Template · HR
HR: Templates
Four working templates: the role definition, the structured interview record, the quarterly bias audit and the learning path.
Markdown. No sign-up, no email.
1. Role definition#
Completed before the role opens. Nothing is advertised without it.
| Field | Entry |
|---|---|
| Role | |
| What they will actually do in the first six months | [Real work, not a responsibilities list] |
| Must-have skills | [Three at most. Ten is a wish list and it filters out good people] |
| How each must-have is assessed | [Written now, before anyone applies] |
| Nice to have | [Separate, and never used to reject] |
| Explicitly not required | [Degrees, years, tools. The row that widens a pool honestly] |
| Salary range | [Published. Withholding it wastes everyone's time and widens pay gaps] |
| Decision maker | [One name] |
| Panel |
2. Structured interview record#
Same questions, same order, every candidate. Scored independently before discussion.
| Question | Assesses | Score 1 to 5 | Evidence given |
|---|---|---|---|
| [Which must-have] | [What they actually said. Not an impression] |
| Field | Entry |
|---|---|
| Interviewer | |
| Scored before discussion? | ⬜ [If no, the scores are contaminated by the loudest voice] |
| Recommendation | |
| Reason, in evidence | [Referencing the rows above, never "culture fit", which is where bias hides in acceptable language] |
3. Quarterly bias audit#
Never deferred. A clean result is evidence and needs a date.
| Stage | Group A | Group B | Group C | Gap? |
|---|---|---|---|---|
| Applied | ||||
| Passed screening | ||||
| Interviewed | ||||
| Offered | ||||
| Accepted |
| Field | Entry |
|---|---|
| Stage where a gap appears | [This is where to look. Usually the criteria or the ranking] |
| Explanation, if any | [An explanation is not a justification] |
| Action | [With an owner and a date] |
| Reviewed by | |
| Date | [A clean audit is a dated record, not an absence of one] |
4. Learning path#
Per person, reviewed quarterly.
| Field | Entry |
|---|---|
| Person | |
| Current role | |
| Where they want to go | [Asked, not inferred. This is what makes the path get used] |
| Skills they have | |
| Skills the direction needs | |
| Gap, prioritised | |
| Next three months | [Specific. "Improve cloud skills" is not a plan] |
| How we will know it worked | [Something they can do that they could not before] |
| Reviewed on |
Using these together#
The charter sets out what HR owns, the SOPs say when each is produced, the KPIs define what the bias audit feeds, and the workflows name who receives each output. An interview record whose reason row says "culture fit" should be sent back for evidence.