[{"data":1,"prerenderedAt":525},["ShallowReactive",2],{"document-applicant-selection-criteria-record-D561":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":179,"customdescription":6,"mdFm":180,"mdProseHtml":524},{"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 Selection Criteria Record ",null,"Applicant Selection Criteria Record","1",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/applicant-selection-criteria-record-D561.png","https://templates.business-in-a-box.com/imgs/250px/561.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#561.xml",{"title":15,"description":6},"applicant selection criteria record",[17,20,23],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Hire an Employee","/templates/hire-employee/",{"label":24,"url":25},"Business Checklists","/templates/business-checklists/","Applicant Selection Criteria Record Template","https://templates.business-in-a-box.com/imgs/400px/561.png","https://templates.business-in-a-box.com/imgs/600px/561.png",[30,17,20,23],{"label":31,"url":32},"Templates","/templates/",[34,35,36],{"label":31,"url":32},{"label":18,"url":19},{"label":37,"url":38},"Recruiting & Hiring","/templates/recruiting-and-hiring/",[40,44,48,52,56,60,64,69,73,77,81,85,89,105,121,133,149,164],{"label":41,"url":42,"thumb":43,"extension":10},"Worksheet_Business Selection","/template/worksheet_business-selection-D116","https://templates.business-in-a-box.com/imgs/250px/116.png",{"label":45,"url":46,"thumb":47,"extension":10},"Record Retention Policy","/template/record-retention-policy-D13760","https://templates.business-in-a-box.com/imgs/250px/13760.png",{"label":49,"url":50,"thumb":51,"extension":10},"Checklist Site Selection","/template/checklist-site-selection-D13623","https://templates.business-in-a-box.com/imgs/250px/13623.png",{"label":53,"url":54,"thumb":55,"extension":10},"Record Retention Policy For Nonprofits","/template/record-retention-policy-for-nonprofits-D14045","https://templates.business-in-a-box.com/imgs/250px/14045.png",{"label":57,"url":58,"thumb":59,"extension":10},"Thank You to Applicant for Testing","/template/thank-you-to-applicant-for-testing-D606","https://templates.business-in-a-box.com/imgs/250px/606.png",{"label":61,"url":62,"thumb":63,"extension":10},"Decline to Interview Referred Job Applicant","/template/decline-to-interview-referred-job-applicant-D593","https://templates.business-in-a-box.com/imgs/250px/593.png",{"label":65,"url":66,"thumb":67,"extension":68},"Employee Record","/template/employee-record-D13469","https://templates.business-in-a-box.com/imgs/250px/13469.png","xls",{"label":70,"url":71,"thumb":72,"extension":10},"Applicant Appraisal Form_Evaluation","/template/applicant-appraisal-form_evaluation-D559","https://templates.business-in-a-box.com/imgs/250px/559.png",{"label":74,"url":75,"thumb":76,"extension":68},"Employee Time Record","/template/employee-time-record-D629","https://templates.business-in-a-box.com/imgs/250px/629.png",{"label":78,"url":79,"thumb":80,"extension":10},"Record Label Agreement","/template/record-label-agreement-D12837","https://templates.business-in-a-box.com/imgs/250px/12837.png",{"label":82,"url":83,"thumb":84,"extension":10},"Applicant Appraisal Form Questions","/template/applicant-appraisal-form-questions-D560","https://templates.business-in-a-box.com/imgs/250px/560.png",{"label":86,"url":87,"thumb":88,"extension":10},"Employer's Verification on Loan Applicant","/template/employer-s-verification-on-loan-applicant-D488","https://templates.business-in-a-box.com/imgs/250px/488.png",{"description":90,"descriptionCustom":6,"label":91,"pages":92,"size":9,"extension":10,"preview":93,"thumb":94,"svgFrame":95,"seoMetadata":96,"parents":98,"keywords":97,"url":104},"TRAINING EVALUATION FORM Training Title: _______________________ Date: _______________________ Instructor(s): _______________________ Please respond to the following statements with 'Yes', 'No', or 'Maybe': Content: The objectives of the training were clearly defined. Yes No Maybe The training content was relevant to my needs. Yes No Maybe The training material was organized and easy to follow. Yes No Maybe Instructor: The instructor was knowledgeable about the training topics. Yes No Maybe The instructor communicated clearly. Yes No Maybe The instructor encouraged participation and was responsive to questions. Yes No Maybe Presentation: The training aids (e.g., slides, handouts) were helpful. Yes No Maybe The examples used were relevant and illustrative. Yes No Maybe ","Training Evaluation Form","3","https://templates.business-in-a-box.com/imgs/1000px/training-evaluation-form-D13891.png","https://templates.business-in-a-box.com/imgs/250px/13891.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13891.xml",{"title":97,"description":6},"training evaluation form",[99,101],{"label":18,"url":100},"human-resources",{"label":102,"url":103},"Motivation & Appreciation","motivation-appreciation","/template/training-evaluation-form-D13891",{"description":106,"descriptionCustom":6,"label":107,"pages":108,"size":9,"extension":10,"preview":109,"thumb":110,"svgFrame":111,"seoMetadata":112,"parents":114,"keywords":113,"url":120},"Employment Application Form PLEASE COMPLETE ALL INFORMATION REQUESTED IN PRINT (PAGES 1-5), EXCEPT SIGNATURE NOTE: APPLICANTS MAY BE TESTED FOR ILLEGAL DRUGS Date: Name: Last First Middle Maiden Present Address: Number Street City State Zip How Long: Social Security No.: Telephone: If under 18, please list age: Position Applied For: Days/Hours Available to Work: No Pref Thur Mon Fri Tue Sat Wed Sun Salary Desired: How many hours can you work weekly? 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":113,"description":6},"employment application form",[115,116,118],{"label":18,"url":100},{"label":21,"url":117},"hire-employee",{"label":24,"url":119},"business-checklists","/template/employment-application-form-D571",{"description":122,"descriptionCustom":6,"label":123,"pages":8,"size":9,"extension":10,"preview":124,"thumb":125,"svgFrame":126,"seoMetadata":127,"parents":129,"keywords":128,"url":132},"[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":128,"description":6},"job offer letter long",[130,131],{"label":18,"url":100},{"label":21,"url":117},"/template/job-offer-letter-long-D12769",{"description":134,"descriptionCustom":6,"label":135,"pages":136,"size":9,"extension":10,"preview":137,"thumb":138,"svgFrame":139,"seoMetadata":140,"parents":142,"keywords":141,"url":148},"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":141,"description":6},"employment agreement_at will employee",[143,144,145],{"label":18,"url":100},{"label":21,"url":117},{"label":146,"url":147},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":150,"descriptionCustom":6,"label":151,"pages":152,"size":9,"extension":10,"preview":153,"thumb":154,"svgFrame":155,"seoMetadata":156,"parents":158,"keywords":157,"url":163},"[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","2","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":157,"description":6},"employee dismissal letter",[159,160],{"label":18,"url":100},{"label":161,"url":162},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":165,"descriptionCustom":6,"label":166,"pages":167,"size":168,"extension":10,"preview":169,"thumb":170,"svgFrame":171,"seoMetadata":172,"parents":173,"keywords":177,"url":178},"EMPLOYMENT AGREEMENT FOR AN EXECUTIVE This Employment Agreement for an Executive (the \"Agreement\") is made and effective this [Date], BETWEEN: [EXECUTIVE NAME] (the \"Executive\"), an individual with his main address at: AND: [COMPANY NAME] (the \"Company\"), an entity organized and existing under the laws of the [STATE/PROVINCE], with its head office located at: Recitals In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Company hereby employs the Executive and the Executive hereby agrees to perform services as an Executive of the Company, upon the following terms and conditions: TERM The Company hereby employs Executive to serve as [position] and to serve in such additional or different position or positions as the Company may determine in its sole discretion. The term of employment shall be for a period of [NUMBER] years (\"Employment Period\") to commence on [DATE], unless earlier terminated as set forth herein. The effective date of this Agreement shall be the date first set forth above, and it shall continue in effect until the earlier of: The effective date of any subsequent employment agreement between the Company and the Executive; The effective date of any termination of employment as provided elsewhere herein; or [NUMBER] year(s) from the effective date hereof, provided, that this Employment Agreement shall automatically renew for successive periods of [NUMBER] years each unless either party gives written notice to other that it does not wish to automatically renew this Agreement, which written notice must be received by the other party no less than [NUMBER] days and no more than [NUMBER] days prior to the expiration of the applicable term. Duties and Responsibilities Executive will be reporting to [IDENTIFY]. Within the limitations established by the By-laws of the Company, the Executive shall have each and all of the duties and responsibilities of that position and such other or different duties on behalf of the Company, as may be assigned from time to time by [identify what person or body may assign additional responsibilities]. Location The initial principal location at which Executive shall perform services for the Company shall be [location]. Acceptance of Employment Executive accepts employment with the Company upon the terms set forth above and agrees to devote all Executive's time, energy and ability to the interests of the Company, and to perform Executive's duties in an efficient, trustworthy and business-like manner. Devotion of Time to Employment The Executive shall devote the Executive's best efforts and substantially all of the Executive's working time to performing the duties on behalf of the Company. The Executive shall provide services during the normal business hours of the Company as determined by the Company. Reasonable amounts of time may be allotted to personal or outside business, charitable and professional activities and shall not constitute a violation of this Agreement provided such activities do not materially interfere with the services required to be rendered hereunder. QUALIFICATIONS The Executive shall, as a condition of this Agreement, satisfy all of the qualification that are reasonably and in good faith established by the Board of Directors. Compensation Base Salary Executive shall be paid a base salary (\"Base Salary\") at the annual rate of [salary], payable in bi-weekly installments consistent with Company's payroll practices. The annual Base Salary shall be reviewed on or before [DATE] of each year, unless Executive's employment hereunder shall have been terminated earlier pursuant to this Agreement, starting on [agreed upon date] by the Board of Directors of the Company to determine if such Base Salary should be increased for the following year in recognition of services to the Company. In consideration of the services under this Agreement, Executive shall be paid the aggregate of basic compensation, bonus and benefits as hereinafter set forth. Payment Payment of all compensation to Executive hereunder shall be made in accordance with the relevant Company policies in effect from time to time, including normal payroll practices. Bonus From time to time, the Company may pay to Executive a bonus out of net revenues of the Company. Payment of any bonus compensation shall be at the sole discretion of the Board of Directors or the Executive committee of the Board of Directors and the Executive shall have no entitlement to such amount absent a decision by the Company as aforesaid to make such bonus compensation. Executive shall also be entitled to a bonus determined as follows: [DESCRIBE] Benefits The Company shall provide Executive with such benefits as are provided to other senior management Of the Company. Benefits shall include at a minimum (i) paid vacation of [NUMBER] days per year, at such times as approved by the Board of Directors, (ii) health insurance coverage under the same terms as offered to other Executives of the Company, (iii) retirement and profit sharing programs as offered to other Executives of the Company, (iv) paid holidays as per the Company's policies, and (v) such other benefits and perquisites as are approved by the Board of Directors. The Company has the right to modify conditions of participation, terminate any benefit, or change insurance plans and other providers of such benefits in its sole discretion. The Executive shall be reimbursed for out of pocket expenses that are pre-approved by the Company, subject to the Company's policies and procedures therefore, and only for such items that are a necessary and integral part of the Executive's job functions. NonDeductible Compensation In the event a deduction shall be disallowed by the Internal Revenue Service or a court of competent jurisdiction for federal income tax purposes for all or any part of the payment made to Executive by the Company or any other shareholder or Executive of the Company, shall be required by the Internal Revenue Service to pay a deficiency on account of such disallowance, then Executive shall repay to the Company or such other individual required to make such payment, an amount equal to the tax imposed on the disallowed portion of such payment, plus any and all interest and penalties paid with respect thereto. The Company or other party required to make payment shall not be required to defend any proposed disallowance or other action by the Internal Revenue Service or any other state, federal, or local taxing authorities. Withholding All sums payable to Executive under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. Other Employment Benefits Business Expenses Upon submission of itemized expense statements in the manner specified by the Company, Executive shall be entitled to reimbursement for reasonable travel and other reasonable business expenses duly incurred by Executive in the performance of his duties under this Agreement. Benefit Plans Executive shall be entitled to participate in the Company's medical and dental plans, life and disability insurance plans and retirement plans pursuant to their terms and conditions. Executive shall be entitled to participate in any other benefit plan offered by the Company to its Executives during the term of this Agreement (other than stock option or stock incentive plans, which are governed by Section 3(d) below). Nothing in this Agreement shall preclude the Company or any affiliate of the Company from terminating or amending any Executive benefit plan or program from time to time. Vacation Executive shall be entitled to [agreed upon number of time] weeks of vacation each year of full employment, exclusive of legal holidays, as long as the scheduling of Executive's vacation does not interfere with the Company's normal business operations.","Employment Agreement Executive","12",97,"https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_executive-D543.png","https://templates.business-in-a-box.com/imgs/250px/543.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#543.xml",{"title":6,"description":6},[174,175,176],{"label":18,"url":100},{"label":21,"url":117},{"label":146,"url":147},"employment agreement executive","/template/employment-agreement-executive-D543",false,{"seo":181,"reviewer":193,"legal_disclaimer":197,"quick_facts":198,"at_a_glance":200,"personas":204,"variants":229,"glossary":258,"clauses":292,"how_to_fill":338,"common_mistakes":379,"faqs":404,"industries":432,"comparisons":457,"diy_vs_lawyer":468,"jurisdictions":481,"related_template_ids_curated":502,"schema":511,"classification":512},{"meta_title":182,"meta_description":183,"primary_keyword":15,"secondary_keywords":184},"Applicant Selection Criteria Record Template (Free Word)","Free applicant selection criteria record template to document hiring decisions with objective, defensible criteria. Used in 190+ countries. Free Word and PDF download.",[185,186,187,188,189,190,191,192],"applicant selection criteria record template","hiring selection criteria document","candidate selection record template","recruitment selection criteria form","applicant evaluation record","job applicant selection documentation","hiring decision record template word","employee selection criteria documentation",{"name":194,"credential":195,"reviewed_date":196},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":199,"legal_review_recommended":197,"signature_required":197,"notarization_required":179},"medium",{"what_it_is":201,"when_you_need_it":202,"whats_inside":203},"An Applicant Selection Criteria Record is a formal document used by employers to record the objective, job-related criteria applied when evaluating and selecting candidates for a position. This free Word download gives you a structured template to document each criterion, how it was weighted, how each applicant was assessed, and the rationale for the final hiring decision — creating a defensible paper trail you can export as PDF and retain on file.\n","Use it every time you fill a role — especially for positions where multiple candidates are evaluated — to demonstrate that your selection process was based on objective, job-related factors and not on protected characteristics. It is particularly critical when hiring for government contracts, public-sector roles, or any position where equal-opportunity compliance is audited.\n","Position details and hiring panel identification, a scored list of mandatory and desirable selection criteria, individual applicant evaluation records with scores and supporting evidence, a comparative summary of all candidates assessed, the documented rationale for the selected candidate, and authorization signatures from the hiring manager and HR representative.\n",[205,209,213,217,221,225],{"title":206,"use_case":207,"icon_asset_id":208},"HR managers","Standardizing candidate evaluation across departments and hiring cycles","persona-hr-manager",{"title":210,"use_case":211,"icon_asset_id":212},"Small business owners","Documenting hiring decisions to defend against discrimination claims","persona-small-business-owner",{"title":214,"use_case":215,"icon_asset_id":216},"Government contractors","Meeting equal-opportunity compliance requirements on federally funded projects","persona-operations-director",{"title":218,"use_case":219,"icon_asset_id":220},"Recruitment managers","Creating a consistent, auditable selection process across high-volume hiring","persona-staffing-agency",{"title":222,"use_case":223,"icon_asset_id":224},"Startup founders","Building defensible hiring documentation before headcount scales","persona-startup-founder",{"title":226,"use_case":227,"icon_asset_id":228},"Public sector hiring panels","Recording merit-based selection decisions required by civil service rules","persona-nonprofit-exec",[230,234,238,242,246,250,254],{"situation":231,"recommended_template":232,"slug":233},"Evaluating a large pool of candidates for a single role","Applicant Selection Criteria Record (Multi-Candidate)","applicant-selection-criteria-record-D561",{"situation":235,"recommended_template":236,"slug":237},"Documenting why a candidate was not selected after interview","Candidate Rejection Rationale Record","record-retention-policy-D13760",{"situation":239,"recommended_template":240,"slug":241},"Recording scores from a structured panel interview","Interview Evaluation Form","training-evaluation-form-D13891",{"situation":243,"recommended_template":244,"slug":245},"Formally offering the role to the selected candidate","Job Offer Letter","job-offer-letter-long-D12769",{"situation":247,"recommended_template":248,"slug":249},"Documenting employment terms after the offer is accepted","Employment Contract","employment-agreement_at-will-employee-D541",{"situation":251,"recommended_template":252,"slug":253},"Tracking all applicants through the hiring pipeline","Applicant Tracking Log","telephone-tracking-log-D682",{"situation":255,"recommended_template":256,"slug":257},"Screening applications before interview stage","Job Application Form","employment-application-form-D571",[259,262,265,268,271,274,277,280,283,286,289],{"term":260,"definition":261},"Selection Criteria","The specific, job-related skills, qualifications, experience, and attributes used to evaluate and compare candidates for a position.",{"term":263,"definition":264},"Mandatory Criterion","A selection requirement that every candidate must meet to be considered — failing a mandatory criterion results in automatic disqualification.",{"term":266,"definition":267},"Desirable Criterion","A selection attribute that is valued but not required — candidates who meet desirable criteria are ranked more favorably among those who satisfy all mandatory requirements.",{"term":269,"definition":270},"Weighting","A numerical value assigned to each criterion that reflects its relative importance to role performance, used to calculate a weighted total score per candidate.",{"term":272,"definition":273},"Structured Interview","An interview format in which every candidate is asked the same predetermined questions, scored against the same criteria, to ensure consistency and reduce evaluator bias.",{"term":275,"definition":276},"Adverse Impact","A pattern in hiring outcomes where a neutral-seeming selection criterion disproportionately screens out candidates from a protected group, potentially constituting unlawful indirect discrimination.",{"term":278,"definition":279},"Protected Characteristic","An attribute — such as race, sex, age, religion, disability, national origin, or pregnancy — that employment law prohibits employers from using as a basis for hiring decisions.",{"term":281,"definition":282},"Hiring Panel","Two or more evaluators who independently score candidates against the same criteria, reducing individual bias and providing a defensible consensus decision.",{"term":284,"definition":285},"Merit Principle","The standard, required in many public-sector and government-contractor contexts, that appointments be made solely on the basis of demonstrated ability, qualifications, and suitability.",{"term":287,"definition":288},"Retention Period","The minimum time an employer must keep recruitment records after a hiring decision — typically 1–3 years depending on jurisdiction and whether a discrimination complaint was filed.",{"term":290,"definition":291},"Reasonable Adjustment","A modification to the selection process — extended time, alternative format, accessible venue — made to accommodate a candidate with a disability without lowering the standard of assessment.",[293,298,303,308,313,318,323,328,333],{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Position Identification and Vacancy Details","Records the job title, department, location, employment type, hiring manager, and the date the vacancy was approved, establishing the context for the entire selection record.","Position: [JOB TITLE] | Department: [DEPARTMENT] | Location: [CITY/REMOTE] | Employment Type: [FULL-TIME / PART-TIME / CONTRACT] | Hiring Manager: [NAME, TITLE] | Vacancy Approved: [DATE]","Omitting the vacancy approval date. Without it, the record cannot establish that selection criteria were set before reviewing applications — a key defense against claims that criteria were tailored post-hoc to favor a preferred candidate.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Hiring Panel Composition","Lists every evaluator involved in the selection process, their role, and their relationship to the position, confirming that no panel member had an undisclosed conflict of interest.","Panel Member 1: [NAME], [TITLE] — role: lead assessor. Panel Member 2: [NAME], [TITLE] — role: technical assessor. Panel Member 3: [NAME], [TITLE] — role: HR representative. Conflict of interest declared: [YES / NO]. If yes, describe: [DETAILS].","Using a single evaluator with no documented rationale. A sole decision-maker with no corroboration is the most common target of discrimination challenges because there is no independent check on the scoring.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Mandatory and Desirable Selection Criteria","Lists every criterion the role requires, marks each as mandatory or desirable, assigns a weighting, and links each criterion to a specific duty in the job description — establishing that the criteria are genuinely job-related.","Criterion 1: [CRITERION DESCRIPTION] | Type: [Mandatory / Desirable] | Weight: [X]% | Linked Job Duty: [DUTY FROM JOB DESCRIPTION] | Assessment Method: [Interview / Test / Portfolio / Reference]","Setting criteria after reviewing the application pool. Courts and tribunals treat post-hoc criteria as evidence of a predetermined outcome. Criteria must be finalized and documented before any applications are opened.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"Applicant Eligibility Screening","Records the outcome of the initial screen against mandatory criteria — confirming which applicants met the threshold to proceed to full evaluation and which were disqualified, with the specific criterion not met.","Applicant: [NAME] | Application Reference: [ID] | Mandatory Criteria Met: [YES / NO] | If No, Criterion Not Met: [CRITERION] | Proceed to Full Assessment: [YES / NO]","Failing to document the screening rationale for rejected applicants. If a disqualified candidate files a discrimination complaint, the employer must demonstrate the rejection was criteria-based — an undocumented screen leaves no defense.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Individual Applicant Scoring Record","Records each assessed candidate's score against every weighted criterion, the evidence used to support each score, and the total weighted score — providing an auditable basis for the comparative ranking.","Applicant: [NAME] | Criterion 1 ([WEIGHT]%): Score [X/10], Evidence: [SPECIFIC EVIDENCE] | Criterion 2 ([WEIGHT]%): Score [X/10], Evidence: [SPECIFIC EVIDENCE] | Weighted Total: [SCORE]","Recording scores without supporting evidence. A score of 7/10 with no note explaining why the candidate earned that score — rather than 6 or 8 — is meaningless as a defense and will not withstand tribunal scrutiny.",{"name":319,"plain_english":320,"sample_language":321,"common_mistake":322},"Comparative Candidate Summary","Presents all assessed candidates in a single table ranked by weighted total score, enabling the panel to make an evidence-based selection decision and demonstrating that the chosen candidate outperformed on the agreed criteria.","Rank 1: [NAME], Total Score: [X/100]. Rank 2: [NAME], Total Score: [X/100]. Rank 3: [NAME], Total Score: [X/100]. Recommended for appointment: [NAME] — ranked [POSITION] on all assessed criteria.","Selecting a lower-ranked candidate without documenting a specific, job-related justification. If the hiring decision deviates from the ranked order, the record must explain why — otherwise the deviation appears arbitrary or pretextual.",{"name":324,"plain_english":325,"sample_language":326,"common_mistake":327},"Selection Decision Rationale","Provides a written narrative explaining why the selected candidate was appointed, referencing their specific scores and evidence, and confirming that the decision was based solely on the agreed criteria.","[SELECTED CANDIDATE NAME] is recommended for appointment to [JOB TITLE] on the basis of their performance against the stated selection criteria. [He/She/They] scored highest overall ([SCORE]/100), demonstrating [SPECIFIC STRENGTHS LINKED TO CRITERIA]. The decision was made solely on merit and in accordance with [COMPANY NAME]'s equal-opportunity hiring policy.","Using subjective language like 'culture fit' or 'gut feeling' in the rationale without tying it to a documented, job-related criterion. Such language is a red flag in discrimination proceedings and can override an otherwise sound selection process.",{"name":329,"plain_english":330,"sample_language":331,"common_mistake":332},"Unsuccessful Applicant Notification Record","Confirms that all unsuccessful applicants were notified of the outcome, the date notification was sent, and whether any applicant requested feedback — creating a complete record of post-decision communication.","Applicant: [NAME] | Outcome Communicated: [YES / NO] | Date Notified: [DATE] | Method: [Email / Letter / Phone] | Feedback Requested: [YES / NO] | Feedback Provided: [YES / NO / Pending]","Not retaining evidence of notification. If an unsuccessful applicant claims they were never told the outcome or denied the chance to request feedback, the employer needs documented proof the communication was sent.",{"name":334,"plain_english":335,"sample_language":336,"common_mistake":337},"Authorization and Signatures","Requires the hiring manager and HR representative to sign and date the completed record, confirming the accuracy of the documented process and authorizing the appointment.","Hiring Manager: [NAME], [TITLE] — Signature: ____________ | Date: [DATE]. HR Representative: [NAME], [TITLE] — Signature: ____________ | Date: [DATE]. Record Retained By: [NAME / DEPARTMENT] | Retention Date: [DATE + APPLICABLE RETENTION PERIOD].","Signing the record weeks after the appointment is made. Delayed signatures undermine the record's authenticity and suggest it was reconstructed to cover a decision already communicated to the successful candidate.",[339,344,349,354,359,364,369,374],{"step":340,"title":341,"description":342,"tip":343},1,"Complete the position and vacancy details before opening applications","Enter the job title, department, location, employment type, and vacancy approval date at the top of the record. This establishes the selection process started with a legitimate, pre-approved vacancy.","Store a copy of the approved job description alongside this record — auditors and tribunals frequently request both together.",{"step":345,"title":346,"description":347,"tip":348},2,"Identify the hiring panel and disclose conflicts of interest","List every evaluator by name and title, assign each a role (lead assessor, technical assessor, HR representative), and document any conflict-of-interest disclosures. A panel of at least two evaluators significantly strengthens the record's defensibility.","If a panel member has a personal relationship with any applicant, replace them or document a formal recusal — even a perceived conflict can undermine the record in a tribunal.",{"step":350,"title":351,"description":352,"tip":353},3,"Define and document selection criteria before reviewing applications","List all mandatory and desirable criteria, assign a percentage weight to each (weights must sum to 100%), link each to a specific job duty, and specify the assessment method. Lock this section before any applications are opened.","Limit mandatory criteria to requirements genuinely necessary on day one — over-specifying mandatory criteria can create adverse impact on protected groups and expose the process to challenge.",{"step":355,"title":356,"description":357,"tip":358},4,"Screen applicants against mandatory criteria","Review each application solely against mandatory criteria. Record whether each applicant met the threshold and, if not, which specific criterion was not met. Do not proceed disqualified applicants to full assessment.","Assign a unique application reference number to each applicant at this stage so the record can track anonymized candidates through later scoring rounds if blind-assessment protocols apply.",{"step":360,"title":361,"description":362,"tip":363},5,"Score each assessed candidate against every criterion","For each candidate who passes the initial screen, score them against every weighted criterion on a consistent scale (e.g., 0–10). Record the specific evidence — interview response, test result, or portfolio reference — that justifies each score.","Score each criterion independently before calculating weighted totals to prevent a strong score on one criterion from inflating your perception of weaker ones.",{"step":365,"title":366,"description":367,"tip":368},6,"Complete the comparative candidate summary","Transfer each candidate's weighted total score into the comparative summary table and rank them in descending order. If the panel is resolving a tied score, document the tie-breaking criterion used and why it was applied.","Have each panel member score independently before comparing — group discussion before scoring leads to anchoring bias where the first stated opinion drives consensus.",{"step":370,"title":371,"description":372,"tip":373},7,"Write the selection decision rationale","Draft a concise narrative explaining why the top-ranked candidate was selected, with direct references to their scores and the evidence behind them. If the selection deviates from the ranking, explain the specific, job-related reason in this section.","Avoid comparative language about other candidates' protected characteristics — even in passing. The rationale should describe the selected candidate's strengths, not other candidates' weaknesses.",{"step":375,"title":376,"description":377,"tip":378},8,"Obtain signatures, record notification dates, and file for retention","Have the hiring manager and HR representative sign and date the completed record before or on the day the appointment is communicated to the successful candidate. Record notification dates for all unsuccessful applicants and file the record for the applicable retention period.","Set a calendar reminder for the end of the retention period — most jurisdictions require records to be destroyed after a defined period, and retaining them longer than required creates unnecessary data-protection exposure.",[380,384,388,392,396,400],{"mistake":381,"why_it_matters":382,"fix":383},"Finalizing criteria after reviewing the application pool","If selection criteria are set after applications are opened, the process can be — and will appear to have been — tailored to favor a predetermined candidate. Employment tribunals treat post-hoc criteria as strong evidence of a sham process.","Lock and sign off on all mandatory and desirable criteria before any applications are opened or reviewed. Date-stamp the criteria section of the record when it is completed.",{"mistake":385,"why_it_matters":386,"fix":387},"Recording scores without supporting evidence","A numerical score with no evidential basis — no interview notes, no test results, no portfolio references — cannot be defended in a discrimination challenge. The score becomes an unsupported opinion.","For every criterion score, write at least one sentence of specific evidence: the interview question asked, the candidate's response summarized, or the assessment output referenced.",{"mistake":389,"why_it_matters":390,"fix":391},"Selecting a lower-ranked candidate without documenting the reason","Deviating from the ranked order without a documented, job-related justification is the single strongest indicator of a pretextual or discriminatory decision in tribunal proceedings.","If circumstances require appointing a lower-ranked candidate — a withdrawn offer, a failed background check, a budget change — document the specific reason in the selection rationale section and have HR countersign.",{"mistake":393,"why_it_matters":394,"fix":395},"Using a single unaided evaluator for all scoring","One evaluator's scores cannot be cross-checked for consistency or bias. Tribunals and regulators treat single-assessor records with significantly greater skepticism than panel assessments.","Use a minimum of two independent evaluators. Have each score candidates separately before the panel compares results, and record each evaluator's individual scores in the record.",{"mistake":397,"why_it_matters":398,"fix":399},"Not retaining the record for the required period","Discrimination claims are often filed months after a hiring decision. If the record has been destroyed or was never completed, the employer cannot rebut the complaint with evidence of a proper process.","Confirm the applicable retention period in your jurisdiction (typically 1–3 years from the hiring decision) and file the completed record — including all scoring notes — in a secure, retrievable location.",{"mistake":401,"why_it_matters":402,"fix":403},"Including subjective rationale language not linked to documented criteria","Phrases like 'better cultural fit,' 'more polished presentation,' or 'seemed like the right person' in the selection rationale are not defensible as objective, job-related reasons — they are precisely the kind of language tribunals treat as a proxy for discriminatory motivation.","Write every rationale sentence as a direct reference to a scored criterion: 'Candidate scored 9/10 on [CRITERION] based on [SPECIFIC EVIDENCE].' Remove any language that cannot be traced to a criterion in the record.",[405,408,411,414,417,420,423,426,429],{"question":406,"answer":407},"What is an applicant selection criteria record?","An applicant selection criteria record is a formal document that captures the objective, job-related criteria an employer used to evaluate and select among candidates for a position. It records how each criterion was weighted, how each applicant was scored against it, the evidence behind each score, and the rationale for the final hiring decision. It functions as both an internal quality-control tool and a legal defense document in the event of a discrimination or unfair hiring complaint.\n",{"question":409,"answer":410},"Is an applicant selection criteria record legally required?","No single law universally mandates this specific form in most jurisdictions, but equal-opportunity, anti-discrimination, and civil service statutes in the US, Canada, the UK, and the EU effectively require employers to be able to demonstrate that hiring decisions were based on objective, job-related criteria and not on protected characteristics. Maintaining a completed selection criteria record is the most reliable way to demonstrate this. Government contractors and public-sector employers in most jurisdictions are subject to the most explicit documentation requirements.\n",{"question":412,"answer":413},"How long should I retain an applicant selection criteria record?","Retention requirements vary by jurisdiction. In the US, federal contractors must typically retain applicant records for at least 2 years under OFCCP regulations; private employers covered by Title VII must retain for at least 1 year from the date of the hiring decision or the filing of a charge, whichever is later. In Canada, provincial human rights legislation generally requires retention for 1–3 years. In the UK, the Equality Act 2010 and ICO guidance recommend retaining recruitment records for 6–12 months. In the EU, GDPR limits retention to the period genuinely necessary for the stated purpose — typically 6 months to 1 year for unsuccessful candidates. When in doubt, retain for 2 years and then destroy securely.\n",{"question":415,"answer":416},"What is the difference between mandatory and desirable selection criteria?","Mandatory criteria are minimum requirements that every candidate must demonstrate to be considered — failing any mandatory criterion results in disqualification before full assessment. Desirable criteria are valued attributes that distinguish stronger candidates among those who meet all mandatory requirements. Over-loading the mandatory list creates adverse impact risk; under-specifying it makes scoring less discriminating. A well-calibrated record typically has 3–5 mandatory criteria and 3–6 desirable criteria, all linked to specific job duties.\n",{"question":418,"answer":419},"Can I use this record for internal promotions, not just external hires?","Yes — an applicant selection criteria record is equally appropriate and recommended for internal promotion and transfer decisions. Internal candidates have the same legal protections as external applicants, and claims of unfair promotion are among the most common employment disputes. Using the same objective, criteria-based process for internal decisions also reinforces a merit-based culture and reduces grievance risk.\n",{"question":421,"answer":422},"What should I do if the hiring panel disagrees on a candidate's score?","Document the disagreement and the resolution process in the record itself. Common approaches include a structured panel discussion to reach a consensus score, averaging individual scores with each evaluator's score recorded separately, or having the lead assessor cast a deciding score with the dissent noted. What matters legally is that the resolution process is transparent, documented, and applied consistently — not that the panel agrees on every score.\n",{"question":424,"answer":425},"How do I handle a candidate who requests feedback after being unsuccessful?","The selection criteria record provides the evidential basis for structured feedback. You can share how the candidate performed against each criterion relative to the required standard — without disclosing other candidates' scores. In the UK, candidates have a right to written feedback from public-sector employers under certain civil service codes. In Canada and the EU, candidates can request access to personal data held about them, which may include their scored record. Maintain a consistent feedback approach for all unsuccessful applicants.\n",{"question":427,"answer":428},"Does using a structured scoring system guarantee protection from discrimination claims?","A well-documented selection criteria record significantly reduces discrimination risk and provides a strong evidential defense, but it does not guarantee immunity. If the criteria themselves have adverse impact on a protected group, or if the scoring is applied inconsistently, a claim can still succeed. The record is most effective when criteria are genuinely job-related, weighting reflects real role priorities, scoring is evidence- based, and the entire process is applied identically to all candidates.\n",{"question":430,"answer":431},"Should I keep selection criteria records for candidates who withdrew before interview?","Yes — retain a basic record (application received, criteria screened, outcome) for every applicant who entered the process, including those who withdrew. If a withdrawn candidate later claims they were pressured to withdraw or that the process was discriminatory, even a partial record of their candidacy provides a baseline defense. Most jurisdictions' retention requirements apply from the point of application, not the point of interview.\n",[433,437,441,445,449,453],{"industry":434,"icon_asset_id":435,"specifics":436},"Government and Public Sector","industry-government","Civil service merit principles and public-sector equality duties require formal, documented selection processes — selection criteria records are effectively mandatory for every advertised vacancy.",{"industry":438,"icon_asset_id":439,"specifics":440},"Professional Services","industry-professional-services","Law firms, accounting firms, and consultancies face heightened diversity-reporting scrutiny and use structured selection records to document objective merit-based hiring against technical and professional competency criteria.",{"industry":442,"icon_asset_id":443,"specifics":444},"Healthcare","industry-healthtech","Clinical and non-clinical hiring in regulated healthcare settings requires documented evidence that mandatory credentialing, registration, and competency criteria were verified and scored before appointment.",{"industry":446,"icon_asset_id":447,"specifics":448},"Technology / SaaS","industry-saas","High-volume technical hiring and increasing regulatory attention to algorithmic bias mean that structured, documented selection criteria are critical for defensible decisions across engineering, product, and data roles.",{"industry":450,"icon_asset_id":451,"specifics":452},"Manufacturing","industry-manufacturing","Safety-critical roles require documented evidence that mandatory certification, physical capability, and competency criteria were assessed and met — gaps in this documentation increase both legal and operational risk.",{"industry":454,"icon_asset_id":455,"specifics":456},"Financial Services","industry-fintech","Regulatory fitness-and-propriety requirements for licensed roles mean that selection criteria records must capture verification of qualifications, regulatory history, and reference checks as scored criteria.",[458,461,464,466],{"vs":240,"vs_template_id":459,"summary":460},"interview-evaluation-form-D13372","An interview evaluation form captures scores and notes from a single interview session for a single candidate. An applicant selection criteria record is the overarching process document — it incorporates interview scores alongside all other assessment evidence, covers every candidate assessed, and records the comparative ranking and selection rationale. The evaluation form feeds into the selection criteria record; it does not replace it.",{"vs":256,"vs_template_id":462,"summary":463},"employment-application-form-D573","A job application form collects information from candidates — qualifications, experience, and contact details — at the point of application. An applicant selection criteria record documents what the employer did with that information: how it was assessed, scored, and compared against pre-set criteria. One captures candidate data; the other documents the employer's evaluation process.",{"vs":244,"vs_template_id":245,"summary":465},"A job offer letter communicates the employment terms to the selected candidate. An applicant selection criteria record documents the process that identified the selected candidate in the first place. The offer letter is the output; the selection criteria record is the evidence trail that justifies it. Both should be retained together in the hiring file.",{"vs":248,"vs_template_id":249,"summary":467},"An employment contract governs the ongoing working relationship once a candidate accepts the offer. An applicant selection criteria record governs the pre-hire selection process that led to the offer. The contract creates legal obligations between employer and employee; the selection criteria record creates an audit trail demonstrating the hiring decision was lawful.",{"use_template":469,"template_plus_review":473,"custom_drafted":477},{"best_for":470,"cost":471,"time":472},"Private-sector employers conducting standard domestic hiring with no active discrimination risk or government-contracting obligations","Free","30–60 minutes per hiring round",{"best_for":474,"cost":475,"time":476},"Government contractors, regulated industries, employers with prior discrimination complaints, or hiring for senior roles with complex criteria","$300–$800 for an HR or employment-law review","2–5 days",{"best_for":478,"cost":479,"time":480},"Public-sector bodies with statutory equality duties, employers under active OFCCP or EEOC audit, or organizations implementing a new enterprise-wide recruitment framework","$1,500–$5,000+","2–4 weeks",[482,487,492,497],{"code":483,"name":484,"flag_asset_id":485,"note":486},"us","United States","flag-us","Federal contractors with 50+ employees and contracts of $50,000 or more must maintain affirmative action programs and applicant flow logs under OFCCP regulations, with record retention of at least 2 years. Title VII, the ADA, and the ADEA prohibit selection decisions based on race, color, religion, sex, national origin, disability, and age (40+). The EEOC's Uniform Guidelines on Employee Selection Procedures require that any selection criterion with adverse impact on a protected group be validated as job-related. State-level FEPA laws may impose additional requirements — California, New York, and Illinois have stricter documentation standards than federal minimums.",{"code":488,"name":489,"flag_asset_id":490,"note":491},"ca","Canada","flag-ca","The Canadian Human Rights Act prohibits discrimination in employment on 13 grounds including race, sex, age, disability, and national or ethnic origin — with provincial human rights codes adding further grounds in some provinces. Federal employers and contractors subject to the Employment Equity Act must maintain records demonstrating that designated groups (women, Indigenous peoples, persons with disabilities, visible minorities) are not systematically excluded from selection processes. Quebec's Charter of Human Rights and Freedoms applies in addition to federal law for Quebec-based employers. Applicant records should generally be retained for 2–3 years from the hiring decision.",{"code":493,"name":494,"flag_asset_id":495,"note":496},"uk","United Kingdom","flag-uk","The Equality Act 2010 prohibits discrimination in recruitment based on 9 protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. Public-sector employers are subject to the Public Sector Equality Duty and must demonstrate they have given due regard to equality in their selection processes. The ICO recommends retaining unsuccessful candidate records for 6 months and successful candidate records for the duration of employment plus a reasonable period thereafter. Structured selection records are the primary evidence used in Employment Tribunal proceedings.",{"code":498,"name":499,"flag_asset_id":500,"note":501},"eu","European Union","flag-eu","The EU Employment Equality Directive (2000/78/EC) and Race Equality Directive (2000/43/EC) require member states to prohibit discrimination in recruitment across the EU. GDPR applies directly to recruitment records — candidate data must be collected for a specified, legitimate purpose, retained no longer than necessary, and deleted securely at the end of the retention period. Unsuccessful candidates have the right to access personal data held about them under GDPR Article 15, which means scored selection records may be disclosed upon request. Member state implementation varies: Germany, France, and the Netherlands have specific works council consultation or co-determination requirements that affect hiring documentation obligations.",[241,257,245,249,503,504,505,506,507,508,509,510],"employee-dismissal-letter-D508","employment-agreement-executive-D543","non-disclosure-agreement-nda-D12692","independent-contractor-agreement-D160","employee-handbook-D712","fixed-term-contract-D13225","remote-work-agreement-D13282","temporary-employment-contract-D12734",{"emit_how_to":197,"emit_defined_term":197},{"primary_folder":100,"secondary_folder":513,"document_type":514,"industry":515,"business_stage":516,"tags":517,"confidence":523},"recruiting-and-hiring","form","general","all-stages",[518,519,520,521,522],"recruiting","hiring","compliance","applicant-selection","documentation",0.95,"\u003Ch2>What is an Applicant Selection Criteria Record?\u003C/h2>\n\u003Cp>An \u003Cstrong>Applicant Selection Criteria Record\u003C/strong> is a formal legal document that captures the objective, job-related criteria an employer used to evaluate candidates for a position, how each criterion was weighted, how each applicant was scored, the evidence behind each score, and the rationale for the final hiring decision. It transforms a subjective hiring process into a documented, auditable record that demonstrates the selection was based on merit and not on any protected characteristic. Unlike an interview evaluation form — which covers a single candidate in a single session — an applicant selection criteria record spans the entire selection process from vacancy approval through to appointment and unsuccessful-applicant notification.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a completed applicant selection criteria record, a hiring decision that was entirely legitimate has no evidence to prove it. Employment tribunals, the EEOC, and human rights commissions do not accept a hiring manager's recollection as a substitute for contemporaneous documentation — and in most jurisdictions the burden shifts to the employer to demonstrate a non-discriminatory basis for the decision once a complaint is filed. The consequences of inadequate records range from costly settlement negotiations to tribunal awards, regulatory audits, and reputational damage. Government contractors face the additional risk of contract suspension or debarment for OFCCP non-compliance. Beyond legal defense, a structured selection record reduces bias in real time — it forces evaluators to score against pre-set criteria rather than instinct, producing consistently better hiring outcomes. This template gives you a defensible, jurisdiction-aware record you can complete in under an hour per hiring round.\u003C/p>\n",1781186025153]