Human Resources templates

Receive spontaneous candidacies with everything you need to evaluate them: contact details, roles of interest, years in the field, software proficiency, pay expectations, and an attached resume. Ideal for building your talent pool.

Logs additional shifts worked by your support staff: who covered them, on which date, start and finish times, and why staying on was necessary. It simplifies overtime tracking and payroll settlement.

Recruit staff for your farming operation by collecting contact details, working rights, nationality, and start-date availability. Candidates can attach supporting documents straight from their phone.

Receive complete candidacies for the financial advisor role, including personal details, work history, education, and motivations. Everything you need to compare profiles and move ahead with the best.

Let the treating physician certify whether an employee can come back after an illness or injury: recovery status, duties they can perform, recommended schedule and restrictions. Clean documentation for the HR file.

Let your team submit gym, class, or sports equipment expenses covered by the company wellness program. HR receives each claim with receipts attached and ready for review.

Formalize your team's requests for remote work, adjusted hours, or a compressed week and keep them documented for the manager conversation. HR retains every signed agreement as the official record.

Walks each employee through the company's family and medical leave policy section by section and captures their acknowledgment signature. HR gains a verifiable record that the policy was read and accepted.

Guides new hires and employers through documenting identity and work authorization in the United States, from the employee attestation to the document review and rehire sections. There is room for preparers or translators who assist with completion.

Collects departure details and candid reflections from people who have left the organization, including dates of service, reasons for leaving and whether they would recommend the workplace. It helps HR spot retention patterns.

Rate your front desk staff on communication, professionalism, efficiency and customer care, with room to note strengths and growth areas. Well suited to periodic HR reviews.

Ask your team how they really feel about coming back to the office versus staying remote. Rating scales cover safety, manager support and whether people have the tools they need at home, while open questions capture wins and frustrations. HR gets solid evidence before setting a hybrid policy.

Obtain the signed authorisation you need before requesting a criminal history search through the GCIC. It gathers identifying details, any names previously used and the applicant's own statement about prior convictions. Written for HR teams, staffing agencies and organisations that screen people working with vulnerable groups.

Collect complete candidate submissions covering contact details, work history, studies and referees, with the data-processing wording European law expects. Applicants confirm exactly how their information may be used before adding a signature. Built for recruitment teams hiring in the EU and the UK.

Explore how people perceive the treatment of men and women across their workplace, school and home life. Quick closed questions are mixed with open boxes where respondents describe experiences and suggest remedies. Aimed at people teams, diversity committees and social research groups.

One form to receive speculative applications or submissions for any open role. It brings contact details, availability to start, a covering letter and an attached CV together in a single submission. Works for companies of any size that want candidate flow in one place.

Invite a calm review of every objective: what has been achieved since the last check-in, which obstacles came up, which tactics worked and which ones need adjusting. It ends with a numeric satisfaction rating and a list of next steps. Useful for coaches, mentors and teams that review objectives each quarter.

Collects personal details, academic background and self-rated software skills from anyone applying to a design role, all in a single submission. There is room for a résumé, up to five portfolio samples and external links. Recruiting teams at universities and communications departments can screen candidates without chasing files by email.

Captures personal details, schedule availability, education, work history and two references from every applicant for a store role in one pass. Résumé and cover letter uploads are included. Hiring managers can then compare candidates against the same set of criteria.

Gather identity papers, contact details, schooling and prior service from people applying to entry-level operational vacancies. Candidates also upload a résumé and note any special certificate numbers they hold. Hiring offices get uniform files that are easy to shortlist and audit.

Formalise the opening of a role with the job title, the area, the reporting manager, the salary band and the business case. The manager's signature records approval before recruiting starts. At the end you log the hired person's details and their start date.

Check that new starters understood the site rules before they pick up a tool. Ten questions cover rights, duties, minimum PPE and how to report a hazard. Inductors keep a dated record of every worker's answers.

Ask staff to declare recent trips abroad, quarantine orders, medical certificates and possible exposure before they return to the workplace. Answers are timestamped and signed, giving occupational health a clear screening trail. Useful for employers operating under public health reporting rules.

Ask hospital staff about communication across departments, the resources they can count on and the room they have to grow. Each numeric rating is paired with an open field explaining how to raise it. People teams and clinical leads get a clear reading of internal climate.

Ask for approval to attach a signing bonus to a role that is already advertised. The addendum records the requisition number, the manager making the request, the date, director sign-off, position details, and the recruiter with the posting date. HR teams keep every bonus approval traceable.

Let interested candidates introduce themselves before a vacancy opens. They leave a name, email, phone and address, tick the areas they would like to work in, give an estimated start date, add notes and attach a CV. Hiring teams build a talent pool they can search later.

Capture a structured verdict from the hiring manager once interviews are over. The form logs the role, the candidate, the interview date and the panel, then combines a rating grid with written prompts about strengths, gaps and overall fit, closing with a recommendation and a signature. HR can compare candidates side by side.

Ask the manager who owned a vacancy to rate how well the talent team supported them from requisition to offer. It covers briefing quality, candidate shortlists, interview experience and day-to-day communication. A practical tool for recruiting teams that track internal service levels.

Track every stage of a vacancy, from writing the role profile through to the new joiner's first day. Each step is marked as pending, in progress or done so nothing slips between recruiters. Built for HR leads and talent partners juggling several open searches.

Lets staff ask for time off by stating when their leave starts, when they plan to return and how to reach them meanwhile. Every request lands with the people team in one tidy record ready to approve or decline. Keeps absence tracking simple for small and mid-sized teams.

Let staff claim reimbursement for desks, chairs, monitors, connectivity and other remote-work costs. Payment details, the approving supervisor, itemised amounts and a signed declaration are captured in one place. Made for people teams that administer remote work budgets.

Gives department heads a consistent way to score how each team member is doing on the floor. It covers guest care, attitude, professionalism and teamwork, closing with room to note what should improve next quarter. Suitable for periodic reviews in properties of any size.

Brings together personal details, availability and the CV of anyone hoping to join the property. Candidates state the department they aim for, when they could start and may attach a short introduction video. Made for human resources and recruitment leads in hospitality.

Collects what a recruiter needs to assess someone applying for a role paid by the hour. It covers contact details, internal referrals, prior experience, the shifts they can cover and the statements they must accept. Designed for shops, restaurants, warehouses and any business running rotating staff.

An internal poll that captures how staff perceive the responsiveness, communication and problem-solving of the people team. Numeric ratings sit alongside open comments so leadership can spot gaps quickly. Useful for annual reviews, pulse checks and post-reorganisation listening exercises.

A structured case record for internal reviews of misconduct, harassment or unfair treatment. It captures who is involved, why the file was opened, the steps taken, the evidence gathered and the people still to be interviewed. The reviewer signs the document for the confidential archive.

A light-hearted grievance sheet for logging an episode that left someone upset, with room for the date, the place, what happened and who saw it. The complainant explains the impact and states the resolution they would like. Popular in team icebreakers, morale events and informal conflict conversations.

Lets staff ask for a new or replacement badge without walking over to the people office. It collects the photo, the reason behind the request, the person's role, the date the card is needed and how it should be delivered, signed online. Useful for HR teams and security departments.

Gathers everything a company needs to issue an identification badge to an employee. It covers department, job title, employee number, date of birth and the reason the badge is being requested, with the applicant's signature. Suits people offices, security teams and access control desks.

Puts on record that a person's identity documents were checked before they start. It logs permanent and current addresses, the type of document shown with its expiry, the signed declaration and the details of the witness or agency carrying out the review. Built for people departments and recruitment agencies.

Walk through the questions an investigator needs to answer after a workplace event: procedures, training, protective gear, equipment and supervision. Each answer builds a picture of what went wrong and who must act next. The review closes with a corrective task list, a date and a signature.

Onboard a freelancer or subcontractor with the details finance and legal need: contact and business address, tax status, scope of work, rate and payment terms. Licence and insurance questions confirm the contractor is cleared to start. A dated signature closes the record.

Employees summarise what they delivered during the period, with department, role and reporting cycle recorded up front. Achievements are listed alongside the goals set for the months ahead. Managers gain a consistent input for reviews and development conversations.

Ask team members to rate their own skills, name their strengths and gaps, and set goals for the short and long term. Sections cover career direction, wellbeing, learning and relationships, each with an action plan. Managers and coaches gain an honest starting point for the next conversation.

Confirms on a single page that a newly hired person handed over their paperwork and had the internal policies walked through with them. HR keeps a signed record of everything covered during the welcome session. It doubles as evidence of compliance if an employment audit ever asks.

Lets a person review and correct the details an organisation holds about them: contact routes, address, role, department, internal identifier and emergency contact. A signature at the end records who authorised the change and when. Widely used by people teams, associations and any body that keeps a member database current.

Measures how teams feel about meeting face to face again. It asks about current sentiment, which conditions matter most, preferred time slots, the company policy in force and each person's own plans. Gives HR real data before calling everyone back together.

Explore how a candidate or employee thinks about honesty, ethical dilemmas and speaking up when something is wrong. Human resources teams use the written answers and the rating scale to inform hiring decisions and culture programmes.

Supervisors rate an intern across professionalism, teamwork, communication and problem solving, then record an overall score and a hiring recommendation. Programme coordinators close the placement with structured evidence rather than loose impressions.

Hear from interns and their supervisors about how onboarding actually went, which first-week tasks caused friction and how easy it was to get answers. People teams use the results to sharpen the next intake.

Brings intern absences into a single approval trail. It records dates, number of days, reason, leave category and any supporting document, along with the supervisor's contact details. Helps talent departments keep a clean record for every placement.

Score a placement from start to finish: duties held, rated competencies, goals reached, strengths observed and advice for the next assignment. Managers walk into the review meeting with a signed summary that is easy to share.

Ask departing interns how satisfied they were, whether they would join full time and how likely they are to recommend the programme to friends. Open comments point to what the next cohort will thank you for.

Record an incident while the details are still fresh: when and where it happened, what occurred, who took part, who saw it and what evidence was gathered. Compliance and human resources keep a defensible case file from the very first report.

Collect student applications with school, availability, and a résumé.

Score candidates with a competency matrix and a clear hiring recommendation.

Puts what the interviewer jots down during the conversation into a short, tidy format. It keeps candidate details, the date, strengths and weaknesses, free comments and an overall score. Helps the talent team compare applicants against consistent criteria.

Lets applicants pick the venue, the slot and the format of their own interview. It gathers their contact details plus any topics or instructions worth preparing beforehand. Removes coordination calls and fills the team's diary with no extra effort.

Collect candidate details, experience, and a résumé in one place.

Screen incoming candidates with a short, structured application. It captures name and contact channels, current employment status, whether the person wants full-time or part-time work, the role they are aiming for and an optional CV upload. Recruiters can shortlist without wading through long unstructured emails.