Human Resources templates

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.

Rate each candidate against the same set of criteria during the interview and leave notes for the hiring team. Built for recruiters and hiring managers who want a fair, side-by-side comparison of applicants.

Collect candidate details for JamConnect openings, including a WhatsApp number, a resume and a chosen interview slot. Share it from your website so applicants can apply and book in one step.

Lets each jewelry consultant report monthly sales, social media activity and virtual appointments. It also records time off, technical issues and growth areas so managers can prepare for one-on-one reviews.

Document a role inside your organization: its duties, needed skills, minimum education and reporting line. Useful for HR teams and managers defining or reviewing position profiles.

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.

Build a complete vacancy profile with the title, location, department, pay range, duties and qualifications. Review and sign-off fields let the posting be approved before it goes live.

Candidates pick an interview date and time, add preparation notes and tick off what they have ready. A signature at the end confirms the appointment.

Sends an applicant the interview proposal with date, time, length and a fallback slot in case the first one fails. It also captures the format, the preferred language and the deadline to confirm. Saves recruiting teams a long chain of emails.

Steers the conversation with an applicant from basic details through to situational and customer-service questions. It covers shift availability, transport, driving licence, work history and motivation. Practical for restaurants, shops and chains that hire shift staff regularly.

Put a job offer in writing with the role, site, pay, shift times and conditions. The candidate accepts or declines, and the supervisor, operations manager and president sign off for the record.

A short application form for candidates to submit their contact details, desired position, availability, and resume.

Managers ask for a new hire by stating the role, employment type, business need, salary and target start date. HR receives everything it needs to approve and open the vacancy.

Find out what matters most to people hunting for work and which channels they use to send out resumes. The answers help recruiters and career advisors fine-tune their approach.

Sign up job seekers with contact details, state of residence, the position they want and their preferred work mode. It also asks about past employment with you and accepts a CV upload.

A short application where interested people share their name, phone, email and the role they're after. They can add a message and attach a resume.

Capture an evaluator's view of an employee's performance, working relationships and alignment with company values. It combines a rating scale, open comment sections and a sign-off so managers can close each review cleanly.

Supervisors rate cooks and kitchen helpers on a 1-to-5 scale and add their comments. Built for periodic performance reviews in restaurants and commercial kitchens.

Captures a candidate's details, education, work history and references, plus a cover letter and resume. Suited to employers hiring hourly, warehouse or construction workers.

Asks respondents about their age, education, job, income and living conditions to paint a picture of local employment. Useful for researchers, public agencies and consultancies.

Collect pay data from legal staff, covering salary, bonuses, benefits and hours by role and experience level. It lets a practice benchmark compensation across positions and see how content the team is with its pay.

Team members share how they feel about the company and how present and helpful their direct leadership is. Managers get candid input on growth, work-life balance and day-to-day support.

A self-assessment for managers and team leads to reflect on how they relate to their team, delegate and cope with pressure. It mixes quick ratings with open questions about criticism, goal setting and tracking the team's work.

Helps pinpoint how someone leads, from the way they communicate and decide to how they keep a team motivated. A good fit for development programs, executive coaching or HR workshops.

Profiles a person as a leader through questions on style, decision-making, communication and conflict handling. Useful for coaches, talent teams and trainers who evaluate up-and-coming leaders.

Handle vacation, personal leave, and sick days with dates and supporting documents.

Lets an employee withdraw a vacation or leave that had already been approved. They give their details, the affected dates and the reason so HR can update their records.

Employees ask for vacation, sick days or a few hours off, giving the dates, leave type and their manager's email. Supervisors receive a complete request and can answer quickly.

Screen people who want to join the team using their work history, personal circumstances, health and background, plus two references. Applicants explain why they want the job and sign a declaration.

Measure each participant's listening habits through statements rated on a scale. A good fit for workshops, workplace teams and personal development programs.

Lets employees choose how to use their leave balance and how any payout should reach them. It captures personal details, direct deposit preferences, bank information and a signed acknowledgment.

Takes applications for locksmith roles, covering contact details, work eligibility, experience, certifications and references. Handy for lock shops, security companies and maintenance teams hiring technicians.

New York employers give this notice to hourly workers to tell them their pay rate, overtime rate and payday as the state labor law requires. It records employer details, the pay terms and the employee's signed acknowledgment.

Rate each leader on a scale across integrity, teamwork, decision-making, communication and innovation. Every criterion has room for comments, with a closing space for general remarks.

Contract managers sum up their day in one report: who they spoke with, which areas they visited, activity, training and concerns. They also score staff motivation and service standards.

Let employees give structured input on their direct manager. It measures trust, approachability, fair treatment, support for career growth and clarity around decisions.

Gather employee opinions on how their direct manager performs, along with their tenure and overall satisfaction. Built for HR teams that want to spot leadership strengths and areas to improve.

Score a manager against a set of key performance criteria and record who carried out the review. Designed for supervisors and HR teams running periodic leadership reviews.

Let staff anonymously rate their manager and the working climate in their area. Use the results to understand how teams feel and where leadership needs support.

Put an employee's objections to imposed overtime on record, along with the remedy they are asking for and any supporting files. Helps workers and HR handle the case through a formal process.

Lets a department ask for extra staff by stating the project, how many people it needs and the deadline. Made for team leads coordinating hires or temporary help with HR.

Employees can request maternity leave by entering the expected due date, the leave periods and their planned return date. HR receives the supporting documents and signature in a single submission.

Lets an employee voluntarily give up a meal break and keep a written record of that choice. It captures the department, date and reason, and ends with the worker's signature for the HR file.

Built for repair shops and dealerships hiring automotive mechanics. Candidates share their availability, pay expectations, driver's license status and hands-on experience with vehicle systems, then attach a resume.

Collect applications for mechanical engineering roles with each candidate's contact details, education and employment history. Technical skills, certifications, a resume and a cover letter arrive together in a single submission.

Keep count of who shows up to each meeting, on which date and with what status, and capture the attendee’s signature. Designed for team leads and HR staff.

Mentors rate a mentee's punctuality, time management, attitude and progress over the program. Useful for mentoring coordinators who need a signed record of each review.

Prospective mentors list their education, contact details and the areas where they can guide others. They also say how many mentees they can take on and which profiles they would find hard to handle.

Mentees score their mentor against a grid of criteria and add signed comments. Helps coordinators notice early which mentors could use more support.

Mentors describe their background, interests, availability and the kind of mentee they want to work with. The program uses these answers to build pairs that genuinely click.

Professionals who want to mentor record their details, education, work history and motivation, and can attach certificates. Useful for programs building their own pool of mentors.

Mentors rate how satisfied they are with the program, their mentee and the matching process, and describe how the sessions went. They also say whether they would return and whether their comments can be shared.

Mentor and mentee write down the goals, commitment and ground rules of their relationship and confirm it with a signature. Gives both sides a clear reference point for the whole program.

Mentors and mentees answer questions on age, education, personality, hobbies and preferred way of keeping in touch. The program uses the answers to build compatible pairs from day one.

Guides the mid-year conversation between an employee and their manager about goal progress, wins and obstacles. It includes reviewer notes and signatures from both sides.

Employees notify HR of an upcoming period of military duty, giving the dates, number of days away and supporting orders. A manager records the decision and signs off on the same form.

Gauge how your staff feel about minimum pay and possible increases through agreement statements and a few basic demographics. Helps employers and HR teams understand how wages are perceived.