{{company_name}}
{{company_address}}
Phone: {{phone}} | Email: {{email}} | Web: {{website}}
Form Title
Employment Contract – Internship
Purpose
Standardize the employment contract – internship step within the {{company_name}} hiring workflow.
Employee Information
| Field | Value |
|---|---|
| Full Name | {{employee_name}} |
| Employee ID | {{employee_id}} |
| Job Title | {{job_title}} |
| Department | {{department}} |
| Manager | {{manager_name}} |
| Effective Date | {{effective_date}} |
Details
| Field | Value / Notes |
|---|---|
| Internship Role | _______________________ |
| Stipend | _______________________ |
| Duration | _______________________ |
| Learning Objectives | _______________________ |
| Mentor | _______________________ |
| Evaluation Schedule | _______________________ |
Instructions
- Validate all candidate-provided information against supporting documents.
- Complete each section in full; mark fields N/A where appropriate.
- Obtain required approvals before progressing to the next stage.
- Submit the completed form to Human Resources for filing.
Certification
I confirm that the information captured in this form is true and complete.
Signatures
| Signature | Date | |
|---|---|---|
| Employee: {{employee_name}} | ____________________ | {{date}} |
| Manager: {{manager_name}} | ____________________ | {{date}} |
Hiring Stage Overview
| Stage | Owner | Deliverable |
|---|---|---|
| Workforce planning | Hiring Manager | Approved requisition |
| Sourcing | Talent Acquisition | Diverse pipeline |
| Screening | Recruiter | Shortlist with notes |
| Interview | Panel | Scored evaluation |
| Offer | HR + Hiring Manager | Signed offer letter |
| Onboarding | HR Operations | Day-one readiness |
Candidate Information
| Field | Detail |
|---|---|
| Candidate Name | {{employee_name}} |
| Position | {{job_title}} |
| Department | {{department}} |
| Hiring Manager | {{manager_name}} |
| Target Start Date | {{effective_date}} |
| Offered Compensation | {{salary}} |
Pre-Employment Checklist
Fair Hiring Principles
- Evaluate candidates against documented competencies, not on inferred characteristics.
- Use a diverse panel and structured questions to minimize bias.
- Document the decision with cited evidence in the ATS.
- Provide timely, respectful feedback to unsuccessful candidates.
Data Protection & Records
Candidate data is processed on the legitimate basis of recruitment and retained per the published retention schedule. Unsuccessful candidate data is purged at the end of the retention window unless explicit consent has been provided for future opportunities.
Document Control
| Field | Value |
|---|---|
| Document Owner | Human Resources — {{company_name}} |
| Category | Hiring |
| Version | 1.0 |
| Effective Date | {{date}} |
| Next Review | Annually from effective date |
| Approved By | {{manager_name}} |
| Classification | Internal — Confidential |
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