Steps for Selection of Matrix

A selection matrix is a valuable hiring tool that provides equal assessment opportunities to all applicants and upholds the integrity of the university by ensuring that selection decisions are made on lawful, job-related, and non-discriminatory criteria. (University of Texas at Austin, 2024)

Key Facts

  1. Identify your alternatives: Determine the different options or choices that you need to evaluate.
  2. Identify criteria for analysis: Establish the crucial criteria or factors that you will use to evaluate and compare the alternatives.
  3. Create your decision matrix: Set up a grid or table where you can input the alternatives as column titles and the criteria as row titles.
  4. Fill your decision matrix: Evaluate each alternative against each criterion and assign a score or rating based on how well it meets the criteria.
  5. Add weight to your factors: Assign weights or importance values to each criterion to reflect their relative significance in the decision-making process.
  6. Multiply the weighted score: Multiply the scores of each alternative by their respective weights to calculate a weighted score for each criterion.
  7. Calculate the total score: Sum up the weighted scores for each alternative to obtain a total score, which can be used to rank the alternatives and make a decision.

It’s important to note that these steps are a general guideline and can be adapted or modified based on the specific needs and requirements of the decision-making process.

To develop a selection matrix, you and/or your selection panel will need to 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:

  1. Decide what technical and performance skills you want to evaluate through the selection matrix.
  2. Review the job posting responsibilities and qualifications and organize them into general categories on the matrix, such as education, technical job skills, and supervisory experience.
  3. Determine what qualifications/skills must be observed in an interview or discerned from responses to interview questions, and organize these into categories.
  4. Develop interview questions about the technical job skills and performance job skills that you cannot 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.
  5. Create a rating system for the matrix:
  6. Assign a range of rating points (normally 1-3 or 1-5) to each qualification and interview question, or
  7. Use a “Pass/Fail” system to determine if a candidate meets the qualifications of the position, or
  8. Use a more detailed scale to rate their experience, demonstrated skillset, or noted accomplishments, for example: Beginner, Intermediate, Professional, Expert, etc.

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. (University of Texas at Austin, 2024)

Once you have developed a selection matrix, you can use it to evaluate and compare applicants. To do this, follow these steps:

  1. Review each applicant’s materials to determine if they meet the required qualifications.
  2. Eliminate any applicants who do not meet all the required qualifications.
  3. Use the selection matrix to evaluate the remaining applicants.
  4. Calculate an individual’s total points for each qualification and interview question by multiplying the rating points by the weight factor.
  5. Identify the applicant with the highest total score.

The applicant with the highest total score is the most qualified candidate for the position.

Conclusion

A selection matrix is a valuable tool that can be used to make objective and informed hiring decisions. By following the steps outlined in this article, you can develop and use a selection matrix to help you select the best candidate for your open position.

References

  • University of Texas at Austin. (2024). Selection Panel or Matrix. Retrieved from https://hr.utexas.edu/manager/hiring/selection-panel-matrix
  • Asana. (2021, October 30). 7 quick and easy steps to creating a decision matrix, with examples. Retrieved from https://asana.com/resources/decision-matrix-examples
  • Cloudfresh. (2023, June 27). Decision matrix: 7 steps to make a decision. Retrieved from https://cloudfresh.com/en/blog/decision-matrix-7-steps-to-make-a-decision/

    FAQs

    What is a selection matrix?

    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.

    What are the steps involved in creating a selection matrix?

    The steps involved in creating a selection matrix include:

    1. Decide what technical and performance skills you want to evaluate.
    2. Review the job posting responsibilities and qualifications and organize them into general categories.
    3. Determine what qualifications/skills must be observed in an interview or discerned from responses to interview questions.
    4. Develop interview questions about the technical job skills and performance job skills that you cannot see on applications.
    5. Create a rating system for the matrix.

    How do you use a selection matrix?

    To use a selection matrix, you will need to:

    1. Review each applicant’s materials to determine if they meet the required qualifications.
    2. Eliminate any applicants who do not meet all the required qualifications.
    3. Use the selection matrix to evaluate the remaining applicants.
    4. Calculate an individual’s total points for each qualification and interview question by multiplying the rating points by the weight factor.
    5. Identify the applicant with the highest total score.

    What are the benefits of using a selection matrix?

    The benefits of using a selection matrix include:

    1. Provides equal assessment opportunities to all applicants.
    2. Upholds the integrity of the university by ensuring that selection decisions are made on lawful, job-related, and non-discriminatory criteria.
    3. Helps to make objective and informed hiring decisions.

    What are some common mistakes to avoid when using a selection matrix?

    Some common mistakes to avoid when using a selection matrix include:

    1. Relying too heavily on the selection matrix.
    2. Not using a structured interview process.
    3. Not considering the applicant’s overall fit for the organization.

    Can a selection matrix be used for other purposes besides hiring?

    Yes, a selection matrix can be used for other purposes besides hiring, such as:

    1. Performance evaluation.
    2. Training and development.
    3. Succession planning.

    What are some tips for creating an effective selection matrix?

    Some tips for creating an effective selection matrix include:

    1. Keep it simple and easy to use.
    2. Use clear and concise language.
    3. Tailor the matrix to the specific job you are hiring for.
    4. Involve multiple stakeholders in the development of the matrix.
    5. Pilot the matrix before using it for real.

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