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Using The Hiring Matrix: Rating Evaluation Descriptions

The hiring matrix is a tool used to evaluate and rank applicants for a position based on their qualifications. It allows hiring managers to score applicants against required and preferred criteria to determine the most qualified candidates to interview. The matrix documents the hiring process and helps justify hiring decisions. HR will pre-populate the matrix based on the job posting. Hiring managers then rate applicants, identify top candidates, and submit the matrix for approval before conducting interviews.

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Pavan Kumar
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24 views

Using The Hiring Matrix: Rating Evaluation Descriptions

The hiring matrix is a tool used to evaluate and rank applicants for a position based on their qualifications. It allows hiring managers to score applicants against required and preferred criteria to determine the most qualified candidates to interview. The matrix documents the hiring process and helps justify hiring decisions. HR will pre-populate the matrix based on the job posting. Hiring managers then rate applicants, identify top candidates, and submit the matrix for approval before conducting interviews.

Uploaded by

Pavan Kumar
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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Using the Hiring Matrix

The purpose of the Hiring Matrix is to identify those applicants who best meet the minimum and
preferred requirements of the position and to support the selection, interview and hiring process. It is
the responsibility of the hiring supervisor, department and/or search committee chair to review
employment applications, and consider, interview and select only qualified applicants. Qualified
applicants are those who meet all minimum requirements as advertised, and who have completed the
employment application with all the required documents as requested.

The hiring matrix is a tool to help you make your hiring decision more efficient. You can use this tool to
rank and score your applicants based on their experience against the required and preferred
qualifications of the posting. The hiring matrix also documents the hiring process and helps justify a
hiring decision.

It is not required to use the hiring matrix, but if a hiring matrix is not used, a hiring memo will be
required.

Important Tips and Steps in Using the Hiring Matrix

HR Employment Services will pre-populate the Hiring Matrix based upon the job posting information
received from the department. The Hiring Matrix will correspond to the job description, duties,
knowledge, skills and abilities needed to successfully perform the job as presented in the posting
information. The Hiring Matrix will be sent to the department/search committee chair prior to the
posting of the position to ensure that the required and preferred qualifications are clear, up-to-date and
appropriate to the essential functions of the position.

Step 1 - Completing the Hiring Matrix

 Enter names of applicants in the "Applicants" section.

 Rate each applicant on each minimum requirements using the Yes or No or ? drop down lists.

NOTE: If you select No for any Minimum Requirements, you do not have to rate the applicant
any further - This applicant IS NOT a QUALIFIED applicant. Any "?" for Minimum Requirements
need to be verified prior to moving the applicant forward.

 Assign a weight (1=low to 5=high) from the drop-down list for each preferred selection criteria
based on overall importance to the department and the position. This is section is highlighted
Orange. (Select 1 if weights are not being used.)

 Rate each applicant on each preferred requirements using the 0 to 3 scale dropdown lists as
defined below.
Rating Evaluation Descriptions
Rating Description
3 Highly Above Expectations Significantly exceeds the qualification that is required/preferred for successful job performance.
2 Above Expectations Generally exceeds the qualification that is required/preferred for successful job performance.
1 Meets Expectations Meets the qualification that is required/preferred for successful job performance.
0 Below Expectations Generally does not meet the qualification that is required/preferred for successful job performance.
 The selection criteria score will be calculated automatically for you (Weighted Value times
Rating).

 The applicant’s total score will be calculated automatically for you (totals all criteria scores
together).

Step 2 - Using the Hiring Matrix

 At some point you must decide whom to interview. It is at this point the “Hiring Matrix” comes
to your aid.

 In viewing the total score for an applicant, you can at this point assign an applicant resolution
using the drop down list in column AE.

 This review of applicants will assist you in your decision of whom to request for approval to
interview.

Step 3 – Approval to Interview

 If a Hiring Matrix is used, the matrix and all ad copy must be emailed to
[email protected] to be electronically uploaded to the posting.

 Within PeopleAdmin, the Applicant Reviewer will change the applicant’s status to “Selected for
Interview”. Please change all applicants selected for interview at the same time. The
PeopleAdmin approval workflow is Dean/Admin Officer to Affirmative Action.

 At this time, you will also change the status and reason codes for those applicants you do not
wish to interview. If you used the hiring matrix, you can use the resolution column in making
the necessary status/reason changes in PeopleAdmin.

 Approval to begin interviews will be sent via email to the Applicant Reviewer. If phone or Skype
interviews are to be used, they may not be conducted until after the department has received
approval to interview.

 The department will notify, schedule, and perform interviews. References should only be
contacted after receiving approval to interview.

You can access an example of the hiring matrix here .

For questions regarding the use and functionality of the hiring matrix, email [email protected]

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