Employer Resource
Candidate Evaluation Sheet
Use consistent evidence when comparing candidates across a recruitment batch.
Recruitment Briefing
Useful information before a campaign begins
Review the duties, evidence, terms and readiness dependencies before candidate outreach begins. Availability is confirmed per campaign; this guide does not claim a live candidate count, visa approval or guaranteed joining date.
Included Fields
What the worksheet covers
Use the fields as a campaign discussion tool. Adapt them to company policy and the requirements of the responsible authorities.
- work-history relevance
- technical response
- practical result
- communication
- selection decision
Practical Use
How to use it
Complete one line or section per role, assign an internal owner and update the document when terms or quantities change. Share only the approved version with the recruitment team.
Template Design
Minimum fields for the Candidate Evaluation Sheet
The working version should capture essential criteria, evidence reference, interview observation, practical result, condition and final employer decision. Keep each item in a separate field where it can change independently; avoid hiding conditions in a free-text note.
Add a source, owner and last-reviewed date for critical facts. A blank or pending field should remain visible, because an incomplete record is safer than an assumed approval.
Governance
How to review and approve this candidate evaluation sheet
Assign one employer owner to approve the requirement and separate owners for technical assessment, commercial terms and document handoffs. Record the approved version before it is used for sourcing or decisions.
When a role, quantity, term, date or location changes, create a new version and identify affected candidates. Do not silently overwrite the basis on which an earlier shortlist or selection was made.
Record Control
Evidence and privacy controls for the candidate evaluation sheet
Collect only information needed for the documented recruitment purpose. Limit access, use secure transfer methods and define retention or deletion responsibilities for candidate and employer records.
The template supports decision control; it does not replace legal, regulatory or platform instructions. Recheck current official requirements before using any field as proof of eligibility, authorization or completed processing.
Release Gate
Release and close the candidate evaluation sheet with a named decision
Before release, check that required fields are complete, evidence references open correctly, pending items are visible and the named employer approver has accepted the current version. Record the release date and intended use so a draft cannot be mistaken for an approved instruction.
At closure, preserve the decision, material exceptions and the disposition of personal data under the agreed retention process. Reopen the record when the approved role, terms, headcount, location, assessment or official dependency changes.
Employer Questions
Frequently asked questions
Can the candidate evaluation sheet be used without employer approval?
It can be used as a draft, but sourcing, assessment or mobilisation decisions should rely on a named, version-controlled employer approval.
What should happen when information in the candidate evaluation sheet changes?
Issue a revised version, record who approved it and identify every shortlist, candidate or handoff affected by the change.
Does this candidate evaluation sheet prove official eligibility or approval?
No. It is an operational control document. Eligibility and official status must be verified through the current competent authority or authorized channel.
Continue Planning
Related employer resources
Employer Enquiry
Plan your Pakistan recruitment campaign
Share the roles, headcount, work location and target joining window. Our employer desk will structure the next recruitment step around the approved brief.