Human Resources
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Use of Selection Matrixes

A selection matrix is a tool that lets you objectively compare an applicant’s qualifications to a job vacancy’s qualifications and functions, as well as compare applicants to one another based on established job-related criteria. It is a valuable hiring tool because it provides equal employment opportunities to all applicants and upholds the integrity of the university by ensuring that selection decisions are made only on lawful, job-related and non-discriminatory criteria.

How to Develop a Selection Matrix
In order to develop a selection matrix, you and/or your selection panel will need to thoroughly analyze the position’s required qualifications, preferred qualifications, and job functions. As you analyze these qualifications and functions, take the following steps to develop a selection matrix:

  • Decide which technical and performance job skills you want to evaluate through the selection matrix
  • Identify which qualifications you can see on an application, and organize them into general categories on the matrix, such as education, technical skills, and supervisory experience.
  • Determine which qualifications/skills must be observed in an interview or discerned from responses to interview questions, and organize these into categories.
  • Develop interview questions about the technical job skills and performance job skills that you can’t see on applications – this will let you structure the interview in a way that helps you fill in these gaps of information on the selection matrix.
  • Create a numeric rating systems for the matrix
    • Assign a range of rating points (normally 1-3 or 1-5 to each qualification and interview question
    • You may also give a numeric “weight factor” to each qualification and interview question based on their importance to the functions of the job; for example, if 50% of the position is performing one specific task, you might weigh that qualification as three times more important than other qualifications.

How to Use a Selection Matrix
Because applicants must meet all of the position’s minimum qualifications in order to be considered, you’ll probably want to start by screening each applicant’s materials to determine if they meet the minimum requirements. You can then eliminate any applicants who don’t meet all the minimum required qualifications – this is an efficient way to avoid wasting time on selection matrixes for unqualified applicants.

Once you eliminate unqualified applicants, you can either proceed to testing and interview the entire applicant pool or you can use the matrix to help you select the top, most-competitive candidates for testing and interviews. Whether you start using the matrix before or after the initial interview process, you’ll want to use the selection matrix in the following way:

  • Calculate an individual’s total points for each qualification and interview question by multiplying the rating points by the weight factor (i.e. the rating points = 3 and the weight factor = 10, the total points an applicant gets for that question = 30).
  • Add the total technical job skill points and the total interview questions points together, and calculate a total point score for each applicant
  • If there are any discrepancies or large deviations in scoring, handle them through consensus of the selection panel or have the hiring supervisor resolve them.
  • Based on the total point score, decide who to recommend for final interviews.

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