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

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hiring matrix training

Hiring Matrix Training

Human Resources Department

www.blinn.edu/personnel

hiring matrix

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

slide3

START

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

slide4

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

slide5

Min Requirements

START

‘Minimum Requirements’ is always listed in first box.

slide6

Computer experience

Min Requirements

Teamwork

Microsoft experience

Higher Ed. experience

Customer experience

Keyboarding skills

Admin experience

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.

slide7

Computer experience

Min Requirements

Teamwork

Microsoft experience

Evaluate your position and rank on a scale from 1-5 with 5 being the most important.

Higher Ed. experience

Customer experience

Keyboarding skills

Admin experience

H.S Diploma

2

5

4

4

3

1

3

5

5

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?
slide8

Computer experience

Min Requirements

Teamwork

Microsoft experience

Higher Ed. experience

Customer experience

Keyboarding skills

Admin experience

H.S Diploma

2

5

4

4

3

1

3

5

5

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.

slide9

Computer experience

Min Requirements

Teamwork

Microsoft experience

Higher Ed. experience

Customer experience

Keyboarding skills

Admin experience

H.S Diploma

2

5

4

4

3

1

3

5

5

5

5

2

5

5

0

2

3

95

3

3

5

95

John Smith

2

3

3

5

0

3

2

4

4

Mary James

100

100

3

3

5

0

0

3

1

3

0

Susan Jones

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
slide10

Computer experience

Min Requirements

Teamwork

Microsoft experience

Higher Ed. experience

Customer experience

Keyboarding skills

Admin experience

H.S Diploma

2

5

4

4

3

1

3

5

5

5

5

2

5

5

0

2

3

95

95

3

3

5

John Smith

2

3

3

5

0

3

2

4

4

Mary James

100

100

3

3

5

0

0

3

1

3

0

Susan Jones

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.

slide11

Computer experience

Min Requirements

Teamwork

Microsoft experience

Higher Ed. experience

Customer experience

Keyboarding skills

Admin experience

H.S Diploma

2

5

4

4

3

1

3

5

5

5

5

4

2

3

5

3

4

100

100

3

2

0

Mary James

3

5

3

0

5

2

5

2

3

John Smith

95

95

3

3

5

0

0

3

1

3

0

Susan Jones

76

76

HR recommends you interview the top 3-5 applicants with the closest scores.

slide12

Computer experience

Min Requirements

Teamwork

Microsoft experience

Higher Ed. experience

Customer experience

Keyboarding skills

Admin experience

H.S Diploma

2

5

4

4

3

1

3

5

5

5

5

4

3

2

3

5

3

4

2

100

100

125

3

2

0

115

Mary James

3

5

3

4

5

0

5

2

5

2

3

140

120

John Smith

95

95

3

3

5

0

0

3

1

3

0

Susan Jones

76

76

Enter the applicants’ overall interview score

Enter the applicants’ reference score

slide13

Computer experience

Min Requirements

Teamwork

Microsoft experience

Higher Ed. experience

Customer experience

Keyboarding skills

Admin experience

H.S Diploma

2

5

4

4

3

1

3

5

5

5

5

4

3

2

3

5

3

4

X

0

100

3

2

0

Mary James

3

5

3

4

5

0

5

2

5

2

3

John Smith

95

140

3

3

5

0

0

3

1

3

0

Susan Jones

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.

slide14

Computer experience

Teamwork

Min Requirements

Payroll experience

Leadership training

Clerical experience

Keyboarding skills

Higher Ed. exp.

Supervisory exp.

5

1

5

5

3

2

4

4

5

Sort

3

5

Mary Smith

3

5

3

2

3

5

2

5

95

109

5

4

140

Mary Smith

0

3

0

2

3

4

2

4

3

5

100

John Jones

114

3

2

125

Susan Wang

3

0

5

1

0

3

0

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 matrix1

Hiring Matrix

If you have any questions please contact Kelsie Clayton at Kelsie.clayton@blinn.edu or by phone

979-209-7546.

Hiring managers are required to hire the applicant “who best meets the needs of their particular position.”

www.blinn.edu/personnel