Hiring Matrix Training Human Resources Department www.blinn.edu/personnel

Hiring Matrix A Hiring Matrix can be used to rank applications to determine whom you will interview. The matrix is an important tool designed to assist in the hiring decision by allowing a person to objectively and accurately assess and compare applicant qualifications. www.blinn.edu/personnel

You must click on 'START' at the beginning of each session!

In the example we are looking at an HR Administrative Assistant Position Min Requirements START Type in all Required and Preferred qualifications as listed on your Position Description

‘Minimum Requirements’ is always listed in first box. Min Requirements START ‘Minimum Requirements’ is always listed in first box.

‘Minimum Requirements’ is listed in the first box Computer experience Min Requirements Microsoft experience Teamwork Customer experience Higher Ed. experience Admin experience Keyboarding skills H.S Diploma 1 1 1 1 1 1 1 1 1 1 1 1 1 1 (applicant’s name) ‘Minimum Requirements’ is listed in the first box Click on the remaining box and enter in all the Preferred education, experience, and skills as listed in the Position Description.

Assign a Weight to Each Factor Rank from 1 to 5 Computer experience Evaluate your position and rank on a scale from 1-5 with 5 being the most important. Min Requirements Microsoft experience Teamwork Customer experience Higher Ed. experience Admin experience Keyboarding skills H.S Diploma 5 1 5 3 5 3 2 4 4 5 5 Assign a Weight to Each Factor Rank from 1 to 5 How important are the requirements posted for the position? (continue weighing each factor) (applicant’s name) How much weight do you want the interview to count? How important are reference checks?

Remember to document your evaluation thoroughly. Computer experience Min Requirements Microsoft experience Teamwork Customer experience Higher Ed. experience Admin experience Keyboarding skills H.S Diploma 5 1 5 3 5 3 2 4 4 5 5 X (applicant’s name) If upon review, you do not see that an applicant meets the minimum requirements as listed on the Posting, place an “X” in the score box and the Application Score will reset to zero. Remember to document your evaluation thoroughly.

Computer experience Min Requirements Microsoft experience Teamwork Customer experience Higher Ed. experience Admin experience Keyboarding skills H.S Diploma 5 1 5 3 5 3 2 4 4 5 5 John Smith 3 5 3 2 3 5 2 5 95 95 Mary James 3 2 3 4 2 4 3 5 100 100 Susan Jones 3 5 1 3 3 3 76 76 As you begin to receive applications, insert the applicants and score their education, experience, and skills on scale 1 to 5. (5 being the highest ) The computer will calculate the weighted ranking for each application. This score also appears in the ‘Total Score’ box. Continue to enter in applicants’ names and scores during the application review process

Computer experience Min Requirements Microsoft experience Teamwork Customer experience Higher Ed. experience Admin experience Keyboarding skills H.S Diploma 5 1 5 3 5 3 2 4 4 5 5 John Smith 3 5 3 2 3 5 2 5 95 95 Mary James 3 2 3 4 2 4 3 5 100 100 Susan Jones 3 5 1 3 3 3 76 76 Once you have adequate amount of applicants, you must decide on who to interview. Clicking the sort button will place the ‘application scores’ in descending order with the highest ranked applicants at the top.

Computer experience Min Requirements Microsoft experience Teamwork Customer experience Higher Ed. experience Admin experience Keyboarding skills H.S Diploma 5 1 5 3 5 3 2 4 4 5 5 Mary James 3 2 3 4 2 4 3 5 100 100 John Smith 3 5 3 2 3 5 2 5 95 95 Susan Jones 3 5 1 3 3 3 76 76 HR recommends you interview the top 3-5 applicants with the closest scores.

Enter the applicants’ overall interview score Computer experience Min Requirements Microsoft experience Teamwork Customer experience Higher Ed. experience Admin experience Keyboarding skills H.S Diploma 5 1 5 3 5 3 2 4 4 5 5 4 Mary James 3 2 3 4 2 3 5 100 3 2 115 100 125 John Smith 3 5 3 2 3 5 2 5 95 5 4 120 95 140 Susan Jones 3 5 1 3 3 3 76 76 Enter the applicants’ overall interview score Enter the applicants’ reference score

Computer experience Min Requirements Microsoft experience Teamwork Customer experience Higher Ed. experience Admin experience Keyboarding skills H.S Diploma 5 1 5 3 5 3 2 4 4 5 5 Mary James 3 2 3 4 2 4 3 5 100 3 X John Smith 3 5 3 2 3 5 2 5 95 5 4 140 Susan Jones 3 5 1 3 3 3 76 76 If a reference check is so negative that it warrants not hiring an applicant, place an “X” in the score box and the ‘Total Score’ will reset to zero. Remember to document the reference check thoroughly.

Computer experience Min Requirements Leadership training Payroll experience Teamwork Clerical experience Keyboarding skills Higher Ed. exp. Supervisory exp. 5 1 5 3 5 3 2 4 4 5 5 Sort Mary Smith Mary Smith 3 5 3 2 3 5 2 5 95 5 4 109 140 John Jones 3 2 3 4 2 4 3 5 100 3 2 125 114 Susan Wang 3 5 1 3 3 3 76 76 Final Hiring Decision Resorting the data will show the applicant with the highest overall score. This can be used as a tool to determine who best meets the needs of this particular position.

Hiring Matrix Hiring managers are required to hire the applicant “who best meets the needs of their particular position.” If you have any questions please contact Kelsie Clayton at Kelsie.clayton@blinn.edu or by phone 979-209-7546. www.blinn.edu/personnel