www.blinn.edu/personnel Hiring Matrix Training Human Resources Department
Hiring Matrix Training
Feb 24, 2016
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www.blinn.edu/personnel
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.
APPLICANTS APP
LICA
TIO
N S
CORE
INT
ERVI
EW S
CORE
REF
EREN
CE S
CORE
TO
TAL
SCO
RE
Assigned weight 1 1 1 1 1 1 1 1 1 1 1 1 1 1
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
Sort
You must click on 'START' at the
beginning of each session!
START
APPLICANTS APP
LICA
TIO
N S
CORE
INT
ERVI
EW S
CORE
REF
EREN
CE S
CORE
TO
TAL
SCO
RE
Assigned weight 1 1 1 1 1 1 1 1 1 1 1 1 1 1
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
SortSTARTM
in R
equi
rem
ents
In the example we are looking at an HR
Administrative Assistant Position
Type in all Required and Preferred qualifications as listed on your Position Description
APPLICANTS APP
LICA
TIO
N S
CORE
INT
ERVI
EW S
CORE
REF
EREN
CE S
CORE
TO
TAL
SCO
RE
Assigned weight 1 1 1 1 1 1 1 1 1 1 1 1 1 1
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
SortSTARTM
in R
equi
rem
ents
‘Minimum Requirements’ is always listed in first
box.
APPLICANTS APP
LICA
TIO
N S
CORE
INT
ERVI
EW S
CORE
REF
EREN
CE S
CORE
TO
TAL
SCO
RE
Assigned weight 5 1 5 3 5 3 2 4 4 1 1 1 5 5
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
Sort
Min
Req
uire
men
ts
H.S
Dip
lom
a
Adm
in e
xper
ienc
e
Cus
tom
er e
xper
ienc
e
Mic
roso
ft e
xper
ienc
e
Key
boar
ding
skill
s
Team
wor
k
Com
pute
r ex
peri
ence
Hig
her
Ed.
exp
erie
nce
‘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.
(applicant’s name)
1 1 1 1 11 1 1 1 1 11 1 1
APPLICANTS APP
LICA
TIO
N S
CORE
INT
ERVI
EW S
CORE
REF
EREN
CE S
CORE
TO
TAL
SCO
RE
Assigned weight 5 1 5 3 5 3 2 4 4 1 1 1 5 5
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
Sort
Min
Req
uire
men
ts
H.S
Dip
lom
a
Adm
in e
xper
ienc
eC
usto
mer
exp
erie
nce
Mic
roso
ft e
xper
ienc
e
Key
boar
ding
skill
s
Team
wor
k
Com
pute
r ex
peri
ence
Hig
her
Ed.
exp
erie
nce
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)
Evaluate your position and rank on a scale from 1-5 with 5 being the most
important.5 1 5 3 5 23 4 4 5 5
• How much weight do you want the interview to count?
• How important are reference checks?
APPLICANTS APP
LICA
TIO
N S
CORE
INT
ERVI
EW S
CORE
REF
EREN
CE S
CORE
TO
TAL
SCO
RE
Assigned weight 5 1 5 3 5 3 2 4 4 1 1 1 5 5
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
Sort
Min
Req
uire
men
ts
H.S
Dip
lom
a
Adm
in e
xper
ienc
eC
usto
mer
exp
erie
nce
Mic
roso
ft e
xper
ienc
e
Key
boar
ding
skill
s
Team
wor
k
Com
pute
r ex
peri
ence
Hig
her
Ed.
exp
erie
nce
(applicant’s name)
5 1 5 3 5 23 4 4 5 5
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.
X
APPLICANTS APP
LICA
TIO
N S
CORE
INT
ERVI
EW S
CORE
REF
EREN
CE S
CORE
TO
TAL
SCO
RE
Assigned weight 5 1 5 3 5 3 2 4 4 1 1 1 5 5
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
Sort
Min
Req
uire
men
ts
H.S
Dip
lom
a
Adm
in e
xper
ienc
eC
usto
mer
exp
erie
nce
Mic
roso
ft e
xper
ienc
e
Key
boar
ding
skill
s
Team
wor
k
Com
pute
r ex
peri
ence
Hig
her
Ed.
exp
erie
nce
• 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 )
John Smith
5 1 5 3 5 23 4 4 5 5
Mary James
Susan Jones
3 5 3 2 3 5 2 5 0 95 95
3 0 2 3 4 2 4 3 5
3 0 5 1 0 3 0 3 3
100
76
100
76
• 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
APPLICANTS APP
LICA
TIO
N S
CORE
INT
ERVI
EW S
CORE
REF
EREN
CE S
CORE
TO
TAL
SCO
RE
Assigned weight 5 1 5 3 5 3 2 4 4 1 1 1 5 5
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
Sort
Min
Req
uire
men
ts
H.S
Dip
lom
a
Adm
in e
xper
ienc
eC
usto
mer
exp
erie
nce
Mic
roso
ft e
xper
ienc
e
Key
boar
ding
skill
s
Team
wor
k
Com
pute
r ex
peri
ence
Hig
her
Ed.
exp
erie
nce
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.
John Smith
5 1 5 3 5 23 4 4 5 5
Mary James
Susan Jones
3 5 3 2 3 5 2 5 0 95 95
3 0 2 3 4 2 4 3 5
3 0 5 1 0 3 0 3 3
100
76
100
76
APPLICANTS APP
LICA
TIO
N S
CORE
INT
ERVI
EW S
CORE
REF
EREN
CE S
CORE
TO
TAL
SCO
RE
Assigned weight 5 1 5 3 5 3 2 4 4 1 1 1 5 5
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
Sort
Min
Req
uire
men
ts
H.S
Dip
lom
a
Adm
in e
xper
ienc
eC
usto
mer
exp
erie
nce
Mic
roso
ft e
xper
ienc
e
Key
boar
ding
skill
s
Team
wor
k
Com
pute
r ex
peri
ence
Hig
her
Ed.
exp
erie
nce
Mary James
5 1 5 3 5 23 4 4 5 5
John Smith
Susan Jones
3 0 2 3 4 2 4 3 5 100 100
3 5 3 2 3 5 2 5 0
3 0 5 1 0 3 0 3 3
95
76
95
76
HR recommends you interview the top 3-5 applicants with the closest scores.
APPLICANTS APP
LICA
TIO
N S
CORE
INT
ERVI
EW S
CORE
REF
EREN
CE S
CORE
TO
TAL
SCO
RE
Assigned weight 5 1 5 3 5 3 2 4 4 1 1 1 5 5
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
Sort
Min
Req
uire
men
ts
H.S
Dip
lom
a
Adm
in e
xper
ienc
eC
usto
mer
exp
erie
nce
Mic
roso
ft e
xper
ienc
e
Key
boar
ding
skill
s
Team
wor
k
Com
pute
r ex
peri
ence
Hig
her
Ed.
exp
erie
nce
Mary James
5 1 5 3 5 23 4 4 5 5
John Smith
Susan Jones
3 0 2 3 4 2 4 3 5 100 100
3 5 3 2 3 5 2 5 0
3 0 5 1 0 3 0 3 3
95
76
95
76
1. Enter the applicants’ overall interview score2. Enter the applicants’ reference score
3
5
115
1204
2 125
140
APPLICANTS APP
LICA
TIO
N S
CORE
INT
ERVI
EW S
CORE
REF
EREN
CE S
CORE
TO
TAL
SCO
RE
Assigned weight 5 1 5 3 5 3 2 4 4 1 1 1 5 5
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
Sort
Min
Req
uire
men
ts
H.S
Dip
lom
a
Adm
in e
xper
ienc
eC
usto
mer
exp
erie
nce
Mic
roso
ft e
xper
ienc
e
Key
boar
ding
skill
s
Team
wor
k
Com
pute
r ex
peri
ence
Hig
her
Ed.
exp
erie
nce
Mary James
5 1 5 3 5 23 4 4 5 5
John Smith
Susan Jones
3 0 2 3 4 2 4 3 5 100 0
3 5 3 2 3 5 2 5 0
3 0 5 1 0 3 0 3 3
95
76
140
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.
3
5 4
X
APPLICANTS APP
LICA
TIO
N S
CORE
INT
ERVI
EW S
CORE
REF
EREN
CE S
CORE
TO
TAL
SCO
RE
Assigned weight 1 1 1 1 1 1 1 1 1 1 1 1 1 1
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
Sort
Min
Req
uire
men
ts
Lea
ders
hip
trai
ning
Cle
rica
l exp
erie
nce
Supe
rvis
ory
exp.
Payr
oll e
xper
ienc
e
Key
boar
ding
skill
s
Team
wor
k
Com
pute
r ex
peri
ence
Hig
her
Ed.
exp
.
5 1 5 5 3 2 4 4 5 53
Mary Smith 3
John Jones
Susan Wang
5 3 2 3 5 2 5 0 95 109
3 0 2 3 4 2 4 3 5 100 114
3 0 5 1 0 3 0 3 3 76 76
5
3
4
2 125
140
Sort
Mary Smith
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.
www.blinn.edu/personnel
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 [email protected] or by
phone 979-209-7546.
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