus_review":481,"custom_drafted":485},{"best_for":478,"cost":479,"time":480},"Small businesses, HR teams, and hiring managers conducting standard domestic recruitment for non-regulated roles","Free","15–30 minutes to customize per role",{"best_for":482,"cost":483,"time":484},"Organizations in regulated industries, those running high-volume hiring, or employers in jurisdictions with active EEO enforcement","$300–$800 for an HR or employment counsel review","2–5 business days",{"best_for":486,"cost":487,"time":488},"Large enterprises, government contractors, or employers operating across multiple jurisdictions with distinct anti-discrimination frameworks","$1,500–$5,000+ for bespoke design and legal sign-off","2–4 weeks",[490,495,500,505],{"code":491,"name":492,"flag_asset_id":493,"note":494},"us","United States","flag-us","EEOC regulations (29 CFR Part 1602) require employers with 15 or more employees to retain all applicant records for at least 1 year from the hiring decision date, or 2 years for federal contractors. Appraisal criteria must be validated as job-related to withstand disparate-impact analysis under Title VII. Several states — including California, New York, and Illinois — impose additional restrictions on the types of information that may be collected or considered during the evaluation process.",{"code":496,"name":497,"flag_asset_id":498,"note":499},"ca","Canada","flag-ca","Federal and provincial human rights codes prohibit selection decisions based on protected grounds including race, sex, disability, and age. PIPEDA and provincial privacy statutes restrict the collection and retention of personal information about applicants; consent and purpose-limitation requirements apply. Quebec's Act respecting the protection of personal information in the private sector imposes additional obligations, and appraisal forms used in Quebec must be available in French.",{"code":501,"name":502,"flag_asset_id":503,"note":504},"uk","United Kingdom","flag-uk","The Equality Act 2010 prohibits discrimination on nine protected characteristics at every stage of recruitment, including candidate evaluation. Under UK GDPR, applicant appraisal records are personal data and must be processed lawfully, with a documented lawful basis and a defined retention period — typically 6 months to 1 year for unsuccessful candidates per ICO guidance. Candidates may submit subject access requests for their evaluation records.",{"code":506,"name":507,"flag_asset_id":508,"note":509},"eu","European Union","flag-eu","GDPR classifies interview notes and evaluation scores as personal data subject to data minimization, purpose limitation, and storage limitation principles. Employers must have a documented lawful basis for processing applicant appraisal data — typically legitimate interest or contractual necessity. Several member states, including Germany and France, impose additional works-council consultation or co-determination requirements before standardized selection tools are introduced.",[239,511,474,512,513,514,515,516,517,518,519,520],"employment-application-form-D571","employment-agreement_at-will-employee-D541","independent-contractor-agreement-D160","non-disclosure-agreement-nda-D12692","employee-handbook-D712","employee-dismissal-letter-D508","fixed-term-contract-D13225","remote-work-agreement-D13282","employment-agreement-executive-D543","temporary-employment-contract-D12734",{"emit_how_to":195,"emit_defined_term":195},{"primary_folder":98,"secondary_folder":523,"document_type":524,"industry":525,"business_stage":526,"tags":527,"confidence":532},"recruiting-and-hiring","form","general","all-stages",[528,529,524,530,531],"recruiting","hiring","evaluation","candidate-assessment",0.95,"\u003Ch2>What is an Applicant Appraisal Form Evaluation?\u003C/h2>\n\u003Cp>An \u003Cstrong>Applicant Appraisal Form Evaluation\u003C/strong> is a structured assessment document that hiring managers and HR professionals complete during or after a job interview to score a candidate against predefined, job-related competencies. It captures behavioral observations, numerical ratings, minimum-qualification verification, and a formal hiring recommendation — all signed and dated by the evaluating manager. Unlike informal interview notes, a completed appraisal form creates a consistent, legally attributable record of why a specific candidate was selected or declined, grounded in documented evidence rather than memory or impression.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a structured appraisal form, every hiring decision rests on undocumented impressions that are nearly impossible to defend if a rejected candidate files an equal-opportunity complaint or discrimination claim. Employment tribunals, the EEOC, and equivalent bodies in Canada, the UK, and the EU routinely request written evidence that selection criteria were job-related and applied consistently — informal notes and verbal accounts rarely satisfy that standard. A signed, completed appraisal form also protects against internal challenges: when a department head questions why a finalist was passed over, or when a new hire underperforms and the process is reviewed, the form provides a clear, attributable basis for the decision. This template gives you a defensible, repeatable evaluation framework that takes 15 minutes to customize per role and creates the audit trail your organization needs before the first interview is ever scheduled.\u003C/p>\n",1778696359487]